At Tofaş, all our employees are being treated fairly and with respect. We provide a safe and healthy work environment, free of discrimination based on principles such as dignity, fairness, respect, and equality. Moreover, we work to always ensure the continuity of this environment. Therefore, we signed the United Nations Women’s Empowerment Principles (WEPS) in 2017. Additionally, in line with Tofaş Ethical Principles, we view all gender, age, ethnicity, religious beliefs, life and expression styles, mental and physical differences as richness. Our goal is to create value from these differences. Thus, we developed our human resources policy and practices accordingly.

Human Rights 

We act 100% in compliance with the principles presented in the UN Global Compact, to which Koç Holding, one of our principal shareholders, is a signatory. We fulfill our human rights, labor, environment, and anti-corruption responsibilities within the scope of our activities. Moreover, we pay attention to how various best practices may affect other areas to manage the whole business process with a holistic and responsible approach.

Diversity is one of the most important elements of our human rights strategy. Therefore, we evaluate our employees based on their knowledge, skills, and abilities in our recruitment and other recruitment principles. We do not allow discrimination based on age, gender, religion, or ethnicity in internal matters. While following a remuneration policy based on the principle of “equal pay for equal work”, we give all our employees an equal chance to do a job of equal value.

In 2021, Tofaş was not subjected to any fines for non-compliance with laws and/or regulations in the social and economic field. However, there are 22 judicial decisions finalized against the company due to violations of employee rights.

At Tofaş, we have not and will not tolerate child labor, forced labor, violations of employee rights, and discrimination. We also work to free our supply chain from discrimination while operating our business. We expect all our dealers and business partners act in accordance with our standards of respect for human rights.

We consider it very important to protect the trade union rights of our employees, and we support our employees in exercising their corresponding rights. In this context, we attach great importance to solid representation of our employees vis-à-vis management. We create the necessary environment for our employees to freely exercise their right to collective bargaining and unionization, and we expect our suppliers and business partners to do the same.

Today, the first prerequisite for rapid adaptation to changing competitive conditions is investment in human resources, and our company’s human resources strategy has been set with this in mind. Our goal is to create an infrastructure by offering our employees high motivation and providing them with the most competent people for their tasks.

At Tofaş, we are dedicated to creating a safe and healthy environment that adds value to social life and is based on mutual respect and trust. In one of our critical business units, 89% of the employees in senior management positions are from the local community. In 2021, the percentage of our female labor force increased from 9% to 10%, and we aim to improve it even more.

Employee Demography	2017	2018	2019	2020	2021
Total Workforce (Number)	10,156	8,526	7,421	7,401	6,410
Direct Employment	9,221	7,694	6,720	6,876	6,410
Female	872	800	694	668	645
Male	8,349	6,894	6,026	6,208	5,765
Total Number of Employees by Age Groups	9,221	7,694	6,720	6,875	6,410
18-30	4,421	2,984	2,215	2,252	1,804
31-40	3,225	3,304	3,228	3,346	3,323
41-50	1,490	1,307	1,167	1,083	1,112
51-60	85	98	110	194	170
Total Number of Employees by Categories	9,221	7,694	6,720	6,876	6,410
Hourly wages	7,511	6,009	5,171	5,394	4,946
Female	509	421	339	325	311
Male	7,002	5,588	4,832	5,069	4,635
Monthly salaries	1,710	1,685	1,549	1,482	1,464
Female	363	379	355	343	334
Male	1,347	1,306	1,194	1,139	1,130

	2017	2018	2019	2020	2021
New Personnel (Number)	536	245	5	497	384
By Gender	536	245	5	497	384
Female (8% in 2021)	74	76	1	12	31
Male (92% in 2021)	462	169	4	485	353
By Age Group	536	245	5	497	384
18-30	440	206	4	434	346
31-40	76	36	0	13	35
41-50	19	3	1	4	2
51-60	1	0	0	46	1

	2017	2018	2019	2020	2021
Turnover Rate of New Personnel (%)	5.28	2.87	0.07	6.72	5.99
By Gender	5.28	2.87	0.07	6.72	5.99
Female	0.73	0.89	0.01	0.16	0.48
Male	4.55	1.98	0.06	6.56	5.51
By Age Group	5.28	2.87	0.07	6.72	5.99
18-30	4.33	2.42	0.06	5.87	5.40
31-40	0.75	0.42	0	0.18	0.55
41-50	0.19	0.03	0.01	0.05	0.03
51-60	0.01	0	0	0.62	0.01

	2017	2018	2019	2020	2021
Employees on Parental Leave (Number)	679	644	624		470
Female	104	97	102		63
Male	575	547	522		407
Employees Returned After Parental Leave (Number)	655	644	624		459
Female	80	97	102		59
Male	575	547	522		400
Employees Returned From Parental Leave and Did Not Resign in the Last 12 Months (Number)	625	585	596		459
Female	63	78	90		66
Male	562	507	506		393

In 2020 and 2021, Tofaş has been identified as the company with “the most disabled employment” and implement “the most projects to support the employment of disabled people” in Bursa by the Ministry of Labor and Social Security. As of 2021, there are 209 disabled employees in Tofaş.

