Employees and Development Management

Prioritising employee satisfaction, we aim to create a working environment that supports dedication and happiness.
In line with this goal, we are constantly improving our human resources policies.

We are well aware of the value of our human resources in making a difference in the sector and ensuring sustainable growth. We manage our recruitment, career planning, training, and development processes in accordance with sustainability-focused policies.
We adopt an inclusive, fair, and egalitarian approach in all processes related to our employees, never accepting any discrimination based on religion, language, race, gender, age, sexual orientation, etc. We consider this approach a fundamental principle in our corporate culture and policies.
Our goal is to manage our human resources, which we consider our cultural capital, in the most efficient way possible in line with our vision and mission so as to create an outstanding and dynamic team who will change the game in the sector while also ensuring competitive advantage. In order to attract qualified talents to our company and improve our existing personnel’s professional knowledge and skills, as well as their personal capabilities, we always motivate our personnel and develop advanced practices to take their performance to the highest level possible, through continuous improvement and change processes.

Distribution of Employees by Gender

We provide our employees with fair and equal opportunities with a view to creating an inclusive and professional working environment. We also aim to establish long-term and sustainable business relationships within the framework of our human resources policy by ensuring their welfare and safety in accordance with legal regulations and practices.
We do not allow gender-based pay discrimination as we are strictly committed to the principle of “equal pay for equal work”. As for decisions related to training, promotion, and appointments, we only refer to objective data when making such decisions.
Employees who give birth are granted maternity leave, with a certain period of this leave being paid. Those returning to work after birth are entitled to take their breastfeeding leave collectively on certain days of the week of their choice. Employees who have become fathers, on the other hand, are able to take five days of uninterrupted paternity leave as per legal regulations.

We employ professional and integrated systems in recruitment, performance management, talent development, remuneration policies, career planning, and termination processes. To hire the right candidate for the right position, we actively implement next-generation methods that are supported by innovation-based and objective assessment tools specific to each position.
Increasing employee productivity, identifying areas for development, and ensuring job satisfaction are among our sustainability priorities. We create a strong corporate culture and build trust for the future through democratic suggestion and improvement mechanisms by making our personnel’s ideas and suggestions a part of our corporate development.
By regularly measuring employee satisfaction levels, we assess how well our working environment meets expectations. We carry out our research studies together with all our departments using engaging methods, and in line with the feedback we receive, we plan the necessary actions to increase employee dedication and satisfaction accordingly.
In 2023, our sustainability-focused measurement and evaluation efforts within Human Resources applications gained momentum under the relevant sub-working group of our sustainability committee. We added to this momentum in 2024 and took steps towards performing our social compliance and multi-dimensional employee satisfaction analyses, and we expect to share the results in the coming period.

Performance Assessments

As part of our performance assessment process, we calculate multi-dimensional assessments according to work outcomes and development goals determined by our managers, and share them with our employees every year in accordance with the principle of transparency. Our company managers designate titles, job descriptions, individual goals, and reward criteria before their announcement to employees.
We provide fringe benefits including maternity leave, paternity leave, holiday pay, moving and transportation help, rent pay, phone, car, social assistance and health insurance to enhance the living standards of our employees.

Training Activities
We place great importance on regular training activities as we consider them the key to sustainable success. We prepare needs-based training plans every year and ensure our employees’ active engagement accordingly in order to support the professional, managerial, and personal development of our employees who are our most valuable capital.
Our training sessions are provided both one-on-one and online. Thanks to our online training platform called the LMS EAE Learning, we are making our training processes more efficient with each passing day, while also increasing employee engagement, reinforcing needs analysis, and constantly improving training performance.

We provide all our newly hired personnel with onboarding training. Our training plan includes mandatory training and personal development training, as well as department-specific technical training.

In 2024, we intensified our advanced training programs on topics such as climate change, ESG assessment, and the circular economy. As part of this initiative, we provided our employees from relevant departments with training on ISO 14046:2014 Calculation, Reporting, and Management of the Water Footprint; ISO 14064-1:2018 Calculation, Reporting, and Management of the Carbon Footprint; and FMEA (Failure Mode and Effects Analysis) training.

