Human Resources Policy

The Company conducts its recruitment processes in accordance with the principles of equal opportunity, objective assessment, and a competency-based approach. Candidates are assessed based on their educational background, professional experience, technical and behavioral competencies, and suitability for the requirements of the position. A fair and impartial approach is adopted throughout the assessment process without discrimination on the grounds of language, religion, ethnic origin, gender, age, disability, marital status, or any other similar characteristic.

Recruitment processes are based on ensuring a positive candidate experience, maintaining transparent communication, and protecting the confidentiality of personal data. In this context, recruitment practices are conducted in accordance with ethical principles, the Company’s human rights approach, and applicable legislation. Through practices that support diversity and an inclusive working culture, the Company aims to attract talent capable of contributing to organizational success. In line with its sustainable human resources approach, the Company also seeks to attract and retain employees who demonstrate strong engagement, are open to development, and are aligned with the Company’s values.

Within its Career and Talent Management processes, the Company attaches importance to supporting employees’ career development and ensuring the sustainable assessment of talent within the organization. In this context, career management is not limited to promotion processes but is addressed through a holistic approach that also encompasses long-term talent development and the enhancement of organizational capacity. Career management practices support the development of employees’ knowledge, experience, and competencies and provide development opportunities through which employees can realize their potential. The Company adopts sustainable career practices that support employee engagement and organizational development. This approach aims both to strengthen the employee experience and to increase talent retention and internal mobility within the organization.

Employee remuneration and benefits are determined by taking market remuneration levels into consideration. Duties, competencies, performance, level of responsibility, internal equity, and market conditions are considered in remuneration processes. The Company seeks to ensure that employee remuneration is aligned with a living wage approach that takes into account not only statutory minimum requirements but also cost-of-living indicators. In this context, the Company aims to establish a sustainable and fair remuneration policy that supports employee well-being. The remuneration approach is structured on the basis of fair, consistent, and measurable criteria and is reviewed regularly.

The Company supports the principle of equal pay for equal work regardless of gender. Accordingly, remuneration practices are regularly monitored, and the necessary assessments are carried out to prevent gender-based pay disparities and maintain a fair remuneration structure.

All employee entitlements are clearly regulated under the Human Resources Regulation, and every employee who meets the relevant conditions is entitled to benefit from such rights without discrimination. Beyond its statutory obligations, the Company aims to strengthen social protection by providing employee benefits, social support practices, and employee assistance programs that support employee well-being. In this context, a holistic employee experience approach is adopted to support employees’ physical, psychological, and financial well-being.

Working hours and overtime practices are managed in accordance with applicable legislation. The Company aims to prevent employees from being exposed to excessive working hours, limit overtime where reasonably possible, and protect work-life balance. Working hours must remain within statutory maximum limits. In this context, working hours are regularly monitored, and a sustainable workforce planning approach is adopted.

The Company supports employees in exercising their paid annual leave entitlements and regularly monitors leave utilization. Particular attention is given to leave planning in order to protect employees’ work-life balance and ensure that their right to rest is effectively exercised. In this way, sustainable employee performance and well-being are supported.

Under the Company’s hybrid working model, weekly working arrangements are determined according to the nature of the work and operational requirements. This model is designed as a flexible structure that supports work-life balance while enhancing employee productivity. The Company reserves the right to modify the working model in line with business continuity and operational requirements. Such changes are communicated to employees in a timely manner and managed in accordance with the principle of transparent communication, while maintaining a balance between operational sustainability and employee experience.

The Company implements comprehensive training and development programs to continuously improve employees’ professional knowledge, skills, and competencies. These programs are structured to enable employees to perform their current roles effectively, adapt to changing ways of working, and prepare for the competencies of the future. Training activities covering areas such as technical knowledge, leadership, strategic thinking, digital competencies, operational development, sustainability, emerging technologies, and regulatory developments are delivered through online platforms, classroom-based training, workshops, and development programs. Through this approach, employees’ individual development is supported, practices aimed at strengthening innovative perspectives are implemented, and competencies that contribute to the Company’s strategic objectives are developed sustainably. Training and development activities are integrated with career planning and talent management processes to promote a culture of continuous learning.

The Company acts in accordance with applicable legislation in collective redundancy processes and seeks to provide employees with reasonable notice periods, consult employee representatives where necessary, and conduct the process transparently. In such processes, protecting employee rights, assessing support mechanisms aimed at mitigating social impacts, and complying with ethical management principles are essential.

A safe working environment and appropriate working conditions are provided for employees in accordance with occupational health and safety legislation.

Employees’ personal data are stored with due care in accordance with the criteria set out in the Turkish Personal Data Protection Law.

The Company’s performance management system has been designed as a holistic structure that assesses employees’ contributions to organizational objectives using objective, measurable, and transparent criteria; incorporates regular feedback and development-oriented discussions; and links performance outcomes to career development.