At Tofaş, we intend to increase the number of women and disabled employees through the measurements we will implement up until 2026. In this context, we aim to bring the proportion of women who have a share of 25% among office workers to 35% in 2026 and, simultaneously, to increase the rate of disabled employees from 3.3% to 5%.

	2021	2026
Female applicant ratio	28%	40%
Female employee ratio	25%	35%
Disabled employee ratio	3.3%	5%
Physically disabled employee ratio	-	15

Thanks to our support of our employees’ participation in the union and collective bargaining agreement, the participation rate in the collective bargaining agreement at Tofaş was 77%.

GENDER EQUALITY 

Gender equality is one of the leading principles that Tofaş values. We try to express our concern on this issue through initiatives that will benefit the entire society.

We aim to increase the number of female students studying in STEM fields in line with the Gender Equality Forum’s global acceleration plan actions in the field of technology and innovation for gender. In this context, we create and support current projects that have the potential to spread across Turkey. With these projects, we aim to reach 30,000 girls by 2026.

UN Generation Equality Project  

This project was born out of a need to improve the number of women working in the field of technology and innovation, as well as wanting to improve the number of girls working in these fields. In this context, various plans and commitments have been established for the project, which will start in 2022 and be completed in 2026.

• The ratio of women working in STEM fields, which was 18% in 2021, is planned to double to 30% by 2026. It is also aimed to increase the proportion of women working in STEM management fields from 13% in 2021 to over 20%
• To support existing projects by creating projects that will increase the number of female students studying in the field of STEM that have the potential to spread throughout Turkey. Direct access to 30,000 girls through projects will be gained until 2026.

Social media posts were made as part of the implementation. Commitments were announced together with other Group companies in a YouTube live broadcast. The project, in which Koç Holding and the United Nations are stakeholders, has not yet reached a conclusion. The output of the results will be discussed

FIAT BARRIER-FREE MOVEMENT PROGRAM 

Fiat Barrier-Free Movement Program was established to help drivers and passengers with limited mobility to travel independently. It offers solutions for safe driving, and comfortable travel needs to increase the freedom of movement of disabled people and their families.

As Tofaş, with the Fiat brand, we strive to raise awareness of people with disabilities about purchasing vehicles, to make vehicles suitable for drivers and passengers, and to find solutions to many other problems.

In this context, with the “Aynı Dili Konuşanlar” project, sign language services for hearing-impaired consumers started in 2021. In this way, vehicle purchasing, and service processes were made sustainable in terms of accessibility, inclusion and equality.

As part of the Fiat Barrier-Free Movement, in 2022 Tofaş will develop the necessary infrastructure for the websites of all the brands it represents so that hearing impaired people can communicate with dealers without an intermediary person. All brands, dealers and service locations represented by Tofaş are expected to comply with accessibility standards by 2026.

The “İyiye İşaret” digital platform was introduced in 2019 as part of the Fiat Barrier-Free Movement. It helps the hearing impaired to communicate in writing in understandable Turkish. In this portal, which can be used free of charge by the hearing impaired, words and their use in sentences can be watched in visual, sign language and narrative videos.

OCCUPATIONAL HEALTH AND SAFETY (OHS)

Occupational health and safety (OHS) is positioned as one of the most important components of our management approach. Tofaş utilizes a lean and proactive occupational safety approach with the World Class Manufacturing (WCM) approach. Within this responsibility, we manage all our human resources in accordance with the applicable legislation. We aim to protect our employees from work-related injuries and occupational diseases.

We ensure best practices in our occupational health and safety procedures by supporting FCA standards. In this context, many local and international enterprises and official organizations come to our factory to see how we handle occupational health and safety. That factory is an example among Stellantis factories.

We create a safe working environment and a permanent occupational safety culture with our proactive and lean approach to occupational safety. We aim to protect all our human resources within the company’s boundaries from occupational accidents and diseases.

Tofaş Istanbul and Bursa have successfully completed this year’s Integrated ISO 9001:2015, ISO 14001:2015 and ISO 45001:2018 Standards Certification Audit. We were entitled to receive our certificate after the completion of this year’s audit within the scope of the ISO 45001:2018 standard, which was created by developing the OHSAS 18001:2007 standard.

