Atatürk University | SDG 10 – Reduced Inequalities | Indicator 10.6.3
Reporting Year: 2025
1. Institutional Commitment and Inclusive Recruitment Policy
Atatürk University is committed to improving access to higher education and employment opportunities for individuals from underrepresented and disadvantaged groups.
The University recognises that equal opportunity requires planned institutional actions to identify barriers, support participation and improve access to student admissions and employment procedures.
Its inclusive recruitment approach covers three principal areas:
- Recruitment and admission of students from underrepresented groups.
- Recruitment of academic personnel, including individuals who may encounter barriers to academic careers.
- Recruitment of administrative, technical and support personnel through accessible and legally regulated employment procedures.
The University’s approach considers the needs of:
- Students and employees with disabilities.
- Women in fields where they are underrepresented.
- Students from low-income households.
- Students from geographically disadvantaged regions.
- Non-traditional and adult learners.
- Refugees and displaced students.
- Eligible international students and academic personnel.
- Other potentially underrepresented groups, within applicable legal and data protection requirements.
Atatürk University supports inclusive recruitment through its admissions infrastructure, disability support arrangements, scholarship opportunities, public recruitment procedures and institutional monitoring systems.
The institutional objective for 2025 was to support equitable access to educational and employment opportunities while maintaining transparent, merit-based and legally compliant selection procedures.
2. Legal and Regulatory Framework
Inclusive recruitment at Atatürk University operates within the Turkish constitutional and statutory framework.
2.1. Constitution of the Republic of Türkiye
Article 10 – Equality Before the Law
Article 10 establishes the principle of equality before the law and provides a constitutional foundation for non-discrimination.
It also recognises that measures taken for certain disadvantaged groups, including persons with disabilities, are not necessarily contrary to the principle of equality.
Article 42 – Right to Education
Article 42 protects the right to education within the applicable constitutional and legal framework.
Article 70 – Right to Enter Public Service
Article 70 establishes the principle that entry into public service is governed by qualifications relevant to the duties concerned.
These provisions support equal access while allowing positive measures where authorised by law.
2.2. Higher Education Law No. 2547
Higher Education Law No. 2547 regulates the organisation and operation of higher education institutions.
Student admissions and academic appointments are carried out according to applicable legislation and the procedures established by the Council of Higher Education (YÖK).
The University incorporates inclusive access considerations within these procedures.
2.3. Law No. 5378 on Persons with Disabilities
Law No. 5378 establishes the legal framework for protecting the rights of persons with disabilities and improving their access to education, employment and public services.
It supports the removal of accessibility barriers and the provision of appropriate accommodations.
2.4. Civil Servants Law No. 657
Civil Servants Law No. 657 regulates public employment and includes provisions concerning the employment of persons with disabilities.
Article 53 establishes a 3% disabled personnel employment obligation for public institutions within the applicable civil servant staffing framework.
This obligation concerns the relevant public personnel category and should not be interpreted as an automatic 3% quota for every category of University employee.
2.5. Labour Law No. 4857
Labour Law No. 4857 establishes employment protections, including the principle of equal treatment.
Applicable disability employment obligations for workers are governed by the relevant provisions of labour legislation.
2.6. Personal Data Protection Law No. 6698
Recruitment monitoring involving disability, socioeconomic status and other personal characteristics must comply with applicable data protection requirements.
Sensitive personal information must be handled lawfully and confidentially.
Institutional evidence: Atatürk University – Personal Data Protection
3. Institutional Strategy for Inclusive Recruitment
Atatürk University’s inclusive recruitment framework addresses barriers at different stages of the educational and employment lifecycle.
3.1. Identification of Underrepresented Groups
Institutional student and personnel information provides a basis for identifying differences in participation.
Relevant indicators include:
- Gender distribution.
- Disability-related participation.
- Student socioeconomic disadvantage.
- Geographic origin.
- Age and admission pathway.
- International student participation.
- Representation across academic disciplines and employment categories.
3.2. Identification of Recruitment Barriers
Potential barriers include:
- Physical accessibility limitations.
- Financial difficulties.
- Limited awareness of educational opportunities.
- Geographical distance.
- Restricted access to preparatory resources.
- Inflexible educational pathways.
