İş Leasing employs a talent management system, which emphasizes employee satisfaction.
İş Leasing, one of the leading companies in leasing sector in Türkiye, adopts an approach that implements sustainable and transparent human resources policies respectful to human rights and mindful of employee satisfaction along with sustainable finance and green transformation vision. It offers its employees an inclusive and professional working environment with fair and equal opportunities, aims to maintain lasting employment relationships in human resources policies by ensuring the health and safety of its employees according to legal regulations and practices and by continuously investing in employee development. İş Leasing’s human resources strategy is to efficiently manage its human resources, which it regards as its most important asset, in line with its vision, mission and goals; t o form an elite, dynamic, creative, difference making, effective, and highly competitive and valuable team; to attract qualified labor through improvement and change; to continuously support the development of professional knowledge, skills, and organizational and personal abilities of the team; and to motivate and develop practices in order to raise employee performance to the top.
At İş Leasing, integrated and professional systems are used in all human resources processes, from the recruitment process to performance management, from talent development to wage policy, and from career planning to job termination. In order to place the right person for the right job, the Company actively applies brand new methods, designed upon competencies, reinforced with objective, multidimensional measurement and evaluation tools tailored for the position. Training activities at İş Leasing are planned and implemented considering business plans, necessity analysis and performance results in a way that will provide technical capabilities and talent development to all employees.
Embracing fair mobility in equal representation, İş Leasing plays an active role in reducing inequalities for inclusive, diversified and sustainable development, and in balancing female employment rate and executive representation in the finance sector upon awareness that women’s participation in social and economic life is invaluable. Since its inception, the Company embraced female employee support as a constant principle. In order to reinforce this approach in the international arena, it aims to share its goal of being an equitable and inclusive company in the leasing sector with all its stakeholders and the public, by signing the United Nations Women’s Empowerment Principles (UN WEPs) in 2022. In 2021, İş Leasing’s female employment ratio was 51%, and female executive ratio was 38%.
İş Leasing’s employees between the ages of 30-45 has a large proportion (76%) in the Company. The age range of 18-30 corresponds to 8% of the Company’s human resources, while 16% of the Company consists of employees over age 45.
You can access the İş Leasing Human Resources Policy ahttps:// https://www.isleasing.com.tr/humanresources/ human-resources-policy/
In order to systematically ensure the active participation of employees in decision-making processes, İş Leasing creates proper mechanisms where employees can express themselves, and evaluates these mechanisms for Company and employee development, and transfers them into managerial decision processes. The advanced corporate culture that embraces democratic suggestions, complaints and improvement mechanisms is İş Leasing’s clearest assurance in the field of human resources. A suggestion system where employees can submit their suggestions regarding activities and practices, as well as an online communication platform where employees can directly send all kinds of requests and complaints to the senior management, is active in the Company. İş Leasing, which highly regards the opinions and suggestions of its employees and believes that success is a march together, receives the opinions of the employees through the Corporate Portal via the already existing “Employee Committee”, and evaluates them effectively and implements improvement activities.
İş Leasing employees are informed about the objectives and activities of the Company through performance appraisal meetings, and they also have access to information published on the Corporate Portal internal sharing system.
İş Leasing employees have various opportunities to develop their careers within the Company.
Improvement areas are identified by regular employee satisfaction surveys and improvements are made. In this context, a high level of motivation and talented employee loyalty is achieved.
In light of organizational and individual development needs, İş Leasing considers investing in human resources, its most important asset, as one of its sustainability priorities. İş Leasing family is mindful of importance of training for employees at all levels, and within this scope, training programs are planned, monitored and evaluated in three different areas: professional, managerial and personal development.
In line with its main strategy, İş Leasing also embraces the principles of sustainability-oriented corporate integrity, transformation and capacity increase, as well as funding the projects that will support economic growth and domestic employment in line with Green Development principles.
Within the scope of its green development and digitalization vision, the creation of globally defined new job descriptions is imperative to İş Leasing and it accelerates its efforts to expand fair mobility practices across the entire value chain in the 2022-2024 period.
