SDG 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
SDG 8.1 Research on economic growth and employment
Research related to SDG 8 addresses the conditions that enable productive employment, decent work and inclusive economic development. The University’s SDG 8 research outputs across all periods are also monitored through academic databases, research analytics platforms and search engines such as Scopus, SciVal, InCites and Google Scholar. These outputs are documented at the web address below, including publication titles, authors, publication years, journal details and persistent identifiers. The page also explains the methodology used to map publications to SDG 8, verify institutional affiliations and check for duplicate records.
SDG 8.1.1Decent work and economic growth: CiteScore
The University’s institutional research summary reports validated result and source, an institutional summary is provided for transparency.
SDG 8.1.2 Decent work and economic growth: Publications
The public register includes selected publications with DOI links and states its data source and extraction date.
SDG 8.2 Employment Practice
SDG 8.2.1. Employment practice living wage
İstanbul Okan University employs its personnel in accordance with Labour Law No. 4857 which is the primary legislation governing the rights and responsibilities of employers and employees in Turkey. It regulates various aspects of employment, including working hours, wages, leave entitlements, health and safety, employment contracts, and the termination of employment. The law aims to ensure fair and equitable working conditions, protect employee rights, and promote harmonious employer-employee relationships in the workplace. Additionally, it addresses specific provisions for different types of employment, such as part-time and temporary work, and establishes guidelines for resolving labour disputes. and ensures that all staff and faculty receive compensation that meets the living wage standards as stipulated by Higher Education Law No. 2548.
The compensation for all employees and administrative staff is established in accordance with national fiscal policy.All employees have the right to receive the compensation outlined in their employment agreements. All employees qualify for that wage, which is disbursed on a monthly basis. The salary account for an academic staff member is presented below, categorised by working class, pay grade, job title, wage step, and level of education. İstanbul Okan University compensates all its employees above the minimum wage standard.
SDG 8.2.2. Employment practice unions
Istanbul Okan University recognizes unions for all staff, including women and international employees. The university is committed to promoting an inclusive and equitable work environment where the rights of all employees are respected. By supporting union representation, Istanbul Okan University ensures that all staff members have a voice in workplace matters and can advocate for their rights and interests.
University upholds the recognition of unions and labor rights for all individuals, including women, international staff, and marginalized groups, without any form of discrimination. The table and chart below display the affiliation of Istanbul Okan University staff with different labor unions. In Turkey, civil servants are legally permitted to join trade unions, and Turkish Labor Laws safeguard this right, allowing all employees at Istanbul Okan University to engage in union activities and advocate for their rights.
SDG 8.2.3. Employment policy on discrimination
Istanbul Okan University is committed to preventing and eliminating discrimination throughout the employment relationship. This commitment covers recruitment, selection, appointment, promotion, remuneration, training, performance appraisal, working conditions and termination of employment.
The University prohibits discrimination based on religion or belief, sexual orientation, gender, gender expression, age or refugee status. The commitment also covers race, colour, national origin or ancestry, disability, marital status and military status. It applies to academic and non-academic employees, including women and international staff, and to employment applicants within the scope of the approved policy.
Employment decisions are based on transparent, relevant and consistently applied criteria. Employees and applicants may raise concerns through [VERIFY: reporting channel]. Reports are reviewed by Etik Kurul Üyeleri, Öğrenci Dekanlığı , İnsan Kaynakları Müdürlüğü under Kalite Politikası The process provides confidentiality, impartial review and protection against retaliation, with accessible support arrangements specified in the policy.
SDG 8.2.4. Employment policy modern slavery
According to Article 18 of the Constitution of the Republic of Turkey, which specifies that "No one shall be forced to work," Istanbul Okan University behaves in accordance with this provision. There is a prohibition on forced labour.
