Sustainability Performance of Subsidiaries

 

CORPORATE SUSTAINABILITY BY SUBSIDIARIES

In addition to Doğuş Oto and Gebze Scania Service, which we have included in the 2017 Corporate Sustainability Report, our other affiliates are Doğuş Teknoloji, vdf, and Skoda-Yüce Auto.

 

DOĞUŞ OTO

Doğuş Oto offers new and used vehicle, spare part and accessory sales and aftersales services for its customers in Istanbul, Ankara and Bursa as well as insurance and financing services for the six brands represented. Doğuş Oto provides sales and aftersales services for Volkswagen Passenger Cars, Volkswagen Commercial Vehicles, Audi, Porsche, SEAT and Skoda brands. Doğuş Oto is also a DOD Authorized Reseller and sells used vehicles.

Doğuş Oto operates with a total of 34 Authorized Dealers and 31 Aftersales Service points in 6 regions and more than 1,700 employees, maintaining its leading position in the sector with its strength and stability.

Doğuş Oto’s mission is to offer highest quality sales and aftersales services for the passenger car and commercial vehicle brands represented in its defined territories. Doğuş Oto Pazarlama ve Ticaret A.Ş. is a %100 Doğuş Otomotiv affiliate.

As with all other strategic activities, sustainability at Doğuş Oto as an affiliate is also managed jointly with Doğuş Otomotiv in compliance with the principles and policies of Doğuş Otomotiv.

Performances of Doğuş Otomotiv and Doğuş Oto are covered in detail in the Doğuş Otomotiv Corporate Sustainability Report, whish also provides summary information Doğuş Oto’s specific activities in the Affiliates section.

ENVIRONMENTAL RESPONSIBILITY

Energy Efficiency

Following an energy efficiency survey conducted by an authorized firm, the key areas that would deliver energy efficiency were identified. Accordingly, work is under way to remedy the identified deficiencies.

 

Electricity and natural gas consumption in the six regions that Doğuş Oto facilities serve are monitored monthly. If changes are observed in year-over-year comparisons, their reasons are investigated and necessary measures are taken. In order to remedy energy losses and leakage, all electrically operated devices and systems are regularly maintained. The periodic maintenance and checks of the electricity distribution panels are outsourced to and carried out by a professional company. Several lighting fixtures with high-energy consumption in our regions are being replaced with low consumption LED fixtures. Furthermore, motion sensors (with photocell) have been installed in areas that need to be illuminated only during use, resulting in energy savings. The mechanical ballasts of the luminaires in the regions are converted to electronic ballasts to contribute to energy efficiency.

 

The natural gas boilers are checked by the energy efficiency firm, which also measures the state boiler chimneys, to prevent unnecessary natural gas consumption. Using electric heaters instead of keeping the boilers burning in the summer months only for hot water helps to save on natural gas in the May-June period. Compensation panels are checked weekly, preventing us from active and reactive fines.

 

The automation software system and technical equipment used at the Doğuş Oto facilities have been revised to ensure comfort, resulting in less natural gas consumption in winter and less electricity consumption in summer. Additional turbo/sectional doors have been installed in some service center entrances to cover the openings in the service areas exposed to elements in order to save on heating and cooling costs. Energy losses are avoided through periodic maintenance of boilers and burners used for heating as well as air conditioning plants and split air conditioners (HVAC system) used for cooling. Products with low energy consumption and R-410A gas, known as an environment-friendly gas, are preferred in split AC procurements. All roof membranes are maintained and their insulation is increased in the summer months. Thermal air equalizers were installed in the Volkswagen showroom located in Doğuş Oto Esenyurt facilities to reuse the warm air rising to the ceiling/roof of the building. All heating and cooling circuits are checked at least once a year for the condition of insulation to prevent heat loss and fixed where necessary.

 

Green IT

The devices used for data processing in Doğuş Oto facilities are recorded and their economic service life is monitored. Expired computers are replaced with new, less energy-consuming models. Servers, switches, drivers and similar systems are checked, updated and replaced by Doğuş Teknoloji. The decommissioned IT products are sent to recycling.

 

Emissions

Periodic route optimizations are made to reduce the emissions from fuel consumption at Doğuş Oto by grouping personnel shuttles aimed at decreasing the number of vehicles in traffic. Older vehicles are removed from service and transportation is supported with low emission vehicles.

