Our Gender Equality Policy

Our Gender Equality Policy on the Board of Directors

1. Our Core Principle

At DeFacto Perakende Ticaret Anonim Şirketi (“DeFacto” or the “Company”), one of our priorities is to create a working environment focused on diversity, equal opportunity and inclusion, where people can freely express their ideas and be heard, and where no one is discriminated against or disadvantaged because of their inherent characteristics and identities. In line with our Business Ethics and Principles Rulebook, we do not tolerate discrimination on the basis of gender in particular, as well as race, skin colour, national origin, religion, age, sexual orientation, sexual identity, marital status, disability or any other characteristic protected by law, and we work to provide a fair, respectful and safe merit-based atmosphere for all DeFacto employees and candidates.

The representation of women on the DeFacto Board of Directors (the “Board of Directors”) and in management positions without being subjected to any gender discrimination is regarded as a strategic priority for achieving our goal of providing a fair, respectful and safe atmosphere together with all DeFacto stakeholders.

This DeFacto Gender Equality Policy on the Board of Directors (the “Policy”) has been adopted to prevent gender-based discrimination on DeFacto’s Board of Directors and in its management positions, to ensure merit-based equal opportunity, and to contribute to DeFacto’s goal of building a fair, respectful and safe atmosphere together with all its stakeholders.

2. Purpose and Scope of the Policy

In order to prevent gender-based discrimination, promote equal opportunity and create a sustainable business environment, increasing the representation of women on the Board of Directors is desired. Ensuring that genders are represented equally on the Board of Directors, without facing any discrimination or disadvantage, in order to secure the long-term success not only of our Company but also of the sector and business world we are part of, and to support the sustainability and development of the world we live in, is not only an ethical requirement but also an integral part of our business strategy.

By committing that DeFacto stands firmly against gender-based barriers to representation on its Board of Directors and in management positions, this Policy aims to ensure equal opportunity between genders in all management positions, first and foremost on the Board of Directors, to encourage efforts to overcome the barriers to women’s advancement into leadership positions, and to increase diversity in management processes.

At the same time, it aims to take the necessary steps to adopt a sustainable approach to gender equality of opportunity in all of our Company’s human resources practices.

3. Strategic Approach and Implementation

Our Company has adopted various strategies to ensure gender representation at the level of the Board of Directors and management positions. Care is taken to ensure diversity of representation in determining the members of the Board of Directors. In the process of determining the members of the Board of Directors, no discrimination or adverse differential treatment is made on the basis of age, disability, marital status, language, religion, race, ethnic origin, gender identity, sexual orientation or cultural background.

It is recognised that the participation of individuals with different talents and backgrounds in decision-making processes contributes to business success. Therefore, intellectual diversity is encouraged by making room for diverse perspectives and a rich way of thinking.

These strategies also include restructuring the candidate selection process from a gender equality perspective, creating the programmes necessary to support women leaders, and fostering a deep-rooted transformation in the corporate culture.

i. Fair Selection Processes:

Members of the Board of Directors are selected in accordance with the provisions of, in particular, Turkish Commercial Code No. 6102 and the Company’s articles of association.

In the process of nominating candidates for the Board of Directors, the aim is to select candidates who have the knowledge, experience and competencies required by the role in line with the Company’s culture, size and activities, and who are qualified to protect the interests of all stakeholders, without being subjected to any distinction or differential treatment on the basis of gender in particular, as well as race and ethnic origin, thereby promoting diversity. Where deemed necessary, among candidates with the same knowledge, experience and competencies, the initiative may be taken to give priority to the gender that is under-represented on the Board of Directors in order to support diversity in line with our equal opportunity goal. In this way, the aim is to preserve and increase diversity of representation on the Board of Directors.

ii. Cultural Transformation and Awareness:

Through awareness-raising activities, regular training is provided to support gender equality and equal opportunity at all levels and to build awareness on this subject. These approaches, which emphasise the contribution of diversity to business results, ensure that gender equality becomes deeply embedded in our corporate culture.

4. Evaluation and Monitoring

The Board of Directors is responsible for monitoring the effectiveness and progress of this Policy at regular intervals. We review and renew our Company goals and strategies by carrying out evaluations on maintaining women’s representation in order to contribute to gender equality and equal opportunity in business life, without gender discrimination on the Board of Directors.