Human Values

In line with its goals of sustainable development and growth, Ziraat Katılım continued to provide effective services to its customers, with 2,864 employees and 208 domestic branches in 63 provinces and 2 branches abroad as of the end of 2024.
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Ziraat Katılım Human Resources and Human Rights Policy is developed with an approach based on sustainability, ethical values, and employee satisfaction. Within the framework of its sustainable banking approach, the Bank aims to create a business environment that respects human rights and to raise the awareness and consciousness of its employees to the highest level. Accordingly, the Bank upholds the principle of equal opportunity and ensures that all employees and candidates are treated fairly and impartially throughout recruitment and career management processes.
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Encouraging its employees to continuously increase their skills and knowledge, the Bank supports them in shaping their careers and maximizing their professional potential through training programs and career plans.
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The Bank aims to enable employees to easily communicate their feedback and strengthen internal communication through the platforms and applications it has developed to ensure effective communication among employees and expand information systems.
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Aiming to increase employee motivation and strengthen their loyalty to the Bank, the Bank provides its employees with fair and competitive wages and benefits.
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The Bank organizes various training and awareness-raising programs to ensure that its employees act in line with ethical principles.

Ziraat Katılım remains firmly committed to investing in its human capital, which lies at the core of its successful operations, and to creating a sustainable working environment.

Employee Profile

In 2024, a total of 678 individuals were recruited within the scope of the recruitment activities conducted at Ziraat Katılım.
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In 2024, a recruitment exam was held and 535 candidates were employed as a result of the written exam and interview process, supporting the employment of young and new graduates. The employment project targeting graduates who have completed their studies with honors in the Islamic Economics and Finance departments of universities has been continued to train human resources for the interest-free finance sector.
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As of year-end 2024, Ziraat Katılım’s total number of employees reached 3,158, including 2,864 white-collar and 294 blue-collar employees, and the ratio of female employees was 36%.

As part of continuous training and development activities, which are among the basic elements of Ziraat Katılım Human Resources and Human Rights Policy, the Bank organizes orientation programs for new employees and offers a wide range of training programs in both technical and personal development areas to increase the professional competencies of existing employees. In addition to training programs, employee development is supported by certificate programs and foreign language training plans.
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Ziraat Katılım, one of the leading institutions in the interest-free finance sector in Türkiye, maintained its employment initiative for graduates who successfully completed the Islamic Economics and Finance department of universities in 2024, in accordance with its mission of providing the sector with trained human resources.
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In this context, 678 newly recruited employees started working in the Bank’s units and branches after the orientation program.

Manager Candidate Program (YÖNAP)

In order to create sustainable human resources, the Bank prioritizes training the managers of the future from in-house human resources. It continued its Manager Candidate Program in 2024. Upon successful completion of the program, 85 employees were promoted to managerial positions in line with the Bank’s needs.

Collaboration with Sabahattin Zaim University and the Participation Banking School

Ziraat Katılım knows that human resources have the greatest stake in achieving sustainable growth and effective performance and accordingly, the Bank conducts promotion exams every year for its employees to move forward in their careers in a fair environment. In 2024, the cooperation with Istanbul Sabahattin Zaim University continued, a promotion exam was held, and successful personnel were promoted to a higher position.
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Employees hired through the recruitment exam received face-to-face job preparation training from the Participation Banking School within Istanbul Sabahattin Zaim University.
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During the reporting period, the Participation Banking School was conducted in collaboration with Sabahattin Zaim University for 5 terms, during which a total of 150 individuals received training.

