The Gender Equality Plan of Avrupa Entegrasyon Derneği (European Integration Group, EIG) sets out our commitments, resources, data and concrete measures to make gender equality part of everything we do across Europe and Türkiye.
EIG commits to gender equality in how it is governed, how it works and what it delivers.
Avrupa Entegrasyon Derneği (association registry no. 34-258-059) adopts this plan for the period 10 February 2026 to 9 February 2029. It applies to board members, staff, volunteers, trainers and experts working on EIG activities.
Our mission is to support the integration of disadvantaged groups — including women, young people with fewer opportunities and vocational and blue-collar young adults — through education, youth work and European cooperation. Gender equality is part of that core work, not an add-on.
EIG assigns named people, working time and a budget line to this plan.
Uğur Keskin, appointed by board decision no. 2026-2; about 2 hours per week for GEP tasks.
Turgut Kaan Akkoca, President, so that confidential reports can always go to a second person. On request, a woman trainer or the external gender expert handles a report instead.
GEP progress is a standing item on the Board agenda at least twice a year.
€1,900 from core funds, plus gender-related costs written into project budgets: training, expert fees, accessibility and care support at events.
Zeynep Buse Akşahin, external gender-equality expert, engaged at least once a year to deliver training and review this plan.
We collect sex/gender-disaggregated data every year and publish a monitoring report at least every two years.
| Indicator | Group | Frequency |
|---|---|---|
| Gender distribution | Board members | Yearly |
| Gender distribution | Staff, by role and contract type | Yearly |
| Gender distribution | Volunteers and trainers | Yearly |
| Gender distribution | Participants and learners in EIG activities and projects | Per activity, summed yearly |
| Applicants vs. people selected | Recruitment and volunteer calls | Per call |
| Project coordinators and leads | Staff and volunteers | Yearly |
| Gender-equality training attendance | Staff and decision-makers | Yearly |
| Harassment reports received and closed | All (anonymised) | Yearly |
Data are collected voluntarily, with a "prefer not to say" option, anonymised and stored in line with Türkiye's Personal Data Protection Law (KVKK) and the GDPR where partners require it. Small numbers are reported in ranges so no one can be identified.
Every staff member and decision-maker completes gender-equality training, including unconscious gender bias, at least once a year.
| Group | Training | Target |
|---|---|---|
| Board members | Unconscious bias in decisions, recruitment and selection; the Board's role under this plan | 100% each year |
| Staff and project coordinators | Unconscious gender bias; inclusive communication; handling harassment reports | 100% each year; new staff within 3 months |
| Volunteers and trainers | Code of Conduct, safe spaces and reporting at activities | Briefing before every activity |
| Participants | Gender-equality and anti-harassment briefing at the opening of each youth exchange or training course | Every activity |
Trainings are run by the focal point together with the external gender expert. Agendas, invitations and attendance lists are kept as evidence.
Each of the five recommended thematic areas has concrete measures and a measurable target for the end of the plan period.
At least 80% of staff agree in the annual survey that EIG supports work-life balance.
No gender above 60% on the Board and among project coordinators by the end of the plan.
Applicant and selection data reviewed for every call; no unexplained gap above 10 percentage points.
100% of new proposals and research outputs include a gender dimension.
Code of Conduct signed by 100% of people covered; every report handled within the procedure's timelines.
The focal point reports to the Board twice a year; the Board reviews and renews the plan every two to three years.
| Version | Period | Adopted | Document |
|---|---|---|---|
| 1.0 (current) | 10.02.2026 – 09.02.2029 | 10.02.2026, decision no. 2026-2 | Signed PDF |