Well aware of the importance of a well-designed performance management system in employee development, performance evaluations are carried out regularly at İş Leasing for professional, managerial and personal development of its employees. In 2021, 94% of the employees were subjected to a regular performance evaluation process. Performance evaluation results are shared with employees through feedback covering the entire year.
İş Leasing believes that one of the basic components of sustainable success is regular training activities, and accordingly organizes trainings in line with corporate and employee needs. In addition, Company employees are encouraged for trainings of The Banks Association of Türkiye, employee training is subsidized for the licenses under professional licensing directive, and examination and license fees are covered by the Company. In 2021, trainings were provided to Company employees on anti-bribery and anti-corruption combat, sustainability and OHS, thus contributions were made to employee knowledge and awareness.
TECHNICAL TRAININGS
IT Audit Training-Online
Accounting in Financial Institutions
Financial Restructuring Training
Advanced Microsoft Excel Training
Comparative and Applied International Financial Reporting Standards (IFRS) and Turkish Accounting Standards (TMS) Education
Legal Follow-up Process in Non-Performing Loans Follow-up Law Training
SPL Investor Relations Concerns Training-Online
Turkish and World Economy: Indicators and Developments Training
Compliance Program Training
CAREER DEVELOPMENT TRAININGS
Effective Sales Management in VUCA Terms
Sales Performance Management in VUCA Terms
The training expenses of İş Leasing’s employees in 2021 totaled 78,642 TL. In line with the training needs analysis, it is planned to conduct a 6-hour “New Vision of Sustainability Management and Corporate Greenhouse Gas (GHG) Calculation” training for 28 members of the Sustainability Committee in 2022. İş Leasing periodically carries out content and needs analysis studies in order to provide its employees with appropriate and visionary trainings every year within the scope of sustainability, transition to circular economy, green TECHNICAL TRAININGS development and decarbonization priorities.
ANIL ÇELİKBAŞ
İŞ LEASING
It is critical that leasing sector supports access to funding and capital investments in strategically important sectors for sustainable growth.
Putting sustainability approach into the core of its business model, İş Leasing carries out ecologically innovative activities such as paper consumption reduction in its operations, garbage sorting in offices, increasing employee awareness through trainings on the importance of sustainability, and environmental cleaning activities with employee participation.
In line with the sustainability strategy, the areas that İş Leasing is most successful are garbage sorting in the offices, raising stakeholders’ awareness through environmental cleaning activities, increasing anti-bribery and anticorruption trainings, supporting female employment and the principle of equality among all employees, contributing to the reduction of greenhouse gas emissions by prioritizing renewable energy projects, and minimizing energy consumption. With these strategic decisions, the aim is to use the existing resources in a more balanced and sustainable way, to reduce greenhouse gas emissions, and to increase the stakeholders’ awareness by following a nature-friendly policy. The Company actions on all these subjects play an essential role in raising social awareness by creating a kind of butterfly effect for its stakeholders.
Possessing an effective corporate governance to ensure sustainable employee performance, İş Leasing has adopted a transparent, accountable and ethical management style. Our company, which has a transparent management approach equidistant from its employees, firmly establishes a relationship of trust between all employees.
Sustainability is a perspective that embraces all sorts of improvement and support for the resources of the planet we live in. The main sustainability issues that İş Leasing should focus on are developing recycling projects for wastes that are difficult to dissolve in nature such as plastics, batteries, etc., implementing plans that increase water efficiency, encouraging employees to develop sustainability action plans.
I am very pleased to work in an entity that makes positive contributions to its employees about the future of our country and that is a pioneer in the sector with a firm stance in social responsibility. I consider myself very lucky to be a part of this Company due to several reasons such as its contributions of educational technological equipment to new generations in a rapidly changing world; its support for sustainable life with the business world and precautions against global warming as a member of SKD, the regional unit and business partner of the World Business Council for Sustainable Development in Türkiye; its support for sustainable agriculture and food; its collaboration initiatives with other companies in supporting sustainable finance, circular economy and sustainable industry; and its efforts to lead the sector by assuming social responsibility; and especially because it is one of the leading companies in the sector in female employment.
