10.6.5 University diversity officer
Diversity, Equity and Inclusion Committees and Offices
Boğaziçi University has established various committees and offices to guide and implement policies, programmes and trainings related to diversity, equality, inclusion and human rights on campus. These structures embody the university's commitment in these areas and aim to provide an inclusive environment for students, staff and faculty.
Gender Equality Commission
Boğaziçi University has a ‘Gender Equality Commission’ to raise awareness on gender equality, develop policies and prevent gender discrimination. This commission plays a critical role in determining and implementing the university's gender equality strategies. The Commission carries out studies on gender equality, develops relevant policies and supports the training of university components on this issue.
Commission for the Prevention of Sexual Harassment (CİTÖK)
The Commission for the Prevention of Sexual Harassment (CİTÖK) is a structure established to prevent sexual harassment at Boğaziçi University and to raise awareness on this issue. CITÖK is responsible for handling, preventing and investigating sexual harassment cases. It also organises training programmes and events to raise awareness of sexual harassment throughout the university.
Social Policy Forum
The Social Policy Forum is a research centre at Boğaziçi University that works to develop and implement policies that combat social inequalities, poverty and different forms of discrimination. The Forum encourages the formulation of social policies on the basis of scientific knowledge and democratic participation. It also conducts research on social justice and human rights issues and offers policy recommendations in these areas.
University Diversity and Equality Policies
The governing bodies of Boğaziçi University take an active role in the development and implementation of diversity and equality policies. These structures support efforts to promote diversity, protect human rights and prevent discrimination on the university campus. The university continuously works and serves its community to raise awareness and create effective policies in this area.
These structures and committees reflect Boğaziçi University's commitment to diversity and equality and actively work to promote these values on campus.
Boğaziçi University Student Rights and Responsibilities
The "Student Rights and Responsibilities" declaration has been prepared within the framework of laws and university regulations in order to create a quality education and research environment based on the principles of equality and diversity, where the academic, social and cultural development of Boğaziçi University students will be ensured, and to ensure that students adopt to be individuals who are sensitive to their environment and aware of their social rights and responsibilities.
The rights and responsibilities in the Declaration cannot be used in a way that restricts and/or eliminates the rights and responsibilities of others.
Freedom of Expression:
Rights: Students may freely express their views and opinions without calls for violence or insults, provided that the rights of others are respected.
Responsibility: Students respect the rights and freedom of expression of others.
Equality:
Rights: Students shall not be discriminated against on the basis of any difference such as belief, religion, language, race, disability, gender and sexual orientation. They receive respect and equal treatment from university academic and administrative staff and other students. No student may be subjected to degrading attitudes and behaviours.
Responsibility: Students show respect for differences without discrimination, and cannot have degrading attitudes and behaviours towards others. Students behave respectfully to the academic and administrative staff of the University and other students.
Living in a safe environment:
Rights: Students have the right to live in an environment free from all forms of violence and harassment (physical, emotional, sexual). In cases of sexual harassment and the related use of power and influence, the victim's complaint will be treated with dignity and confidentiality (see the Guidelines on Protection and Safeguarding from Harassment.
Responsibility: Students may not use violence or harassment against a person or persons by word or action.
Confidentiality of Personal Information:
Rights: Except as required by law and regulations, academic and personal information cannot be given to third parties and/or institutions without the knowledge and consent of the students.
Responsibility: The student may not take the academic and personal information of others without the permission of the person in question, and warns and informs the relevant persons in case it is taken.
Sustainable Quality Campus Life:
Right Students have the right to live in a healthy, clean, hygienic and aesthetic environment that supports academic, cultural and social development.
Responsibility: Students take care to maintain a quality life without harming the environment and animals, keeping the environment clean, without creating sound and visual pollution and using limited resources effectively.
Education:
Right Students have the right to benefit from the facilities provided to them in the best conditions in classrooms, laboratories, libraries, sports and art facilities, etc. They receive counselling and assistance from academic and administrative staff. They are informed in a timely manner about the content and evaluation of the courses they take. They are expected to follow the programme announced by the instructor, unless otherwise stated. Students with disabilities have the right to make the necessary arrangements within the framework of accessibility and accessibility (such as arrangement of classroom locations, provision of research assistants by the instructor during exams, etc.). The right to be informed about the evaluation of exam results and similar studies and to object when necessary is reserved.
