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Henkilöstö- ja lakiasiat
Päävalinnat:Yhteystiedot: Yliopistonkatu 4 (PL 33) |
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University of Helsinki Equality and Diversity Plan 2010–2012
Equality and Diversity Plan 2010–2012 (PDF)
1 The objectives of the policy and practice regarding equal opportunities In line with its Strategic Plan for 2010–2012, the University of Helsinki is committed to promoting equality and preventing discrimination in all its operations. The University strives to be a forerunner in the promotion of equality and the creation of an atmosphere of respect for diversity. The University recognises and eliminates practices and structures that create and sustain inequality. Equality and, as a related factor, accessibility contribute to the quality of a multicultural and multilingual University community. Equality is one of the guiding values of the University of Helsinki. According to the University of Helsinki Human Resources Policy, the University works to promote collegiality. This means that the University seeks to promote a sense of trust and mutual appreciation in all interactions. Recognition of the fact that all people are different but equal facilitates the generation of trust. The University of Helsinki Human Resources Policy stipulates that the University's equality goals be stated in a separate Equality Plan. This plan includes the goals and measures to be taken during the strategic period 2010–2012. Many of the goals featured in the plan take the form of permanent practices. The plan is available on the University website at http://www.helsinki.fi/henkos/tasa-arvo. The plan features means to promote equality and prevent discrimination based on gender, age, ethnic or national origin, nationality, language, religion, conviction, sexual orientation, health, disability or other reason relating to personal characteristics. The plan also discusses multiple discrimination where discrimination is based on more than one personal trait. While the discrimination discussed in the Non-Discrimination Act is mainly related to minority status, gender equality is relevant for everyone. The obligations of the Act on Equality between Women and Men and the Non-Discrimination Act The Act on Equality between Women and Men obliges the University of Helsinki to promote gender equality as an employer and an educational institution. The purpose of the Act on Equality between Women and Men is to prevent direct and indirect gender discrimination, to promote equality between women and men, and to improve the status of women, particularly in the workplace. Section 7 of the Act prohibits direct or indirect discrimination based on gender. The Act also requires employers of more than 30 people to produce a gender equality plan, which must include an assessment of gender equality in the workplace, a description of the measures taken as a result of the assessment, and a review of the implementation of the previous equality plan. As part of the assessment of gender equality, the employer shall chart pay differences between women and men. The Act on Equality between Women and Men requires educational institutions to draw up an equality plan to promote equality in education. Teaching, research and instructional material shall support the attainment of the Act’s objectives. Education should discourage ideas and practices that lead students to choose degree programmes and career paths along stereotypical gender lines. The focus shall be on the implementation of equality in admissions, teaching and assessment as well as on the prevention and eradication of harassment. The Non-Discrimination Act states that no person may be discriminated against based on age, ethnic or national origin, nationality, language, religion, conviction, opinion, health, disability, sexual orientation or other reason relating to personal characteristics. According to the Non-Discrimination Act, an educational authority must take reasonable steps to help a person with a disability to gain access to work or training, to cope at work and to advance in their career. The Act also specifies compensations which the party who infringes on the provisions of the Act must pay the injured party. An employer is obliged to intervene in any discrimination or harassment at the workplace. The Act on Equality between Women and Men as well as the Non-Discrimination Act allow for positive special treatment of people who would otherwise be at risk of being in an unequal position. Such special treatment helps eradicate inequality and provides equal opportunities. This can mean, for example, the organisation of services for people with special needs. The concepts of equality and non-discrimination Equality is typically thought to mean gender equality, but it can also take a wider meaning. Non-discrimination in this context means non-gender-based discrimination. Both terms signify the equal value of all people regardless of different traits. Accessibility means the organisation of the physical, psychological and social environment in such a way that everyone has an equal opportunity to participate in the community, regardless of personal characteristics. This means ensuring the accessibility of services, the usability of equipment, the intelligibility of information and the opportunity to participate in decision-making. The University of Helsinki aims to promote equality as a transparent principle for all its activities. This is called mainstreaming. When preparing and making decisions that affect students and staff, the impact of such decisions must be assessed from the perspective of equality. (top») 2 Prevention of discrimination and harassment The Act on Equality between Women and Men forbids discrimination based on gender and gender minority status. The Non-Discrimination Act bans discrimination based on age, ethnic and national