Our Equality, Diversity and Inclusion Efforts
Protecting and promoting human rights in the working environment is part of the business culture of Çimsa.
We firmly support the provisions of the UN Global Compact, of which we are a signatory, the relevant ILO declarations and the Universal Declaration of Human Rights.
We carry on with an objective and systematic approach regarding human resources processes and practices, and evaluate the performance of our employees fairly by measuring them under equal conditions. The principles regarding the right person for the right job, equal pay for equal work, merit and equal opportunities for everyone are essential parts of our operations. We operate in accordance with these principles in the human resources cycle, from recruitment processes to remuneration. We do not question any qualifications other than education, knowledge, skills, competence and experience required for the position.
We do not discriminate based on ethnic origin, religion, language, race, age, gender, sexual orientation, nationality, disability or cultural differences, and we adopt a fair approach and merit in all human resources processes.
All issues related to discrimination and employee rights are followed by the Human Resources Unit, SA-Ethics Rule Advisor and the Disciplinary Committee. Within the scope of our activities, freedom of union organization and collective bargaining, prevention of discrimination, fair remuneration, working hours, Occupational Health and Safety (OHS), prevention of precarious work, prevention of forced and child labor, protection of the environment and ethical business behavior are subject to inspections. We attach significance to these requirements not only in our operations in Turkey, but also in all geographies we operate in, in accordance with the requirements and legislations of the regions.
In order to ensure that the principles are implemented throughout the supply chain, we conduct audits at our suppliers; and in order to ensure compliance, we regulate the working principles in the service contracts and specifications drawn with the subcontractor companies and visit our suppliers to inspect.
In March 2016, we signed the “Women Empowerment Principles” (WEPs) published by the UN Global Compact and committed to developing and implementing company policies to improve gender mainstreaming.
WEPs provide guidelines and recommendations to guide women's empowerment in workplaces, the market and society.
At Çimsa, we are one of the 53 companies from Turkey that signed the WEPs, in which more than 1,100 businesses worldwide participate.
Although we operate in an industry in which the number of female employees are less and that have constraints on women employment, we set an example for industrial organizations and male-dominated other industries with our supportive practices in this area.
In 2019, we participated in the Business Against Domestic Violence (BADV) project carried out by the partnership of Sabancı Holding and Sabancı University. We have embodied the support of our employees by publishing the Policy on Combating Domestic Violence.
At Çimsa, we support employment of women in business life and positioning female employees in management. We offer Çimsa Nursery Assistance to female employees with pre-school children.
Besides our operations, we believe that women's employment should be increased in suppliers and subcontractors. Accordingly, we have been adding provisions regarding the Equality at Work principles to our supplier and subcontractor service procurement agreements since 2014.
We offer equal opportunities to male and female employees taking into account "Equality at Work" principle in all our processes. We structure the total reward packages, wages and fringe benefits of male and female employees working at similar positions at the same level in accordance with the Equality at Work principle.
We conduct Individual Performance Management evaluations in equal environments for male and female employees and reflect these evaluations equally to their work outcomes.