Other Training and Development Activities

Considering the circumstances of today when international communication is inevitable and its importance increases every day, support for training was provided for employees to learn English and Arabic languages with the objective of increasing the quality of foreign language of its human resources.
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The Bank provides its employees with training programs on professional/technical, and personal development in order to develop their knowledge and skills and enhance their workflows. Throughout the year, employees receive various training programs, both in-class and through remote access and e-learning, to promote awareness on social responsibility and sustainability. These programs cover topics such as Sustainability, Occupational Health and Safety, Basic First Aid, Information Security, Prevention of Laundering Proceeds of Crime and Financing of Terrorism, and Personal Data Protection Law (PDPL).
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The Bank prepared communication empowerment trainings for new branch managers in order to enable them to communicate more effectively with employees and to contribute to the development of team spirit in their teams.
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As per annual practice, the Ziraat Katılım Academy training programs were thoroughly reviewed, and the catalog was updated.
Ziraat Katılım, which works in collaboration with sectoral associations and organizations such as TBB, TKBB, SPL, and ICC, has continued to provide necessary training programs to its employees.
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The Corporate Culture Development Project was implemented and training was provided to management groups. Within the context of “Ziraat Katılım is Reading Books Project,” a total of 6,100 books were sent to 1,500 project members.
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Ziraat Katılım monitors and manages its employees’ occupational developments in a planned way. In this context, classroom, online, and video trainings were designed and average of 72.05 hours/man trainings were delivered in 2024. 48.60 man/hours of online/in-class and 23.45 man/hours of video training.

Announcement of Career Opportunities

Ziraat Katılım announces career opportunities through various channels, including corporate website, social media accounts, and the Bank portal, as well as through the highly visited and effective career portals.

Accurate and Fair Remuneration

Ziraat Katılım refers to its employees as the architects of sustainable participation banking. With its accurate and fair remuneration policy, the Bank

• Maintains high employee motivation,

• Enhances their corporate loyalty,

• Encourages their contributions to sustainable success in line with the corporate strategies.

Ziraat Katılım’s remuneration policy oversees compliance with the scope, structure, long-term goals and strategies of the Bank’s activities as well as risk management principles and covers all Bank employees, including senior executives.
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The remuneration policy is established by the Board of Directors in consideration of the Bank’s short- and long-term goals and strategies, sectoral practices, and Ziraat Katılım’s risk structure, while the processes and principles to be implemented regarding the payment of the rights are determined by the General Directorate. The Bank adjusts wage levels in the presence of several parameters. Along with remuneration data in the sector, the Bank also considers its internal balances and strives to develop a strong employer reputation.
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The impact and role of the remuneration policy managed and implemented within the scope of an effective strategy are significant in the success of Ziraat Katılım, which has risen to the second largest institution among participation banks in a short period of 10 years.
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The remuneration structure has been set up based on the title, job position groups, and seniority periods specified in the Bank’s Human Resources Guidelines. Furthermore, additional remuneration assessments are also made based on the location of employment. The gender, age, religion, language, race, etc. of the personnel do not play a role when determining remuneration.
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Remuneration structure includes the salary which is based on job position and employees’ seniority as well as job place and transportation benefits, performance premium and insurance premium, which are variable, and other fringe benefits.
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The wage for each job title is a fixed amount that is assigned to employees of that title. It remains consistent regardless of the unit/segment or position. The specific duties or location of the job position determine the wage for the job position, which is paid in addition to the wage for the title. When assessing job performance, various factors are considered, such as the level of risk involved, the level of authority held, differences between units or segments, the fairness of remuneration, and compliance with the principle of equal pay for equal work. When determining remuneration, the knowledge and experience required to perform the job by the employees are considered.
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Furthermore, there are individual pension system with company contribution, life insurance, foreign language compensation, nursery fee, maternity benefit, family support benefits (family success, special education support, etc.).
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In 2024, dietitian services were provided in 2 sessions in 3-month periods, and TZH Foundation Private Health Insurance and Personal Life Insurance were provided for the employees. The Bank also provides its employees with mobile phones and postpaid lines.
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When determining the fringe benefits provided, various factors are considered, such as the corporate culture, economic data, employee demands, and sector practices. The determination of fringe benefits is based on the Board of Directors’ consideration of the Bank’s goals and strategies, sectoral practices, and the risk structure of Ziraat Katılım. The General Directorate establishes the process and principles for the payment and implementation of these rights.
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Among the fringe benefits that Ziraat Katılım practiced the most in 2024 were providing hourly compassionate leave to meet short-term personal needs. This benefit allows employees to take care of personal matters and return to work the same day after completing their personal tasks, without deduction from their annual leaves.
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Through one-on-one and email correspondence options, Ziraat Katılım compiles its employees’ requests regarding the enhancement of fringe benefits. The relevant requests are submitted to the management for assessment after considering various criteria, such as cost and compatibility with the corporate culture, and the necessary actions are taken.
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Ziraat Katılım places great importance on protecting the personal data and information of its employees, and therefore, employs advanced data security procedures. Ziraat Katılım employs the Humanitas software for the personnel affairs management.

