ALTINKALE Madencilik, as a subsidiary of TÜMAD Madencilik, recognizes the requirements of Gender Equality, Inclusion and Diversity as a fundamental responsibility throughout all stages of its mining activities, including exploration, project development, construction, operations, and closure.
ALTINKALE is guided by the objectives, principles, and provisions set forth in international conventions to which Türkiye is a party, as well as applicable national legislation, particularly the United Nations principles, the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), the UN Sustainable Development Goals (SDGs), and the EBRD Performance Requirements, in order to promote gender equality in the workplace and empower vulnerable employees in terms of inclusion and diversity. Our Company aims not only to serve as a role model in creating a fair and equitable workplace and continually advancing its equality objectives, but also to advocate for these principles across the business community and society at large.
In accordance with this Policy, ALTINKALE is committed to:
- Maintaining a workplace culture based on respect for human rights, where all individuals have equal opportunities, are treated fairly, and are able to contribute to their full potential regardless of race, color, gender, sect, age, religion, gender identity or expression, marital status, disability, or any other status protected by law,
- Fairly and effectively maintaining a competency-based remuneration policy free from all forms of discrimination, promoting equality in the workplace, and effectively applying the principle of non-discrimination in Human Resources practices such as training and promotion, in accordance with the principle of “Equal Pay for Equal Work,”
- Supporting the recruitment of women and their representation in decision-making positions at middle and senior management levels,
- Preventing all forms of sexual misconduct, sexual harassment, and violence in the workplace,
- Using inclusive language in internal and external communications, reflecting diversity in the content of all written and visual materials, and informing employees through visual and written communication tools as part of awareness-raising activities on these matters,
- Taking an inclusion and diversity perspective into consideration in the design of the working environment, all new Company practices and processes, and throughout the supply chain,
- Providing appropriate working conditions for employees in vulnerable or disadvantaged circumstances, including persons with disabilities, pregnant employees, and employees with chronic illnesses, and developing policies aimed at addressing and preventing factors that may lead to the departure of employees from these groups,
- Cooperating with civil society organizations, public institutions, and other stakeholders and using social networks to raise public awareness regarding the prevention of domestic violence and violence against women, while designing all training programs in a manner that promotes inclusion and diversity,
- Respecting and protecting the privacy of individuals who experience domestic violence or workplace violence,
- Addressing employees’ concerns from the perspective of gender equality, inclusion, and diversity, and ensuring that complaints and suggestions relating to these matters are evaluated by the relevant committees with due regard to confidentiality and transparency.
ALTINKALE hereby commits to implementing and upholding these principles.