Occupational Health and Safety Practices

The health and welfare of our employees is one of our number one priorities in our global value chain. As part of our Occupational Health and Safety (OHS) activities, we develop proactive practices with the goal of achieving zero workplace accidents.

In the sub-working groups of our sustainability committee, we initiated planning and analysis efforts to reinforce the Behaviour-based OHS approach and implement the Bradley Curve OHS Model. We carry out our OHS processes in accordance with the ISO 45001 standard and legal requirements.
In order to ensure risk assessments, periodic checks, training sessions, and safe working environments, we continuously carry out improvement activities in collaboration with subcontracting companies. In addition, we enhance our supply and purchasing processes with stricter OHS criteria.

We identify key performance indicators to ensure a healthy and safe working environment, and regularly monitor these indicators and discuss relevant feedback in field meetings in a transparent manner. We monitor our Occupational Health and Safety performance on a monthly and annual basis, analyse the results in the sustainability committee’s sub-working group, notify our top management of areas for improvement, and continuously make improvement plans to achieve our goals.
Accordingly, our accident frequency rate decreased from 9.92 in 2023 to 8.47 in 2024. This decrease demonstrates the improvement we achieved in our occupational health and safety performance.

We use safety fences and other accident preventing equipment in our working areas to increase physical safety levels for our employees. We deliver theoretical and practical training at the beginning of employment and on a regular basis, and indicate the measures to be taken against specific risks, in order to raise the awareness of our employees in Occupational Health and Safety.
All suggestions and complaints were taken into consideration by the relevant committees, and resolved upon being included in development plans.

In 2023, we initiated the design process for a seismic restraint system to be implemented across all companies within EAE Group, starting with EAE Lighting’s areas of activity. This system is designed to protect pipes, ducts, and other hanging installations in our production plants from lateral movement during seismic activity, preventing equipment from falling over or coming down, while also ensuring their safe attachment to structural components. In this respect, the busbar main power lines and busbars with boxes on them were reinforced with restraints, and the main ventilation line on the lower floor was provided with a restraint, as well as seismic restraints were implemented on panels of the SPP system in the energy room. With all these measures being in place, we aim to keep our main power lines operational at all times through seismic restraints to avoid energy cuts in case of any natural disaster.

We carry out risk analyses and establish Emergency Teams within the framework of Emergency Action Plans so that we are always prepared in case of an emergency. We refresh the knowledge of our teams through regular training, in addition to performing annual Emergency Drills in all shifts and production areas and taking the necessary measures to ensure business continuity in our value chain.

Social Benefits and Activities

At EAE Lighting, we establish strategic collaborations and interactions in environmental and social areas to support our social investments with the aim of creating social benefits and increasing our company reputation.

Driven by our desire to contribute to technological developments in the sector, we support our personnel’s vocational training, in addition to supporting academic life through laboratory sponsorships and seminars.
The sub-working group of our sustainability committee regularly works to develop new ideas in collaboration with the OIZ management and social responsibility representatives from other companies within EAE Group.

We donate luminaries and provide potable water support to areas designated within the scope of social benefit responsibilities. Our social contribution projects are carried out under the lead of EAE Group, whereas donation and support activities are performed by EAE Electric.
We continue our vocational training-focused experiential development efforts in line with the cooperation protocol signed in 2022 as part of the CO-OP – Cooperative Education – a Yıldız Technical University initiative made possible with contribution from EAE Aydınlatma A.Ş. Project Manager Yalçın Akbay, Yıldız Technical University’s Dean Prof. Dr. Nur Bekiroğlu and Head of the Department of Electrical Engineering Prof. Dr. İbrahim Şenol. As part of this cooperation, university students with a GPA above a certain score are provided with the opportunity to continue their education at the university while at the same time joining the business life. In 2024, one eligible student started as an intern at our company.