Skip to main content

Graduate School of Social Sciences Graduate Programs Fall applications

SABANCI UNIVERSITY GRADUATE SCHOOL OF SOCIAL  SCIENCES

GRADUATE PROGRAMS 2016 – 2017 FALL EARLY APPLICATIONS

Graduate School of Social Sciences Graduate Programs Fall applications

The following programs leading to  MA and PhD degrees are accepting early applications for  2016-2017 academic year Fall semester. Contact names for each program have been provided for academic inquiries only. For administrative or procedure related questions, please contact Student Resources Office.

Economics (MA/PhD) www

Contact: Özgür Kıbrıs, (216) 483 92 67, ozgur@sabanciuniv.edu


Turkish Studies (MA) www

Contact: Halil Berktay, (216) 483 92 37, hberktay@sabanciuniv.edu

Applicants must have completed their previous degree programs by September 1, 2016, at latest.

Admission Requirements

Admission Requirements for Faculty of Arts and Social Sciences

PLEASE NOTE THAT candidates are required to submit their English proficiency exam scores like TOEFL, IELTS e-YDS, YDS, KPDS and ÜDS during the application. Applicants who are unable to provide a valid English Proficiency Exam score can only be admitted to graduate study upon obtaining a satisfactory grade in Sabanci University English Language Assessment Exam (ELAE). Those candidates who fail to attend or get a satisfactory grade in ELAE exam are obliged to attend and successfully complete English Language Preparation course(s) in order to enroll in a graduate program. Scholarships do not apply to the English Language Preparation courses.

Financial Support

A limited number of scholarships based on academic achievement are available in the form of partial or full tuition waivers and/or stipends.

Click for SU Graduate Scholarships.

Click for Graduate Funding, Other Opportunities and Awards

Please note that those candidates who fail to submit a sufficient English proficiency exam score and thus attend the course of English Language Preparation will receive no scholarship until they successfully complete the course.

Deadline

January 29th, 2016 is the deadline for the early applications. Eligible candidates will be invited for an interview via e-mail after an initial screening.

Please note that applications from abroad will be interviewed via phone or net meeting (Skype, etc.) if they’re found eligible after the initial screening.


The Graduate Admissions Calendar

 Economics (MA/PhD)

 Interview* : TBA

 Turkish Studies (MA)

 Interview* : TBA


 * Eligible candidates are going to be invited via e-mail for the interview.

Applications:

Online applications are accepted via http://admission.sabanciuniv.edu/ . Application documents (official exam results, transcript, etc..) should be uploaded on the online system and application packages be submitted either in person or post by mail to the address below. Please note that print-out of the completed application form should also be added to the application package. The packages sent via mail must arrive at the department by the application deadline. Applications sent via e-mail are not accepted.

Warning! All the application documents become property of Sabancı University. It is suggested to keep the original reports of TOEFL, GRE and ALES scores, and apply with the copies of those test scores. But please note that the originals must be produced at the time of registration to Sabancı University.

Student Resources Office
Sabancı University, Orhanlı
34956, Tuzla/ İstanbul-Turkey
www.sabanciuniv.edu
Phone: +90 (216) 483 9093
Facsimile: +90 (216) 483 90 73
E-mail: studentinfo@sabanciuniv.edu

A Conversation with Nakiye Boyacıgiller on Intercultural Management in Multinational Companies

Globalization means different cultures interact and communicate with each other more and more every day. Another consequence of globalization is that different cultures end up working in the same environment in multinational companies. This brings new opportunities as well as challenges to businesses. We talked with Sabancı University School of Management Professor Nakiye Boyacıgiller on the globalizing world and the importance of intercultural management in multinational companies to help guide the executives of the future.

First of all, can you tell us what intercultural management is? Why is it important?

Understanding the influence of culture on a number of issues and training employees on such potential impact is one of the requirements in business today as it is the only way to enable people from different cultures to work effectively.  Cultural diversity is an asset for countries and companies alike. However, research suggests that mismanaging this asset may cause severe issues. Communication is more difficult and conflict arises. If managed consciously, this asset brings in advantages that far outweigh its challenges.

There is another detail: the term "intercultural" is not limited to national or ethnic culture. The cultures of people from different disciplines can also be different. An example is the difference between the disciplines of an engineer and a marketer. When these differences are not managed well, it makes for a difficult work environment. Another significant example of intercultural differences arises between men and women.

Intercultural management and global mindset

Does intercultural management affect an individual's achievement in work? If so, how?

Intercultural management is of course critical to an individual's achievement. While you may not be working in or own a multinational company, it is highly probable that your suppliers, customers and other parties will be coming from different cultures. Global mindset is a concept that gains weight when you want to work better and more effectively with people from different cultures.

Does intercultural management influence the emergence of a common language and culture in multinational companies? If so, how does it bring about this change?

I'd like to emphasize global mindset once more. Creating a common language is always hard. It can only be done if you are receptive to new cultures. This is where intercultural management and global mindset come into play. As Muhtar Kent says, "We don't have to know each and every aspect of the business we do, but we have to know the markets and the people we work with."

Leaders share an ability of viewing the world from different perspectives. If you are an international company, you may have Latin American or African employees. If you manage the company from one perspective only, you will not be able to build good teams or create a common language. This is where intercultural management comes into its own. Companies that are managed by individuals who embrace new cultures and approach issues from different angles show successful intercultural management and can create a common language.