Child labour is described as the practice of employing children in work that interferes with their capacity to take pleasure in their youth, decreases their potential and dignity, and has a negative impact on their physical and mental development of the kid. Istanbul Okan institution, which is a public institution, abides by the Turkish law regulating child labour, which is outlined in Article 71 of the Labour Law. Additionally, the university is in agreement with the International Labour Organization's Program on the Elimination of Child Labour in Turkey (2021-2025). In this context, the "MoLSS" project was launched by the Ministry of Labour and Social Security Directorate General of Labour with the goal of eliminating the most severe types of child labour. In accordance with International Labour Organisation Convention No. 182, contributions were received from all relevant institutions and organisations towards the implementation of this initiative.
Trafficking in people entails the use of force, deception, or other forms of coercion in order to gain labour or participate in sexual acts for commercial purposes. In an effort to combat human trafficking, the Turkish government has enacted a number of administrative and legal measures, with a particular emphasis on prevention, protection, prosecution, and cooperation. The government works together with members of civil society to provide support and assistance to individuals who have been victims of human trafficking.
Türkiye on Trafficking in Human Beings
SDG 8.2.5. Employment practice equivalent rights outsourcing
Istanbul Okan University has a policy that guarantees equivalent rights of workers when outsourcing activities to third parties. The university is committed to ensuring that all external partners adhere to the same standards of equality and equity as those upheld within the university. This policy aims to protect the rights of all workers involved, ensuring they are treated fairly and without discrimination, regardless of their employment status or the nature of their work.
SDG 8.2.6. Employment policy pay scale equity
Istanbul Okan University employs its employees according to Labour Law No: 4857, as well as pays all staff and faculty, which guarantees the payment of living wage for all staff members with Higher Education Law No.2547. Every employee is entitled to the pay that is specified in their employment contract regardless of gender with reference to Article 5 of Labour Law No. 4857
SDG 8.2.7. Tracking pay scale for gender equity
İstanbul Okan University does not discriminate against staff based on their gender. Every employee is entitled to the pay that is specified in their employment contract regardless of gender with reference to Article 5 of Labour Law No. 4857 and Higher Education Law No.2547 .
SDG 8.2.8. Employment practice appeal process
Istanbul Okan University has a procedure in place for employees to appeal their rights and/or compensation. In accordance with the regulations imposed on public institutions by the Turkish Higher Education Council, Ministry of Higher Education, and Ministry of Labour and Social Security, Istanbul Okan University implements procedures for employees to appeal their rights and/or compensation. The Istanbul Okan University enforces the relevant statutes regarding the right to petition.
SDG 8.2.9. Employment practice labour rights
Istanbul Okan University recognizes labor rights, including freedom of association and collective bargaining, for all employees, encompassing women and international staff. The university is committed to fostering an inclusive and equitable work environment where the rights of all employees are respected and upheld according to Article 5 of Labour Law No. 4857 and Higher Education Law No.2547.
Istanbul Okan University Employee Handbook
SDG 3 Expenditurre per employee
SDG 8.3.1 Expenditure per employee
İstanbul Okan Üniversitesi, ekonomik faaliyetlerinin ölçeğini çalışan sayısına göre ortaya koymak amacıyla çalışan başına düşen kurumsal harcamayı raporlamaktadır.
SDG 8.4 Proportion of students taking work placements
SDG 8.4.1 Proportion of student with work placement
Istanbul Okan University reports work placements that are a mandatory component of a programme of study, take place with an organisation outside the University, and total more than one month.
Voluntary placements are excluded. Where a required placement is completed in separate periods during the academic year, the combined duration is assessed against the more-than-one-month requirement. Student records are deduplicated so that multiple placements do not result in multiple counts of the same student.
SDG 8.5 Proportion of employees on secure contracts
SDG 8.5.1 Proportion of employees on secure contracts
Istanbul Okan University reports the proportion of its workforce employed on contracts, including permanent or rolling contracts without a fixed term. The reporting population covers academic and non-academic employees and employees delivering outsourced core services, using full-time-equivalent values.
