İş Leasing aims to ensure the continuity of employee satisfaction.

İş Leasing adopts a strategy that respects the rights of its employees and implements modern human resources policies. While engaging in its activities, it considers cooperation and solidarity as an important element in the working environment and encourages mutual respect. İş Leasing’s human resources strategy is to manage its human resources, which it considers as its most important capital, in the most efficient way in line with its vision, mission and goals, to create an elite team that achieves high added value, makes a difference in the sector and maximizes the level of competition and to develop practices for continuously supporting the professional and personal development of the team, boosting their motivation and maximizing their performance.1

The main purpose of human resources activities is to become the most desired company in the leasing sector and to ensure the continuity of employee satisfaction. In line with the aforementioned strategy, an all-encompassing human resources management system purchased in 2016 is used in order to renew human resources practices, offer more effective and qualified services and increase the efficiency of business processes.

Female employee ratio is51%

İş Leasing uses various objective and position-specific measurement and evaluation tools and methods that are built on competencies in order to place the right person for the right job. Training activities at İş Leasing are planned to ensure technical and competency development for all employees, taking into account business plans, needs analyses and performance outputs.

Breakdown of Employees by Gender and Age Group

Believing in the power of equal representation, İş Leasing plays an active role in reducing inequalities for an inclusive and sustainable development, and balancing the number of female employees in the finance sector, with the awareness that more women’s participation in social and economic life is important. İş Leasing’s female employee ratio is 51%. Given the age breakdown, İş Leasing has a large proportion (74%) of employees between the ages of 30 and 45. While the 18-30 age group corresponds to 11% of the Company’s human resources, 15% of the Company consists of employees over the age of 45.

İş Leasing creates suitable environments where employees can express themselves and evaluates these environments for the development of the Company and employees. There is a suggestion system where İş Leasing employees can submit their suggestions regarding the Company’s activities as well as an online communication environment through which employees can convey all their requests and complaints directly to the senior management.

Attaching great importance to the opinions and suggestions of its employees and believing that success is a way of walking together, İş Leasing collects and evaluates the ideas of its employees through the Corporate Portal via the “Employee Committee” existing within the company.

İş Leasing employees are informed about the objectives and activities of the Company through performance assessment meetings, and they can also access the information published on the Corporate Portal established as an internal exchange system.

İş Leasing employees have various opportunities to develop their careers within the Company.

Regular employee satisfaction surveys identify and improve areas open to improvement. In this context, a high level of motivation is achieved and the continuity of employees with high added value is ensured.

1  Details on how İş Leasing manages its human resources and ensures the development and empowerment of its employees are available in the Human Resources Policy on its website https://www.isleasing.com.tr/human-resources/human-resources-policy/