Responsibility:
Follows the lessons and participates in the exams given. Submit homework, reports, etc. on time.
They keep track of their grades and academic status.
Knows, follows and complies with the academic calendar and regulations.
Complies with the following principles of scientific plagiarism and other academic integrity:
Students are aware that in all kinds of academic studies in all disciplines, the evaluation will be made only on their own work, and that copying and / or translating someone else's ideas, suggestions and opinions in whole or in part without citing the source is a crime and will be subject to disciplinary action. ( Higher Education Institutions Student Disciplinary Regulations )
If any published or unpublished source (e.g. article, book, report, another student's work, Internet citation, etc.) is used, it indicates the source.
He/she does not present the work done by someone else and/or commissioned by someone else as his/her own work.
He doesn't cheat in exams.
It does not falsify any document, including electronic documents.
Participation:
Right Students have the right to participate in academic, social, extracurricular activities (clubs, ÖTK, etc.) and organisations. BÜREM, Medico Social, etc. benefit from the services and facilities offered by the units. Each student has the right to choose and elect his/her own representative within the framework of the rules and to participate in the management through his/her representative (see ÖTK).
Responsibility:
Acts in accordance with the rules and regulations by taking ownership of the given tasks.
Attends appointments on time. Notifies the excuse in advance for the work, counselling appointment, meeting, etc. that he / she cannot attend.
They are expected to vote in the SC elections.
Seeking Your Rights, Being Informed and Providing Information:
Right Students can apply to the head of the relevant department/unit on academic issues that they think their rights have been violated, and to the Dean of Student Affairs through the Registrar's Office on other issues and seek their rights. He/she has the right to receive a response within the legal period.
A student accused of any offence has the right to self-defence and the right to appeal.
Responsibility: The student is responsible for keeping the information about himself/herself up to date and accurate. Follows the relevant process.
https://bogazici.edu.tr/tr/pages/ogrenci-hak-ve-sorumluluklari/152
2024 Sustainability Report SDG-10 (Related Section)
Commissions and Offices for Diversity, Equality and Inclusion
Boğaziçi University has established various committees and offices to develop policies, implement programmes and organise trainings on diversity, equality, inclusion and human rights on campus. These structures reinforce the university's commitment in these areas and aim to provide an inclusive, fair and supportive environment for students, faculty and staff.
Gender Equality Commission
Boğaziçi University has established the ‘Gender Equality Commission’ in order to raise awareness on gender equality, prevent gender discrimination and provide an inclusive campus environment. This commission plays a key role in the formulation, implementation and monitoring of the university's gender equality strategies and policies. It supports training programmes and studies aimed at raising awareness of gender equality among university constituents. The Gender Equality Commission is an important building block that realises Boğaziçi University's vision of creating a campus environment based on equality, inclusion and human rights.
Click here to see the members of the Gender Equality Commission:
https://bogazici.edu.tr/tr/pages/universite-yonetim-kurulu-kurul-ve-komisyonla/246
Commission for the Prevention of Sexual Harassment (CİTÖK)
Boğaziçi University established the Commission for the Prevention of Sexual Harassment (CİTÖK) in 2012 to prevent sexual harassment and violence and to ensure an inclusive campus environment. The main duties of the Commission include organising sexual harassment prevention training programmes for university constituents, guiding the administration to develop policies and practices against sexual harassment, and providing medical, psychological, psychosocial and legal support to individuals who have been subjected to sexual harassment through the CITÖK Office in accordance with the principle of confidentiality.
CITÖK has a pluralistic and inclusive structure consisting of academics from faculties and institutes, administrative staff working in related fields and student representatives. The pluralistic structure of the Commission is critical in terms of ensuring effective communication by covering all components of the university. In line with a recommendation of the University Executive Board (UYK), it was deemed appropriate for the commission members to take part in the relevant disciplinary commissions due to their subject expertise, and this practice was adopted by the majority of faculties and institutes.
CİTÖK is an important building block that realises Boğaziçi University's vision of ensuring equality, inclusiveness and a safe campus environment.