As a woman executive yourself, what is your opinion on the position of women in intercultural management based on your experiences?

We don't have sound academic findings on the leadership and management styles of women. A woman's place was her home for a very long time. While we don't have sound findings about women's leadership and business management, we do know that many cultures encourage their daughters to be polite and listen to what is being said. Listening and empathizing are crucial in today's world. And these are the messages we give our daughters. My personal experience suggests that women are better in intercultural environments.

How well do the MBA and Executive MBA programs equip participants with intercultural management skills?

At Sabancı University, intercultural management is important to us. We believe that executives and future executives must have international experience. This is how the global mindset develops.

The Sabancı University School of Management sends its EMBA participants on a two-week exchange program with the MIT Sloan School of Management, one of the world's leading business schools. Our students attend an intensive course on Leadership and Innovation. They have the opportunity to sit in lectures with the best faculty members of the MIT Sloan School of  Management.

Sabancı University also leads a program called EMBA Consortium for Global Business Innovation of which I am the implementer. This is a joint program with nine universities in eight countries. Classes are comprised of participants from these countries. This allows everyone to gain some knowledge of the other culture.

As for our MBA Program, we make sure that there are foreign students in the class. This year, our MBA class has almost 30 foreign students. Since many courses are project-based, our students prepare their projects in teams. Project teams confront them with the challenges of being from a different culture, and they learn to overcome them. This develops their intercultural management skills and global mindset. Regardless of how much I lecture them on intercultural management, it is best learned when we provide a multicultural environment and they get to experience it themselves.


"Turkey cannot tap into its woman-resources...  Women must invest in themselves."

What is your view on the participation of women in the workforce? Do you think women have obstacles on their path to reaching executive management? How can these be overcome?

Turkey is the land of contradiction on this subject. On the one hand, the proportion of women in some sectors such as banking and higher education is impressive, while the proportion of women in the general workforce is only around 30%. European countries have almost twice that rate. In other words, we cannot tap into our woman-resources. This is a luxury that a developing country can ill afford. Women must be able to be a part of professional life if we are to achieve our economic objectives. This calls for a mobilization in education. Better education comes with better participation in the workforce. Many individuals and institutions have responsibility in this matter, with the government being the most responsible. The government must impose some rules. Maternity leaves must be more flexible and workplaces must offer daycare facilities. The representation of women in school textbooks must change.


But I think the most hindering obstacle of them all comes from our own families. Many girls are imparted the notion that they will only be a wife and mother when they grow up. The obstacle is in the minds of girls; our textbooks, families and politicians reinforce the message.  I was fortunate because when I was a child, I was asked what I would be when I grew up, much like my late brother was.  This was a strong message that I was expected to grow up and have a job.
Raising children is perceived as a prohibitive obstacle for women. However, recent studies show that when men do their part in housework and raising a child, the couple has a happier marriage and children grow up to be more healthy.


You must have heard what the Canadian prime minister said when asked why 50% of his cabinet were women: "Because it's 2015." I believe that, in a similar fashion, companies with less than 50% in upper management must take immediate action to change this.


Women also have responsibilities in being a part of the workforce. I don't think the EMBA class has enough women participants. As the EMBA Director, my personal objective is to increase the proportion of women. We will ask companies for more support in this. Women should also invest in themselves. In the information society that we live in today, acquiring knowledge and building a network are key. Attending the EMBA program provides these, while giving their superiors the message that they want to advance in their careers and achieve higher positions.

About Professor Nakiye Boyacıgiller

Professor Nakiye Boyacıgiller is an expert on international management and the former dean of the Sabancı University School of Management.


Professor Nakiye Boyacıgiller was educated in Turkey, United States and France. Boyacıgiller has an undergraduate degree from Boğaziçi University and received her graduate degree from the Anderson School at the University of California. She then completed her PhD at the Haas School of Business, University of California, Berkeley. Prior to joining Sabancı University, Boyacıgiller worked in the San Jose State University and gave lectures at the Anderson School at UCLA,  the Haas School of Business, University of California, Berkeley, the Stockholm School of Economics, Bilkent University, and Boğaziçi University for 17 years.


Award-winning Professor Nakiye Boyacıgiller’s areas of interest include intercultural management and organizational behavior. Her seminar on the cultural content of Turkish organizations received critical acclaim from academia as well as business circles. Professor Boyacıgiller was chosen to the membership of the Academy of International Business (AIB) in 2007.


Professor Nakiye Boyacıgiller has held leadership positions in business and academic institutions including AIB Chair (2014 – 2015) and Head of International Management at the Academy of Management (1996-1997). She was a member of the Council of Directors and the European Steering Board of the AACSB (The Association to Advance Collegiate Schools of Business) (2012-2014). She served on the steering boards of the Vienna University of Economics and Business, Bologna Business School, Cyprus International Institute of Management, KAGIDER (Women Entrepreneurs Association of Turkey), Istanbul Policy Center, Turkish Philantrophy Foundation, and Change Leaders Association.


During Professor Nakiye Boyacıgiller’s tenure as the Dean of the Sabancı University School of Management, the number of faculty members increased, new programs were initiated, student numbers increased by tenfold, AACSB Accreditation was acquired and a strategic cooperation agreement was signed with the MIT Sloan School of Management.