Working in an organization that respects nature is crucial in order to fulfill our responsibility to future generations. With a firm stance on sustainability, İş Leasing takes environmentally friendly steps and carries out naturefriendly projects by strategic decisions. In order to protect the environment, it does not support projects that poison nature, air and food with chemicals. As an İş Leasing employee, I am proud of our company’s nature-friendly and firm stance.
İş Leasing strives to provide the best possible working environment for its employees, and contributes to the personal development of its employees with its dynamic working environment embracing continuous development. Having a clear job description, the opportunity to work with multiple managers, the opportunity to participate in meetings with foreign stakeholders, the advanced technological infrastructure, the presence of a clear vision and mission all make significant contributions to my personal and professional development as an İş Leasing employee. İş Leasing, a subsidiary of Türkiye’s largest bank, makes its employees feel special with its approach and regard for employees. Despite the adverse market conditions, our company always stands by its employees and protects them against inflation.
İş Leasing believes that one of the basic components of sustainable success is regular training activities, and organizes trainings in line with corporate and employee needs. İş Leasing constantly raises employee awareness in sustainability by embracing sustainability trainings.
ARİF ERGİN
TURSEFF – CHIEF MARKETING ADVISOR
While the world’s population is expected to reach 10 billion people in the next thirty years, people’s demand for products, food, energy and water necessary for their lives have placed a great pressure on the already scarce resources even today. Besides, majority of the population now live in cities and city dwelling rate is increasing every day. The only way to meet the increasing needs of cities for housing, public transportation, clean water, food and energy with scarce resources under pressure is to introduce and expand sustainable systems centered around efficiency and circularity in all aspects of life.
Our planets ecology has come to the point of depletion due to human built economic systems. Climate crisis has now become one of the most important future concerns for even ordinary people on the street. Organizations such as European Union and United Nations took a leading role to bring a global solution to global climate crisis, and started implementing their sustainability action plans aimed at efficient use of resources to combat the climate crisis. For example, the European Union declared its concrete targets with its action plan labeled the Green Deal, and started implementing several mechanisms that will connect its member states and business partners. According to this plan, all EU countries have started to work with the goal of reducing net greenhouse gas emissions to zero by 2050. The EU Green Deal action plan considers green transformation as a global and holistic development goal that ‘does not exclude anyone and anywhere’ and works in harmony with the Global Development Goals set by the United Nations under seventeen main headlines.
This global transformation undoubtedly brings with it an enormous funding need. The need for developing green funding services to fund green investments includes many subtitles such as banking, insurance, leasing and wealth management, heralding an imminent huge transformation in the entire financial system. The laws of the sustainability concept, which started globally and spread out to countries in waves, are forcing financial markets, academic world, public and private sectors to change irrevocably.
Türkiye Sustainable Energy Financing Facility: TurSEFF, as its name suggests, is a funding program developed around the concept of sustainability. TurSEFF, the Türkiye version of the GEFF initiative carried out by the EBRD (European Bank for Reconstruction and Development) in 26 countries around the world, can provide funding and technical support to green investments of SMEs, large companies, municipalities and public institutions. These green investments cover a wide range of all sustainability components from electric motor replacement in SMEs to roof and land type solar energy investments, and from sustainable energy projects of large enterprises through ESCO to public transportation, drinking water, waste water and energy investments of municipalities.
After İş Leasing became one of the TurSEFF partner financing institutions in 2021, several joint activities and projects were funded on the basis of sustainability. A total of 305 projects, mainly green projects from the agricultural sector, were financed and a notable success story was achieved in a frame of one short year;
A total of 305 green projects were financed with TurSEFF.
€ 40 million funded for these projects.
The annual savings achieved amounted to € 4,622.155.
Realized 12.3 MWel installed capacity in renewable energy.