- Difficulties navigating admission procedures.
3.3. Planned Institutional Responses
The University’s inclusive recruitment approach incorporates:
- Accessible admission and registration information.
- Disability support services.
- Financial assistance and scholarship opportunities.
- Open and distance education pathways.
- Publicly announced employment procedures.
- Legally established disability recruitment mechanisms.
- Monitoring of student and personnel representation.
3.4. Evaluation
Student and personnel statistics can be used to assess whether underrepresented groups are accessing institutional opportunities.
The findings can inform future recruitment planning and student support priorities.
4. Planned Actions to Recruit Students with Disabilities
4.1. Disability Support Unit
Atatürk University’s Disabled Student Unit (Engelli Öğrenci Birimi) provides an institutional mechanism for addressing the educational needs of students with disabilities.
The unit supports accessibility and helps students access appropriate educational arrangements.
Institutional evidence: Atatürk University – Disabled Student Unit
4.2. Disability-Related Institutional Regulations
The University’s disability-related regulations establish procedures concerning the educational participation and support of students with disabilities.
These arrangements contribute to an institutional environment in which prospective students with disabilities can access higher education.
Evidence: Atatürk University – Disability-Related Student Regulations
4.3. Accessibility Measures
Relevant institutional actions include:
- Providing information about accessibility services.
- Supporting reasonable academic accommodations.
- Addressing barriers in educational environments.
- Facilitating access to appropriate learning resources.
- Coordinating disability-related student support.
These measures are important for recruitment because the availability of accessible educational conditions can influence whether prospective students apply and enrol.
4.4. Monitoring Disability Representation
Atatürk University’s student information infrastructure includes statistical information concerning students with disabilities.
Relevant indicators include:
- Number of enrolled students with disabilities.
- Distribution by faculty.
- Distribution by academic programme.
- Changes in representation over time.
Institutional evidence: Atatürk University – Student Information Statistics
The monitoring of enrolled students provides a basis for identifying programmes where additional accessibility-related recruitment efforts may be appropriate.
5. Planned Actions to Recruit Economically Disadvantaged Students
5.1. Financial Barriers to Higher Education
Atatürk University recognises that financial disadvantage may affect students’ decisions to apply, accept admission or complete enrolment.
The University addresses economic barriers through student support and financial assistance arrangements.
5.2. Scholarship and Financial Assistance Programmes
Atatürk University maintains scholarship-related procedures that recognise financial need as a relevant eligibility criterion.
Such programmes support students who may otherwise face difficulties continuing their education.
Institutional evidence: Atatürk University – Scholarship and Financial Assistance Documentation
5.3. Support for Students with Disabilities and Financial Need
The University’s scholarship announcements include opportunities relevant to students experiencing particular disadvantages.
These include financial assistance announcements addressing students with disabilities and economic need.
Institutional evidence: Atatürk University – Scholarship Announcement
5.4. Student Support as a Recruitment Measure
Financial assistance contributes to inclusive recruitment by helping admitted students overcome barriers to enrolment and continued participation.
Relevant areas include:
- Accommodation.
- Food.
- Transportation.
- Educational materials.
- Other essential student expenses.
5.5. Monitoring Economic Disadvantage
Scholarship and student assistance records can support institutional analysis of socioeconomic disadvantage among applicants for assistance and enrolled students.
These records may inform the development of future outreach and recruitment measures.
6. Planned Actions to Recruit Women into Underrepresented Fields
6.1. Gender Equality in Admissions
Atatürk University supports equal educational opportunities for female and male applicants.
Student admissions are conducted through the applicable national and institutional procedures.
6.2. Identifying Gender Underrepresentation
The University’s student statistics and national higher education data provide a basis for examining gender distribution across academic programmes.
This is particularly relevant to programmes where women may be underrepresented, including certain engineering and technology disciplines.
6.3. Inclusive Recruitment Measures
Relevant institutional measures include:
- Providing accessible information about academic programmes.
- Presenting educational and career opportunities without gender-based restrictions.
- Supporting participation in academic and professional development activities.
- Monitoring gender representation in student admissions and enrolment.
- Using programme-level statistics to identify areas requiring additional outreach.
6.4. Monitoring
Relevant indicators include:
- Female applicants by programme.