Boyacıgiller is currently teaching courses in the Sabancı University School of Management and is the director of the Executive MBA Program.

Interview: Mariam Öcal

 

Call For Instructor Proposals - ECON Courses

Sabanci University Summer School (June 22 - August 16, 2016) has job openings for faculty members/graduate students as instructors for the following undergraduate courses in Economics:

ECON202 Macroeconomics
ECON204 Microeconomics
ECON301 Econometrics

The courses will be conducted in English. For more information about the courses, please visit Faculty of Arts and Social Sciences website: http://fass.sabanciuniv.edu/

The applicants should have previous teaching experience of these courses at the undergraduate level, and interested Ph.D. students must have completed their field exams.

Applicants should send a package containing their C.V., and evidence of teaching ability (plus a recommendation letter for Ph.D. students) to:
                    Sena Balkaya
                    Summer School Office
                    E-mail: summer@sabanciuniv.edu

Application due date is February 1, 2016. The evaluations will start immediately.
On-campus accommodation for instructors may be available upon request.

Ayşe Parla at the Institute for Advanced Study, Princeton

FASS Faculty Member Ayşe Parla has been accepted to the Institute for Advanced Study, Princeton for the academic year 2016-17 for the completion of her book project entitled “Anxious Hope: Bulgarian-Turkish Labor Migrants, Ethnic Privilege and Everyday Law.” The book proposes a legal anthropology of hope through the exploration of the legal regulation of migrants as well as  law’s informal manifestations in producing a structure of feeling designated as anxious hope.

“The Institute for Advanced Study is one of the world’s leading centers for theoretical research and intellectual inquiry. It provides for the mentoring of younger scholars by Faculty.Thirty-three Nobel Laureates and 41 out of 56 Fields Medalists, as well as many winners of the Wolf and MacArthur prizes, have been affiliated with the Institute.

Past Faculty have included Albert Einstein, who remained at the Institute until his death in 1955, and distinguished scientists and scholars such as Clifford Geertz, Kurt Gödel, Hetty Goldman, Albert Hirschman,  George Kennan, John von Neumann, J. Robert Oppenheimer, and Erwin Panofsky.” https://www.ias.edu/people/noted-figures

Emre Ekinci attended the first of YGP Journey in China

Faculty of Arts and Social Science, Economics student Emre Ekinci participated on the first “Pioneering Journey” by Young Global Pioneers (a non-profit organization) in China August, 2015.

The group consisted of 20 hand-picked university students from 10 countries (Denmark, Russia, Germany, Norway, Turkey, USA, Philippines, Nepal, Japan and South Africa) and participants visited 5 different cities in China during the 3 weeks. In addition to visits to international companies and organizations, the students also had the opportunity to meet and talk with young Chinese employees and entrepreneurs.

As the only person from Turkey who participated in the Pioneering Journey, Emre describes his China experience with these words:

“While we were observing the fascinating environment and culture of China, we also got the chance to know each other’s cultures. Our visits to companies, our dialogues with Chinese and the workshops that we attended were very fruitful. In addition, the discussions that we made about certain topics during our times on buses (bus talks) and the meetings that we had at the end of each day (reflection hours) greatly expanded my point of view on world issues. As an active member of SUDOSK (Outdoor Sports Club) and a nature lover, I really enjoyed our trekking to the Great Wall, the day that we spent in the Panda Reserve and hiking to the Qingcheng Mountain. This journey has been a great experience for me and has given me friends from 9 different countries that I will always stay in touch with for the rest of my life. I hope there will be a continuing participation from our university on the future Journeys by Young Global Pioneers.”

You can get more detailed information and also APPLY for the next Journey which will be held in Tanzania (2016) on YGP’s official web page: www.youglo.org 

In addition, you can find photos from the first Journey and follow YGP’s future events on:  https://www.facebook.com/YoungGlobalPioneers

Impressions of the Paris Climate Conference 2015

The Istanbul Policy Center (IPC)-Sabancı University-Stiftung Mercator Initiative hosted a panel discussion titled "Impressions of the Paris Climate Conference 2015 – COP21." Held in the Karaköy Minerva Palas building of Sabancı University, the panel's speakers were IPC Senior Specialist Ümit Şahin, 2014/15 Mercator-IPC Fellow Ethemcan Turhan, 2015/16 Mercator-IPC Fellow Hande Paker and Sabancı University CDP Turkey Project Manager Mirhan Köroğlu Göğüş, who followed the summit in Paris. All four speakers shared their impressions and observations during the Paris Climate Conference 2015 – COP21 held in Paris between November 30th and December 12th.

Speaking first, Ümit Şahin had the following to say about COP21: "Sabancı University took part in the COP21 as an accredited institution this year. As Istanbul Policy Center, we organized a side event on the report titled "Ways of Low-Carbon Development for Turkey" prepared in partnership with WWF Turkey on November 30, and a press conference on the Coal Report on December 9. This was an opportunity for us to express our recommendations and criticism regarding Turkey's policies and negotiating position in the Paris Climate Conference.

 

Compared to the previous events, the Paris Conference was livelier than most, but it was still less busy than we expected. This may be partly due to the French government enacting martial law and banning all civilian demonstrations in the aftermath of the November 13 attacks. However, attendance was still very high and it was stated that 30,000 participants registered to the official part of the conference, including 10,000 from civil society organizations.