Ziraat Katılım Performance Management System

Ziraat Katılım employs a system in talent and performance management that is fair, transparent, effective, and measurable. The artificial intelligence-based models are used to estimate the goals of all branches and portfolios by operating numerical performance report cards and competency evaluation system.
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In the system, performance is assessed at both unit level (Corporate Performance) and individual level (Individual Performance) through report cards including numerical performance criteria related to the Bank’s key strategy and goals.
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Performance bonuses, which are not considered vested rights, are paid separately from wages and compensations determined according to wage determination principles in compliance with Ziraat Katılım policies. Assessments in this context are conducted based on quarterly periodic data, and the bonus budget is assessed and determined by the Senior Management throughout each payment period, considering the Bank’s goal/strategy, profitability, and risk status.
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In 2024, the performance management system was effectively used to ensure continuity of job position promotions. Ziraat Katılım’s objective is to assess the performance of all employees from a 360-degree perspective within the context of performance management and studies in this area are currently ongoing.

Employee Satisfaction

Ziraat Katılım provides a productive working environment by establishing communication channels through which employees can communicate their requests and suggestions.

Ziraat Katılım considers employee satisfaction as a factor that directly influences, nourishes and shapes the Bank’s overall performance and customer satisfaction.
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The Bank’s fair and transparent processes for promotion in title and position, training and development programs that prioritize employee development, competitive remuneration policy, and fringe benefits enhance employee motivation and reinforce organizational commitment. In addition, the Bank provides a productive working environment by establishing communication channels through which employees can communicate their requests and suggestions. It supports the establishment of social clubs with different themes to increase staff motivation and loyalty. Club activities and events organized with the participation of employees contribute to corporate loyalty by increasing interaction among employees.
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The relocation of the Headquarters units to Ziraat Towers in the first quarter of 2024 has been a significant development in terms of employee satisfaction. In addition to the pleasant working environment provided by a modern and smart building that has been globally certified, social facilities such as rest areas, cafeterias, and sports areas, where employees can spend their breaks, have already begun to contribute to employee satisfaction.
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To enhance employee satisfaction and communication, the Bank provides various platforms for employees to share their requests, demands, and complaints by conducting Internal Customer Satisfaction surveys and organizing one-on-one staff meetings. The effectiveness of the employee satisfaction programs implemented at Ziraat Katılım is assessed by presenting nine different criteria (work done, senior management, work environment, reputation, wages and fringe benefits, development and career opportunities, teamwork, performance management, immediate manager) for users to vote on, thereby measuring employee satisfaction. As a result of these endeavors, career management of personnel is managed more effectively and efficiently.
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On the other hand, the “Sharing Platform,” where employees submit suggestions for the development of Ziraat Katılım, is managed effectively, and suggestions coming to the fore are put into practice. The employees are encouraged to use the platform by rewarding the employees whose suggestions are put into practice.
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Ziraat Katılım employs a wage policy aimed at eliminating the impacts of the global inflation wave, which has recently been witnessed in our country’s economy as well, on the welfare level of employees. Based on the findings of the employee satisfaction survey conducted in 2024, enhancements were made to wages and additional payments to improve employee satisfaction.
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A general wage increase was made in Ziraat Katılım on 31.12.2024. The budget rate for fringe benefits payments also experienced an increase. The reporting period also witnessed a rise in the budget rate for wage increases in fringe benefits and additional benefits.
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The Bank makes a point of supporting its employees on their special occasions and presents gold gifts to those who get married or welcome a new child.

