ESBAŞ Workplace in Action Project Interview

“Inclusion is a fundamental factor that increases business performance and innovation”

Could you tell us about the history of ESBAŞ and its current position?

ESBAŞ was established in 1990 as the founder and operator of the Aegean Free Zone. Today, we manage one of Türkiye’s largest free zones. Our zone, covering 2.5 million square meters in İzmir, is home to more than 160 national and international companies. With an annual trade volume exceeding $4 billion, we significantly contribute to the Turkish economy.

With the vision of our founder, Kaya Tuncer, ESBAŞ contributed economically and developed a business model that adds value to society. Our approaches, which prioritize the happiness and satisfaction of our employees, have set us apart. Today, ESBAŞ is positioned as an exemplary organisation in the sector with its innovative, sustainable, and inclusive work culture.

What values are prioritized in your human resources policies?

Our human resources policy is based on valuing our employees, supporting their development, and providing equal opportunities for everyone. We operate with the understanding that "diversity is richness." With this perspective, we strive to ensure that employees from different cultures, age groups, and talents can realize their full potential.

Projects that prepare our female employees for leadership roles, support the active participation of individuals with disabilities in the workplace and prioritize the development of young talents are part of these policies. Additionally, we focus on programs for psychological safety, family-friendly policies, and work-life balance to ensure that our employees are successful and happy not only at work but also in their personal lives.

What factors influenced your decision to select the Workplace in Action® Inclusive Culture program?

The in-depth analysis capabilities and implementation-focused structure of the Workplace in Action® program were very impressive to us. The program aims to create a comprehensive transformation across the company in addition to end-to-end certification. One of our main reasons for choosing it was its global framework and its integration into all our internal processes.

With this program, we aim to further develop our inclusive culture, strengthen our organizational structure, and make ESBAŞ a global benchmark in DEI standards. Furthermore, we aim to write a success story in the international arena with the Inclusive Culture Certification we will receive at the end of the program.

What is the leadership team's and your CEO's approach towards this project?

Our chairperson, Deniz Tuncer, has taken an invaluable approach to this project. She sees DEI efforts as a fundamental building block for ESBAŞ’s sustainability and future success. Ms. Deniz envisions internal transformation and aims to contribute externally to society and the sector.

She believes DEI projects should be integrated into corporate culture and shaped to enhance organizational success. Under Ms. Tuncer’s leadership, DEI efforts will broadly impact the institution, from management to employees. She believes this program is an internal necessity and an opportunity to leave a positive societal legacy.

Our CEO, Mr. Faruk Güler, and the leadership team have approached this project enthusiastically. They view DEI efforts not just as an HR initiative but also as a business strategy. Our board of directors fully supports this vision and is determined to provide the necessary resources to turn this project into a sustainable success story.

Our CEO emphasizes one key point: Inclusivity is a fundamental factor that increases business performance and innovation. For this reason, our leadership team encourages participation in the project at the senior leadership level and from field employees to middle managers.

What are your plans for the future under the program?

The implementation of the program is a one-year process. During this period, we are conducting important certifications and projects under six main headings: Inclusive Leadership, Inclusive Language, Accessibility, Gender Equality, DEI Governance, and Equity Practices. All these projects will progress simultaneously and culminate in the Inclusive Culture Certification.

One of our top priorities in this process is to involve all our employees inclusively. We will organize regular communication and training to ensure everyone embraces this project, from our leadership team to field employees.

In the future, we aim to evaluate the program’s results, share the success stories we achieve with other organizations, and become a role model in this field. Additionally, we plan to develop new projects that will further advance DEI practices based on the experience we gain.

What recommendations do you have for HR professionals and C Level Leaders?

My biggest recommendation to HR professionals is not to limit diversity, equity, and inclusion efforts to policies alone. It is crucial to raise employee awareness on these issues, ensure project participation, and implement inclusivity in all processes.

I advise boards of directors to view DEI efforts as not a cost item but a long-term investment. The tangible results of these efforts emerge over time, but their impact on employee engagement, customer satisfaction, and business performance should not be overlooked.

What excites you most about the program?

What excites us most about the program is its comprehensive approach to all DEI processes. This program raises awareness and leads to tangible changes and transformative impacts within the company. Our greatest motivation is creating a culture where our employees feel valued, work in an equitable environment, and can maximize their potential.

Finally, I’d like to say that the global standards and tools provided by the program lay a solid foundation for ESBAŞ’s future successes. We look forward to sharing our work with you in future editions.

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Disclaimer: The views and opinions expressed in this article are solely those of the authors and do not necessarily represent those of TDX Consulting or the Workplace in Action® program. The content and ideas presented by the authors are their personal opinions and should not be considered the official policy or stance of TDX Consulting or the Workplace in Action® program.