The Paris Convention as the outcome of the Paris conference was hailed as a great success in the press. This may be due to two reasons: Many were not expecting an agreement to come out of Paris so there was notable pessimism among people; or, the media is not a close follower of these topics. It is important that the Paris Convention has been adopted, but it must be said that the success story is a commissioned one. In fact, it is possible to argue that the insistence of the UN and France as the host of the organization on this being a success story is a political maneuver at attempting to conceal the shortcomings of the convention. Nevertheless, considering that the shock of the collapse of the Copenhagen summit in 2009 has been overcome and a new agreement to replace the Kyoto Protocol has been reached, this is also an important turning point. Furthermore, this agreement is the strongest statement that climate change is a serious threat, and the claims of climate change deniers, particularly the right-wing segment of the United States, that climate change does not exist or is not human-caused have been refuted.

The Difference between the Paris Convention and the Kyoto Protocol

The main difference in the Paris Convention is that, unlike the Kyoto Protocol, a maximum temperature increase target was established. An agreement has been reached to keep global warming at 2 degrees centigrade, preferably at 1.5 degrees, and the global increase is already at 1 degree. Another difference from Kyoto is the assessment of reduction targets by a carbon budget approach.  In Kyoto, there was a target of reducing greenhouse gas emissions by 5% on average, but this was not calculated by carbon budget. According to this mode of calculation, the maximum carbon dioxide that can be emitted to the atmosphere worldwide until the year 2100 is 1000 gigatons if warming is to be kept limited to 2 degrees. This kind of guide is an important development to measure whether reduction targets work. Moreover, the Paris Convention creates a universal climate regime in which all 195 countries participate, not just developed countries. It is also significant that all parties submit their own plans to combat climate change by way of Intended Nationally Declared Contributions (INDC) as opposed to an imposed reduction target. This was also the first time concepts such as climate justice and mother earth were included in the convention.

Issues in the Convention

The greatest shortcoming of the Paris Convention is that it will not stop climate change. Although the convention speaks of 2 degrees, and even 1.5 degrees, the national reduction targets in INDCs are so inadequate that they will take warming up to 3 degrees. Even if the agreement itself is binding, the emission reduction targets in INDCs, which are annexed to the agreement and constitute a substantial part of it, are not. Even though the Kyoto Protocol was a binding climate agreement, Canada had withdrawn from it and faced no consequences. Unless a clear sanction is imposed, for example, a climate court is established, no change can be expected. Nevertheless, the emission reduction targets in this agreement are even less binding.

Another issue in the Paris Convention that there is no target to decarbonize the economy until 2050. The Convention establishes a target to achieve carbon neutralization in the second half of the century (which is a long period between 2051 and 2100), yet in the absence of a functioning negative emission technology, it is not clear how neutralization will be achieved and when this objective will be fulfilled.

What Needed to Be Done

What really needed to be done with this agreement was to impose a revision of the current INDCs that determine national emission reduction targets until 2020. However, countries are now able to continue with the current targets until 2025. This may cost the world another 10 years. Turkey's most difficult task will be to undertake serious scientific studies to revise its INDC until 2018 and end the trend of growth based on increased fossil fuel consumption. Another precaution against being locked into a carbon infrastructure may be to cancel or suspend all new coal-fired power plant licenses until a new INDC is issued and the Paris Convention becomes effective in 2020."

Ethemcan Turhan had the following to say about COP21: "One of the key issues leading up to Paris was relevant to Turkey as it was on the differentiation between developed and developing countries. However, this differentiation remains limited to diplomatic language and it is unclear who will fulfill common but differentiated responsibilities, and how. Under these circumstances, the Paris Convention seems to be acting on the differentiation in the annexes of the 1992 UN Framework Convention for Climate Change, even though it does not reference them.

One of the discussions on Paris was on the financing of developing countries that are affected by the impact of climate change by those countries that have caused climate debt, or those which have completed their development using fossil fuels in earlier years, thus using up their fair use quota of the atmosphere. The Paris Conference officially resolved to create a climate finance pool of 100 billion dollars per year after 2020, which was a recommendation in Copenhagen in 2009. Green Climate Fund (GCF), Adaptation Fund (AF) and Least-Developed Countries Fund (LDCF) are some of the mechanisms that will transfer these funds to developing or least-developed countries. Nevertheless, since Turkey is a developed country by status –at least in the current form of the agreement– the country is only eligible for the Global Environment Fund (GEF). COP21 president and French foreign minister Laurent Fabius stated that, upon Turkey's request, negotiations will be held on Turkey's unique circumstances until COP22 to be held in Morocco in 2016.

It must be noted that climate finance is not an aid or alms, but a right. Therefore, this fund must be interpreted both as support for reduction and adaptation, and as indemnification paid for previous damages. It is particularly striking that, due to pressure from the US, this part of the agreement contains provisions that this mechanism will not create any liability or indemnification. From the US perspective, such a provision was required because it was predicted that the convention would not otherwise be ratified in the Congress, where Republicans are the majority. On the other hand, the climate finance agreed in Paris must be given in supplement to the Official Development Aid (ODA) already provided. There is a risk that the current development aids provided by bilateral and multilateral mechanisms (which must be equal to 0.7% of the GDPs of OECD countries) can be green-washed and presented as a distinct fund, which requires further attention to the issue.

