Gender equality is a goal that the University of Helsinki is committed to promoting in all its activities. The University does not approve of any kind of discrimination based on gender. The University is actively engaged in eliminating any complex practices or structures that generate and maintain gender inequality. The cooperation of all units is needed to realize this goal.

This plan deals only with gender equality. A separate plan for other measures concerning equal opportunities will be drawn up during 2001. 

The purpose of the policy and practice of the University of Helsinki regarding equal opportunities is to promote equality in the academic community and to prevent all discrimination on grounds of gender, age, ethnic or national origin, religion, belief, sexual orientation, disability or any other comparative grounds (Regulations Concerning Equal Opportunities, §1), and, in the spirit of the Act on Equality between Women and Men, to advance the position of women, particularly in working life. As an educator of future experts in their fields, the University must be a forerunner in these issues by creating practices that assure equality as well as a tolerant atmosphere. 

This plan is the Equality Plan, as stipulated by the Act on Equality Between Women and Men, with the purpose of advancing gender equality. A plan dealing with other issues of discrimination will be made separately. These two programmes are part of the University strategy, which aims at the realization of equality in actual fact in all University activities: in the recruitment of students and staff; in counselling; in working conditions; in career advancement; in administration and research; in the distribution of resources.

Discrimination is seldom direct and intentional. It is not only a question of a singular case in which two individuals in the same position are treated differently without justification because of gender. Nowadays anti-discriminatory international norms increasingly emphasise the indirect impact of discrimination. This means that because of cultural and structural reasons, the status accorded to women and men differ in actuality, although no individual or party can be shown to be directly guilty of discriminatory practices. This, however, is considered unlawful discrimination according to both the Act on Equality Between Women and Men as well as European law. Such inequities can be rectified with active measures, i.e. with positive, special action based on the equality plan approved by the organisation. 

Enhanced transparency and openness in the decision-making process are cornerstones of the promotion of equality. In a large and heterogeneous community such as a university, it is impossible to provide operations models that can be shared by all parties. The advancement of gender equality may demand very different actions among the various disciplines and units of the university. Thus, ever-closer cooperation is needed between the Equality Committee and the faculties, departments and other units, with the aim of producing a simple, operational monitoring system for helping the faculties and departments to evaluate and develop suitable solutions. The Equal Opportunities Officer and the Equality Committee meet to share information on measures that have been found to work effectively and to propose operations models for testing. 

The advancement of equality is not only the responsibility of the parties appointed to deal with equal opportunities; it is also a part of the entire decision-making process. The repercussions of decisions regarding students and staff must be considered from the viewpoint of both genders. On the departmental level, equality is affected by decisions on, for example, student selection, study programmes and degree requirements, while on the faculty level, important decisions affecting equality deal with post structure, salaries or cost-savings. The gender distribution of working groups and committees preparing decisions, as well as of experts consulted when filling posts also have an impact on equality.

The University administration monitors developments in equal opportunities in the faculties and departments, as well as in other units. These developments are reported and discussed annually at tulosneuvotteluissa? Departments and faculties are allocated funds as an incentive for projects that are well-founded and/or have produced results, or advanced equality. 

Discrimination violates our national legislation, EU equal opportunities regulations and human rights. Everyone employed by the University should feel that the University is a fair working environment. The difficulties associated with integration into the University because of discrimination are harmful to all of the University's activities: teaching, research and administrative success. Thus, the promotion of gender equality is not a narrow, separate issue but an essential part of internal improvements, and must be given sufficient resources.

1.1 Organisation

The promotion and monitoring of equality is the responsibility of all members of the University community: top level University management, all operational units, faculties, administrative directors and superiors. An understanding of the commitment to gender equality on all levels of the University organisation, especially in management, is extremely important.

The University equality adviser deals with issues concerning equality, disseminates information and provides training in equal opportunities, and works with the Equality Committee to jointly develop the practice of equality of opportunity at the University. Anyone suspecting discrimination at the University may contact the Equal Opportunities Officer, whose duty it is to provide advice and counselling. The Equal Opportunities Officer may, if necessary, take the matter before the Equality Commission. 