- Female students admitted.
- Female students enrolled.
- Gender representation in engineering and technology.
- Changes in gender distribution across academic years.
Evidence: YÖK Atlas – Higher Education Statistics
Institutional evidence: Atatürk University – Statistics Portal
7. Planned Actions for Non-Traditional and Adult Learners
7.1. Alternative Pathways into Higher Education
Atatürk University recognises that conventional full-time education is not suitable for every prospective student.
Non-traditional learners may include:
- Adult learners.
- Working individuals.
- Students returning to education.
- Individuals with family responsibilities.
- Students living far from the University.
- Individuals seeking a second qualification.
7.2. Open and Distance Education
The University’s open and distance education opportunities provide alternative routes into higher education.
These educational models can reduce barriers related to geographical location and attendance requirements.
7.3. Recruitment Through Flexible Educational Opportunities
Alternative delivery methods contribute to inclusive recruitment by enabling students with different circumstances to consider higher education.
7.4. Monitoring Non-Traditional Participation
Relevant indicators include:
- Age at enrolment.
- Admission pathway.
- Programme delivery mode.
- Geographical distribution.
- Previous higher education experience.
- Enrolment and continuation rates.
Such information can support the evaluation of alternative access pathways.
8. Recruitment of Refugee, Displaced and International Students
8.1. International Admissions
Atatürk University provides admission opportunities for eligible international students under the applicable national higher education regulations.
These procedures contribute to educational access for students from different countries and backgrounds.
8.2. Students from Disadvantaged Countries
International admission opportunities may be particularly relevant to applicants from countries experiencing economic hardship, conflict or displacement.
The University’s international admissions framework provides a route through which eligible applicants may seek higher education.
8.3. Financial and Educational Support
Applicable tuition arrangements, scholarship opportunities and student support services may help eligible international students overcome barriers to enrolment.
8.4. Refugee and Displaced Student Access
The University recognises that refugees and displaced individuals may encounter additional barriers relating to documentation, language, finance and previous educational disruption.
Admission eligibility and documentation requirements are governed by the relevant national regulations.
8.5. Monitoring International Recruitment
Relevant indicators include:
- Applications by country.
- Admissions by country.
- International student enrolment.
- Academic programme distribution.
- Financial support participation.
Nationality information should not be treated as direct evidence of refugee status.
9. Recruitment of Employees with Disabilities
9.1. Institutional Employment Obligations
Atatürk University recognises its legal responsibilities concerning the employment of persons with disabilities.
For relevant civil servant positions, Article 53 of Law No. 657 establishes a statutory disability employment obligation.
9.2. Public Recruitment Procedures
Recruitment of personnel with disabilities is conducted through applicable public employment procedures, including the relevant examination, placement and appointment mechanisms.
The Engelli Kamu Personeli Seçme Sınavı (EKPSS) and associated placement procedures provide an established route into eligible public-sector positions.
9.3. Equal Access to Employment
The University’s inclusive employment approach recognises the importance of:
- Accessible recruitment information.
- Clear eligibility requirements.
- Legally compliant selection criteria.
- Appropriate workplace accommodations.
- Equal treatment in employment procedures.
9.4. Monitoring Disabled Personnel Representation
Relevant institutional indicators include:
- Number of employees with disabilities.
- Representation by employment category.
- Recruitment and appointment records.
- Applicable statutory quota compliance.
- Workplace accessibility needs.
Personnel records provide the basis for evaluating relevant recruitment obligations.
10. Inclusive Recruitment of Academic Personnel
10.1. Merit-Based Academic Appointments
Academic recruitment at Atatürk University is governed by the applicable higher education legislation and appointment criteria.
The University recognises the importance of fair and transparent academic recruitment procedures.
10.2. Equal Opportunity
Academic recruitment procedures should provide equal access to eligible applicants without unlawful discrimination.
Relevant considerations include:
- Clear qualification requirements.
- Publicly available vacancy announcements.
- Consistent evaluation criteria.
- Legally established appointment procedures.
- Access to relevant administrative remedies.
10.3. Women in Academic Employment
Gender representation can be examined across:
- Research assistants.
- Lecturers.
- Assistant professors.
- Associate professors.
- Professors.
