CHAPTER I – GENERAL PROVISIONS

Article 1 – Purpose

This policy document has been prepared to set forth the commitments, principles, and implementation mechanisms of the Turkish Journalists’ Union (TGS) regarding gender equality.

The document aims to:

1. a) Ensure gender equality in all internal structures, bodies, and working relationships within the union;
2. b) Clarify the union’s organizational stance and intervention mechanisms against gender-based discrimination, violence, and harassment faced by members in their working lives;
3. c) To advocate for gender equality standards in relations with employers, media organizations, and other third parties operating in the media sector,
4. d) To highlight and resolve the inequalities faced by women and LGBTI+ media workers in the sector.

Article 2 – Scope

This policy document applies to:

1. a) The TGS General Assembly, Executive Board, Audit Committee, Disciplinary Committee, and all mandatory bodies;
2. b) All advisory bodies and committees, including the Women’s and LGBTI+ Commission and the Executive Board;
3. c) All branches and representative offices, along with their respective bodies;
4. d) Union staff;
5. e) All TGS members;
6. f) Workplaces covered by collective bargaining agreements to which TGS is a party, as well as third parties in direct relationship with TGS.

Article 3 – Legal and Regulatory Basis

This policy document is based on the following legal and regulatory framework, as well as the TGS Bylaws and the regulations issued pursuant to these bylaws.

3.1. TGS Bylaws

Article                             Content

Article                             Prohibition of discrimination based on language, religion, denomination, race, color, gender identity, sexual orientation, philosophical beliefs, and political views

2.13

 

Article                             Safeguarding the principle of gender equality in all union activities

2.15

 

Article                             Establishing and safeguarding a democracy based on gender equality; combating violence against women and all forms of discrimination; and granting women the decisive vote in disputes

2.16

 

Article                             Maximum representation of women in all bodies

2.17

 

Article                              Adoption of affirmative action measures for women, LGBTI+ individuals, and other workers subject to discrimination

4.ö

 

Article                             Establishment of the Women and LGBTI+ Commission as an advisory body of the union

11.3.b

 

Article                            Adherence to the woman’s statement; confidentiality of identity; principle of urgency

24.6

 

Article                            Structure, duties, and authorities of the Women and LGBTI+ Commission

26

 

Article                            Principle of the woman’s statement in branch disciplinary committees

37.3

 

3.2. International Law and Standards

Source                                                                                     Relevant Provision

 

Article 10 of the Constitution of the Republic of Turkey                                                        Principle of equality

 

Labor Code No. 4857                                                              Principle of equal treatment and prohibition of discrimination

 

Trade Unions and Collective Bargaining Agreements Law No. 6356                                    Prohibition of discrimination in trade union activities

 

ILO Conventions Nos. 100 and 111                                           Equal pay and prohibition of discrimination

 

ILO Convention No. 190                                                           Prevention of violence and harassment in the workplace

 

CEDAW                                                                                     Elimination of all forms of discrimination against women

 

IFJ Gender Equality Policy                                                   International professional standards

 

EFJ Gender Equality Policy                                                   European-level professional standards

 

UNI Global Union Policies                                           Sectoral standards

 

Beijing Declaration and Platform for Action                                        Representation of women in the media

 

SECTION II – PRINCIPLES

Article 4 – Fundamental Principles

TGS implements this policy within the framework of the following fundamental principles:

4.1. Equality and Fair Representation It is essential that women and LGBTI+ individuals be represented to the greatest extent possible in union bodies, decision-making mechanisms, and representative activities. (Bylaws Article 2.17)

4.2. Zero Tolerance A policy of zero tolerance has been adopted regarding sexual harassment, psychological harassment, and all forms of gender-based violence within the union, at workplaces where the union is a party, and in all environments with which the union has a relationship. (Bylaws Article 2.16)

4.3. Prioritizing the Woman’s Account In cases of violence and harassment against women, the woman’s account is paramount; the opposing party bears the burden of proving otherwise. (Bylaws Article 24.6, 37.3)

4.4. Confidentiality and Prevention of Secondary Victimization The identity and experiences of a person subjected to violence or harassment shall not be shared with the public, either internally or externally, without the explicit consent of the person concerned. Procedures are conducted in a manner that prevents secondary victimization. (Bylaw Article 24.6)

4.5. Urgency Cases of violence against women shall be resolved with urgency. (Bylaws, Articles 24.6)

4.6. Prohibition of Discrimination No discriminatory practices may be carried out on the grounds of gender, sexual orientation, or gender identity in the processes of membership, employment, compensation, career development, and participation in union activities. (Bylaws, Article 2.13)

4.7. Affirmative Action Affirmative action measures targeting women, LGBTI+ individuals, and other disadvantaged groups shall be adopted and implemented to ensure de facto equality. (Bylaw Article 4.ö)

4.8. Comprehensive Approach Policies are implemented from a multidimensional perspective, recognizing that gender intersects with class, ethnic origin, disability status, age, sexual orientation, and other identity factors.