Responsibility for Ethical and Decent Conduct

Ziraat Katılım presents its employees with the principles that they must comply with while fulfilling their duties and regulations regarding the working order through the Ethical Principles Agreement and provides the necessary information to its employees.
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Within the scope of the Ethical Principles Agreement, Bank employees must

• act with dignity, honor, and honesty in all business relationships.

• avoid any conduct and attitude that can harm the Bank’s reputation while fulfilling their responsibilities.

• be familiar and adhere to the laws, bylaws, regulations, and ordinances in detail in matters related to their duties.

• not disclose non-public information in any way to third parties other than those who need to know.

• follow, review, and act in accordance with the orders, regulations, procedures, and banking orders to be issued regarding the regulation of working conditions and the protection of work discipline.

• bring known or suspected rule violations to the attention of his/her manager or the Human Resources Department before taking any action.

• not use expressions that can evoke ethnic, political, and religious discrimination in the work environment.

• dress in a simple and elegant manner appropriate to the business environment, and avoid wearing sports or evening dresses incompatible with the seriousness of the organization.

• not act in violation of the equality of and respect for women and men, public decency, and socially accepted moral behavior in the Bank.

The purpose of Ziraat Katılım Ethical Principles is to prevent any disputes or conflicts of interest that can arise between employees, shareholders, customers, and the Bank. Conduct and behavior contrary to ethical principles and rules are evaluated in accordance with the Bank’s Disciplinary Regulation and all employees are expected to act in accordance with common sense and good faith in situations and conditions not covered by these rules.

The Ethics Line managed by the Ziraat Katılım Audit Board can be accessed via the Bank’s intranet. The Ethics Reporting Line is a mechanism through which employees may report misconduct, potential ethical violations, or breaches of the law in the Bank’s operations. The Audit Board assesses complaints and notifications submitted via the Ethics Line and implements the requisite measures. These processes are critical in order to support and bolster Ziraat Katılım’s transparent, responsible, and ethical business structure.

Ethics Training

In 2024, a total of 3,800 hours of sustainability training was delivered at Ziraat Katılım.

During the reporting period, the Human Resources and Training Department provided both online and on-site training programs, and endeavors were made to enhance the ethical awareness of all employees through various activities.
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The Human Resources and Training Department ensures that new hires at the Bank receive training on ethics, provides direct information to the personnel during audits, and communicates critical aspects to be considered. Within the scope of the training program, information is provided about the accessibility of the Ethics Line for reporting incidents of harassment, mobbing, or aggressive behavior towards bank employees.
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Training programs prepared by the Ziraat Katılım Academy platform to raise awareness about violence against women, such as “Being a Woman in Business Life,” “Footsteps of a Woman Leader,” “Gender and Leadership Style,” are open to employees’ attendance.
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Ziraat Katılım provides 4 hours of ethics training sessions to every new hire. The employees at Ziraat Katılım became more aware and informed about ethical rules and rights thanks to the ethics training program.

In-house Sustainability Training Programs and Information Sessions

With the vision of becoming a universal, respected, and leading participation bank contributing to the economy, environment, and society, Ziraat Katılım conducts in-house training programs and information sessions on sustainability to provide more to its customers by sharing at every stage.
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The Bank addresses other topics that it evaluates with its ethical banking and sustainability understanding that align with the principles of participation banking in its corporate sustainability training programs and contributes to raising awareness.
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In addition to following the developments in the sustainability universe through the training activities, it is aimed to ensure the capacity development of Ziraat Katılım personnel and to assess risks and opportunities more effectively.
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During the reporting period, Ziraat Katılım continued to update and develop the sustainability training module on the online training portal. Distinct SDG themes were addressed in the quarters, and the endeavors for the Green Agenda e-bulletin focusing on climate change and sustainable finance are underway. Face-to-face training sessions were conducted regarding the management of environmental and social impacts, and training documents were prepared.
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In 2024, a total of 3,800 hours of sustainability training was delivered at Ziraat Katılım.

