Young people's expectations of equality in working life

The results of the European survey of people from sexual and gender minorities (2023), published in May, show that up to 48% of respondents in Finland conceal the fact that they belong to a rainbow minority in their workplace. The corresponding result in the previous survey in 2019 was 27%, indicating that the climate has become much more tense in recent years. Finland also lags behind other Nordic countries in international comparisons, with corresponding percentages of 37% in Sweden and 24% in Denmark (2023).

The three-year Sense of Belonging project, co-funded by the European Social Fund plus (ESF+), aims to develop, in cooperation with young people aged 16-29, models of action to increase equality and social security in work and education. We asked Touko Niinimäki, Helsinki Pride's Education Planner, what do young people expect from employers in terms of equality and what concrete things can employers do to promote equality?

– Rainbow youth expect employers to play an active role in promoting equality. They expect workplaces to be open, to promote diversity and to take concrete action to tackle discrimination. This includes, for example, implementing equality and equal opportunities plans, using safer workplace principles and addressing grievances in a timely manner, for example through harassment liaison officers," summarises Niinimäki.

Tips for diversity-friendly practices

There are many ways in which organisations can promote equality. For example, a diversity clause can be introduced in the recruitment process and applicants can be informed about the diversity policies of the workplace. Promises and expectations made during the recruitment process should be fulfilled during the employment relationship, as promoting equality is not only a legal obligation, but also an investment in the future and competitiveness of the company.

– When employees feel that they are treated fairly and with respect, they are more motivated and committed to their work, which in turn contributes to the success of the company. Diversity-friendly practices such as equal language can help to normalise the different backgrounds and identities of members of the work community, for example through the use of pronouns. An organisation committed to equal treatment should also create channels for employees to report harassment and other organisational grievances, for example in the spirit of the EU Whistleblower Directive and its Whistleblower Protection Act. It is also of paramount importance that business leaders lead by example and commit to these values and objectives, including training in equality and non-discrimination issues and enabling practices that create a safer social space in the community they lead," Niinimäki says.