 

Roof insulation of the buildings is continually enhanced while more energy efficient HVAC and kitchen appliances are preferred in procurement. Trees are planted in the unused land of the facilities. For recoverable waste, we work with authorized companies and municipalities deliver such materials for recycling and recovery.

 

Waste Management

The Company has an Industrial Waste Management Plan in place. Doğuş Oto employed an officer in charge of waste management in 2017. Plans were made for waste fluorescent bulbs, lubricants, filters, antifreeze, contaminated waste, contaminated packaging, spray boxes, brake fluid, waste thinner solution, batteries, rubber, catalysts, diesel, gasoline, plastics, metals and glass. The Company also has a treatment system and an oil retainer system.

 

Reduce waste is generally difficult since the waste (other than contaminated waste) mostly results from the replacement of parts in the maintenance of passenger cars and light commercial vehicles. The importance of reducing contaminated waste has been communicated across maintenance staff. The amount of waste has been minimized as much as possible.

 

EMPLOYEES

Employee Health and Safety

We carry out the following activities with the aim of ensuring employee health and safety:

  • Creating a safer and healthier work environment and adopting the minimization of work accidents and occupational diseases as a priority business goal,
  • Complying with and applying legislation on occupational health and safety,
  • Ensuring the health and safety of all employees of the Company and subcontractors and all visitors,
  • Educating all employees and subcontractors and raising awareness about creating and developing health and safety practices,
  • Choosing applications in all fields of operation in accordance with occupational health and safety standards,
  • Bringing risks down to acceptable levels by evaluating the results of workplace risk analyses,
  • Investigating work accidents and developing permanent solutions by identifying root causes,
  • Keeping emergency teams up-to-date and monitoring their training,
  • Carrying out periodic health screenings,
  • Providing protective and preventive physician services.

 

In 2017, 121 work incidents occurred and preventive trainings related to incidents were held. During the year, new personal protective equipment was provided, business processes were revised and new safety systems were introduced. Furthermore, environmental measurements were made and continuous monitoring and control systems were implemented.

 

Employee Trainings

Aiming to meet the training/development needs that arise within the framework of the Company’s vision and strategy, new and existing employees on all levels receive trainings according to their needs. Some of these trainings are compulsory for all employees while some are offered as optional. The main topics of trainings offered throughout the year are: Orientation training, supplementary development programs, skill development trainings, professional development trainings, leadership development programs, specialty development programs and personal development trainings.

 

In 2017, 1,702 employees participated in total 14,128 man/hours of training.

 

Furthermore, 15 in-house trainers were trained in 2017. The plan for 2018 is to hold in-house trainings. 44 mentees benefited from the mentoring programs in 2017. We currently have 22 mentors.

 

Employee Volunteering

An activity group called ‘Dopdolu’ was formed in the Doğuş Oto Bursa region, and a number of events including a street party, excursions and tournaments were organized. The practice will be spread across other regions in 2018.

 

DOĞUŞ TEKNOLOJİ

Doğuş Teknoloji was established in 2012 to provide Information Technologies services for Doğuş Group companies. Doğuş Teknoloji focuses on achieving customer satisfaction with innovative, dynamic, solution-oriented, high value products and services that make a difference. Accordingly, Doğuş Teknoloji prioritizes quality while offering services to customers at optimal costs and carries out a complete range of infrastructure works as well as implementation of systematic and software products in the field of Information Technologies. Doğuş Teknoloji, which applies the latest IT technologies to develop and support technological projects, is a 46% Doğuş Otomotiv affiliate.

 

ECONOMIC RESPONSIBILITY

Quality Standards

Doğuş Teknoloji aims to establish and operate an “integrated management system” in international standards to assure the quality, security and continuity of its services and products. For this purpose, the Company holds the following certifications:

  • ISO27001: 2017 Information Security Management System
  • ISO20000: 2011 IT Service Management System
  • ISO22301: 2012 Business Continuity Management System
  • ISO 22301: 2012 Societal Security – Business Continuity Management Systems

Ethics and Fight Against Corruption

The Company’s policies and regulations that define corruption and other unethical practices as well as penalties and sanctions are announced to employees. The Company contracts also contain provisions regarding corruption. Budgets and invoices are checked regularly as part of financial control. In addition, controls and rules have been established to detect, follow up and take precautions against security breach incidents. The implementations are continuously monitored.