4.9. Accountability Union bodies, representatives, and staff are individually and collectively responsible for the implementation of this policy.

4.10. Transparency Data, reports, and decisions related to gender equality are regularly shared with members.

 

CHAPTER III – DEFINITIONS

Article 5 – Definitions

The terms used in this document have the following meanings:

Gender: The roles, behaviors, and characteristics that society attributes to individuals, independent of biological sex.

Gender Equality: The state in which individuals of all gender identities have equal rights, responsibilities, and opportunities.

Gender-Based Discrimination: Treating a person less favorably because of their sex, sexual orientation, or gender identity.

Sexual Harassment: Unwanted verbal, nonverbal, or physical behavior of a sexual nature.

Gender-Based Violence: Any act committed on the basis of gender that causes physical, sexual, psychological, or economic harm to an individual.

Secondary Victimization: Attitudes and practices that cause an individual who has been subjected to violence or harassment to suffer harm again during complaint and investigation processes.

Affirmative Action: Temporary special measures aimed at disadvantaged groups to achieve de facto equality.

Third Party: Media organizations and employers where TGS members work; independent/freelance journalists; other professional organizations and unions; service providers; and all natural and legal persons with direct business or legal relationships with TGS.

 

CHAPTER IV – INTERNAL UNION PRACTICES

Article 6 – Representation in Governing Bodies

6.1. In accordance with Article 2.17 of the TGS Main Bylaws, active efforts shall be made to ensure maximum representation of women in the General Assembly, the Executive Board, the Audit Committee, the Disciplinary Committee, the Board of Directors, branch and representative office bodies, and all commissions.

6.2. The goal is to ensure that both genders are represented by at least 40% in all elected bodies.

6.3. When drafting and updating the General Assembly and Election Regulations, provisions that strengthen gender-balanced representation shall be prioritized.

6.4. Representation rates shall be disclosed to the public in the annual activity report, disaggregated by gender.

Article 7 – Coordination with the Women and LGBTI+ Commission

7.1. The Women and LGBTI+ Commission, established under Article 26 of the TGS Main Bylaws, is the primary advisory and monitoring body for this policy.

7.2. All regulations, updates, and action plans regarding the implementation of this policy document shall be prepared after consulting with the Women and LGBTI+ Commission.

7.3. The Commission participates in the policy’s high-level coordination mechanisms by sending three representatives to the Executive Board in accordance with Article 25.1 of the Bylaws.

7.4. The Commission serves in an advisory capacity in complaint and appeal processes covered by this policy.

Article 8 – Working Conditions of Union Staff

8.1. The principle of equal opportunity is applied in the hiring, promotion, performance evaluation, and dismissal processes of union staff; gender, sexual orientation, or gender identity may not be used as a basis in any of these processes.

8.2. The principle of equal pay for equal work applies unconditionally to union staff. Pay equity is reviewed once a year as part of routine audits conducted by the Audit Committee, and the results are reported to the Executive Board. (Bylaw Article 23)

8.3. Maternity, parental, and care leave are maintained at levels above the legal minimum; these rights are provided equally to all staff members without discrimination based on gender.

8.4. Flexible work arrangements are offered equally to all employees with caregiving responsibilities.

8.5. The social security, insurance, and rest rights of union staff are guaranteed under Article 50.4 of the Bylaws.

Article 9 – Capacity Building and Training

9.1. Efforts are made to organize gender equality training for union staff and members once a year, funded from the training budget under Article 41.3 of the Bylaws.

9.2. Training programs are prepared under the coordination of the General Education Secretariat, in collaboration with the Women’s and LGBTI+ Commission, and submitted to the Executive Board for approval. (Bylaws Article 22.5)

9.3. All newly elected officers of the union’s governing bodies must complete gender sensitivity training before assuming their duties.