Click here to see the members of the Sexual Harassment Prevention Commission:
https://bogazici.edu.tr/tr/pages/universite-yonetim-kurulu-kurul-ve-komisyonla/246
Click here to go to CITÖK web page:
https://citok.bogazici.edu.tr/tr
Boğaziçi University Disability Commission
Boğaziçi University Disability Commission aims to provide a supportive and well- resourced environment for students with disabilities, to remove restrictions on their academic success and education, and to help them develop their self- awareness and independence as individuals. The Commission works to ensure that students, faculty and staff with disabilities have equal access rights and to increase awareness of disability across the university.
The values adopted by the Commission are as follows:
1. Respect and Value: Respects the individual characteristics, unique personalities and values of all students, faculty and staff.
2. Access and Safety: It aims to create a safe, accessible and supportive academic environment for individuals with disabilities.
3. Team Approach: It endeavours to develop effective methods and practices through teamwork to facilitate the learning processes of students with disabilities.
4. Independence and Responsibility: It encourages students to act independently, be self-sufficient and take responsibility.
5. Elimination of Barriers: It takes the necessary steps to remove physical and behavioural barriers that restrict the full and effective participation of individuals with disabilities in the university community.
In line with these values and goals, the Commission continues to work to ensure that Boğaziçi University provides an accessible and inclusive environment for everyone.
For more information about the Disability Commission, please click here:
https://bogazici.edu.tr/tr/pages/universite-yonetim-kurulu-kurul-ve-komisyonla/246
These committees play a strategic role in implementing the university's principles of diversity, equity and inclusion across the campus. This mechanism, supported by the administration, ensures the sustainability of an equitable, inclusive and fair campus culture for all university constituents.
Republic of Turkey
BOĞAZİÇİ UNIVERSITY
PSYCHOLOGICAL HARASSMENT (MOBBING) PREVENTION COMMITTEE GUIDELINES
CHAPTER ONE
Purpose, Scope, Basis and Definitions
Purpose
ARTICLE 1: (1) The purpose of this Guideline is to regulate the establishment, duties, working procedures and principles of the Boğaziçi University Psychological Harassment (Mobbing) Prevention Commission, as well as the rules governing the reporting, complaint, support process and in-service training programmes related to psychological harassment (mobbing).
Scope
ARTICLE 2: (1) This Guideline covers the formation, duties, working procedures and principles of the Boğaziçi University Psychological Harassment (Mobbing) Prevention Commission, as well as the principles and procedures to be observed in reporting and complaints, support processes and in-service training related to the subject.
Legal Basis
ARTICLE 3: (1) This Directive has been prepared based on Article 14 of the Higher Education Law No. 2547 and the General Directive on the Prevention of Psychological Harassment (Mobbing) in the Workplace No. 2011/2, published in the Official Gazette dated 19.03.2011 and numbered 27879.
Definitions
ARTICLE 4: (1) The terms used in this Directive shall have the following meanings:
- Employee: Academic and administrative staff of Boğaziçi University and other employees,
- University members: Academic and administrative staff and other employees within Boğaziçi University, as well as the University's students,
- Workplace: All academic, administrative, and social service units within Boğaziçi University,
c) Workplace environment: All physical and virtual environments within the workplace,
- University units: All academic, administrative and social activity units within Boğaziçi University,
- Psychological Harassment (Mobbing): Actions and behaviours that constitute psychological violence, carried out intentionally, repeated with a degree of regularity, and occurring in the workplace, which harm the victim's personal rights, professional status, physical and/or psychological health, work relationships, or social relationships.
- Commission: The Psychological Harassment (Mobbing) Prevention Commission,
- Chairperson: The Chairperson of the Psychological Harassment (Mobbing) Prevention Commission, g) Rector: The Rector of Boğaziçi University,
- University: Boğaziçi University,
SECOND SECTION
The Formation, Duties, Powers, and Procedures and Principles of Operation of the Commission
Formation of the Commission
ARTICLE 5: (1) The Psychological Harassment (Mobbing) Prevention Commission shall be appointed by the Rector;
- Academic staff (4 members),
- Administrative staff (2 members),
- The Deputy Secretary General, for a total of 7 (Seven) members.
- It is preferable that the members of the Commission appointed from among the academic staff are from fields such as law, psychology, psychiatry, psychological counselling and guidance, and social services.