The Equality Committee is under the leadership of the Vice Rector, who is responsible for monitoring and promoting equal opportunity in cooperation with the Equal Opportunities Officer. The Equality Committee reviews precedents in discriminatory practices, formulates general operational principles, and disseminates information about them.

During the period covered by this equality plan, i.e. 2001-2003, activities will focus on the promotion of the following goals:

1. The entire University community will be more strongly committed to the promotion of equality

• By earmarking annual appropriations for equal opportunities projects 
• By establishing an equality network covering all faculties and departments

2. Data on equal opportunities will be improved

• By compiling statistics and reports that will aid in making regular and long-term assessments of actual achievements in equality between women and men, and 
• By monitoring how change in post structure and distribution of duties among employees affect the positions of men and women. 

2.1 Appropriations for equality projects

In many respects, the equality plan drawn up for 1995-99 has remained remote to the University community and many of the measures included in the plan have not materialized. The various units of the University have not given enough attention to equal opportunity issues. 

To support activities on the departmental and faculty levels as well as in separate departments, special appropriations will be reserved every year for at least partially financing equality projects in the various units. These projects may be related to administration, research or teaching. 

Measures:

Separate appropriations will be reserved annually for projects promoting equality in the University units. The Equality Committee will approve appropriations on the basis of how well-founded the applications are, and will monitor and report on the results of the projects.


 

An equality network covering the whole University will be created. Members of the network will serve as links between the faculties, departments and other units as well as the Equality Commission. They will also report on equality issues in their own units.

Measures:

Contact persons for equality affairs will be appointed to faculties, departments and other units. Their duty will be to act as their own units' contact persons in equality issues and, together with the University equality adviser, assure that equal opportunities are observed in the preparation of decisions, statistics and reports and that there is sufficient information on equality issues. The network will be set up as soon as the Equality Plan is approved. The Equality adviser will coordinate the network and the heads of the units will see to it that their units appoint their own equal opportunities officers.


 

The earlier equality plan required that the various statistics concerning the University be gender specific. However, gender is not accounted for in some of the annual statistics. Without comprehensive and yearly statistical information it is not possible to monitor the state of equal opportunities. In addition, staff inventories should be developed so that greater attention is given to issues of equality. Progress in equal opportunities in the University units will be monitored in target discussions. 

Measures:

The administrative offices will see to it that the information systems used for staff and study affairs enable gender specific statistics


The following annual statistics will be generated according to gender:

Faculties and other operational units will compile data on 

applicants for and receivers of grants 

experts consulted in filling posts 

composition of draft committees and other working groups

The administrative office will compile statistics on 

new students 

theses/dissertations and the grade received 

graduates: first degrees and post-graduate degrees 

staff: by groups 

applicants chosen for posts and those taken into employment; also, those invited to fill professorial posts 

applicants appointed to fixed-term posts and employment based on contract 

those chosen for research training 

parental leave 

salary according to education 

composition of administrative bodies; election candidates 

composition of working groups appointed by the administrative office and the Senate 

participants in staff training 

contacts and measures regarding sexual harassment (Equality adviser)

The statistics will be attached to documents prepared for target discussions.

In spring 1999, the Senate made decisions on developing the system of University teaching and research posts. It was decided to change Assistant posts to continuing education posts, and so-called middle category posts to lectureships. The qualification requirement for lectureships is normally a doctor's degree. The duties of a University lecturer include both research and teaching.

According to the system of total working hours, exact teaching duties are no longer specified for any teaching group. The rule of 1,600 annual working hours is applicable to everyone. The right and duty of all University teachers includes both teaching and research. It is the duty of the department heads to prevent any developments leading to a one-sided division of duties.

The duties of the assistants in the various faculties and departments are traditionally very different: in some faculties the assistants are required to teach. Even the duties of assistants in the same subject may be emphasized differently: some assistants have much better opportunities to do their own research than their colleagues, whose time is spent performing various departmental duties. In addition, the establishment of research training and lecturer post categories affect and have already partly affected the position and duties of assistants.

Measures:

The Equality Committee monitors changes in post structure and termination of posts, particularly the establishment of lecturers' posts, appointments to posts, handling of and division of the duties according to gender. For monitoring purposes, the faculties and other units must provide information required by the Committee. 

