10.6.4 Anti-discrimination policies
Anti-Discrimination and Anti-Harassment Policies
BOĞAZİÇİ UNIVERSITY SEXUAL HARASSMENT PREVENTION, EDUCATION AND SUPPORT COORDINATION OFFICE (CİTÖK OFFICE) 2016 – 2021
The establishment of sexual harassment prevention commissions, boards and units at universities in Turkey gained momentum in the 2010s. These units, which have similar missions to their counterparts around the world, were established with the efforts of academics working in this field and the support of students to prevent discriminatory behaviour and attitudes arising from gender inequality in universities and academic life, in other words, sexual harassment, assault and sexual violence. The increase in academic research, theses and courses in the field of gender also contributed to the establishment of these units. In the 2010s, many universities, such as Ankara University, Middle East Technical University, Sabancı University and Hacettepe University, established similar units and continue their work today. Today, at least 22 universities in Turkey have sexual harassment prevention boards, commissions or units. The “Communication Network Against Sexual Harassment and Assault (CTS)” is also a communication network that has facilitated coordination between these units for years.
At Boğaziçi University, the Sexual Harassment Prevention Commission (CİTÖK) was established in 2012 through the efforts of academics and students. Since 2012, the commission has included academics from faculties and institutes, administrative staff working in relevant fields, and student representatives. As stated in the working guidelines approved by the University Board of Directors, the commission's purpose is to design and implement educational programmes for university members to prevent sexual harassment, to make recommendations to the administration for the university to develop policies and practices against sexual harassment, and to create an action plan within the framework of confidentiality to assess the needs of individuals who have been subjected to sexual harassment and similar acts and to provide information on necessary security, medical, psychological, psychosocial and legal matters.
The CİTÖK, as a commission, has organised various campaigns and training sessions with students and other members of the university community to combat gender inequality in campus life and academia. A pluralistic and inclusive membership structure is important to encompass the entire university and facilitate communication. According to a recommendation passed by the University Executive Board, it was deemed appropriate for CİTÖK members to participate in relevant disciplinary commissions due to their expertise on the subject. This decision was adopted by the majority of faculties and institutes.
In 2016, during the term of Rector Gülay Barbarosoğlu, a CİTÖK Office was opened as needed, taking international standards into account. Prior to 2016, one of CİTÖK's duties as a commission was to carry out the aforementioned education and prevention activities, while another was to evaluate and direct future applications related to relevant offences. As a result of the commission's four years of experience, it was understood that there was a need for an office/coordinator who would take on these duties full-time and work in coordination with the commission.
It is essential that the coordinator to be employed in the CİTÖK Office, unlike the commission members, does not hold any other title or position at the university (i.e., is not an academic, administrative staff member or student) in order to evaluate interviews and applications within the framework of expertise and without any conflict of interest, thereby ensuring proper referral. This is evident from the striking difference between applications between 2012-2016 and 2016-2021. According to records, the number of applications was 15 in 2015 and 74 in 2019. At the end of the five years the office was active, the coordinator had conducted 384 interviews.
The CİTÖK coordinator conducts interviews in person, one-on-one and confidentially at the office, except in exceptional circumstances (during the pandemic, online and telephone interviews replaced office interviews). No personal information about the interviews is disclosed to third parties, including the commission, except when necessary. The confidentiality and absence of conflicts of interest in the meetings instil a sense of trust in the applicant; the trust created by this principle both within and outside the university is reflected not only in the increase in the number of applications but also in the requests for consultation coming from outside the university.
It is essential that the office coordinator working at CİTÖK is knowledgeable about gender equality initiatives and the legal and psychosocial support mechanisms available in response to acts defined as crimes by law, such as sexual harassment, assault and violence. They must work in coordination with internal university support mechanisms (e.g., BÜREM, BÜSÖD and MEDİKO), be able to convey information about how YÖK-affiliated disciplinary processes work, and possess basic and up-to-date information on how to access external (legal, psychosocial) support. Furthermore, the coordinator must have the expertise to work on and guide the needs, problem areas, discussion topics and information gaps of the group of students born between 1998 and 2003, who constituted the majority of applicants in the 2016-2021 period. Although there are similarities in terms of patterns of violence in close relationships and the needs in this area, their forms contain periodical differences. It is impossible to establish dialogue and produce solutions without observing and understanding these.
In an era where the culture of disclosure is so widespread and social media is the most frequently used tool, it is clear that units such as the CİTÖK Office must be capable of responding to current problem areas, especially in light of the experience of the pandemic lasting over a year. The common subject areas of the applications (digital violence, stalking, insults, threats, dating violence, sexual harassment, among others) confirm this. The CİTÖK Office must nourish and renew itself in coordination with current research, international publications and units working in this field and proficient in current methods.
The accumulation of the office coordinator's meetings over five years points to the importance of stability and institutionalisation in terms of both identifying problems and communicating solutions with knowledge of the areas of resolution. In addition to all this, specialisation in such a role can only be achieved through contact and cooperation with civil society and public institutions working in the field of violence and discrimination outside the university. If these conditions are not met, this unit/commission of the university will become isolated from its largest constituency, the students, and become inactive. This five-year experience and similar national/international studies have shown that the CİTÖK Office, like MEDİKO or BÜREM, is an indispensable service unit for our university.