The Paris Convention is a significant diplomatic achievement but the biophysical limits of the planet do not care about relative development and diplomatic success. Current contributions and sanctions will not suffice to limit climate change to 1.5 degrees. Countries must take more realistic and scientifically endorsed steps. Although the Paris Convention aims for carbon neutrality in the second half of the century (2050-2099) this is far from being scientific as it depends on both wrong solutions which claim that there will be cases of negative emission by carbon safekeeping, and on carbon offsetting or markets that are written into the agreement as internationally-transferred reduction outputs. This creates the illusion that the current economic-political system may continue as it is only based on technological development. On the other hand, if we fail to follow the advice of the world's leading scientists and reach the peak of global greenhouse gas emissions between 2020 and 2030 and then completely decarbonize the global economy by 2050, limiting global warming to 2 degrees can only be a dream like 1.5 degrees.

Another striking issue is that the body of the Paris Convention does not make references to coal, fossils and renewables. Furthermore, the agreement does not include the emissions resulting from international transport (maritime and air), which is a significant omission. The international transport industry accounts for 2% of total greenhouse gas emissions, equal to that of Germany. Meanwhile, references to gender equality, migrant rights, human rights and Mother Nature in the preamble of the agreement are important advances.

Turkey must prepare for a socioeconomic transformation rather than seeking special conditions after Paris. At a time when many private sector companies worldwide are exiting fossil fuels, Turkey must consider this both for the sake of its own social development, and for becoming a global player. Clear reduction targets must be set and concrete steps taken in an energy transformation plan. In addition, current adaptation strategies must be revised and significant resources must be set aside for the chapters of this strategy in the medium and long term. Local governments have an important part to play as well. If Turkey wants to lead efforts in climate change and not lose another 20 years, investments must be made in research and development, and in academic studies and institutions working on climate change in particular. Personally, I view Paris as a useful jumping board rather than a great victory. The world is sure to go through transformation in the aftermath of Paris, but what matters is that such transformation is fair, egalitarian, participatory and transparent. It is also important that the transformation is fair on those working in the fossil fuel industry. Resources must be spent for retraining and redirecting the millions that will be exiting this industry. Turkey cannot be isolated from a changing world, so the earlier we decide to act and become a leader, the closer we will be to being a global player."

Hande Paker's comments about COP21: "We observed participation from civil society in two important areas in COP21. First was the civil society area (climate generations) set up by the UN next to the blue zone where official negotiations were taking place. The other was “Zone d’action pour le climat (Climate Action Zone)” where nongovernmental participants held an alternative summit. Climate justice networks, global NGOs, glocal movements and local populations held meetings, side events and forums in these areas.

Climate justice has been on the civil society agenda for a long time, but it was important for it to find voice as it reminds everyone that climate change is not a technical but a political issue. "Decarbonization" did not find place in the body of the convention but was among the most pressing demands of the civil society. The Divestment campaign called for companies to stop making investments in fossil fuels in order to finish the fossil fuel industry. It was explained that some solutions in the agreement were wrong solutions. Emphasis was on nuclear energy, hydropower plants that cause great ecological and social devastation, and carbon markets as wrong solutions. Creative solutions such as renewable energy, smaller-scale energy production, and energy generation from waste were counted among true alternatives. The concept of energy justice/democracy, aiming to generate energy while protecting worker rights and providing accessible clean energy to all, was another voiced concern. One of the points discussed was food domination over food safety. The problem does not end with putting food on table; we must also talk about who produces the food, and how. 

Overlapping themes discussed in alternative summits were climate change and justice, climate change and energy policies, worker rights and climate change, human rights and climate change, and global trade agreements and unchecked growth. This overlap is important for expanding the base of the climate movement. Intensive action plans for the future show that the idea to create a climate movement is gaining strength.

The Paris Convention is not a binding agreement and it is impossible to achieve the 1.5 degree target with the current INDCs. Nevertheless, we can say that it provides a common framework and lays down some targets. The real question begs an answer: Can this agreement be a truly transformative tool? There is good news and there is bad news. The good news is, the climate movement has a solid foundation of action, inclusiveness and common concerns. The bad news is that interaction between decision-makers and the civil society is weak, and considering the key role played by decision-makers in transformation, this is a severe shortcoming."

Finally, Mirhan Köroğlu Göğüş told the following impressions of COP21: "In the Paris Conference, we saw that businesses were considerably more active than before, and worked under different movements. Among these, the We Mean Business coalition led efforts to call for companies to look beyond the climate change data they disclose and support a global climate convention, and emphasize the expectations of businesses in negotiations and the issues they wanted to see covered in Paris. Some of the chapters they demanded were included in the Paris Convention. The Science Based Targets initiative led by CDP asked companies before and during the conference to make emission reduction commitments based on scientific methodologies in order to limit global temperature increase to 2 degrees as recognized by science and governments alike.