Ziraat Katılım is committed to adhering to the provisions of the United Nations Universal Declaration of Human Rights and the core principles of the International Labor Organization (ILO), which covers human rights, labor rights, children’s rights, social justice, and international agreements recognized by the Republic of Türkiye and operates in accordance with these standards.

Human Resources and Human Rights Policy

The Human Resources and Human Rights Policy, which is structured on the basis of equal opportunities, stipulates that all employees and candidates at Ziraat Katılım are treated fairly and without bias, based solely on their professional skills and competencies for the relevant tasks, regardless of any differences such as language, religion, race, sect, ethnicity, gender, personal choice, or physical disability.
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The principle of diversity acknowledges the unique qualities and differences existing among individuals. Recognizing, evaluating, and effectively managing these differences provides significant advantages in achieving success at the individual, team, and institutional level.
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Furthermore, the Bank is dedicated to implementing all necessary measures to prevent any actions that can result in discrimination or be perceived as mistreatment.
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Bank employees can exercise their right to freedom of association by joining unions. As of year-end 2024, there are 2,473 Ziraat Katılım employees who are union members. Öz Finans-İş Union has been established within the Bank.
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In addition, Ziraat Katılım refrains from engaging in any activities that could potentially involve forced labor.
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The goal of Ziraat Katılım is to set up and maintain a work environment respecting human rights, as well as to establish itself as a respected, robust, and pioneering brand within its sector, while also expanding its presence to contribute to the growth of the Turkish economy. In this context, Ziraat Katılım emphasizes the importance of all employees voluntarily sharing and collectively adopting these goals as a common goal.
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In order to enhance business processes, the Bank regularly conducts studies in various areas, ranging from the continuous development of measurement, evaluation, and reward systems in human resources to strengthening the career architecture, from recruitment to occupational and managerial training programs, from open communication channels with employees to robust employer brand studies.

Recruitment and Promotion Processes

In the recruitment and promotion processes at Ziraat Katılım, an evaluation focused on professional competence and experience is carried out. It is aimed to ensure that the requirements of the relevant position in the Bank and the qualifications of the candidate match and to provide equal opportunities to candidates without gender discrimination.
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Ziraat Katılım adopts an approach encouraging diversity and equality in its recruitment processes and also considers applications from the sector when hiring experienced candidates.
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Every candidate deemed acceptable for available positions undergoes an interview in the presence of the management from the respective department. At the completion of the process, an offer is extended to the candidate who achieves the highest score for the specific open post. The Ziraat brand, which has a history of 161 years, facilitates the process of reaching potential applicants and greatly enhances the likelihood of job offers being accepted.
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Ziraat Katılım collaborates with an online assessment platform developing technology-driven HR solutions for the end-to-end recruitment process. This process encompasses several stages, including the preparation of a CV, the completion of all required tests, a personality inventory, interviews, candidate notification, and communication via text messages and emails until the recruiting process is complete.
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Ziraat Katılım supports the fair career advancement of its employees with the awareness that human resources have the largest share in achieving sustainable growth and effective performance.
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The Bank organizes a promotion exam every year and conducts promotion processes at specified periods during the year to allow employees to advance in their positions. In 2024, the Bank carried out promotion processes in a fair and transparent manner.
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Guided by the principle of equal opportunity for its employees, the Bank prioritizes training future managers from its existing internal talents. Accordingly, those who completed the Manager Candidate Program successfully were promoted to managerial positions in 2024 based on the needs of the Bank.