- The Chair of the Commission is appointed by the Rector. The Chair selects one of the academic staff members of the Commission as Vice-Chair.
- An employee from the Disciplinary Affairs Department attends meetings as a Reporter.
Term of Office of Commission Members
ARTICLE 6: (1) The term of office of Commission members is three years.
- In the following cases, the term of office of a Commission member shall be terminated by the Rector upon notification by the Commission Chair to the Rectorate, even before the expiration of this term:
- The death of the member, a written resignation statement, or the member's departure from the University,
- The member's failure to attend three consecutive Commission meetings within a calendar year without permission or excuse,
- The member receiving a final judicial and/or administrative penalty incompatible with their membership of the Commission.
- In the following cases, the Commission membership may be terminated before the end of the term, upon notification of the circumstances to the Rector by the Commission Chair:
Chair to the Rectorate, the Rector may terminate the membership:
- The member's failure to attend at least three Commission meetings without permission or excuse,
- It being understood that the member will be unable to attend Commission meetings for a period of six months or longer, even with a valid excuse,
- The existence of an ongoing judicial and/or administrative investigation concerning the member.
- Members whose term has expired may be reappointed. A new member replacing a member whose membership has ended for any reason before the end of their term shall complete the term of the former member.
Duties and Powers of the Commission
ARTICLE 7: (1) The Commission shall perform the following duties and exercise the following powers:
- To raise awareness among university members about psychological harassment (mobbing) and to organise training and information meetings for the purpose of preventing psychological harassment, to design programmes aimed at preventing psychological harassment and to ensure their implementation,
- To submit recommendations to the Rectorate for the development of policies and practices against psychological harassment at the university,
- To develop an action plan within the framework of confidentiality to assess the needs of individuals exposed to psychological harassment and to provide information on necessary security, medical, psychological, psychosocial, and legal matters,
c) Evaluating issues referred by the Rectorate or other university departments regarding allegations of psychological harassment occurring within the university and submitting reasoned opinions to the Rectorate or the referring department,
- To evaluate the complaints of University members who apply to the Commission claiming to be victims or witnesses of psychological harassment occurring within the University and to submit a reasoned report to the Rectorate.
Working Procedures and Principles of the Commission
ARTICLE 8: (1) The Commission shall convene upon the call of the Chairperson with the absolute majority of its members and shall take decisions by the absolute majority of those present. In the absence of the Chairperson, the Vice-Chairperson shall preside over the Commission meetings.
- The Chair has the authority to set the meeting agenda, notify members, conduct Commission work, and assign tasks for this work.
- The Commission shall perform and exercise all its duties and powers, except those regulated by Article 7(1)(a) of this Directive, in accordance with the principle of confidentiality.
- Commission meetings are confidential. Members and those undertaking the role of Rapporteur are obliged to keep confidential all matters discussed, examined, and evaluated at Commission meetings, as well as all related information and documents.
- The secretarial services of the Commission are provided by the University's Legal Advisory Office. In this context, the Legal Advisory Office
- accepts petitions submitted to the Commission,
- maintains statistics on psychological harassment cases at the University,
- Performs other secretarial activities as directed by the Chair.
- The Commission is directly accountable to the Rector for the activities it carries out.
- The Commission conducts correspondence with other individuals, institutions, and organisations required during the investigation and evaluation phase through the Rector's Office.
THIRD SECTION
Application to the Commission, Support Process, In-Service Training Programmes
Application to the Commission
ARTICLE 9: (1) Members of Boğaziçi University who believe they have been subjected to psychological harassment shall submit their complaints to the Commission Secretariat by completing the "Boğaziçi University Mobbing Prevention Commission Application Form (Appendix 1)".
- Applications that do not pertain to a specific matter, or those that are identical in terms of their reasons, subject matter and parties to those previously resolved, shall not be examined.
- University units shall, as a rule, obtain the opinion of the Commission before deciding on applications involving allegations of psychological harassment. The Commission shall respond promptly to requests for opinions from university units, taking into account the time limits set out in the relevant disciplinary regulations; this period shall not, as a rule, exceed ten days.
