Policy on Zero Tolerance Against Violence and Harassment

Policy on Zero Tolerance Against Violence and Harassment

Enerjisa Üretim is committed to providing a respectful, equitable, inclusive, and safe working environment for its employees and stakeholders through its 'zero tolerance for violence and harassment' policies and procedures. We recognize that combating violence should extend to all areas of life. With this understanding, Enerjisa Üretim is committed to implementing policies to combat violence and harassment.

Policy Principles

Through this policy document, Enerjisa Üretim:

• Violence-Free Workplace and Safe and Respectful Working Environment: Ensures a working environment that respects human rights and is equitable, inclusive, and safe. Commits to maintaining a workplace that distances itself from all forms of violence and demonstrates zero tolerance for violence and harassment. Creates a secure working environment where employees affected by domestic or workplace violence can seek help.
• Non-Discrimination: Adopts the principle of non-discrimination based on race, gender (including pregnancy), color, nationality, social status, ethnic origin, language, religion, age, disability, sexual orientation, gender identity, family and/or marital status, sensitive medical conditions, union membership or activities, political opinion, or any legally protected factor.
• Gender Equality: Embraces and promotes a zero-tolerance stance against all forms of violence and harassment, including domestic violence, with a sensitivity to gender equality.
• Training and Awareness: Through training activities, increase awareness and educate employees and managers at all levels on the subject.
• Recruitment and Employment: Fights against all forms of discrimination, violence, and harassment at all stages of job application, recruitment, employment, and termination.
• Confidentiality and Privacy: Protects the confidentiality and privacy of those subjected to violence.
• Support Mechanisms: Establishes accessible mechanisms for those exposed to violence, including workplace and domestic violence to seek help.
• Social Dialogue: Develops and implements necessary measures through an effective framework based on social dialogue with stakeholders.
• Occupational Health and Safety: Recognizes violence and harassment as an occupational health and safety issue, conducts risk assessments, including domestic violence, and creates prevention plans with the participation of employees and their representatives.
• Domestic Violence: Provides mechanisms for employees affected by domestic violence to seek support and offers assistance in their empowerment processes according to procedures.
• Effective Complaint Mechanisms: Establishes effective, impartial and reliable complaint, investigation, guidance, support, and remediation mechanisms that protect the confidentiality and privacy of those involved and protects employees from retaliation.
• Non-Violent Language Usage: Promotes the use of equitable, inclusive, and non-violent language in the workplace and raises employee awareness through training.
• Performance Support: Provides necessary support to employees affected by violence to prevent performance anxiety at work.
• External Support Organizations: Shares contact information for external support organizations dealing with violence and harassment and ensures necessary referrals are made with due respect for confidentiality and privacy.
• Supply Chain: Promotes awareness and a zero-tolerance stance against violence within the supply chain and encourages related efforts.
• Right to Information: Ensures employees effectively use their right to information and consultation on matters related to violence and harassment.
• Identifying Issues and Needs: Conducts regular surveys and similar studies to identify employees' problems and needs to prevent discrimination, violence, and harassment in the workplace and reflects the results in relevant policies and procedures.
• Corporate Culture: Integrates the policy provisions into corporate culture as part of the understanding of dignified work, adopting a holistic approach in the fight against violence and harassment.
• Collaborations: Engages in comprehensive, inclusive, and constructive collaborations with public institutions, non-governmental organizations, and/or labor and employer organizations for a working life free from violence and harassment.
• Policy Dissemination: Ensures the policy is widely communicated to all relevant parties and explained. Supports the policy with regularly updated procedures.
• Information and Training: Develops necessary strategies and creates appropriate conditions to inform and educate all employees about the content of the zero-tolerance policy document against violence.