With the implementation of the ISO 45001 standard, some topics of occupational health and safety management have been brought to the forefront. These topics are; management of opportunities and risks that will affect the management system, management of occupational health and safety risks of contractors, management of expectations of employees and related parties, ensuring participation and consultation, and management of changes due to contractors’ OHS risks.

ISO 45001 standard, Koç Holding OHS Management Procedure and SPW (Stellantis Production Management) OHS Principles are in force within Tofaş. 100% of our 6410 employees are controlled within the system. Contractors who are not Tofaş employees are also 100% audited within the system.

All routine and non-routine works and areas are evaluated within the risk analysis process. With this analysis, risks are identified and, if necessary, urgent temporary measures are taken immediately. Permanent measures, starting with the most effective methods, are researched, defined as actions and monitored. At the same time, trainings (including more technical trainings such as CMSE, NEBOSH, if necessary) are provided for the teams that will participate in the risk analysis process. Risk analysis and other processes are reviewed as part of annual assessments and feedback is collected to improve the system.

Our employees can always report hazards and dangerous situations directly or through the systems provided. Employees close to the field are ensured to participate in OHS audits through the SMAT application. At Tofaş, we ensure that employees at all levels, starting with the management, are aware that OHS notifications are for the benefit of their work. It is under legal guarantee that our employees will never face any negative attitude regarding their notifications. This is also conveyed to employees through trainings. Hazard notifications are also encouraged through incentive systems.

We conduct a detailed root cause investigation in the PDCA cycle after incidents that occur or come close to occurring. In this context, we examine all data with the investigation team we have established and find the root cause. We investigate, plan, and monitor the actions to prevent the recurrence of the root cause. All these processes are reviewed weekly, monthly, and annually. In these reviews, incident and action evaluations are made, as well as feedback on system improvements.

At Tofaş, we apply risk analysis to identify and eliminate hazards in all our operations and areas. Our OHS field team routinely conducts field audits and reports nonconformities. In addition to these, we have practices such as SMAT, Safety Patrol, OHS kaizen, Safet Captain for not only the OHS team but also our employees to identify and report hazards. Trainings and reviews are carried out to increase the sustainability and quality of these practices. Data is transferred to a central OHS system and managed there. All our employees can easily access this system from their computers or phones.

Developments related to occupational safety are evaluated at bimonthly meetings attended by union representatives. Representatives are consulted on the development and implementation of the occupational health and safety management system and their participation is ensured. In addition, OHS surveys are organized periodically to improve the occupational health and safety system. Employees can submit their suggestions regarding the system or practices through the relevant systems. Information on occupational health and safety is made available to employees through boards in the field, closed circuit broadcasting in common areas, banners, posters, etc. At the same time, interactive information can be provided through the internal communication portal.

In accordance with the legal definition, occupational health and safety committee meetings and reviews are held every two months. The Employer Representative, Occupational Safety Specialist, Workplace Physician, Union Representative and Human Resources representative attend these board meetings. Decisions are taken with the absolute majority of the participants.

Occupational health and safety trainings are provided to all employees for a total of 12 hours every two years. In addition, employees are trained on the risks identified in risk analyses. The relevant persons receive occupational health and safety training when they start a new job or change jobs. In the DOJO training area, which is equipped with special equipment, the risks of each production unit are taught to field workers in practice at regular intervals.

We have a health center with a five-bed observation and emergency response area, a comprehensive analysis laboratory, respiratory, ophthalmic and audiometric control equipment. 6 doctors and 8 health officers provide free healthcare services to employees here. In addition, access to many private health institutions is facilitated thanks to complementary health insurance.

At Tofaş, we prioritize risks within the scope of risk analyses related to all our activities. We then define actions within the framework of these risks and monitor their realization.

In 2021, there were no fatalities from work-related accidents or occupational diseases. There were only a few accidents involving employees and contractor workers due to cuts and crushes.

The identification, characterization and remediation of accidents proceeded as follows:

i. Hazards are identified through “Risk Analysis”, “Field Inspections” and autonomous inspections,

ii. Injury due to undefined work in the maintenance area,

iii. The work area was reorganized in a safe way, made safe with poka yoke systems, and reinforced with trainings. 

Activities for non-work-related health problems;

• Brochures, trainings, TofaşGO, and Wiki shares for heart health, salt use, etc.
• “Women Field Workers Anemia Program,” developed due to the common anemia in women in our country, online nutritcounselling with FitBroccoli.
• Online exercise training (pilates, cardio, yoga, etc.) encourages movement during the pandemic.