 

Doğuş Teknoloji acts in accordance with the Doğuş Otomotiv Code of Ethics. All employees are granted equal rights. In 2017, 75 employees participated in the Secure Code Development training and 70 in the information security training. The information security training was delivered to all Company employees online while 70 people participated in the orientation program.

 

ENVIRONMENTAL PERFORMANCE

Environmental Applications in IT

The number of virtual servers in the Company rose from 246 to 351 in a year, processors from 656 to 1030, and total memory usage from 1918 GB to 2938 GB. Total 351 virtual servers on the existing virtual infrastructure were consolidated on 12 servers running on VMware ESXi operating systems. Had the increase in server infrastructure been met by physical servers, the costs of purchasing, hosting, cabling, energy and cooling would have been incomparably higher.

 

PRODUCT AND SERVICE RESPONSIBILITY

Customer Data Privacy

Doğuş Teknoloji applies rules and regulations regarding the privacy, integrity and accessibility of customer data through policies and procedures within the scope of ISO 27001 Information Security Management System, systematically managing the risks for information assets and minimizing them down to acceptable levels with controls. The current situation is assessed through internal security audits conducted at certain intervals, and corrective and remedial actions are taken and followed through. Furthermore, physical measures and controls are applied on application and system layers against retrieval of data outside the Company, theft or loss of customer data categorized as confidential.

 

Customer Satisfaction

Customer satisfaction surveys are conducted via request management system to measure the quality of services and results are presented with statistics and graphs in reports. Customer feedback obtained by the parties responsible for customer relations within the Company, and the satisfaction comments communicated by the customers via the request management system are evaluated at management overview meetings as well as meetings with clients. As a first for Doğuş Teknoloji, in November 2017, the independent survey company GfK conducted a customer satisfaction survey to reach all customers. Action plans will be launched in 2018 according to the results of this survey.

 

EMPLOYEES

Employee Health and Safety (OHS)

The company employs dedicate staff for occupational health and safety. The OHS Committee consists of a physician, an OHS Specialist, one employer representative, one employee representative, one human resources officer, one administrative affairs representative and one building maintenance specialist. The ratio of the employees in this committee to the total number of employees is 3%. Subcontractors’ representatives also serve on this committee. These people are responsible for monitoring and taking corrective-preventive actions. The OHS Committee convenes quarterly. The ideas proposed during these meetings for safer working conditions for employees are evaluated and viable suggestions are implemented. Occupational health and safety risks are identified by getting the opinions of employees. OHS trainings (emergency, first aid, fire, civil defense, evacuation, etc.) are provided for all employees and related teams. OHS Committee Meetings, OHS trainings, health screenings upon recruitment and at intervals are conducted regularly. During the year, 337 employees participated in total 1,263 hours of training. The agreements executed with suppliers include provisions on OHS.

 

Employee Satisfaction

Employee satisfaction survey is conducted every other year at the Company. One year, the survey is conducted and the following year, planned actions are implemented. In the online survey, employees are asked questions about satisfaction, loyalty to the Company and factors that affect satisfaction. The results of the Employee Loyalty Survey conducted in 2017 were first shared with senior management, managers and employees. Activities with focus groups composed of employees will take place next year. Special action plans will be prepared for the teams with the managers of all teams in parallel.

 

Employee Trainings

In 2017, various trainings were delivered in different fields to improve the employees in both professional experience and personal development terms. In 2017, 524 employees participated in 73 trainings in total for 39 man/hours.

 

We partner with Bahçeşehir University, Sabancı University and Koç University to enable our employees to benefit from graduate programs (Master’s and PhD) at discounted prices. The employees are also provided with English language support. Employees can benefit from the program by enrolling in courses of partner institutions or other schools of their choosing. Financial support for PhD studies is provided in the rate that the senior management determines. Employees attending PhD and Master’s programs are allowed one day off per week. As part of university collaborations, employees can also open courses in their field of expertise and teach. In this context, four employees taught classes in the Branded Courses Program for 12 weeks in the spring semester for half a day every week.