48,777 tons of carbon emissions were avoided.
14 thousand MWh of energy efficiency achieved through financed projects.
In addition to the funding and technical support given to sustainability projects within the scope of TurSEFF, TurSEFF also provides awareness and capacity building support to all relevant sector stakeholders, companies and partnering banks and leasing institutions. The aim here is to ensure both environmental and financial sustainability. To boost knowledge and interest in green investments by awareness raising activities is targeted to promote these investments in our country.
In this context, İş Leasing and TurSEFF cooperated successfully and organized multiple capacity building events in a short time. While a total of 112 people attended 26 trainings organized in the fields of Resource Efficiency, Renewable Energy, and Sustainability in the Textile and Agriculture Sector, TurSEFF Trainers’ Training (TOT) was given to 12 people, contributing to the continuity of the sustainability concept within the organization.
İş Leasing is becoming one of the prominent financial institutions in the sector by incorporating “sustainability finance” approach with its innovative and sustainable leasing solutions developed for vital sectors for the climate crisis such as agriculture and by its quick TurSEFF adaptation. İş Leasing’s sustainability-oriented approach is already turning into a success story for TurSEFF, since incorporation of sustainability-oriented financing solutions for partnering financial institutions is among the main objectives of TurSEFF.
OKAN B. ACAR
HASEL İSTIF MAKINALARI SAN. TIC. A.Ş.
GENERAL MANAGER
İş Leasing is among rare companies in Türkiye in its sector, acting on ethical issues such as honesty, impartiality, reliability, transparency and respect for the environment. We are pleased with lasting cooperation we have established in line with the adherence to and adoption of business ethics by İş Leasing employees.
We believe the areas İş Leasing is most successful at in line with its sustainability approach are digital transformation, corporate governance and business ethics, talent management and communication with stakeholders. In addition to these, we expect it to create significant awareness by leading the leasing sector in energy and climate change, and environmental and social risk management.
Working on a response in line with its prioritization analysis to climate change, one of the biggest problems of our time, İş Leasing focuses its sustainability strategy on energy and resource efficiency, waste management, support for the transition to a low-carbon economy, environmental and social risk management, employment support, corporate integrity and transformation. The main elements of its sustainability strategy are classified as energy, water, raw material and resource efficiency, funding renewable energy projects, funding projects that will support employment in the country, support for the transition to a low-carbon economy, environmental and social risk assessment of investment projects, waste management and corporate integrity and transformation.
In order to create social benefit, İş Leasing should increase its activities in the field of social responsibility, and continue its projects in the field of social responsibility for an educated society and a clean and healthy environment. We think that İş Leasing will become an exemplary leader in its sector by its past and future projects in this field.
Regardless of the sector, digitalization today comes first among topics we talk about. With digitalization, our lives began to change rapidly and business methods began to differ in many sectors. We believe that one of the most important focal points of sustainability for İş Leasing should be digital transformation which was ubiquitous in recent years. We expect İş Leasing to focus on primarily digitalization, as well as sustainable financial performance, climate change, energy efficiency, communication with stakeholders and protection of natural resources.
İş Leasing complies with the principles of the United Nations Global Compact, which it aims to become a signatory member in 2022, as well as international norms and legal regulations about employee rights practices.
The main principles of İş Leasing’s Human Resources Policy, which value inclusiveness, equality and competence, are summarized below:
The principle of equal employment opportunity to people under equal conditions is embraced and written recruitment criteria is defined.
Starting from recruitment to all human resources processes, discrimination on the basis of race, religion, language, ethnicity, age and gender is ne ver allowed with an impartial approach. Universal human rights are respected, human rights violations are not accepted in any way, and all employees are protected against physical and emotional abuse. In addition, development of the human rights of all its employees under its umbrella are supported.
Due care is exercised to ensure that the working environment and conditions are safe, positive and of high standards and to make improvements as required.
Decisions about trainings, assignments and promotions are based on objective data.