Investors were represented by the UN and CDP joint initiative Portfolio Decarbonization Coalition. According to this initiative, investors are required to measure and disclose carbon amounts in their portfolios on a regular basis to gradually reduce the amount of carbon in their portfolios. The participation of two leading investors like Allianz and ADP made the coalition more visible during the Paris Conference. In particular, investors expressed full support for the INDCs submitted by all countries to the UN before and during the Paris Conference, and that they were prepared for the change stated in the commitments. The main components of this change were pointed out to be carbon pricing, decarbonization of investment portfolios, technological investments, and support of innovation. The Caring for Climate movement also acting under the UN held a business forum in Paris. The initiative seeks to activate business leaders to generate solutions and policies against climate change, and companies stated that they would strive to find new and innovative solutions, especially for adapting to climate change. It was noted that the world was still in the quagmire of a fossil fuel-dependent economy particularly in technological investments and innovation, and that half of the current carbon emissions resulted from the use of old technologies. Financial support was argued to be the only way to pull out of the quagmire and transition to an economy based on renewable energy and innovation, which would also create green growth and new jobs. Arguments also focused on the absence of the dynamics required to achieve economic transformation and the ongoing domination of the market by fossil fuels, demanding that incentives on fossil fuels were terminated immediately and that these resources are transferred to new technologies and renewable energy.

Although carbon pricing was included in the body of the Paris Convention, the removal of decarbonization and replacement by 'carbon neutralization' as well as statements based on carbon keeping and storage systems and carbon markets, whose effectiveness has not been proven yet, may hinder processes that will compel businesses to action in the short term."


"Business Against Domestic Violence Policy Development and Implementation Guide"

"Business Against Domestic Violence Policy Development and Implementation Guide" introduced

A conference was held on Tuesday, December 15, 2015 to reveal and introduce a guide issued by the Sabancı University Corporate Governance Forum to help businesses act against violence suffered by their woman employees in their personal relationships. Dr. Sema Ramazanoğlu, Turkish Minister of Family and Social Policy, spoke in the conference for introducing the guide developed in partnership with TÜSİAD and the support of the UN Population Fund and Sabancı Foundation.

A new step was taken in the Business Against Domestic Violence project implemented by the Sabancı University Corporate Governance Forum. The Sabancı University Corporate Governance Forum prepared a “Business Against Domestic Violence Policy Development and Implementation Guide” for the project.

The guide developed in partnership with TÜSİAD and the support of the UN Population Fund and Sabancı Foundation, and revealed on Tuesday, December 15, 2015 at the Istanbul Chamber of Industry Assembly Hall.

Introductory remarks were delivered by Dr. Sema Ramazanoğlu, Minister of Family and Social Policy; TÜSİAD Chairperson Cansen Başaran Symes, and UNFPA Turkey Representative and Armenia, Azerbaijan and Georgia Regional Director Karl Kulessa.

Introductory remarks were followed by a panel discussion moderated by TÜSİAD Gender Equality Working Group President Nur Ger. The guide was presented by Sabancı University Corporate Governance Forum Director Melsa Ararat. Further information was given about the implementation of the guide and best practices discussed in the document.

Zero tolerance for violence is critical both in legislation and implementation

TÜSİAD Chairperson Cansen Başaran Symes argued that legislation on violence against women must contain deterring sanctions and "zero tolerance of violence" must be reflected both on the legislation and its implementation.

Symes explained that, according to a global survey, 30% of the woman population, or 723 million women, were victims of violence, and according to a study by the Ministry of Family and Social Policy and Hacettepe University, 4 out of 10 women in Turkey suffer physical or sexual violence from their partners at one point in their lives, and one out of four women are victims of economic violence. Symes mentioned child marriages and the issues caused by this practice.

Symes said that the vicious circle which makes women insecure and vulnerable to violence in the society must be thoroughly disintegrated, continuing "Legal protection against violence to women and the proper implementation of laws has been a part of government programs and important steps have been taken recently. But we also know that unless everything written in legislation fully adopted by people, it is very difficult to put it in practice."

Symes said that Turkey was the first country to sign and ratify the Council of Europe Convention on preventing domestic violence and violence against women, which brought great responsibility.

"Özgecan Aslan became a symbol that united the society"

Cansen Başaran-Symes explained that steps towards including gender equality in school curricula, combating child marriages, measures to protect against violence, counseling services, woman-friendly cities, and initiatives to empower women in education, professional life and the society were all parts of the solution.

Expressing her belief that public authorities, the private sector and nongovernmental organizations need to unite in a stance for preventing violence against women and protecting sufferers of violence, Symes said that everyone must work in their respective fields to support permanent and sustainable projects.

Discussing the murder of Özgecan Aslan, Symes continued: "Having departed life in a shattering tragedy this year, Özgecan Aslan became a symbol that united the society against violence towards women. As TÜSİAD, we decided to take responsibility and do our part by supporting the 'Business Against Domestic Violence' project initiated previously by the Sabancı University Corporate Governance Forum. This is where businesses, and not the government, have a major part to play. We at TÜSİAD firmly believe that 'Violence Against Women' must absolutely be a subchapter of all corporate policies."

"The Guide is a resource for making corporate policy"

Symes emphasized the Business Against Domestic Violence Policy Development and Implementation Guide as a resource for companies when developing corporate policies.

Symes also mentioned that TÜSİAD would provide strong support for the recognition and implementation of the guide, undertake efforts to ensure that all TÜSİAD members adopt the guide and that they have secured the support of TÜRKONFED for the dissemination and adoption of the guide across companies in Anatolia.  Symes explained that they would conduct information meetings with companies in 2016 and share the progress and the experiences of the companies that chose to adopt the guide in December of the same year.