 

Performance Appraisal

Once a year, performance appraisals are conducted for the employees who have completed 3 months at the Company. Evaluations are based on personal target cards, which include 70% business targets and 30% skill assessments. Departments set the targets for individuals and the common goals that all departments should have are determined in meetings with senior management prior to the start of an evaluation period. Decisions reached in these meetings are communicated to department heads by the Human Resources Department. Performance system results are used in career management, personal development and pay raises. On the other hand, promotions are decided on by the Human Resources Committee, composed of all managers, assistant general managers and the general manager. Technical and skill-based trainings for employees to improve their careers are determined together with managers.

 

Employee Volunteering

The volunteering employees at Doğuş Teknoloji collect the waste food that animals can consume. The leftover food is collected by animal shelters on certain days of the week. The ‘Stray and Shelter Animals Protection Club’ placed 15 doghouses for stray animals in an area of high dog population in Darıca, which is quite close to the company’s premises.

 

Mother-Infant Policy and Equality

In addition to maternity/paternity leaves and nursing leave in compliance with labor laws, the Company also has a nursing room. Pregnant employees are not allowed to work for more than 7.5 hours per day.

 

SOCIETAL RESPONSIBILITY

Community Engagement Activities

Doğuş Teknoloji has undertaken a project to promote the employment of individuals with autism in the IT industry. This program is coordinated with the Autism Associations Federation (ODFED) while consultancy is procured from companies that conduct such studies abroad. Competencies such as mastery of the details and faultless execution of routine tasks, which are some of the key characteristics of individuals with autism, are an advantage in IT projects. In the previous reporting period, an employee with autism was been included in the permanent staff within the scope of a pilot project. The next plan is to spread this practice wider in order to employ more people with autism.

 

GEBZE SCANIA SERVICE

Doğuş Otomotiv Servis ve Tic. A.Ş. Scania Gebze Aftersales Service Center (“Gebze Scania Service”), a part of Doğuş Otomotiv Servis ve Tic. A.Ş., operates in the Dilovası Organized Industrial Zone as the only Scania & Thermo King Aftersales Service Center. As one of the 20 Scania Authorized Aftersales Service Centers, Gebze Scania Service accounts for 15% of the combined spare parts and labor sales of the brand. Built on a total land of 21,000 m2, with 3,000 m2 of indoor space, Gebze Scania Service provides services with 39 Doğuş Otomotiv employees, including 14 white-collar and 25 blue-collar employees. There is also a 9-person support team of a supplier, consisting of 6 security and 3 service personnel, with four being seasonal project interns.

 

More information on the sustainability performance of Gebze Scania Service (Scania Turkey) is available on the website: https://www.scania.com/tr/tr/home/Sudurulebilirlik.html

 

ECONOMIC RESPONSIBILITY

Quality Standards

All processes at the Gebze Scania Service are continuously monitored to maintain them at the best standards while development areas are identified and improved at regular intervals. Service procedures are also revised continuously with the same approach. Procurement of special equipment that would affect quality is carried out directly by the Company.

 

The employees are regularly trained to always maintain highest work quality. If there are any changes in responsibilities and authority concerning positions, the workflow is reconfigured and communicated to the relevant employees. Productivity-efficiency exercises are conducted at certain intervals and a planning system is used.

 

Supply Chain

We work with suppliers selected within the framework of Doğuş Otomotiv's procurement procedures on contract while the standards may vary from company to company. When selecting suppliers, firstly the product and service quality is considered. The sustainability practices of suppliers are also taken into account. Before agreements are concluded with our suppliers, they are investigated to ensure that they meet the required standards, and the agreements are signed only after quality/cost analyses are performed. Doğuş Otomotiv Business Ethics Principles are declared to the suppliers at the time agreements are concluded. The products requested from companies on contract are procured according to the scope of the agreement. After quality control, the products are either accepted or sorted.

 

ENVIRONMENTAL RESPONSIBILITY

Environmental Efficiency Activities

Ceiling fixtures in the office space were replaced with panel LED light bulbs to reduce energy consumption. A feasibility study is ongoing to convert all conventional lighting systems, including projectors, to LED system.

 

To reduce water consumption, parts washing machines are used with chemically augmented, long lasting washing liquid. In 2017, TL 10,500 TL was paid for the leased chemically supported parts washing machine.

 

Furthermore, personnel shuttles are optimized with plans to cut down one shuttle to reduce emissions. The use of company vehicles by employees has also been optimized for savings. Furthermore, customers visiting the service center are informed about preventive measures and repairs performed with a view to reducing exhaust gas emissions.

