Sustainable Development with a Holistic Approach

GENDER EQUALITY POLICY

PURPOSE AND DESCRIPTION: This policy declares FIRATTEKS Tekstil's commitment to gender equality in its workplace policies, procedures and practices within its operations. While embracing our role in ensuring equal participation in the workforce with a gender equality approach, we support the strengthening of women's presence in social and economic life and the increase in their participation in the workforce. We undertake that this policy will be rigorously implemented in our company, which adopts gender equality as a principle, and that its follow-up and control will be carried out by senior management.

COMPLIANCE REQUIREMENTS: BSCI Code of Conduct completes Anti-Harassment and Anti-Misconduct Policy, Procedure for Investigating and Deterring Unethical Behavior, Code of Business Ethics, Ethics Committee Working Principles, Human Rights and Employee Rights Policy, Precautions Against Child Abuse Procedure, Information Security Policy and Procedures, Human Resources Policy, Gender Equality Policy of FIRATTEKS TEKSTIL. The procedures of all departments are in line with this policy.

THE SCOPE OF THIS POLICY: The Policy covers FIRATTEKS Tekstil employees, representatives, consultants, interns and all those who provide goods and services to Fıratteks Tekstil, as well as all persons, local institutions, visitors and other individuals to whom Fıratteks Tekstil provides services with its policies and procedures developed with a gender equality approach.

RESPONSIBLE PERSONS: While the Business Development Department, Human Resources and Employee Representatives are responsible for the implementation and follow-up of this policy, all employees of FIRATTEKS TEXTILE are responsible for the implementation of the policy. All managers and Department Heads are personally responsible for ensuring that employees receive and implement the policy document. The Human Resources and Business Development Department is responsible for the practical dissemination and monitoring of the implementation of the policy.

POLICY PRINCIPLES:

• To promote a gender equality approach,
• To create a corporate culture that prioritizes the safety of women and LGBTI+ individuals and where they feel respected,
• Eliminating gender-based discriminatory attitudes, behaviors and discourses within the organization and strengthening communication sensitive to gender equality,
• To ensure gender balance and gender diversity in all departments, management levels and professional groups,
• To ensure that the development, implementation and evaluation of activities and projects are carried out with a gender equality approach,
• Adopting gender equality as a principle in all stages of its activities and continuously improving these policies for equal access of the employees of the persons, organizations and companies in which it operates,
• Implementing and developing the principles of "equal pay for equal work" and "equal voice" based on the principle of equality regardless of gender

POLICY BASES: Gender equality is a fundamental human right. Rights and principles defined by the 'UN Convention on the Elimination of All Forms of Discrimination against Women' (CEDAW), the 'Council of Europe Convention on Preventing and Combating Violence against Women and Domestic Violence' (Istanbul Convention), the 'Universal Declaration of Human Rights' and ILO 5 (International Labor Organization) Conventions to ensure gender equality and prevent gender-based discrimination and violence.

ADAPTATION PROCEDURE: Gender Equality Policy has been approved by the Board of Directors of Fıratteks Tekstil. It enters into force after the signature of the General Manager of Fıratteks Tekstil. It is then made available to stakeholders in the Business Development Department's database in Turkish and English. The Business Development Department is responsible for communicating the Gender Equality Policy to all stakeholders in the most appropriate and accessible manner.

RULES:

• Fıratteks Tekstil: In line with company strategies, it takes the characteristics of the job as a basis in the distribution of jobs and duties and prevents gender inequality. Everyone is appointed and promoted on equal terms.
• The determination of wages is based on the content and quality of the work performed, not gender.
• It pays attention to not using discriminatory and sexist content in the internal and external communication language of the institution.
• It encourages its suppliers and collaborating organizations to work on gender equality.
• It does not tolerate thoughts or acts of gender-based violence or bullying against its employees and is committed to investigating and responding to any reported, suspected or observed issue.
• When people who have been subjected to violence apply to the Human Resources Department, it directs them to authorized institutions for support, and provides support to the person by controlling and monitoring their situation within the company.
• If there is an employee who has been subjected to domestic violence and makes an application in this regard, it provides support to the person by cooperating with non-governmental organizations, law enforcement and other state institutions specialized in this field.
• It recognizes that employees who are victims of domestic violence may experience performance problems such as absenteeism, being late and low production, and tries to find solutions for the benefit of the person.
• It organizes various trainings for its employees to raise awareness on gender equality and domestic violence, and tries to prevent violence by raising awareness.

ENFORCEMENT: November, 2022

ISSUED BY: Gamze Yakar - CSR (Corporate Social Compliance Specialist)

APPROVED BY: M.FIRAT ÖZDEMİR

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