Employees

Number and rate of deaths from work-related injuries	0	0
Number and rate of high-impact work-related injuries (excluding fatalities)	2	0.17
Number and rate of work-related recordable injuries	11	0.92

Contractor

Number and rate of deaths from work-related injuries	0	0
Number and rate of high-impact work-related injuries (excluding fatalities)	0	0
Number and rate of work-related recordable injuries	8	3.29

In 2021, the total number of accidents was 13. There were 8 accidents specific to our contractors. The total number of accidents, including fatalities, injuries and occupational diseases, was recorded as 21.

Through the hierarchy used in controls, the applicability of poka yoke systems to eliminate other hazards and minimize risks is prioritized and investigated. In this context, possible engineering changes and administrative arrangements are made. In addition, trainings are organized in support of these activities.

ZERO OCCUPATIONAL ACCIDENT AND ZERO OCCUPATIONAL DISEASE GOAL

At Tofaş, we aim to maximize the occupational health and development culture not only of our employees, but also of our suppliers, interns, visitors and contractors.

In this context, we are committed;

• To meet all legal and other obligations regarding OHS,
• To adopt the principle that continuous improvement activities are the common responsibility of all employees,
• To obtain the opinions of all human resources about OHS practices and to ensure their participation,
• To reduce OHS risks by eliminating hazards,
• To sustainably achieve zero occupational accidents and diseases by continuously improving OHS targets and performance.  

Sustainable, Proactive, and Simple Occupational Safety Management 

We apply a seven-step methodology to achieve the improvement and excellence we aim for in occupational safety. 

Step 1-2: The process starts with the analysis of accidents, as identifying the root causes of accidents and their countermeasures is crucial to successfully eliminate the possibility of further incidents. Another critical issue is the extension of the identified countermeasures to other areas.

Step 3: The main topic in this step is risk analysis (Legal Compliance and Risk Estimation). Other topics include Visual Management, Contractor Management and Training and eliminating risks in non-routine work. 

Step 4: In this step, Occupational Safety Management Audits and Safety Patrols are implemented. Support at the management level is crucial to increase the motivation of our employees and spread the safety culture. 

Step 5: At this stage, employees take their own safety responsibilities with the full support of senior management. Practices involving personal initiative are fundamental and critical, as an autonomous safety culture is created via representatives through the relationship between management and workers.

Step 6: In this step, team-based practices are initiated. The level of awareness of the team members is increased through collaborative practices.

Step 7: Health recommendations and campaigns start at this step. Body Age Calculation of Employees, Health & Dietitian Support, Home Occupational Safety Practices are critical issues at this stage. 

Occupational Health and Safety Organization  

Tofaş has an occupational safety core unit affiliated with our Environment, Health, and Safety Directorate. This team regularly attends weekly review and monthly occupational safety meetings. In this way, it keeps in touch with the occupational safety officers of each unit.

Our occupational safety department specializes in mechanical, electrical and electronic systems, chemistry, etc. They are also all certified occupational safety specialists.

In our main production units, there are 5 full-time occupational safety officers working under both the occupational safety unit and the EHS Directorate.

Within this organization, there are seven occupational physicians, nine health officers and one dietician. While performing their primary duties at the Health Center, they are also in close communication with the Human Resources department and cooperate with the EHS department.

We strive to achieve zero occupational accidents and zero occupational diseases within the parameters of our occupational health and safety management system. In the last fifteen years, Lost Time Accident (LTA) frequency has decreased by 94%.

At Tofaş, we believe that training has a very important place in workplace safety culture and we are constantly working to prioritize it. In 2021, 6,128 employees received 74,512 hours of occupational health and safety training.

Safe Workplace Award 

Our “Occupational Safety in Logistics for 10s” project won the Exemplary Award at the Strong Communication Safe Workplace Good Practice Competition organized by the Ministry of Labor and Social Security as part of the 2021 OHS Week activities.

OHS Trainings Project 

Within the scope of the “OHS Trainings that Safely Shape the Future” project, we provide university students with an occupational safety culture. This project won an award in the “Occupational Health and Safety” category of the Common Tomorrows Competition hosted by TİSK in 2021. 

As Tofaş, in addition to all efforts to combat the pandemic, we launched the Covid-19 vaccination program for all our employees and their families in 2021 with the slogan #HaydiTofaşAşıya. A total of 8,114 people benefited from this program. Our employees who want to be vaccinated can be vaccinated within their needs in the health center at the Tofaş Factory.

We are proud to be awarded the Bronze Award in the “Covid-19 Measures” category of “The Stevie Awards for Great Employers” with our Covid-19 practices that started in 2020 and continued with great devotion in 2021.