Encouragement to top level managers and key actors to attend gender equality seminars and training

Main aim of the action

Creating and/or increasing gender awareness among the members of university administration. Persuading the decision-makers about the necessity and benefits of having an official Gender Equality Plan and a Gender Equality Committee to implement and monitor the progress on the GEP.

Expected impact

Key actors and decision-makers trained to be more attentive to gender-related subjects. More emphasis put in administrative practices and policies on gender equality and inclusion, these subjects finding a place in official documents and decisions.


Gender expert-led and/or -organized training program(s) and/or seminars will be held on gender-related issues and practices in the academic and institutional context. This action also depends on the active organizational work of the GE Committee and the Gender Expert. Once they have been formed and hired, we will hold a meeting specifically about organizing this action. Meanwhile, we are continually generating a list of potential training subjects and expert names. In terms of content, we intend to cover subjects such as implicit gender bias in the academic and administrative processes in universities; invisible imbalances in the career advancements of academics and their negative consequences as regards academic productivity, quality of research, and the creation of sectoral/economic values.


Since it is a top-down policy endorsed by the Rector and the Board of Trustees, we do not expect a major resistance to this action. However, key actors and decision-makers might think that gender is not issue they need to be trained about. They might also think that gender inequality or imbalance does not exist in OzU. In order to ensure the maximum possible participation in these programs and/or seminars, they will need to be advertised by all means that could be used by the GE Committee and the Corporate Communication Office. When the training of the key actors and decision-makers is concerned, whether the related seminars and/or programs should be mandatory becomes a tricky question. We maintain that this must be discussed in the GE Committee, which will be monitoring the realization of these trainings. To increase the inclusivity of training seminars and/or programs, a broader perspective on social and gender biases, inequalities, and imbalances could (or perhaps should) be employed.

Coping strategies

Gender disaggregated data about the state of equality and diversity should be communicated to the administrative bodies in the seminar(s) led or organized by the gender expert. Good practices could be communicated evidencing how an official GEP and a Gender Equality Committee contribute to the corporate culture, academic productivity, research quality and national as well as international prestige.

Key area

The governance bodies, key actors and decision-makers

Type of action



Özyeğin Üniversitesi (OZU)
Higher education institution

Action level of implementation

Key actors, decision-makers