A transparent and “equal pay for equal work” principle is embraced in employee compensation. All kinds of perks and benefits granted to all titles and positions are defined. Pay discrimination between male and female employees is not practiced and is categorically not tolerated.
Decisions and developments regarding employees are shared with them.
In order to support professional, managerial and personal development and career planning of the employees, annual trainings are planned and attendance is maintained.
ÇThanks to the Company’s Corporate Portal, which was created to increase in-house information sharing and to make communication with employees more effective, all employees are provided with the opportunity to quickly access the regulations, the work of the departments, job descriptions and assignments, performance management practices, current announcements and auxiliary resources.
An orientation program is implemented to accelerate the adjustment process of new recruits at the Company and to increase their productivity at work.
Job descriptions, individual targets and performance and rewarding criteria are determined by the Company management and announced to the employees.
During the reporting period, no complaints about discrimination were sent to the Company executives by the employees.
İş Leasing aims to create a working environment that supports employee loyalty and happiness in line with its employee satisfaction-oriented Human Resources Policy. In this direction, various support practices (rights) have been adopted that will contribute positively to raise the living standards of employees and increase their welfare.
İş Leasing employees work 3 days at the office and 2 days remotely. In 2021, it is aimed to maintain productivity by physically employing a minimum number of employees in the office, except official mandates requiring work at home due to pandemic, in a way that will not disrupt the work. In the last quarter of 2021 and the current pandemic conditions of 2022, the hybrid system (3 days office, 2 days remote work) continues.
For İş Leasing, the health and safety of its employees have top priority and can never be compromised. The Covid-19 pandemic has made it imperative that all institutions make OHS practices more comprehensive and integrated in the 2020-2021 period.
The units responsible for OHS at İş Leasing are Human Resources and Administrative Affairs and report to İş Leasing General Manager.
Sustaining safe and healthy working environments is as essential as creation of these environments for İş Leasing. In order to increase the OHS awareness of the employees, İş Leasing switched to online environment after pandemic for OHS trainings, which were carried out face to face before. Additionally, the online trainings organized by the Ministry of Labor and Social Security, Center for Labor and Social Security Training and Research (ÇASGEM) were assigned to the Company employees with the guidance of the Company’s OHS Specialist. In 2021, 23 employees of İş Leasing received 8 hours of OHS training. OHS trainings are compulsory for new employees upon recruitment and renewed every 3 years for existing employees.
On OHS-related matters, İŞMER is consulted. In this context, there is a specialist and a company doctor assigned to İş Leasing. The Company undergoes regular OHS audits and implements review and improvement activities and other development plans with a high-attendance OHS meeting every 3 months.
Periodic examinations of newly recruited employees are carried out by the Company doctor.
In case of an emergency, the Emergency Evacuation Plans were revised and the employees were notified. All subjects within the framework of the law such as Emergency Plans, Search and Rescue Teams, First Aid Teams’ Occupational Health and safety trainings, periodic examinations, emergency evacuation plans, control of fire extinguishers, and on-the-job trainings are actively monitored.
There is no work accident or occupational disease encountered within the body of İş Leasing in 2021.
İş Leasing aims to expand its corporate sustainability and green transformation approach throughout the entire value chain, and acts responsibly in its procurement processes, as it does in all other activities. Accordingly, it focuses on responsible and sustainable management of economic, environmental and social impacts in the supply chain.
İş Leasing requires that all procurement processes comply with its Sustainability Policy. It embraces a responsible procurement approach in its purchasing operations and conducts a fair, honest and impartial process in supplier selection. Operational risk exposure is possible as a result of disruptions or negativities that may occur due to environmental and social factors in the supply chain.
Prioritizing business partners who value the environment and people, İş Leasing acts with the aim of meeting environmental and social risk criteria and standards in its relations with suppliers. It also strives to minimize the negative environmental and social impacts of its suppliers and to maximize the positive impacts. Adopting the principle of constant supplier improvement, the Company encourages its suppliers to make sustainability-oriented investments in order to accelerate the transition to a low-carbon economy.