During this five-year period, the CİTÖK Office has made progress in training as well as applications. In 2014 and 2016, the University Executive Board decided to implement CİTÖK training. In 2016, with the coordinator taking up their post, all training within and outside the university was provided by them. Between 2016 and 2021, the office conducted numerous awareness-raising activities in collaboration with the commission, including orientation presentations for preparatory students, compulsory courses for preparatory students, information meetings for academics in faculty councils, meetings with security officers and administrative staff, and student forums and workshops.
In the last three years, particularly with CİTÖK gaining recognition outside the university, the coordinator has received numerous invitations from civil society and public institutions and has been called upon to provide training. These include professional chambers and associations, media organisations, high schools and educational institutions, civil society organisations, political parties, art groups, trade unions and centres. The coordinator has been invited to meetings on the establishment of new units, primarily at foundation universities. CTS Communication Network has served as an example for these units to operate permanently and efficiently.
By 2021, the CİTÖK Office, with its accumulated experience, has been listed in the index of “gender equality” projects and activities sought after in international academic standards. Its training and presentations have been recognised and embraced outside the university. Over the past five years, it has highlighted the shortcomings and necessary actions in this field, primarily through individual meetings with students, youth work and academic life. This experience has demonstrated the need for institutional action to eliminate gender-based discrimination in academic life.
The CİTÖK Office experience over these five years, alongside application evaluations, has proven the necessity of an office coordinator through the forums, workshops, lectures and campaigns it has conducted with students. However, a coordinator without another position at the university can continue their work in this field independently and reliably alongside students.
At a time when the existence of a staff member working with limited resources and support is being debated, it is essential that the CİTÖK Office continues to operate with a systematic, sustainable and institutional structure.
Boğaziçi University Sexual Harassment Prevention Commission
Established in 2016, the Sexual Harassment Prevention, Education and Support Coordination Office is responsible for providing accurate information and guidance to university staff in the face of sexual harassment, assault and violence. Its office is located in BU South Campus.
CİTÖK is responsible for informing and counselling university staff who have been subjected to sexual harassment or violence via e-mail or direct interviews a) within the university: BÜREM, MEDİKO, Dean of Students Office, and informs them about disciplinary investigations b) outside the university: informs them about legal and psychological support mechanisms and directs them to relevant institutions.
CİTÖK is a REFERRAL unit, it does not take decisions, impose penalties or take action on behalf of individuals. Its duty is to provide correct information in sexual harassment and assault applications.
Boğaziçi University resolutely implements anti-discrimination and anti-harassment policies and takes comprehensive measures in this area. The University follows a zero-tolerance policy against discrimination and harassment in order to provide an educational and working environment where all individuals have equal rights and opportunities.
Anti-Sexual Harassment and Anti-Discrimination Strategies
Boğaziçi University develops and implements strategies to prevent sexual harassment and discrimination through the Commission for the Prevention of Sexual Harassment (CİTÖK). The Commission is responsible for addressing and preventing cases of sexual harassment and conducting investigations when necessary. There is also a ‘Gender Equality Plan’ that promotes gender equality and aims to raise awareness in this area. This plan details the university's work against gender discrimination, sexual harassment and other forms of discrimination.
Social Policy and Equality Studies
Boğaziçi University Social Policy Forum is a pioneering research centre that examines social policy-making and implementation processes related to social inequalities, poverty and forms of discrimination with a scientific, rights-based and inclusive approach. The Forum aims to create a strong institutional structure that enables social policies to realise human rights and freedoms. In addition, the Social Policy Forum works towards the development and implementation of policies that combat discrimination and inequality.
Sustainable Development Goals and UYGAR Centre
Boğaziçi University Human Development Application and Research Centre (UYGAR) conducts studies in line with the Sustainable Development Goals and develops projects for social development. The Centre organises activities aimed at raising awareness on anti-discrimination and social equality.
Boğaziçi University continuously reviews and improves its anti-discrimination and anti-harassment policies. The University continues to take an active role in gender equality, human rights and freedoms by increasing awareness-raising activities in this field.
Regulations and Regulations
SEXUAL HARASSMENT according to the TPC: Article 105. Any person who harasses another person for sexual purposes shall, upon complaint of the victim, be sentenced to imprisonment from three months to two years or to a judicial fine.
SEXUAL ATTACK according to TPC: Article 102. A person who violates the bodily inviolability of a person by sexual behaviour shall, upon complaint of the victim, be sentenced to imprisonment from five to ten years. If the sexual behaviour is at the level of molestation, he/she shall be sentenced to imprisonment from two to five years.
QUALIFIED SEXUAL ASSAULT according to the Turkish Penal Code: Article 102/2. If the act is committed by inserting an organ or other object into the body, imprisonment of not less than twelve years shall be imposed.
Threat (Article 106), blackmail (Article 107), force (Article 108), deprivation of liberty (Article 108) are also defined as offences in the TPC.
See: https://www.tbmm.gov.tr/kanunlar/k5237.html
SEXUAL HARASSMENT according to YÖK Student Disciplinary Regulations:
Article 8 stipulates a penalty of two semesters of suspension from school if students commit the act of sexual harassment.
According to the Higher Education Council of Higher Education Student Discipline Regulations, SEXUAL ASSAULT:
Article 9. Violating the sexual inviolability of persons by engaging in sexual behaviour on their bodies is defined as an act that requires expulsion from the higher education institution.
The Higher Education Student Discipline Regulation also defines threats and violence. For more information:
FOR EMPLOYEES SUBJECT TO THE YÖK LAW (Article 53) The offence of ‘assaulting or sexually harassing the supervisor, colleagues, staff, service beneficiaries or students’ is punishable by dismissal from public office.