Monitoring representation by academic rank can help identify differences in participation and career progression.
10.4. International Academic Personnel
Atatürk University employs international academic personnel within the applicable higher education regulations.
International academic recruitment contributes to the diversity of academic experience and expertise within the institution.
10.5. Disability Inclusion
The University recognises the importance of accessible recruitment and employment conditions for qualified academic applicants with disabilities.
Any preferential appointment mechanism must comply with applicable legislation.
11. Inclusive Recruitment of Administrative and Technical Personnel
11.1. Transparent Recruitment Announcements
Atatürk University publishes personnel recruitment announcements through official institutional channels.
These announcements provide information concerning:
- Available positions.
- Eligibility criteria.
- Required qualifications.
- Application procedures.
- Submission deadlines.
- Evaluation and placement processes.
- Objection procedures, where applicable.
11.2. Contracted Personnel Recruitment
The University’s 4/B contracted personnel recruitment announcements demonstrate the use of documented and publicly communicated recruitment procedures.
Institutional evidence: Atatürk University – Contracted Personnel Recruitment Announcements
11.3. Equal Treatment
Recruitment decisions are governed by the relevant statutory criteria.
The University recognises that inclusive recruitment must be consistent with the legal principles of equality, merit and transparency.
11.4. Accessibility
Accessible application procedures and appropriate workplace arrangements are relevant to ensuring that qualified applicants with disabilities can participate in public employment opportunities.
12. Institutional Recruitment Actions and Supporting Evidence in 2025
Atatürk University’s inclusive recruitment approach is supported by established institutional structures and publicly available procedures.
| Institutional Action | Target Group | Supporting Evidence |
|---|---|---|
| Disability-related educational support | Students with disabilities | Disabled Student Unit |
| Disability-related institutional regulations | Students with disabilities | University disability regulations |
| Monitoring of enrolled students with disabilities | Students with disabilities | Student Information Statistics |
| Scholarship and financial assistance | Economically disadvantaged students | University scholarship documentation |
| Disability-related scholarship opportunities | Students with disabilities and financial need | University scholarship announcements |
| Open and distance education opportunities | Adult and non-traditional learners | University educational provision |
| Gender-disaggregated student statistics | Women and potentially underrepresented programmes | Institutional statistics and YÖK Atlas |
| Public personnel recruitment announcements | Administrative and technical personnel | Official recruitment notices |
| Statutory disability employment procedures | Eligible applicants with disabilities | Civil Servants Law No. 657 and public recruitment regulations |
| International admission pathways | Eligible international and displaced applicants | Applicable international student admissions procedures |
These arrangements provide an institutional foundation for planned recruitment measures addressing different forms of underrepresentation.
13. Institutional Responsibilities
13.1. Student Affairs Department
The Student Affairs Department supports the administration of admissions, registration and student records.
Relevant functions include:
- Student admission procedures.
- Registration management.
- Admission statistics.
- Student demographic information.
- Institutional reporting.
13.2. Personnel Department
The Personnel Department supports public employment procedures and the administration of personnel records.
Its functions are relevant to:
- Personnel recruitment.
- Appointment procedures.
- Employment classifications.
- Statutory recruitment obligations.
- Personnel statistics.
Institutional evidence: Atatürk University – Personnel Department
13.3. Disabled Student Unit
The Disabled Student Unit supports students with disabilities and contributes to the identification of accessibility-related needs.
13.4. Scholarship and Student Support Units
Relevant student support units administer financial assistance and support programmes addressing economic barriers to education.
13.5. Big Data Management Office
The Big Data Management Office supports institutional data analysis and reporting.
Its functions are relevant to:
- Monitoring student representation.
- Examining demographic differences.
- Supporting admissions-related statistical analysis.
- Analysing institutional performance indicators.
- Preparing aggregated evidence for SDG reporting.
13.6. University Management
University management can use findings from student and personnel data to inform institutional planning and the review of inclusive recruitment measures.