- In cases where the initial application is made to the Commission, if deemed necessary by the Commission, the incident subject to the application shall be reported to the University unit authorised to take action in accordance with the relevant disciplinary regulations.
- Information regarding the incident subject to complaint and the complainant and the person complained about is kept confidential at all stages by all University units other than the Commission, and all actions taken are recorded.
- Except where legally required, no legal proceedings shall be initiated without the complainant's request.
- The Commission shall formulate its opinions with justification, setting out the relevant legal basis. The Commission shall evaluate the alleged psychological harassment based on sufficient, credible and legally valid evidence.
Principles Regarding the Commission's Evaluation Process
ARTICLE 10: (1) In cases where university units request the Commission's opinion on matters involving allegations of psychological harassment, and in cases where allegations of psychological harassment are submitted directly to the Commission;
- The Commission shall examine the information and documents submitted to it in detail and, if necessary, may summon and hear the persons involved in the matter (the applicant, the other party, the unit manager, field experts) and request additional written or oral statements.
- The Commission is obliged to keep the incident, the applicant and the persons complained about confidential during the process related to the allegation of psychological harassment. Other persons aware of the incident (managers, experts) are also obliged to comply with the same principle.
- All applications made to the Commission are evaluated promptly and expeditiously and concluded within two months. Support services may continue for a longer period.
c) Where it is understood that the applicant has deliberately submitted misleading information and documents regarding the allegation of psychological harassment, the relevant provisions of the disciplinary regulations shall apply.
- If university units request the Commission's opinion on matters involving allegations of psychological harassment, the Commission shall submit its reasoned decision, based on its assessment, to the relevant unit in the form of a report. This report shall also be submitted to the Rectorate for information purposes.
- Following applications made directly to the Commission alleging psychological harassment, the Commission shall submit its reasoned decision, based on its assessment, to the Rectorate in the form of a report.
Support Process
Article 11: (1) Individuals who submit a complaint alleging that they were the victim or witness of psychological harassment within the University may be advised by the Commission to seek psychological support from the Psychological Counselling and Guidance Centre at Boğaziçi University.
- The Commission may recommend that they seek psychological support by applying to the Psychological Counselling and Guidance Centre of Boğaziçi University.
- The legal avenues available to them in accordance with the relevant legislation are explained by the Unit member(s) designated by the Commission Chair. These discussions are recorded in minutes and signed by the relevant Commission member(s) and the person receiving support, and are kept by the Commission.
In-Service Training Programmes
ARTICLE 12: (1) If training programmes are organised for university staff to raise awareness and sensitivity regarding psychological harassment and to learn about the legal avenues available to them, the Commission shall work in coordination with the Boğaziçi University Personnel Directorate during the preparation and implementation stages of these programmes.
FOURTH SECTION
Enforcement and Implementation
Entry into Force
ARTICLE 13: This guideline shall enter into force on the date it is approved by the University Management Board.
Implementation
ARTICLE 14: The provisions of this guideline shall be implemented by the Rector.
ANNEX-1
BOĞAZİÇİ UNIVERSITY PSYCHOLOGICAL HARASSMENT (MOBBING) PREVENTION COMMITTEE APPLICATION FORM
Your Name : .................................................
Surname : .................................................
Gender : .................................................
Your Organisation Registration Number: ............................... Your Department : .................................................
Your Position : ..............................................
The name of the person/persons you allege to have subjected you to psychological harassment: : .................................................
Surname : .................................................
Department : .................................................
Position : .................................................
Gender : .................................................
Have you initiated any legal proceedings regarding your application? ( ) Yes ( ) No
If your answer is "no", please describe the subject of your complaint: (Please describe the incidents you experienced, the behaviour directed towards you, the words used, the date, location, and any witnesses, in a clear and truthful manner.)
How frequently do you experience the psychological harassment behaviours you claim to have been subjected to?
How long have you been experiencing the psychological harassment behaviours you claim to have been subjected to?
How do the psychological harassment behaviours you claim to have been subjected to affect you?
Have you sought support from any specialist (doctor, solicitor, counsellor, psychologist) regarding this matter? ( ) Yes ( ) No
If so, please attach your evidence (medical report, witness list, email message, text message, etc.) to your petition.
I confirm that the above statements are true and accurate.
Date and Signature