9.4. Mentoring and capacity-building programs are established to prepare women and LGBTI+ members for leadership positions within the union.

 

CHAPTER VI – PRACTICES RELATED TO MEMBERS’ WORKING LIVES

Article 10 – Gender Equality in Collective Bargaining Agreements

10.1. In accordance with Article 2.16 of the Bylaws, TGS shall negotiate to include the following provisions in all collective bargaining agreements to which it is a party:

1. a) A provision on equal pay for equal work, b) A prohibition on gender-based discrimination and sexual harassment, along with a complaint procedure, c) The expansion of parental leave and the safeguarding of caregiving rights, d) Job security during pregnancy and childbirth, e) Provisions prohibiting discrimination against LGBTI+ employees.

10.2. In accordance with Article 2.16 of the Bylaws, the deciding vote on gender equality issues in collective bargaining negotiations belongs to women.

10.3. Local chapters monitor the implementation of these standards at workplaces within their areas of operation and report to the Central Executive Board. (Bylaws Article 33.3.f)

 

Article 11 – Gender Representation in the Media

11.1. TGS conducts regular monitoring of the employment, career development, and representation of women and LGBTI+ journalists in decision-making mechanisms within the Turkish media.

11.2. Promoting gender-sensitive journalism is part of its advocacy activities, in accordance with the professional principles under its membership in the IFJ and EFJ. (Bylaws, Articles 3.1, 48)

11.3. Data on the proportion of women journalists in managerial positions, wage disparities, and sectoral inequalities are compiled by the Women and LGBTI+ Commission and shared with the public in an annual report. (Bylaws Article 26.1)

 

SECTION VII – RESPONSIBILITIES REGARDING THIRD PARTIES

Article 12 – Definition and Scope of Third Parties

12.1. For the purposes of this policy, third parties include the following:

1. a) Media organizations and employers where TGS members work, b) Independent/freelance journalists and correspondents, c) Organizations with which TGS has a collective bargaining agreement, d) Civil society organizations, professional associations, and other unions with which TGS has a service, collaboration, or project relationship, e) Individuals and organizations participating in TGS events and activities as speakers, trainers, moderators, or participants, f) National and international federations and confederations of which TGS is a member. e) Those not listed in the preceding items who submit works for publication in TGS’s publications or apply to TGS’s publications or copyright programs with their works.

 

Article 13 – Responsibilities Regarding Employers and Media Organizations

13.1. Within the framework of Article 20.15 of the Bylaws, TGS clearly communicates the gender equality standards set forth in this policy to the other party in all discussions and agreements conducted with media organizations and employers where members are employed, and demands their implementation.

13.2. TGS monitors whether employers who are parties to collective bargaining agreements are fulfilling their gender equality obligations under the agreement; when violations are identified, it activates the relevant legal and union mechanisms. (Bylaws Articles 4.b, 20.14)

13.3. In cases where an employer or individuals acting on behalf of the employer commit sexual harassment or gender-based violence against members, TGS pursues all necessary legal avenues on behalf of its member. (Bylaws Article 4.c)

13.4. TGS encourages the development and implementation of gender equality policies within media organizations; to this end, it advocates for the establishment of dialogue platforms with employers.

Article 14 – Responsibilities Regarding Independent/Freelance Journalists

14.1. In accordance with Article 4.ö of the Bylaws, TGS conducts advocacy activities to protect independent journalists and freelancers against gender-based discrimination and violence.

14.2. Independent journalists who are not TGS members may benefit from TGS’s counseling and referral services in cases of gender-based violence or harassment.

14.3. TGS brings issues of gender inequality affecting independent journalists to the advocacy agenda of the media sector and engages in dialogue with relevant institutions and organizations to find solutions.

 

Article 15 – Responsibilities Regarding Partner Organizations

15.1. TGS expects all civil society organizations, professional associations, and other organizations with which it organizes joint events, projects, or campaigns to comply with the gender equality principles outlined in this policy and incorporates this expectation into written cooperation protocols.

15.2. Individuals serving as speakers, trainers, or moderators at TGS events are required to comply with the safe space principles and zero-tolerance rules set forth in this policy; failure to do so will result in the termination of the individual’s role in the event.

