Atatürk University actively pursues affirmative recruitment strategies to enhance representation of underrepresented groups among students, staff, and faculty. These actions are guided by equity goals, oversight structures, and data-informed targeting, and are consistent with Turkish constitutional equality principles and public employment norms.
1. Legal & Institutional Basis in Turkey
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The Turkish Constitution (Article 10) ensures equality before the law and prohibits discrimination.
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Law on Higher Education No. 2547 provides universities with autonomy in certain personnel and student recruitment decisions, while requiring fairness.
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Law No. 5378 on Persons with Disabilities mandates public institutions to hire at least 3% disabled employees in their staff when feasible.
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Public Personnel Law and regulations permit quota or preferential hiring under lawful, transparent, non-abusive conditions for disadvantaged groups.
Thus, any affirmative measures Atatürk University adopts are legally grounded and must be transparent, proportional, and periodically reviewed.
2. Planned Recruitment Actions for Underrepresented Students
2.1 Special Entrant Quotas / Reserved Places
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The university may reserve specific seats (quotas) for students with disabilities or students from disadvantaged regions (e.g. rural Eastern Anatolia provinces).
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These reserved seats are detailed in the admission guide and logically justified (remedying geographic or disability disadvantage).
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For example, among the general admission quotas, a small fraction may be allocated to applicants with verified disability or from underdeveloped districts.
2.2 Outreach & Preparatory Programs
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The Engelli Öğrenci Birimi (Disabled Student Unit) organizes orientation, awareness, and preparatory support programs to encourage more applicants with disabilities. Engelli Öğrenci Birimi –+2Atatürk Üniversitesi
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The university may run bridge or prep courses for students from underrepresented high schools, giving them extra tutoring / counseling before admissions.
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Outreach to high schools in remote or socioeconomically disadvantaged areas to encourage applications and provide guidance.
3. Planned Recruitment of Underrepresented Staff / Faculty / Personnel
3.1 Disabled Staff Hiring Target
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In compliance with Law No. 5378, Atatürk University commits to a minimum target of 3% disabled employees among its staff (administrative, technical, service roles) where feasible.
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Where feasible, job announcements explicitly state that candidates with documented disabilities are welcome and that accommodations will be provided.
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In practice, when multiple candidates are equally qualified, preference may be given to a candidate from the underrepresented group (e.g. disabled candidate) as a tie-breaker.
3.2 Part-Time / Student Employee Program Inclusion
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The university’s student employment / part-time work opportunities prioritize ensuring a quota of part-time positions be reserved for:
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Students with disabilities
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Students from economically disadvantaged backgrounds
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Women returning to education / non-traditional students
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These quotas might be, e.g., 10% of each hiring round, but scalable depending on budget and demand.
3.3 Faculty Recruitment Diversity Considerations
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In faculty search committees, the university encourages including female and disability-aware candidates. If two candidates are judged equal, preference may be given to the underrepresented one.
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The university may sponsor recruitment fellowships or visitor / visiting professor positions earmarked for faculty from disadvantaged or underrepresented backgrounds.
4. Implementation, Monitoring & Accountability
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The Personnel Department and Student Affairs set annual diversity targets (e.g. target share of disabled employees, target share of disabled students).
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Progress is monitored quarterly and reported to Senate / Executive Board.
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If targets are not met, the university reviews obstacles, adjusts recruitment practices, or increases outreach / support budgets.
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All recruitment announcements explicitly reference equity goals and encourage applications from underrepresented groups.
5. Examples & Evidence from Atatürk University
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The Engelli Öğrenci Birimi is active, offering accessibility, counseling and adjustments for disabled students. Engelli Öğrenci Birimi –
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The university publishes student statistics including “Engelli Öğrenci Sayıları” (number of disabled students by program) via OBS statistics portal. Atatürk Üniversitesi
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The Engelli Öğrenci Birimi Yönergesi lays out institutional measures for accessibility, learning accommodations, and special handling for disabled students. Atatürk Üniversitesi
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In announcements for staff hiring (e.g. 4/B contract positions), the university provides clear application rules, deadlines, and equal criteria; some announcements include “özel şartlar taşıdığı takdirde tek ilana başvuru” statements. Araştırma Hastanesi
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Burs announcements occasionally specify support for disabled graduate students in financial need. Atatürk Üniversitesi
These indicate that Atatürk University already has some supporting practices upon which an expanded affirmative recruitment program can build.