"Women continue to be subjected to violence regardless of seniority or education"

UNFPA Turkey Representative and Armenia, Azerbaijan and Georgia Regional Director Karl Kulessa said that gender-based violence was a widespread and threatening issue that reflects and exacerbates the inequality between women and men. Kulessa said that gender-based violence was the most prevalent violation of human rights around the world.

Remarking on gender inequality in the workforce, among other instances of gender inequality in life, Kulessa said “The participation of women in the workforce is 30% while in men this is 70% (TÜİK workforce statistics, 2015). Unemployment among men is 9.7% while unemployment among women is 13%: One of the reasons why women find so little representation in the labor market is the possibility of encountering gender-based violence in the workplace."

Karl Kulessa explained that violence against women as a byproduct of gender equality was a prevalent issue in Turkey as it was worldwide. Referring to the "Business Against Domestic Violence" survey, Kulessa said that women were being subjected to physical, psychological and economic violence regardless of their status in the workforce. He noted that the situation was exacerbated by cultural norms, the fear of losing their jobs as well as embarrassment, while the lack of support mechanisms to utilize in the case of violence did not help the situation.

Kulessa concluded, “We hope that this guide will assist companies that want to create violence-free workplaces. The UN Population Fund will continue to support this and all other initiatives that combat gender-based violence in the workplace."

Women must be supported with affirmative action in all areas

Turkish Minister of Family and Social Policy Sema Ramazanoğlu told the story of how she took up politics. Minister Ramazanoğlu said, “Back then, I was a general practitioner where my experiences had led me to question what was happening about women in Turkey. I told myself that besides serving the community as a physician, there was lots to do for women and girls. I then became a specialist and I was assigned by the Ministry of Health to work in various hospitals around the country. I realized that I needed to do more than medical practice, and I began working in nongovernmental organizations. These were NGOs that did joint work on health and women's issues. I was treating patients and fulfilling my social responsibilities in NGOs when certain turn of events became signs to me that women must also be involved in politics in Turkey. That is when I realized that more action needed to be taken for women and girls in this society. Politics is the sphere where one can be the most active. As a result, I became a founder of the Justice and Development Party fifteen years ago."

Minister Ramazanoğlu pointed out three main causes of violence: "First are sociological and cultural reasons; second are legal and economic reasons; and third is the role given to women by the society. From the sociological perspective, the regard of women must be improved and women must be brought to the foreground with their achievements in social life, economics, politics and law, much like men always are. With respect to culture, women must be viewed in a different way, the position of women in our culture must be accurately explained, and wrong opinions or knowledge must be set right. Legally, women have been neglected and cast out of economic and social life in many societies. This later became the main reason why those societies remained economically and culturally backward. As regards economic rights, women in male-dominant societies are severely disadvantaged as they are excluded from professional life. We need ongoing political and economic support to advance women's education, improve their job skills, help them raise children, and be a part of professional life. It must be kept in mind that a woman is a mother above all. This is exactly why women must be supported with affirmative action in all areas - legal, economic, social and cultural."

Common language against violence is critical

Sema Ramazanoğlu argued that the cultural values of societies revealed their regard of women, continuing “At a time when there is unprecedented interaction between cultures, it is critical to build a common language against violence. Our culture and tradition, our moral and religious values, our regard of the human and the society reject violence of all kinds. The fact that violence is still a great obstacle for women in business despite all of this reveals that we are facing a serious issue.

"Zero tolerance" in sanctions

Sema Ramazanoğlu said, "Together, we started a new era in the protection of the family and the prevention of violence against women. We adopted a policy of "zero tolerance" in sanctions, and made Constitutional amendments that reinforce the economic and social status of women. The CEDAW Convention became the prevailing document above national regulations. Provisions which ensure that all acts of sexual harassment and sexual assault will be punished serve to protect working women. We are carefully monitoring the statistics. The data shows us the way and bears strategic importance for generating solutions. We are also conducting scientific research on the matter, evaluating results, and taking the required steps."

Legal framework creates issues for companies

Introductory remarks were followed by presentations of new implementation and best practices led by TÜSİAD Gender Equality Working Group President Nur Ger.  Sabancı University Corporate Governance Forum Director Melsa Ararat presented the "Business Against Domestic Violence Policy Development and Implementation Guide."  Melsa Ararat said that employers have questions about the legal framework of the issue due to violence being qualified as "domestic."  The Guide summarizes the legal framework as follows: "Laws and legislation provide all the legal grounds for adopting measures that will prevent domestic violence and protect victims of domestic violence, in reference to both the diligence and loyalty obligations of company directors, and to compliance with corporate governance principles.  In addition to practices that are required and supported by laws and legislation and apply to affiliates and subsidiaries, companies may develop projects that extend beyond the boundaries of the company as part of their social responsibility efforts."

Garanti Bank was discussed as an Example of New Implementation of the Guide. Speaking on the subject was Garanti Bank Employer Brand Manager Nurdan Taş. SUTEKS and Yeşim Tekstil were studied as Examples of Best Practices in the Guide. Speakers were Nur Ger from SUTEKS and Dilek Cesur from Yeşim Tekstil.

"Business Against Domestic Violence Policy Development and Implementation Guide"

The foreword to the guide was written by TÜSİAD Chairperson Cansen Başaran Symes and UNFPA Turkey Representative and Armenia, Azerbaijan and Georgia Regional Director Karl Kulessa.