15.3. TGS advocates for this policy in accordance with international standards in its work within the IFJ, EFJ, and UNI Global Union, and shares best practices with other member organizations. (Bylaw Article 48)

Article 16 – Action in the Event of Third-Party Violations

16.1. If a third party is found to have violated the standards set forth in this policy, the Board of Directors shall take the following steps:

1. a) Document the violation and notify the relevant party in writing; b) Grant a reasonable period of time for the violation to be remedied; c) If the violation is not remedied, TGS shall suspend or terminate its relationship with that party.

16.2. If it is determined that individuals who submit their work to TGS publications or projects—and who fall outside the scope of the parties listed in Articles 13, 14, and 15—have violated the scope of this policy document (in cases where a complaint has been filed with the Women and LGBT+ Commission or the Board of Directors, either in writing or verbally, in person or via digital channels, a report has been filed), the committee responsible for evaluating the submission may reject the relevant submission, consulting the Women and LGBTI+ Commission as necessary.

 

SECTION V – COMPLAINT, INVESTIGATION, AND SANCTION MECHANISMS

Article 17 – Safe Space Principle

17.1. All TGS activities, including union buildings, branch premises, event venues, and online platforms, are governed by the safe space principle.

17.2. Safe space procedures are clearly communicated to participants at every event.

 

Article 18 – Complaint Process

18.1. Complaints regarding cases of sexual harassment, gender-based violence, or discrimination may be submitted to the Women and LGBTI+ Commission or the Board of Directors, either in writing or verbally, in person or through digital channels.

18.2. In accordance with Article 24.6 of the Bylaws, the woman’s statement is paramount; the opposing party bears the burden of proving otherwise.

18.3. If the person against whom the complaint is filed is a union executive, representative, member, or staff member, the process is conducted in accordance with the provisions of the Bylaws and the Disciplinary Committee Regulations.

19.4. The complaint process consists of the following stages:

– Receipt of the complaint (which may be submitted in writing, orally, or digitally)

– Preliminary assessment (The complaint is promptly referred to the Executive Board for preliminary assessment. This assessment must be completed within 5 business days, and the content of the complaint is reviewed with the guidance of the Women and LGBTI+ Commission.)

– As a result of the preliminary evaluation, the complaint, along with relevant information and documents, and the Board of Directors’ opinion on the complaint, is referred to the Disciplinary Committee via a Board of Directors’ Resolution. (Bylaw Article 24.3)

– The Disciplinary Committee completes the investigation within 30 days and issues a written and reasoned decision. The Disciplinary Committee’s decision is served to the parties in writing and with reasons (physically or digitally) (Bylaws Article 24.5)

– Right to Appeal –. An appeal against the decision may be filed within 30 days of the date of this notice. (Regulations, Article 37.4)

 

19.5. Cases of violence against women are resolved expeditiously in accordance with Article 24.6 of the Regulations.

19.6. The identity and personal circumstances of the complainant shall not be disclosed to the public, either internally or externally, without the explicit consent of the person concerned. (Bylaws Article 24.6)

 

Article 20—Sanctions

20.1 The relevant disciplinary provisions of the TGS Bylaws shall be applied to union members, staff, or bodies that violate this policy.

20.2 Violations are subject to a disciplinary process encompassing the stages of a written warning, temporary suspension of membership or duties, and expulsion from membership or removal from office.

20.3 Disciplinary proceedings are conducted in accordance with the principle of due process; the right of the person concerned to a defense is guaranteed.

 

Article 21 – Support Services

21.1. Legal counseling and psychological support are provided to members who have been subjected to sexual harassment or gender-based violence throughout the process.

21.2. TGS represents and supports members who have been subjected to gender-based violence or harassment in the workplace in legal proceedings against employers and relevant authorities, in accordance with Articles 4.c and 20.15 of the Bylaws.

21.3. In accordance with Article 60.1 of the Bylaws, legal support is provided to members who face prosecution due to union activities.

 

ENTRY INTO FORCE AND REVIEW

22.1 This policy document enters into force upon approval by the TGS General Assembly.

22.2 The document is reviewed every two years by the Women’s and LGBTI+ Commission and updated in line with current developments and changes in legislation.

22.3 In extraordinary circumstances, the Central Executive Board may make urgent updates, provided it informs the General Assembly.

This document should be read in conjunction with the TGS Bylaws, and in cases of conflict with the provisions of the Bylaws, the Bylaws shall prevail.