 

Employees are regularly informed about consumption to further raise their awareness. A fruit and vegetable lot was created at the premises by the employees, who tend to the garden and develop it.

 

Waste Management

Waste management is followed with great care at Gebze Service. The wastes collected in the service area, the management floor and other locations are delivered to contracted companies for disposal in accordance with the regulations.

 

Lead battery waste is collected in separate containers and recycled. In 2017, approximately 3,050 kg of lead battery waste was recycled. Furthermore, approximately 20,800 kg of waste paper generated and nearly 16,270 kg of this waste was recycled. Lubricant waste is regularly delivered to Pet-Der for disposal. When we start the service process, we ask our customers whether they want to dispose of the replaced parts. If our customers do not take back the replaced parts, we take care of disposal on their behalf.

 

The technological devices that complete their economic life are delivered to Doğuş Teknoloji.

 

PRODUCT AND SERVICE RESPONSIBILITY

Customer Health and Safety

The customer waiting areas within the Gebze Scania service are positioned to be as far away as possible from danger. Walking routes are arranged according to OHS guidelines. Our customers are encouraged to stay away from the workshop areas and necessary warnings are issued.

During the delivery process, a dedicated specialist is assigned to explain the vehicle’s technical structure, safe driving and other information. Furthermore, experts provide safe driving training to our customers. In addition, Traffic is Life! trainings are organized every other year.

 

Our customers’ vehicles are tracked via satellite, and problems such as incorrect use, overloads and excess fuel consumption values are monitored and preventive information is provided.

Customer data are stored in the corporate system in authenticated and encrypted form.

 

Customer Satisfaction

Customer satisfaction is one of the greatest values of Gebze Service. We carry out activities on different channels to monitor and increase customer satisfaction. Every year, customer visits, calls by the independent survey company GfK, post-service satisfaction calls and service surveys are conducted regularly.

 

Customer can communicate their complaints and suggestions to via Doğuş Otomotiv DIM lines and Scania’s info email address. The complaints we receive are concluded within the same day and the relevant customer is informed of the outcome.

 

EMPLOYEES

Employee Health and Safety

The employees are regularly trained on occupational health and safety. In the event that they encounter a situation that threatens occupational health and safety, they have been informed by an open letter that they have the right to stop the work and that they would not be held responsible for such action. In situations that pose a risk for work safety, they have the right to not accept the work and they are repeatedly informed of this right.

 

Five employees are members of the employee health and safety committee, and they make up 10% of the total number of employees.

 

Employee Trainings

The trainings are delivered for all employees in three categories: trainings by the Training Department for centralized functions, technical qualification trainings, and OHS trainings.

 

Apart from business processes, our employees are also fully supported at Gebze Scania Service in their lifelong education processes. As of 2017 yearend, one employee attends Open University.

 

SKODA

Founded in 1989 to operate as the Turkish distributor of Škoda, and as a subsidiary of Doğuş Otomotiv, Yüce Auto offers sales, aftersales and spare parts services for Fabia, Rapid, Rapid Spaceback, Octavia, Yeti, and Superb models with 42 Authorized Dealers and 3 Authorized Aftersales Centers across Turkey.

 

The main building of Yüce Auto, which has sold over 135,000 vehicles since its very first day, is built on total 2,200 m2 of land in Maltepe. Škoda joined the Volkswagen Group in 1991 and increased the number of countries of operation to 100 in 2007.

 

Škoda’s production plants are located in the Czech Republic, India, China, Slovakia and Russia while all cars sold in Turkey are imported from the Czech Republic. Yüce Auto Motorlu Araçlar Ticaret A.Ş. is a 50% Doğuş Otomotiv affiliate.

 

ECONOMIC RESPONSIBILITY

Market Performance

The Škoda brand has shown remarkable performance over the last five years in terms of quality and quantity and completed 2017 ranking 13th in the Turkish passenger car market with 24,679 units sold.

 

Ethical Way of Doing Business

The Company has in place an ethical principles procedure and all activities are carried out in accordance with the Doğuş Otomotiv Code of Ethics.

The entire audit mechanism is regularly monitored in compliance with laws and regulations related to corruption and conflict of interest. The Company is audited by Doğuş Otomotiv every year for processes.

