1. Purpose and Scope
The purpose of the Force & Brothers Policy Document on Preventing Discrimination and Harassment is to raise awareness of discrimination and harassment, to provide a workplace free of all forms of discrimination and acts of harassment, including sexual harassment, and to support victims. The rules that need to be adopted by Force & Brothers (the company) in this context are set out in this policy document.
The policy document covers all Force & Brothers personnel. Force & Brothers also expects all Business Partners to comply with this Policy and/or to act in line with this Policy, and takes the necessary steps for this purpose.
2. Definitions
- Discrimination means unfair treatment or arbitrary distinction made against a person on the basis of that person's race, sex, colour, nationality, ethnic origin or social status, belief, age, disability, sexual orientation, gender identity, family status, health status, trade union membership or activities, political opinion, or any other status prohibited by law.
- Harassment refers to any inappropriate and unwelcome behaviour that may offend or humiliate another person or may be perceived as such. “Sexual Harassment” is defined as any unwelcome sexual advance, request of a sexual nature, attitude, verbal conduct of a sexual nature, or action, or any other conduct of a sexual nature that could reasonably be expected to offend or humiliate another person or could be interpreted as such.
- Sexual Assault is the violation of a person's bodily integrity through non-consensual sexual conduct. All unwelcome physical sexual advances constitute sexual assault.
- Force & Brothers personnel refers to all employees, managers and authorised officers of the company.
- Business Partners includes suppliers, project partners and all kinds of representatives and consultants acting in the name and on behalf of the company.
- Retaliation means making the working life of a person who is subjected to this situation more difficult, covertly or overtly, or hindering their development, with the aim of revenge/retaliation, because of the rejection of sexual or emotional efforts or proposals and/or because the person, believing they have been subjected to discrimination/harassment, has complained or wished to complain. Retaliation is regarded as a type of harassment; similarly, promising any kind of privilege in the event that efforts/proposals are accepted is also regarded as harassment.
3. General Principles and Commitments
Force & Brothers adopts an approach that respects human rights towards all of its employees, business partners and clients. Within the company, people of different races, languages, gender identities, sexual orientations, forms of worship, skin colours, nationalities, beliefs, political opinions, disabilities, ages and income groups work together in harmony. Creating and maintaining a positive and professional working environment for its employees is a core principle of the company.
The company offers its employees equal pay for equal work, equal rights and equal opportunities. It undertakes that equal and fair treatment is and will be given in all employment processes, including recruitment, promotion, appointment, pay, transfers, discipline, demotion, termination of the employment contract, and access to fringe benefits and training.
Force & Brothers expressly prohibits all of its personnel from engaging in any form of discrimination or harassment, and adopts a zero-tolerance policy against discrimination and harassment. The company guarantees that discrimination, sexual harassment and assault will not be ignored in any way, and encourages individuals who believe they have been subjected to, or have witnessed, any discrimination, sexual harassment or assault to take the relevant steps. It undertakes to assess such allegations and, where the proper conduct of the investigation and/or the protection of the complainant so requires, to take administrative measures in accordance with the relevant legislation. It also undertakes to raise awareness of discrimination and harassment, to offer its stakeholders measures and support mechanisms regarding discrimination and harassment, and to inform its stakeholders about disciplinary procedures.
Corrective measures, including termination of the employment contract, will be applied to any employee found to have violated these rules. If a Business Partner violates this Policy, its contracts will be terminated.
4. Authority and Responsibilities
All employees and managers of Force & Brothers are responsible for complying with this Policy and for implementing and supporting the company's relevant procedures and controls in line with the requirements of this Policy.
If you become aware of any action that you believe to be contrary to this Policy or to the legislation in force, you should submit your reports through the Company's ethics line indicated below:
Principles for Handling Discrimination / Harassment Allegations
- Principle of Confidentiality: In handling allegations of discrimination and/or harassment, the company will act, at all stages, in accordance with the principle of confidentiality of the private lives of the person who made the application and the person complained about.
- Principle of Due Care: In the face of allegations of discrimination and/or sexual harassment, the company exercises attention and care in avoiding any behaviour that could lead to the person subjected to discrimination / harassment being victimised again and that could harm the human dignity of the parties, and in preventing the emergence of such behaviour. In particular, in the application process relating to allegations of sexual harassment and assault, this principle is aimed at ensuring that the victim is not victimised again. Similarly, the company takes the necessary measures so that the victim is not subjected to retaliation.
- Principle of Trust: By observing the principles of confidentiality and due care, the company will act in a way that does not harm the parties' sense of trust. The Policy on Preventing Discrimination and Harassment is reviewed periodically and revised when necessary, and training is also given to employees on relevant policies, including the prevention of discrimination, harassment and human rights violations in the workplace.
This policy document was prepared drawing on the Ankara University Policy Document against Sexual Harassment and Sexual Assault, the Arçelik Global Policy on Preventing Discrimination and Harassment, the Kadir Has University Policy on Preventing Harassment and Discrimination, and the Sabancı University Document of Principles for Measures against and Support in Cases of Sexual Harassment.