Ariş Enerji A.Ş. | Biyogaz - Biogas | Çöpgazı - Landfill Gas | Atık

1. Introduction and Commitment

At Ariş Enerji, we are committed to creating an inclusive, equitable, and safe working environment for all our employees. Gender equality is a core value of our organization and an essential part of our sustainability approach. This plan has been prepared in line with the requirements of the European Union’s Horizon Europe programme and outlines our concrete actions towards gender equality.

2. Core Principles

  • Ensuring equal opportunities for women and men

  • Transparency in recruitment, promotion, remuneration, and training processes

  • Supporting work-life balance

  • Zero-tolerance policy against discrimination, harassment, and mobbing

  • Embedding gender equality into our corporate strategies

3. Implementation and Resources

  • Responsible Unit: Human Resources Department

  • Top Management Support: The Ariş Enerji Board of Directors supports the implementation and continuous improvement of this plan.

  • Resources: An annual budget will be allocated for training programs, awareness-raising activities, and reporting.

4. Priority Areas and Actions

4.1 Recruitment and Career Development

  • Job postings will not include gender-biased language.

  • Equal evaluation criteria will be applied to male and female candidates.

  • Increasing the representation of women in technical positions and leadership roles will be encouraged.

4.2 Pay Equity

  • No gender-based pay gap will exist for the same positions and responsibilities.

  • Remuneration policies will be reviewed regularly.

4.3 Decision-Making Processes

  • Women’s representation in management levels will be strengthened.

  • Diversity will be considered in strategic decision-making.

4.4 Work-Life Balance

  • Flexible working hours and remote working opportunities will be supported.

  • Parental leave rights will be applied equally for men and women.

4.5 Combating Harassment and Discrimination

  • A clear policy against harassment, mobbing, and discrimination will be enforced.

  • Transparent complaint and evaluation mechanisms will be established.

5. Monitoring and Reporting

  • The implementation of the GEP will be reviewed annually, and results will be made publicly available.

  • The Human Resources Department will monitor progress through measurable indicators (gender ratio, promotion rates, pay balance, etc.).

6. Conclusion

Ariş Enerji regards gender equality not only as a legal requirement but also as a prerequisite for sustainable growth and innovation. This plan reflects our strong commitment to fostering an equitable corporate culture.