Human Rights and Employee Rights Policy

VakıfBank, having a reputable and trustworthy position with its operations and performance, aims to create a respectable business environment to human rights within the scope of sustainable banking understanding and to raise awareness and consciousness of its employees, customers and shareholders by extending this understanding.

VakıfBank adopts in principle United Nations Human Rights Universal Declaration and International Labour Organization in addition to the Labour Law, tries its best efforts to meet the requirements of the international treaties which Turkey is a party. Within the framework of the basic principles of the International Labor Organization, VakıfBank aims to make a difference in the areas of employment, working conditions and provide equal opportunities to its employees by operating in human rights processes (within the framework of the basic principles of the International Labor Organization). Within the scope of the principle of the International Labor Organization that remove the discrimination in employment and occupation, VakıfBank adopts as a principle to women's employment, being aware of the progress towards the future with the strength arising from the union. As stated in the annual report in 2020, VakıfBank's female employees ratio reached 50.62%. As the first Turkish public institution to sign the Women's Empowerment Principles (WEPs), VakıfBank strengthens its approach in this matter with agreements and researches, and has been selected for the second time with a higher score in the Bloomberg Gender Equality Index (Bloomberg GEI) that conducts the largest gender equality research on a global scale. Observing gender equality not only in employment but also in promotions within the Bank, 11% of VakıfBank's Board of Directors members and 25.6% of employees in managerial positions throughout the bank are women.

VakıfBank is attentive to give equal opportunities to its employees regarding both employment and career development without discrimination. VakıfBank aims to protect the business environment, enabling female employees who become mother, preserving workfamily life balance and ensuring them to benefit from career opportunities equally.

VakıfBank offers for the women employee unpaid leave up to 1 year after their legal maternity leave, and part-time work until their children reach the age of five. In addition, it provides kindergarten assistance to all of its female and male personnel in the provinces where they work for their children who go to kindergarten.

VakıfBank is against forced and compulsory labor and expects this approach from its customers within the framework of its declaration on human rights and various policies.

In accordance with the Ethical Principles of VakıfBank and acting respectfully to human rights, VakıfBank’s employees are obliged to execute its relations with each other and customers without discriminating in terms of language, religion, ethnicity, gender, philosophical belief, sectarian, etc and within the framework of sincerity, trust, objectivity and transparency principles. Additionally, the employees are obliged to avoid mistreatments and to spoil the business environment.

Bank’s employee can convey all their notifications and complaints via the Ethical Reporting Line and the Internal Audit Notice Page, which is an internal confidentiality-based complaint mechanism on Bank's information system page. These complaints are not used against the person who makes the complaint and the situation is concluded by investigating earnestly. In case of any confirmed discrimination, harassment or other mistreatment, the Bank is liable to apply the administrative sanctions to the responsible person.

VakıfBank avoids from all kinds of practices that will cause unfair competition regarding employee recruitment. As per the Labor Law and provisions of relevant legislation, besides there is a recruitment contract and freedom of movement, VakıfBank also cares about employee recruitment to be in a certain extent in order not to prevent services of the other banks.

In accordance with the Human Rights policy; activities or projects of people or organizations that are prohibited and restricted by national legislation and international conventions, which Turkey is a party, and who are found to be employing child labor and behaving against human rights are not financed by VakıfBank.

VakıfBank signed the “Declaration of Equality at Work” prepared in the leadership of T.C. Ministry of Family and Social Policies and with the cooperation of World Economic Forum in 2013. VakıfBank guaranteed to respect voluntarily the principles regarding terminating discrimination based on gender and leading these principles to extend around the country with this declaration. VakıfBank currently aims carries out new employee recruitment, Human Resources practices based on equality of women and men and support labor force attendance of women. VakıfBank also takes required precautions in order to provide employees’ health, security, welfare and maintains a business environment ruled by equality and peace.

The employees of VakıfBank work pursuant to private law provisions and are employed in compliance with provisions of Labor Law No.4857. The Bank respects unionization and collective bargaining agreement right as a constitutional right. The Bank shows utmost effort to create a healthy business environment. Employees are the members of the Bank and Insurance Employees Union (BASS) and the working conditions are determined with the collective bargaining agreements signed between the Bank and aforesaid union. Relationship between employees and employer is carried out by the executives and representatives of the union. In addition, together with taking required precautions regarding Occupational Health and Safety in the framework of legal regulations, Training Department provides in-class and/or online training for occupational health and safety every year.

In addition to the "Occupational Health and Safety" trainings, in-class and online trainings such as "Basic First Aid", First Aid Updating "," Prevention of Laundering Proceeds of Crime and Financing of Terrorism "," Fraud in Banking "within the scope of mandatory trainings It is given to our Bank's employees and related personnel regularly every year. Personnel designated as "Employee Representatives" are trained.

In the "Basic Training Program" we have prepared for our newly recruited employees at our Bank, in-class training on "Sustainability and Climate Change" and "Sustainable Banking and Environment" online training are also assigned through the training portal. Within the scope of sustainability, “ISO 14001 Environmental Management System Awareness Training”, “ISO 9001 Quality Management System Awareness Training” and “Sustainable Banking and Environment” online trainings are offered to all our employees.

VakıfBank attaches great importance to the personal development of its employees as well as professional and technical development, special training that will support the private life of our employees. VakıfBank offer solutions for the problems that may arise, support the physical and spiritual development of employees and their families. In addition, seminars are also organized by expert psychologists to ensure work/private life balance and help increase internal motivation.

"Right Approach to Disability" and "Sign Language" online trainings were offered to all employees in order to strengthen communication with our disabled customers and increase social awareness of our employees. Within the scope of the video service project, in-class "Sign Language" training was provided to the relevant employees. In addition to these ongoing trainings, it is aimed to add trainings programs on subjects such as "Human Rights", "Positive Discrimination", "Unconscious Prejudice". Wishes and complaints of the employees regarding their working conditions, employee rights, duties and responsibilities are conveyed to the employer and monitored by union officers. VakıfBank does not make any discrimination between candidates regarding the processes of both providing services, appointment and promotion of the employees except for competence criterias.

In compliance with the articles of Labor Law No.4857, issues regarding the overtime in case of a need take place in Articles 68 and 74 of Employee Regulation and Articles 15 and 16 of Collective Bargaining Agreement.