ITU Lifelong Learning Access Policies
At our institution, we are committed to providing an inclusive and equitable environment for lifelong learning. For good practices, we have several policies reflecting our dedication to ensuring that individuals from all backgrounds and abilities have equal opportunities to engage in continuous education. These policies outline our principles, practices, and ongoing efforts to remove barriers and create an accessible and supportive learning environment for everyone.
Ethics in University Life
(https://odek.itu.edu.tr/en/code-of-honor/ethics-in-university-life)
In 2019-2020, ITU published the "ITU Ethics in University Life" (version 1) policy on the Dean of Students website. This policy serves as a guiding framework for our students, faculty, and staff, emphasizing the utmost importance of ethical behavior, integrity, and respect in all facets of academic, research, and social interactions within our university community. We firmly believe that cultivating a culture of ethics is pivotal for creating an environment where learning, collaboration, and innovation can flourish, all while ensuring fairness, dignity, and accountability for every member of our diverse university community. Here are some excerpts from the "Ethics in University Life" document, highlighting our commitment to accessibility without discrimination based on factors such as ethnicity, religion, disability, immigration status, or gender.
In TEACHING ETHICS part:
“Faculty members should strive to create an instructive environment that will ensure the development of talents and skills in all students.”
In ETHICAL VALUES RELATED TO DISCRIMINATION AND HARASSMENT
“Teaching staff should approach differences with tolerance on issues such as race, colour, sect, gender, origin, marital status, political or religious belief, family, social or cultural background and sexual orientation, and should not unfairly;
exclude the student from any program,
deprive any student of its benefits,
give privilege to any student.”
Directive on Equal Opportunity in Education for Students with Special Needs
(https://sustainability.itu.edu.tr/docs/librariesprovider76/policies/directive-on-equal-opportunity-%C4%B1n-education.pdf)
At our university, we're dedicated to making education accessible to disadvantaged, vulnerable, and underrepresented groups. Our commitment to equity, diversity, and inclusivity drives us to implement tailored, accessible practices across campuses. We actively monitor access, gather feedback, and make improvements.
Our directive establishes special arrangements for course adaptation, exams, exemptions, student support, and architectural accessibility. These measures ensure that everyone, regardless of their background, can fully participate in their educational journey.
Here are some parts about how we are ensuring equal opportunities for each student regardless their disability:
“ARTICLE 11 - (1) All academic and administrative staff working at the University should adopt an approach that will exhibit positive attitude and behavior towards students with special needs, within the framework of respect for individual differences.
(2) It is ensured that the University’s academic and administrative staff participates in activities to be prepared by the Coordination Unit for Students with Disabilities to increase the level of positive attitude, awareness and consciousness.
(3) It is ensured that the University’s academic staff participates in the studies on preparing accessible materials and consultancy for the exam and course practices to be organized by the Coordination Unit for Students with Disabilities.”
Gender Equality Plan
(https://sustainability.itu.edu.tr/docs/librariesprovider76/default-document-library/gender-equality-plan.pdf)
ITU is firmly dedicated to promoting gender equality within the fields of science, engineering, and technology. As part of our commitment, we are in the process of establishing a Gender Equality Unit within the Women's Studies Center in Science, Engineering, and Technology (WSC in SET). This unit will serve as a vital mechanism for monitoring, evaluating, and benchmarking the objectives outlined in our Gender Equality Plan (GEP).
One of the primary focuses of our Gender Equality Plan is to ensure equal access to education/activities for all individuals, irrespective of their gender. Here you some parts from (GEP) showing our dedication:
“According to our constitution “Article 10 of the Turkish Constitution guarantees equality before the law: “Everyone is equal before the law without distinction as to language, race, color, sex, political opinion, philosophical belief, religion, and sect, or any such grounds.”
ITU pays attention to the dissemination of social justice and the importance of the principles of equality in all activities/ education programs organized by our university.”
Prevention Directive and Implementation Principles for Sexual Harassment and Discrimination
(https://www.sis.itu.edu.tr/YeniKayit202410/CINSEL_TACIZ.pdf)
Istanbul Technical University has a directive to provide support and seek solutions regarding sexual harassment and discrimination for academic, administrative, and contracted personnel, as well as students, who work full-time or part-time at Istanbul Technical University and its affiliated units.
In the following sections of this directive, you can observe ITU's stance against discrimination:
“ARTICLE 4 - Definitions:
Discrimination: Discrimination can occur in direct or indirect forms.
a. Direct Discrimination: It involves giving less favorable treatment to a person based on their affiliation with a particular group, compared to another person in a similar situation. For example, actions where a member of the female gender group receives less favorable treatment compared to a member of the male gender group.
b. Indirect Discrimination: It refers to situations where a seemingly neutral provision, criterion, or practice may put individuals from one group at a disadvantage when compared to individuals from another group, unless it can be objectively justified for a legitimate purpose and the means to achieve that purpose are appropriate and necessary.
ARTICLE 6 - Appropriate Authorities for Submitting Applications
Individuals who believe they have been subjected to sexual harassment and discrimination or who have witnessed such incidents, may submit their applications in person or in writing/email to the following authorities:
a) Center for Women's Studies and Research in Science, Engineering, and Technology,
b) Prevention Committee for Sexual Harassment and Discrimination.
In case applications are made to units other than those mentioned above, these units shall forward the applications they receive to the Committee.
ARTICLE 7 - Principles Regarding the Evaluation Process
a) The Committee is obliged to keep the incident, the applicant, and the complained individuals confidential throughout the entire process from the preliminary examination stage until the investigation is completed. Managers who become aware of the incident shall also adhere to the same principle. In case of a violation of this principle, the Ethics Committee shall warn the relevant individuals.
b) All applications are evaluated promptly and actively. No application can be left without a result.
c) Notifications shall be made to the competent authorities in order to take administrative measures against possible retaliatory actions against the individuals who filed a complaint.
Disciplinary Offenses and Penalties
In the event of a discriminatory act, the authorities empowered to conduct disciplinary investigations shall determine the appropriate disciplinary penalty in accordance with the severity, nature, and specific circumstances of the act.”