 

ENVIRONMENTAL RESPONSIBILITY

Environmental Efficiency Activities

The Company uses LED lamps, washbasin lighting with motion sensors and outdoor lighting with timers to reduce environment-related consumption. The employees are informed about the use of electricity and water and how to reduce consumption when they are not needed while we strive to raise awareness among our employees in these issues.

 

We have placed recycling boxes for paper, plastics and battery waste in the company. Waste papers that accumulate in the collection area are regularly sent to Ayhan Şahenk Foundation. We work with DEHA, a biodiesel company for the disposal of lubricant waste.

 

PRODUCT AND SERVICE RESPONSIBILITY

Customer Satisfaction

In accordance with the Company’s quality policy, applicable laws and regulations are observed diligently, and customer complaints and problems are addressed to ensure that customer rights are respected pursuant to Law No. 6502 on Consumer Protection. Whereas Law No. 6502 stipulates that temporary vehicles should be provided in place of vehicles that need repairs within the warranty period and that require more than 10 days for repairs, we offer these temporary vehicles free of charge for the owners of vehicles that will take longer than 24 hours to repair. Furthermore, customers who do not prefer temporary vehicles are offered free travel and accommodation opportunities.

 

Customer satisfaction surveys are regularly conducted to keep our customers' satisfaction at the highest level. Furthermore, IACS customer satisfaction calls and GFK customer satisfaction surveys are conducted on behalf of the Company at certain intervals. The road assistance requests, complaints, demands and wishes of the customers are met by the Value and Care Center (DIM), which also resolves the complaints and meet the requests received.

 

EMPLOYEES

Trainings are provided every year to ensure the development of our employees. In 2017, our employees were given 199 man/day trainings in 17 different topics. In addition, our employees are provided with foreign language training support to contribute to their lifelong learning.

 

For the health and safety of employees, the Company has an Occupational Health and Safety Committee in place. All legally required practices are performed under the responsibility of the Committee, which consists of eight members. Seven of these members are Company employees and one is independent.

The ratio of our employees who serve on the committee to the total population is 11%. The employees are offered health and life insurance.

 

An employee satisfaction survey is conducted every other year to measure the level of satisfaction among the employees. Any development areas identified according to the results are analyzed and improved according to plan.

 

SOCIETAL RESPONSIBILITY

Škoda sponsored the “UNESCO World Heritage Road Bicycle Tournament” run from Ephesus to Bergama in 2017.

 

Another sponsorship of 2017 was the Istanbul marathon with the theme of ‘Running for Children’.

 

vdf

Volkswagen Doğuş Finansman A.Ş. (vdf) was founded in 1999 as a joint venture of Volkswagen Financial Services A.G. (51%) and Doğuş Group (49%). Operating with the mission of “Developing and offering solutions to meet the financial needs of all the players within the automotive value chain,” vdf is Turkey's leading automotive financing company.

 

ECONOMIC RESPONSIBILITY

Governance and Ethics

The Company takes all necessary measures against corruption and conflicts of interest. The Company operates in accordance with the provisions of related legislation, particularly Law No. 6361 on Financial Leasing, Factoring and Financing Companies, Regulation on the Establishment and Operation Principles of Financial Leasing, Factoring and Financing Companies and Law No. 6502 on Consumer Protection. Besides complying with relevant laws and regulations, the Company also adheres to the ethical codes of Volkswagen AG and Doğuş Otomotiv. The anti-corruption procedures and process controls constitute the first step of the measures taken. In the next stage, audits are conducted by the internal audit team. The outputs of audit reports and other inspections always include corrective/remedial measures.

 

Employees are reminded of the ethical principles through periodic classroom and online (e-learning) trainings. All the employees participate in the online compliance training, which includes our ethical principles and anti-corruption issues. As of 2017 yearend, the ratio of employees trained in these topics through classroom trainings and e-learning modules is over 90%. In addition to the trainings, periodic updates and information on these topics are offered to strengthen the employees’ knowledge of these issues.

 

ENVIRONMENTAL RESPONSIBILITY

Environmental Efficiency Activities

Aiming to raise awareness about saving energy and water among the employees, updates are regularly announced with the slogan “the people of vdf use their resources efficiently”.