14. Monitoring and Evaluation of Recruitment Measures
The University’s inclusive recruitment framework incorporates monitoring indicators to assess participation among underrepresented groups.
| Indicator | Purpose |
|---|---|
| Applicants from underrepresented groups | Examine access to application opportunities |
| Admissions by group | Evaluate admission outcomes |
| Enrolment by group | Measure actual entry into higher education |
| Students with disabilities by programme | Identify representation and accessibility needs |
| Financial assistance recipients | Examine support for economic disadvantage |
| Female students by discipline | Identify gender underrepresentation |
| Adult and distance education students | Examine alternative access pathways |
| International student admissions | Assess international educational access |
| Employees with disabilities | Monitor relevant statutory employment obligations |
| Women by academic rank | Examine academic workforce representation |
Where comparable data are available, these indicators can be examined across reporting years.
14.1. Representation Rate
Representation Rate (%) = (Number of Individuals in the Relevant Group / Total Relevant Population) × 100
14.2. Recruitment Rate
Recruitment Rate (%) = (Number of Recruited Individuals in the Relevant Group / Total Recruited Individuals) × 100
14.3. Year-on-Year Comparison
Annual comparisons can help identify changes in participation and inform the review of institutional recruitment measures.
15. Institutional Review and Continuous Improvement
The University’s monitoring framework supports the identification of recruitment barriers and consideration of appropriate responses.
| Identified Barrier | Potential Institutional Action |
|---|---|
| Low participation of students with disabilities | Improve accessibility information and support |
| Financial barriers to enrolment | Strengthen communication about scholarships and assistance |
| Gender underrepresentation in particular disciplines | Develop targeted educational information and outreach |
| Limited participation among adult learners | Improve information about flexible educational pathways |
| Barriers affecting displaced students | Review international admissions guidance |
| Accessibility difficulties in personnel recruitment | Improve recruitment accessibility arrangements |
| Underrepresentation of employees with disabilities | Review statutory recruitment and appointment processes |
Any proposed action must be compatible with applicable higher education, public employment and data protection legislation.
16. Public Information and Transparency
Atatürk University provides publicly accessible information concerning educational opportunities, admissions and recruitment procedures.
Relevant resources include:
Student Admissions and Quotas
Atatürk University – Quotas and Admission Scores
Institutional Student Statistics
Atatürk University – Statistics Portal
Students with Disabilities
Atatürk University – Disabled Student Unit
Scholarships and Financial Support
Atatürk University – Scholarship Announcement
Personnel Recruitment
Atatürk University – Personnel Department
These resources help prospective students and employees access information concerning institutional opportunities and relevant support arrangements.
17. Supporting Institutional Evidence
| Evidence | Relevance |
|---|---|
| Disabled Student Unit | Institutional support for students with disabilities |
| Disability-Related Student Regulations | Accessibility and educational accommodation framework |
| Student Information Statistics | Monitoring representation of students with disabilities |
| Scholarship and Financial Assistance Documentation | Support for economically disadvantaged students |
| Scholarship Announcement | Financial assistance for eligible students |
| Student Affairs – Quotas and Admission Scores | Transparency of student admissions |
| Institutional Statistics Portal | Student representation and statistical monitoring |
| YÖK Atlas | National admission and gender representation statistics |
| Contracted Personnel Recruitment Announcements | Public recruitment procedures |
| Personnel Department | Personnel recruitment and employment administration |
| Personal Data Protection | Confidentiality and lawful processing of recruitment information |
18. Contribution to SDG 10 – Reduced Inequalities
Atatürk University recognises that improving the representation of underrepresented groups requires institutional measures addressing barriers to education and employment.
The University’s inclusive recruitment approach is supported by disability-related student services, financial assistance programmes, alternative educational pathways, public recruitment procedures and institutional monitoring systems.
These arrangements address barriers affecting students with disabilities, economically disadvantaged students, women in underrepresented fields, non-traditional learners and eligible international students.
In employment, the University recognises statutory disability recruitment obligations and applies legally regulated appointment procedures for academic, administrative and technical personnel.
The Student Affairs Department, Personnel Department, Disabled Student Unit and Big Data Management Office provide relevant administrative and analytical functions supporting these activities.
By promoting accessible educational opportunities, supporting disadvantaged students and recognising inclusive employment obligations, Atatürk University contributes to SDG 10 – Reduced Inequalities, Indicator 10.6.3: Planned Actions to Recruit Students, Staff and Faculty from Underrepresented Groups.
