SUSTAINABILITY

At Doğuş Otomotiv, employee experience is built on open communication, access to information, regular collection of employee views, and the integration of feedback into management processes. Human resources business partners, internal communication channels, digital platforms, direct meetings, focus groups, and field meetings support the participation of employees with different working arrangements in these processes.

Employee committee and employee representative mechanisms enable needs, suggestions, and areas for improvement to be communicated to the relevant management levels. This structure takes employee engagement beyond being simply a component of internal communication and links it to decision-making and continuous improvement processes.

The training and development approach strengthens the knowledge and skills employees need in their current roles while supporting their ability to adapt to the automotive and mobility business models of the future. Development needs are identified by assessing competency evaluations, performance feedback, discussions with managers, business unit needs, and areas of transformation in the industry together.

Professional and technical training, digital competency programs, leadership development, mentoring, coaching, and career development practices are structured according to employees’ different roles and career stages. Electrification, data, artificial intelligence, customer experience, and new service technologies are among the key competency areas required by the transformation.

Doğuş Otomotiv regards ensuring that employees work in a dignified, safe, fair, and inclusive environment as a fundamental management responsibility. An equal opportunity approach is observed across recruitment, placement, compensation, performance, training, career development, and benefits processes.

Preventing discrimination, harassment, violence, mistreatment, child labor, and forced labor; access to ethics reporting channels; personal data protection; and employee representation are key areas of the human rights approach. This approach also covers related expectations concerning suppliers, the Authorized Dealer and Service Center Network, business partners, and other value chain relationships.

Doğuş Otomotiv’s occupational health and safety approach is based on protecting employees’ health and safety in line with the “Safety First” principle. Different risks arising from technical service, logistics, warehousing, field, and office activities are managed by taking into account the nature of the activities and the exposure of different employee groups.

Risk assessments, field inspections, training, ergonomics, regular information sharing, emergency preparedness, and corrective practices constitute the key elements of a safe working environment. Employee well-being is addressed across its physical, mental, emotional, social, and financial dimensions.

Digital human resources practices facilitate employees’ access to information and human resources services while supporting more structured, traceable, and efficient process management. Digital channels contribute to providing field and office employees with access to common communication and service infrastructure.

Human resources data is used to support decision-making in workforce planning, talent management, performance, development needs, and organizational continuity. Data use is managed in accordance with the principles of information security, personal data protection, authorized access, and human oversight.

Enabling employees to bring their knowledge and experience into the development of business processes is an important part of a participatory work culture. Employee suggestions support the identification of improvement opportunities across various areas, including operational efficiency, quality, customer experience, occupational health and safety, environmental performance, and community benefit.