 

In the selection of diesel vehicles for the Company, vehicles with the “AdBlue” feature are preferred while regular maintenance and inspections are carried out for all. In addition, personnel shuttle routes are regularly updated every year to minimize emissions as much as possible.

 

There are collection boxes for waste paper, battery waste and packaging waste in certain locations in each department. Waste paper, battery waste and other wastes are regularly collected and recycled. Our waste papers are collected once a week and delivered to Ayhan Şahenk Foundation and Kağıthane Municipality.

 

PRODUCT AND SERVICE RESPONSIBILITY

Customer Satisfaction

We carry out various customer-related activities at the Company to ensure that they are accurately informed, their information is protected and data privacy is guaranteed and to make sure that they benefit from our services in the best possible way. The brochures in the showroom, as well as the product descriptions on the website and in our mobile applications are presented in a clear and easy-to-understand format. Information forms about products and services, and policies are prepared in a detailed and descriptive manner. Any issues that make it difficult for the customer to understand are immediately revised.

 

Customer data is not shared with third parties other than the customer and the authorized institutions and the security of such information is ensured within the scope of security software and procedures by IT. Documents such as loan utilization agreement, payment plans and notice form prior to loan utilization are signed by the customers and originals are delivered to us. Such documents are kept in locked cabinets, checked in a short time while copies stored in the system and the originals are sent to the archiving company. There are people in charge of processes and all transactions are carried out under constant supervision.

 

EMPLOYEES

Employee Health and Safety

For the health and safety of employees working at vdf, there is an OHS Specialist whose services are procured within the scope of Occupational Health and Safety (OHS), and a Workplace Physician. The Occupational Health and Safety Committee is composed of 32 people including the Emergency Teams that completed the necessary trainings of the authorized institutions, and constitutes approximately 10% of the total number of employees. All employees are trained in employee health and safety. The OSH Specialist and Workplace Physician gave 8 man/hours of training in 2017.

In addition, the private health insurance plan offered to employees is quite comprehensive and designed to cover a wide range of health problems and demands of employees during the year. The private health insurance plan includes a free annual check-up package, and employees can benefit from general health checks every year. In line with employee health practices, the drinking water and wastewater treatment systems were renewed following the workshops on these issues.

 

Employee Satisfaction

Employee satisfaction is a top priority for the Company. Among the benefits we offer to our employees are private health insurance, private life insurance, bonuses, graduate scholarships, foreign language support, earning leave as of entry, birthday leave, birthday gift, education catalog and task-based technical trainings.

 

The vdflife – human resources sharing platform – is at the forefront of our applications aimed at ensuring employee satisfaction and increasing loyalty. Through this platform, our employees can access all kinds of information they need. Within the scope of the vdf Employee Support Programs, employees are supported toward their graduate studies and foreign language learning as well as with technical trainings on topics such as chartered accounting, project management, business analysis, etc. Furthermore, we offer a long-term internship program called the ‘vdf Champs’.

 

vdf takes part in the “Stimmungsbarometer” (Idea Barometer) survey conducted by Volkswagen FS AG among all Volkswagen companies to measure employee satisfaction and the Great Place to Work rankings in turns. Meetings are held with various departments to evaluate the results of the Idea Barometer, and satisfaction areas/expectations/ proposals are discussed.

 

An internal customer satisfaction survey is conducted to increase the operational efficiency of the company and the outputs are shared with relevant departments and all Company employees. The vdf Employee Assembly (vdf Echo), established in 2016, continued to function in 2017 and organized a number of events.

 

However, the “vdf ce” suggestion system, which previously produced many results and led to radical changes, was unable to function efficiently for various reasons in 2017 and has been added to the 2018 Human Resources projects to acquire its former function.

 

Equality at Work

The topic of supporting women in professional life and creating equal opportunities within the scope of Equality at Work Platform, a project of the Turkish Ministry of Family and Social Policies and supported by the Doğuş Group, is followed by vdf Human Resources and Senior Management.

 

Along with all the other Doğuş Group companies, vdf also responds to the “Equality at Work Follow-up Survey”. At present, there is a balance between the number of male and female employees at every level within the Company.

For the 2017 performance of our affiliates in numbers, please visit:

2017 Sustainability Performance of Subsidiaries

2016 Sustainability Performance of Subsidiaries

2015 Sustainability Performance of Subsidiaries