Managing diversity calls for awareness and commitment

Promoting diversity in Finnish workplaces calls for continuous work and commitment.

“Diversity is the way to go about to create a just atmosphere among people. It is important to remember that different kinds of people can perform work successfully to achieve commonly defined goals,” says Seija Moilanen, senior specialist at the Centre for Occupational Safety.

Diversity is important not only because of the human dimension, but also legally. Employers in Finland have obligations related to diversity on the basis of for example the Non-discrimination Act and the Act on Equality between Women and Men.

“The Occupational Safety And Health Act is also related to diversity, as a safe workplace not only refers to physical safety, but also the creation of psychological safety,” adds Moilanen.

She also points out that diversity has a positive effect on the employer image. If diversity is genuinely realised in the workplace, it improves wellbeing at work and also makes the workplace more attractive, and people stay for longer.

Moilanen says that the challenges with diversity competence lies in its complexity and learning about it.

“Diversity involves subject areas that people are wary to talk about. What’s more, the significance of diversity is not always recognised sufficiently at all levels of the organisation.”

In future, Moilanen predicts that diversity will become more and more important in Finnish workplaces.

“Workplaces change, and for the younger generation, diversity is a given. This is why it is important that management and supervisors are aware and ready to act in favour of diversity.”

Leaders can promote diversity in a number of concrete ways. Moilanen says you could well start with your own awareness and preconceptions.

“A little self-reflection will help you identify your own preconceptions and ideas. Leaders should consciously build and maintain psychological safety in the workplace.”

Diversity should also be taken into account in recruitment, onboarding and work guidance. For example, anonymous recruitment processes can improve diversity.

“The management’s commitment and concrete actions are vital in achieving success.”

Diversity calls for continuous learning and adjustment, Moilanen says.

 “Leaders must be prepared to learn and adjust to changing circumstances. Promoting diversity is a long-term process requiring commitment from all parties.”

Fortunately support is available from many sources. For example, TIEKE’s leadership training in the EDIFY-EDU project help to promote diversity. The project creates modules from small topics, supporting the participation and success of all participants in the training system. The Centre for Occupational Safety offers counselling, training and podcasts and video material to help take the first steps in promoting diversity.