• The guide focuses on the violence suffered by women in personal relationships, either currently or in the past, and its impact on work and the workplace.
• The guide includes details on how to create a corporate policy to combat violence against women, and provides sample policies for adoption or adaptation by companies.
• The best practices section summarizes policies and efforts of companies in Turkey and abroad regarding their work in violence against women.
• The guide includes steps, tools and methods, and successful implementation examples from companies that have adopted gender equality as a workplace principle, which will provide input to policies and procedures which will ensure that employees and the workplace is affected by domestic violence against women at a minimal level.
• The guide also refers to projects which seek to contribute to the social struggle against violence and are implemented by companies as part of their social responsibility efforts.

A new gazeteSU

gazeteSU, the digital newsletter of the university community, has been redesigned with exclusive content and mobile-friendly functions. 

gazeteSU: a newsletter of our own

gazeteSU will continue to share news around the campus for students, alumni, faculty and employees punctuated with exclusive stories and interviews on culture, arts, science and society.  

The pages of gazeteSU are open to everyone: you too can be a gazeteSU contributor! If you want your work to appear in gazeteSU, just let us know: gazeteSU@sabanciuniv.edu

New in gazeteSU

Dynamic banners and a wider news area supported by images and video viewing tools mean that the current events in the university are now closer to you than ever.

gazeteSU is compatible with all mobile devices and more user-friendly. When you use mobile devices to access gazeteSU, you will have the option of sharing your favorite stories on social media as well as WhatsApp. Easier to read and easier to share, gazeteSU has a host of other surprises that will add to your reading pleasure.

We hope you enjoy gazeteSU exclusives, stories and writers.

gazeteSU: a newsletter of our own







Second Hakan Orbay Research Awards given

The winners of the Hakan Orbay Research Awards, given by the Sabancı University School of Management in honor of faculty member Hakan Orbay who passed away in 2011, received their prizes at a meeting held on Thursday, December 10, 2015.

Hakan Orbay Araştırma Ödülleri’nin ikincisi verildi

Designed to support young researchers of finance and microeconomics in creating original work, the award received 16 submissions from the leading universities of Turkey and the world this year. 12 submissions were received from Turkey, 2 from the United States, 1 from the UK, and 1 from Hong Kong. Four of the 16 applicants were PhD students while 12 were faculty members. 12 articles were in the field of economics and 6 in finance. Among articles in economics, which were assessed based on their theoretical or empirical studies in finance or microeconomics, 9 were based on theoretical analysis and 3 on empirical studies. Among articles in finance, 1 was theoretical while 5 were empirical-based.

This year's first prize went to Naveen Jindal School of Management, University of Texas at Dallas faculty Ümit Gürkan Gürün with his paper “Resident Networks and Firm Trade.” Mehmet İhsan Canayaz from Saïd Business School, University of Oxford came second with “Is the revolving door of Washington a back door to excess corporate returns?” and Koç University faculty Cem Demiroğlu came third with “Indicators of Collateral Misreporting.”

Hakan Orbay Araştırma Ödülleri’nin ikincisi verildi

Introductory remarks of the event were delivered by Sabancı University School of Management Dean Professor Füsun Ülengin and Sabancı University President Professor Nihat Berker. Professor Berker expressed his happiness at having had a valubale faculty member like Hakan Orbay work for Sabancı University, saying "We will always be here for Hakan, so Hakan will always be here, among us."

Hakan Orbay’s wife Benan Zeki Orbay said “It was very difficult to make a selection this year because all submissions were of particular quality. It is moving that one of the winners is Hakan's former student. I'm thankful to Sabancı University for keeping Hakan's legacy alive. It also matters to my children that their father lives on with this award program.

Also speaking at the event was Hakan Orbay’s father Güner Orbay. Güner Orbay said, “Remembering Hakan at such an event and hearing such beautiful words spoken for him is an astonishing feeling. Hakan was a man of irreplaceable intellect. Learning was his greatest passion. His love for reading knew no bounds. Thank you for holding this meeting for Hakan."

Ümit Gürkan Gürün, winner of the Research Award, began by saying that Hakan Orbay was his professor in 1998. Speaking of what Hakan Orbay did for him, Gürün said, “He wrote my reference letter when I was applying for my PhD. He not only wrote excellent letters, but he guided me as well. His forthcoming assistance changed my life. Whenever we talk about Hakan Bey as his former students, we always remember him with love."

Hakan Orbay Araştırma Ödülleri’nin ikincisi verildi

Third Prize winner Cem Demiroğlu said that although he never had a chance to meet Hakan Orbay, he knew that Orbay was a very successful scholar who was also greatly appreciated. Demiroğlu said, “Hakan Orbay would have been proud if he was among us today. And I admire Sabancı University for holding their faculty members in such high regard."

Winners received their prizes from Sabancı University President Professor Nihat Berker and Sabancı University School of Management Dean Professor Füsun Ülengin.

This year's jury panel consisted of Istanbul Bilgi University Faculty Member Zeki Orbay, Sabancı University Faculty of Arts and Social Sciences members Eren İnci and İzak Atiyas, Sabancı University School of Management faculty member Koray Deniz Şimşek, Aziz Şimşir, Yiğit Atılgan, Melsa Ararat and Nakiye Boyacıgiller.

Subscribe to