DEI Corporate Studies at TAV Airports

"We embrace Diversity, Equity, and Inclusion as critical components of our strategy and vision"

Everyone deserves to live in an environment where they feel valued, safe, and equal. I appreciate the richness that diversity brings to our lives through different perspectives and experiences. At TAV Airports, responsibility and respect are fundamental to our corporate values. 

The respect we have for one another and our commitment to the well-being of all are essential aspects of our daily work life. I wholeheartedly share these corporate values, and it pleases me greatly that they are embraced across the company. We aim to create an environment where every employee can reach their full potential by providing equal opportunities within our human resources processes.

At TAV Airports, we address the principles of Diversity, Equity, and Inclusion from a broad perspective and see these issues as a strategic priority. Ensuring the adoption of DEI principles in all our global operations and creating accessible working environments for everyone is one of our most important goals. In this regard, we develop policies and procedures in every country we operate in and implement projects. We aim to take a pioneering role in the aviation sector on this matter.

By adopting international standards, we participate in various sectoral and civil society initiatives, placing DEI  issues at the center of our business strategy with comprehensive policies and practices developed within the group. For example, we conduct our human rights processes in accordance with the standards of the UN Global Compact, ILO, IFC, and EBRD. Within our sustainability governance structure, we develop inter-subsidiary projects with the Diversity and Inclusion subcommittee and share best practices. 

We have our Equal Opportunity Model (EOM) certification and our commitment to the Women’s Empowerment Principles (WEPs). Additionally, we participate in the Business Against Domestic Violence (BADV) project, are founding members of the Women in Technology Association, and support the Million Mentors for Women Program. We actively engage in the Business and Human Rights Program and conduct trainings under the "We Are Equal in Our Business" project.

Women Empowerment

At TAV Airports, we affirm in our regulations and procedures that there is no room for discrimination based on race, colour, gender, religion, language, sexual orientation, or ethnic identity, ensuring everyone has equal opportunities.

Increasing female employment is a priority; therefore, we favour female candidates with equal qualifications in our recruitment processes. In our talent acquisition programme 'NTAV,' we set a target of at least 70% female candidates annually, achieving 80% last year.

To support our female employees in leadership roles, we take continuous steps to meet our goals. We provide tailored training and leadership programmes to help them advance in their careers. Currently, three of our eleven board members and two of our seven C-level executives are women.

To enhance women's workplace experiences, we regularly conduct employee satisfaction surveys to gather feedback from all employees and take action based on their needs. We also collaborate with employee focus groups to develop effective solutions.

People with Disabilities

At TAV Airports, we are implementing various projects to enhance the workplace experiences of individuals with disabilities. By participating in the Disability/Accessibility and Neurodiversity Committees of the IMPACT2030 Türkiye Impact Council, we share best practices and develop new initiatives. To ensure equal opportunities for our disabled employees, we organise training sessions to raise staff awareness and expand employment prospects.

For instance, at İzmir Adnan Menderes Airport, we conduct Special Individuals Awareness Training in partnership with the Autism Confederation and Associate Professor Dr. Alev Girli. These programmes help our employees communicate more empathetically with individuals with disabilities. Additionally, we initiated a pilot project with the İzmir Metropolitan Municipality’s Supported Employment Project, involving individuals with disabilities in the Skytrax survey processes while working to sustain this project.

We have also partnered with Disability Awareness Centres to identify challenges faced by individuals with disabilities in the workplace, aiming to improve these areas. This project will initially be implemented at the İzmir Metropolitan Municipality Awareness Centre.

Through these efforts, we strive to provide equal opportunities for our disabled employees and create a more supportive and inclusive working environment.

Disclaimer: The views and opinions expressed in this article are solely those of the authors and do not necessarily represent those of TDX Consulting or the Workplace in Action® program. The content and ideas presented by the authors are their personal opinions and should not be considered the official policy or stance of TDX Consulting or the Workplace in Action® program.