origin, nationality, language, religion, conviction, opinion, health, disability, sexual orientation and other personal characteristics. The types of discrimination banned by the Act are direct discrimination, indirect discrimination and harassment as well as instructions or orders to discriminate. The list of causes for discrimination stated in the Constitution of Finland is not exhaustive, as discrimination for any reason related to personal characteristics is forbidden. For example, a person’s social standing, wealth or participation in an organisation does not justify discriminatory treatment. Encountering diversity and many types of opinions are a part of human interaction. Mistreatment of a person due to a personal characteristic, whether related to appearance, worldview or other trait, is also discrimination. Discrimination is often caused by cultural or operational structures which may be difficult to recognise. Covert discrimination includes subtle forms of discrimination which can be difficult to identify, such as excluding, belittling, denying support and ignoring due to minority status. Discrimination may be caused by attitudes or prejudices held by individuals or groups, or the fear of extra costs or problems at the workplace. Such attitudes do not justify discrimination, nor is discrimination acceptable when justified with reasons related to culture, religion or conviction. Multiple discrimination means discrimination based on more than one reason. In such cases, the negative effects of discrimination can compound or combine in a way which results in a different level of discrimination than discrimination based on one reason alone. A woman can be a member of an ethnic minority, a member of an ethnic minority may have a disability, a disabled person may be a member of a sexual minority, a member of a sexual minority may be a senior citizen, to name but a few examples. One person may have all of the above qualities and face discrimination based on all of them. For example, the lack of a sign-language interpreter may pose a serious obstacle to the studies of a non-Finnish person with a disability. Different forms of discrimination often present simultaneously. The impact of the gender system and gender equality are often relevant perspectives in examining other types of discrimination. Direct discrimination occurs when an individual or group of people is treated differently from others in the same position for no acceptable reason. In cases of direct discrimination, it can be proven that the individual or group of people has been placed in a poorer position specifically due to a reason related to a personal trait which should have no impact on treatment. According to the Act on Equality between Women and Men, treating women and men differently due to pregnancy or giving birth constitutes direct discrimination. At its most obvious, discrimination is open hostility and unequal treatment. For example, a teacher refusing to instruct students of a certain religion or nationality is guilty of discrimination. Indirect discrimination occurs when an ostensibly neutral rule or practice causes certain people to be at a disadvantage compared to others. In the case of indirect discrimination, the guilty party does not necessarily recognise they are engaging in discrimination. Nevertheless, these practices are discriminatory. It is also possible to engage in indirect discrimination consciously. For example, an individual or group may know they are being or intend to be discriminatory, but hide the real reason for the discrimination behind a neutral measure. An example case is a workplace which does not want to hire a non-Finnish employee and sets a groundless prerequisite for the task which cannot be fulfilled by a non-Finnish applicant. According to the Act on Equality between Men and Women, treating people differently due to parenting or familial responsibilities constitutes indirect discrimination. Indirect discrimination typically manifests in structural inequality deriving from cultural reasons, established practices or deficiencies in the physical environment. In such cases, a particular individual or authority cannot be established as the direct culprit of discriminatory behaviour. Structural discrimination often entails an attitude that discriminatory practices or structures cannot be changed. The facilities simply are not appropriate for disabled people, or the work requires long hours or physical strength. However, steps can be taken to prevent structural discrimination. Facilities can be renovated, and the different life situations of employees can be considered in the division of work. Structural discrimination is also a choice. The discriminatory situation can be changed if there is sufficient impetus for change. Every person has the right to invoke anti-discriminatory principles without negative consequences. Any victimisation – such as any decline in the work conditions implemented because the employee has invoked anti-discriminatory principles – will be considered discrimination. Harassment is also a form of discrimination. Harassment means infringing on an individual’s or group’s integrity or human value in a way that generates a threatening, derogatory or hostile atmosphere. Both purposeful harassment and behaviour which can result in offence are forbidden. Examples of harassment include racist jokes or calling a colleague derogatory names related to his or her sexual minority status. An instruction or order to discriminate is a form of discrimination. A person cannot instruct or oblige another to go against anti-discriminatory legislation. The instruction or order is considered discrimination when the person giving the order has the authority to oblige others. Objectives The University must be a work and academic community which treats all of its members with respect. The University does not condone inappropriate treatment, discrimination or harassment of its staff or students. The University has drafted instructions for the prevention of inappropriate treatment and harassment (http://www.helsinki.fi/henkos/tasa-arvo/prevention_of_inappropriate_treatment.htm). Superiors are aware of their right and responsibility to intervene in discrimination and harassment and to become actively involved in all cases as early as possible. The employer can issue an oral or written warning to an employee found guilty of discrimination, or terminate the employee's contract. The Equality Adviser is the contact person for staff in issues regarding discrimination. The Student Union has two harassment contact people who can be contacted by students suspecting harassment. The harassment contact persons offer complete confidentiality. Measures to be taken:
3 Organisation and resources for equality work The responsibility to promote equality applies to all University activities and all members of the University community. Promoting equality is the particular duty of University leadership as well as the heads of departments and units. University leadership monitors the equality situation in faculties, departments and other units. Developments in equality issues in the faculties and departments are reported and discussed annually in performance reviews. The University has an Equality Adviser who is in charge of communications and training in equality-related matters while developing the University’s equality activities together with the Equality Committee. Any person suspecting harassment at the University may contact the Equality Adviser with full confidentiality. The University’s Equality Committee is a body under the Vice-Rector, featuring the whole spectrum of the University community. The members of the Committee are appointed to include representatives of both genders, the different staff groups of the University, members of the University community of different ages as well as groups with particular insight into equality issues. The duties of the Equality Committee are to:
Equality contact persons will be appointed for all faculties and departments, and tasked with organising communication on equality in their area. Contact persons can also direct an individual needing advice or help to the Equality Adviser, a work safety delegate, a union representative or the Student Union harassment contact person. Objectives The University of Helsinki aims to create an equitable academic culture in which the expertise and experiences of women and men, be they students or employees of varying status, are equally taken into account. It is the goal of the University to account for different forms of inequality and to prevent the compounding of inequality on certain individuals or groups. The University is creating an atmosphere for studying and working in which equality issues are regarded positively, and problems related to equality are recognised and addressed. Measures to be taken:
4 Monitoring and compiling statistics of the status of equality For efforts toward equality, information is needed on the concepts of equality and non-discrimination and their meanings, on legislation regarding equality and non-discrimination, on good practices to promote equality both from Finland and abroad as well as on practices for recognising and preventing discrimination. Research information on equality issues as well as up-to-date statistics are key tools in the work for equality. International cooperation to promote equality in research and university education is crucial. There are currently projects related to gender equality and accessibility underway in several European countries. It is important that the University take advantage of their results in its work for equality. The privacy of students and staff must be secured in order to prevent discrimination and harassment. A central component of privacy is that no individual is required to disclose personal details without a statutory reason. Privacy should also be considered in research and the processing of research materials. The Personal Data Act and the Act on the Protection of Privacy in Working Life regulate the processing of personal information. Legislation and University guidelines specify the types of sensitive data which should not be processed. Such data includes information on race or ethnic origin; social, political or religious conviction; trade union membership; criminal acts, punishments or other criminal sanctions; health, sickness or disability; treatment or other comparable measures directed at the person, sexual orientation or behaviour; and the social welfare needs of a person. Express consent must be requested before an individual’s personal data can be published on the Internet or through another medium. Objectives The University monitors the status of equality as well as the implementation of the equality plan in its annual staff reports. The situation will be charted through atmosphere surveys. University statistics and reports will be drafted in such a way that they enable the regular, comprehensive and long-term evaluation of the actual equality situation. Drawing up statistics and reports and their discussion at departmental and faculty levels supports their work for equality. Both quantitative and qualitative data is required on the equality situation. The University participates in both international and national university cooperation in equality issues. Measures to be taken:
5.1 Recruitment, employment and career development The University’s research and teaching staff represent both genders fairly evenly. After receiving a doctorate, however, women’s career advancement becomes more difficult. The ratio of women professors is considerably smaller than the ratio of women researchers. Administrative and library staff are predominantly women, while the IT sector is dominated by men. Men hold more senior administrative positions than women. Several studies have shown that women researchers face both covert and overt gender discrimination. Women also report that the scholarly community offers them inadequate social support even though it would be important for career advancement. University staff comprise a diverse mix of ages, cultural backgrounds, languages, sexual orientations and other traits. Such differences must not impede recruitment and career progress at the University. Rather, this diversity should be viewed as a source of enrichment and strength in an expert organisation. Objectives The University will promote the equal recruitment of women and men to various positions and will ensure equal opportunities for career advancement at all levels. Obstacles to women’s career advancement will be eliminated. The reform of the Finnish university system has increased general employer accountability and the responsibility of faculty deans and department heads for recruitment. It is particularly important in the current situation that recruitment processes are transparent and fair. Clear and transparent criteria will be applied in recruitment processes to ensure that each applicant’s merits are equitably assessed. An equal number of men and women will be appointed to committees and as assessors when filling vacancies. The University will strive to increase the number of women in leadership positions. Positive action can be taken when the applicants are women and men of equal or almost equal qualifications and the underrepresented gender accounts for less than 40% of the group. In accordance with the Act on Equality between Women and Men, the University of Helsinki aims to provide the same level of pay for the same work or for work of equal value. The University compiles annual salary statistics as required by the said Act. Measures to be taken:
The University has a large number of fixed-term staff. Despite measures taken by the University, the proportion of fixed-term employment contracts has not decreased in recent years. Fixed-term employment is considered one of the key manifestations of inequality and is slightly more common among women than men at the University. Young women in particular are often in a difficult position when an employer decides on the continuation of their employment contract. Objectives The University aims to reduce the number of fixed-term employment contracts. All fixed-term contracts must be justified. Measures to be taken:
5.3 Reconciliation of work, studies and family life The need to reconcile work, studies and family life has traditionally affected women more than men. Although more fathers have begun to take parental leave in recent years, women still take most of the available parental leave and bear most of the family responsibilities. This may indirectly weaken their status at work. Not all families have two parents of different gender; there are also single-parent families, same-sex parents, multi-parent families and stepfamilies. This diversity gives rise to a wide range of issues involving the reconciliation of work, studying and family life. Studies show that women researchers often consider their family a resource in their career, but the gender-neutral practices of the employer or research funder may make it difficult to reconcile work and family life. Objectives The reconciliation of work and family will be supported regardless of the type of family. The University will endorse flexible work arrangements when such arrangements are necessary for the provision of care. This must not result in employees being placed in an unequal position in the distribution of duties, rewards for services or career advancement. Care responsibilities may include not only childcare but also, for example, care given to elderly parents. Men will be encouraged to use their right to parental leave. The availability of childcare services to students also benefits the University: they help students to reconcile studies and family life and thus ensure fewer delays in graduation. Measures to be taken:
6 Promotion of gender equality Studying and teaching Although the proportion of women among University of Helsinki students and graduates has grown steadily, certain fields of study remain divided along lines of gender. The problem in some fields is the small number of prospective male students. Certain faculties encourage prospective students of the underrepresented gender to apply. In some fields, women are less satisfied than men with the supervision and support provided to them, especially in postgraduate studies. ¨ The further development of teaching and study material from a gender perspective has progressed only erratically at the University. The gender sensitivity of teaching means that the possible impact of gender on the lives of girls and boys and women and men is consciously examined, and gender differences that often seem self-evident are made visible so as to address the inequality associated with such differences. In some fields, teaching does not provide students with the necessary knowledge and skills to examine phenomena from the perspective of gender. Objectives The University of Helsinki will further develop teaching and studying so that equality becomes an all-embracing principle in teaching. Students will be treated equally in admissions, teaching, supervision and assessment. The content of teaching will be developed in a gender-sensitive direction, and equality will be taken into account in teaching situations. Measures to be taken:
There is growing demand both in Finland and internationally for expertise in gender and equality issues. Gender studies (previously women’s studies) plays a key role in developing such expertise and in training new experts. Gender studies is a multidisciplinary research field which produces new knowledge about gender, women’s and men’s life and status, and the significance of gender as a factor that structures history, culture and society. Gender studies encompasses not only women’s and men’s studies, but also queer, gay and lesbian studies which examine sexuality from a critical perspective. The University of Helsinki stands out because of the strong position of gender studies at the University. The Faculty of Arts at the University of Helsinki houses the discipline of gender studies, which provides multi- and interdisciplinary teaching and coordinates the teaching provided by other units. In addition, various disciplines provide teaching in gender studies as part of their own curriculum. Most gender studies scholars work in fixed-term positions at University departments and independent institutes and usually integrate gender studies topics into their disciplines. Much work remains to be done in integrating gender studies and its results into the faculties’ and departments’ teaching and research. Although the field is well networked, its main problems are the high turnover of persons in charge of gender studies and the lack of permanent positions. The integration of gender studies into degree requirements and teaching has been poor and haphazard. Faculties lack knowledge about the broad scope of gender studies and its objective of dismantling gender power structures. Objectives The University of Helsinki will ensure the continuity and versatility of gender studies and teaching in gender studies. Faculties will develop administrative solutions to ensure the continuity of expertise in gender studies in the faculties and departments. The University will put to good use the knowledge that gender studies produces about gender, sexuality and women’s and men’s status and discrimination, and will integrate such knowledge into all relevant teaching and research. Measures to be taken:
7.1 Promotion of accessibility In an accessible environment everyone is able to function equally irrespective of their personal characteristics related to sight, hearing, movement, age, learning difficulties or any other such factors. Teaching is accessible when the student is able to fully participate in instruction, has easy access to the classroom, and can easily use the IT services employed in instruction and in communication about it. Accessibility of teaching entails particularly the idea of multichannel instruction. Sometimes accessible teaching requires special arrangements or instruments. Accessibility of the built environment concerns all movement at the University, from students, employees and applicants to visitors. Correctly designed facilities are important not only for people with physical and other disabilities, but also for people with visual and hearing impairments. Accessibility of the built environment entails observing the need for fixed aids such as induction loops and ramps, installing and maintaining them as well as ensuring that information about them is efficiently disseminated. According to the Non-discrimination Act, persons commissioning work or arranging training shall take steps to help a person with disabilities to gain access to work or training. In the same way that the borderline between disability and ability is culture bound and unsteady, so is the borderline between sickness and health. A sick person may be fully able and healthy, but disabled in some situations. The state of one’s health or one’s medical history do not justify discrimination. Some illnesses, such as HIV and mental illnesses, may raise fear and prejudice that lead to discrimination. Everyone has the right to tell or not to tell about their sickness or disability to their colleagues or fellow students. Objectives The University of Helsinki strives to enhance its services, facilities and operations so that they will be suitable for all. The University complies with the principles of equality, non-discrimination and inclusion. Inclusion means accommodating all, as a matter of course, so that everyone can participate equally in any activity. The various needs of people with disabilities must be considered in all planning as part of the diversity of humanity. This entails that barriers, whether physical, prejudice related or impeding communication, must be removed. The University of Helsinki offers support for disabled students and employees in integrating into the academic community and in acquiring the necessary aids and learning materials. An employee may, together with the head of the unit, explore possibilities for special arrangements and for their implementation. The University provides academic advising, including advising regarding special examination arrangements or substitution of studies. Guidance and advising is also available to the teaching staff and the non-academic staff. Measures to be taken:
7.2 Promotion of multiculturalism As specified in its strategy, the University of Helsinki is a multicultural and multilingual work and academic community that values internationalism and multiculturalism as part of all activities. The University of Helsinki is officially bilingual. The University promotes the use of both national languages, Finnish and Swedish, as the official languages of the University. The University actively advocates multiculturalism and diversity and opposes racism. The University also strives to enhance multiculturalism in Finnish society at large. According to the University’s language policy, knowledge of other languages leads to an understanding of other cultures and serves as a tool in disseminating information about one’s own culture among other cultures. Multilingual and multicultural communities foster creative thinking. The University hosts a number of employees and students from abroad or who are of foreign origin. Most such employees and students come from Russia, Estonia, China and Germany. Finland also has indigenous ethnic minorities, such as the Roma and Sami peoples. As people of immigrant origin are underrepresented in higher education, their opportunties to pursue a university education must be enhanced. Objectives Full membership in the academic community