Sanipak Builds an Inclusive Support Model for Working Mothers
Operating in the personal hygiene products sector, Sanipak stands out with practices designed to meet the needs of working mothers and contribute to a more balanced working experience.
Active across five categories, including tissue products, baby care and wet wipes, personal care, home care, and away-from-home products, the company places equal opportunity and inclusion at the center of its human resources policies.
With childcare support and inclusive benefits, Sanipak addresses not only individual employee needs but also broader corporate sustainability and equality goals.
2028 Targets for Women’s Employment
Sanipak tracks its women’s employment goals through measurable indicators.
As of March 2026, women represent 42% of white-collar employees and 19% of blue-collar employees at the company. Sanipak aims to increase these rates to 45% and 24%, respectively, by 2028.
The company also plans to raise female representation in management from the current 38% to over 40% by 2028. These goals show that Sanipak approaches inclusion not only as a social responsibility issue, but also as a core part of long-term corporate development.
Childcare Support Addresses a Critical Need
Sanipak’s childcare support for female employees with preschool-age children directly responds to one of the most critical needs of working mothers.
Through this support, the company aims to help mothers continue their careers more comfortably, organize their daily lives more sustainably, and progress in their professional journeys without interruption.
Childcare assistance stands out as an important enabling practice, particularly in areas where childcare responsibilities can affect women’s continuity in working life.
Encouraging Shared Parenting Responsibilities
Sanipak’s approach to supporting working mothers is not limited to policies designed only for female employees. The company also develops practices that encourage a more balanced sharing of parenting responsibilities within families.
In this context, the three-week paternity leave offered to new fathers supports responsibility sharing at home. This practice indirectly contributes to mothers’ work-life balance while promoting a more equitable understanding of parenting roles.
Sinem Kıranta: “A Workplace That Supports Mothers Is More Sustainable for Everyone”
Sanipak Human Resources Director Sinem Kıranta emphasized that the company addresses the needs of mothers with particular sensitivity when evaluating employee experience.
Kıranta explained the company’s approach as follows:
When we talk about employee experience, we address the needs of mothers with special sensitivity. Because we know that a working environment where mothers are supported means a more sustainable structure for everyone.
Kıranta also highlighted the multidimensional support offered through the company’s “İşte Bizim Annemiz” program:
With our ‘İşte Bizim Annemiz’ program, we offer our working mothers a multidimensional structure ranging from health support and information on legal rights to working mother coaching and childcare assistance. Our goal is to build a support system that truly makes their lives easier and creates long-term impact.
Inclusion Strategy Expands Under “BirlikteBiz”
Sanipak carries out its inclusion efforts under the umbrella of “BirlikteBiz.” Through this strategy, the company creates a broad impact area ranging from projects aimed at increasing women’s employment to mentoring programs, awareness trainings, and field support mechanisms.
With initiatives such as “Mesleğim Benim Geleceğim,” “DesteklerizBİZ Mentorship Program,” “Her Adımda Birlikte,” and “OWL Together,” Sanipak supports women at different ages and career stages.
These programs aim not only to support women in their current roles but also to strengthen their long-term career development.
Inclusion as a Continuous Policy
Sinem Kıranta underlined that inclusion is not a short-term target for Sanipak, but a continuous policy. She expressed this approach as follows:
Inclusion is not a target for us; it is an ongoing policy. Being able to provide the support our colleagues need at different stages of their lives is one of the most important parts of this journey.
A Workplace That Supports Women’s Potential
Through its practices for working mothers and its broader inclusion strategy, Sanipak aims to strengthen women’s presence in the workplace.
With childcare support, paternity leave, working mother coaching, mentoring programs, and measurable women’s employment targets, the company focuses on making inclusion sustainable across every level of the organization.