must not be impeded by differences related to ethnicity, nationality, cultural background or language. Through its teaching and research activities, the University strives to promote multiculturalism in society. The University supports students and staff in their efforts to improve their language skills and consequently, cultural knowledge is enhanced. Courses offered in a foreign language are available in all faculties of the University of Helsinki. The University aims to continuously increase the number and improve the quality of courses offered in languages other than Finnish or Swedish. In addition, international students and staff members are offered services aiding them in integrating into the academic community and Finnish society at large. Ample information in Finnish, Swedish and English is offered in order to reach the academic community as widely as possible. Teachers providing instruction in a foreign language are supported by offering them staff development training and other services. Measures to be taken:
7.3 Promotion of equality of religion and belief The Constitution of Finland guarantees everyone the freedom of religion and conscience. The freedom of religion and conscience entails the right to profess and practice a religion, the right to express one's convictions and the right to be a member of or decline to be a member of a religious community. No one is under the obligation, against his or her conscience, to participate in the practice of a religion. All members of the university community have the right to profess their religion and express their conviction. This conviction may manifest itself in lifestyle, diet or dress. Objectives All members of the university community are expected to respect diversity and other people’s opinions and viewpoints. Differences of religion, belief or political conviction must not affect the way an employee or a student is treated or how they treat the other members of their community. The practice of a religion or belief may not, however, unreasonably affect work or the operation of the work community. Discrimination is forbidden, even if an attempt is made to justify it with reasons related to religion or conviction. Measures to be taken:
7.4 Promotion of the equality of sexual and gender minorities People of diverse sexual orientations work and study at the University. Their sexual identities and roles may also vary greatly. Stereotypical conceptions of the supposed appearance or behaviour of a man or woman restrict all our lives and may be offensive to some. The discrimination faced by sexual and gender minorities often includes hostile or degrading comments and malicious jokes. According to the Non-Discrimination Act, this kind of behaviour is harassment, which is forbidden. Objectives The University advocates a culture of openness. Everyone has the right to talk or not to talk about their private life. Openness can be achieved only when it does not lead to discrimination, bullying or exclusion. Openness cannot be forced upon people, but it can be encouraged and supported. Advocating openness increases wellbeing in the work community, for it offers everyone the opportunity to function as a full member of the work community. Measures to be taken:
In the next few years when the baby boom generation retires, the University will be faced with the great challenge of systematically passing on know-how to the younger generations as well as directing resources for coping at work and age management. A special characteristic of the University of Helsinki is that young and ageing employees work together. Most often this is seen as an enriching feature, but it may also cause problems because of different work cultures, for example. Besides ageing employees, also mature students may be subjected to discrimination due to their age. Their learning ability may be doubted and they may experience social exclusion. Age discrimination may also be directed at young or youngish employees: their efforts may be belittled and their working conditions may be worse than those of their older colleagues. Both men and women may be subjected to age discrimination, but typically women are more often affected. Hence we talk about gender-related age discrimination, which means that ageing men and women are treated differently. Objectives The University of Helsinki is making various efforts to promote wellbeing and coping at work. The coping of aging employees is furthered by appreciating their strengths and experience, and enhancing their expertise and job satisfaction. The employees’ ability to cope with work is also promoted by a management that takes age-related issues into consideration. Age management refers to good leadership of people of all ages that takes into account the various needs and life situations of people of different ages and promotes equality between different age groups with respect to duties and responsibilities as well as salaries and rehabilitation. Mature employees often have irreplaceably valuable experience that should be conveyed to the next generation of employees. Support for the transfer of this experience is a central component of age management. Employees with extensive careers should be seen as a resource, and their job descriptions should be adjusted so as to leave time for conveying their experience to their younger colleagues. On the other hand, support should also be provided for the transfer of the special expertise of younger employees to their older colleagues. Such considerations will be taken into account in the development of the University’s human resources policy. At the University of Helsinki, the expertise of employees of all ages must be equally appreciated, and the development of professional competence must be promoted until the end of the working career. Furthermore, students of all ages must be treated equally. Measures to be taken:
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