When approving work and teaching plans, the faculties and departments must make sure that the teaching and research duties of the lecturers and assistants are not distributed according to gender.


 

3 Other measures

3.1 Studies and teaching

There is still an imbalance in the proportion of men and women applying to different disciplines. Study information should be designed so that all subjects are presented in a way that will be interesting to both women and men. The text and illustrations in information distributed to applicants, such as admissions leaflets, should be presented so as not to communicate gender-restricted images of the degree programmes. Through support, counselling and encouragement, efforts should be made to avoid development towards so-called male and female subjects, and to promote a better balance in gender distribution in subjects that already have an overly large proportion of either men or women.

In developing curricula and choosing textbooks and other course materials, the views of both men and women as well as the critique presented by women's studies of the seeming gender neutrality of science should be taken into account as much as possible. Even in fields containing a great deal of women's studies, students are not well enough informed about it, either because it is not sufficiently incorporated into the degree requirements or because women's studies are most often taught in elective courses only.

The requirements of equal treatment must be taken into account in grading, both in teaching situations and in the approval of credits. This seemingly obvious fact is not always the case in reality. For example, in the other Nordic countries and in some Finnish universities, in order to prevent the possibility of an individual's personal characteristics influencing his/her grade, the identity of a student taking an examination is not revealed.

Experts involved in working life in the future will be increasingly required to have a thorough knowledge, not only of their own profession, but also of gender equality issues in general as well as in their own field. There is growing demand both in Finland and internationally for expertise in questions concerning women and equal opportunities. Because women's studies have a central role in developing this kind of expertise and in training new experts, the University must assure the continuation of women's studies. The continuation of a fixed-term professorship in women's studies will be provided for even after September 2001, when the present term expires. Women's studies are carried out primarily in the subject departments, but this research field, which is interdisciplinary and located in five faculties, requires a women's studies professor, who coordinates and develops teaching, researcher education and research.

Measures:

Units responsible for student admissions must make sure that the information given to potential applicants is given equally to both women and men, and that they are encouraged to apply to fields in which their gender is in the minority. Admissions test books, questions and admissions criteria cannot favour or discriminate against either gender, and as far as possible, they should take into consideration the viewpoints of both men and women. 

In teaching evaluations, the content of the teaching as well as teaching procedures are evaluated from the standpoint of equality. 

The Equality Committee works jointly with the faculties and subject departments in looking into the possibility of pilot testing anonymous assesment. 

A question concerning problems of equality is included according to regulations in the course evaluation form given to students. The question may be open in content. 

Departments and research groups see to it that men and women students are recruited into research groups impartially. 

The Senate is responsible for the status of women's studies and for sufficient continuity.


 

Open and transparent recruitment to research projects, research groups and posts as well as replacement positions promotes gender equality. Advisors and project leaders are in key positions in the recruitment of professional researchers. They cannot discriminate against or favour either sex. They must recruit new research trainees as impartially as possible, taking into account the gender distribution in the field. Pregnancy and parental leave cannot affect recruitment of women in a discriminatory way. Many investigations have shown that not all trainees receive guidance that is sufficient or that takes their special problems into consideration. Advisors must make sure that research trainees receive fair treatment.

Women, almost as often as men, are now being recruited as post-graduate students in many fields. Four out of ten students completing their doctor's degree are now women, although the differences between fields of research are significant. There is now a predominance of women in some fields, which has led to the problem of too few male applicants. Gender divisions may also emerge within fields.

After receiving a doctorate, women's opportunities for career advancement become more difficult. Although Finland has the most women professors of any other European country, they still account for only 17% (1999) of all professors, and the proportion of women professors has grown very slowly. One reason for the slow increase in the number of women professors was the increasing practice of filling posts by invitation in the 90s. Over the past years, over half of the professors annually appointed to professorships have been invited. Far fewer women have received appointments by this procedure than when a vacant post is open to applications. The gender distribution of positions filled by invitation will be monitored on a yearly basis. This practice is meant to be an exceptional way of filling vacancies, but it recent years it has become more common than the normal application procedure. When considering filling a post by invitation, the department and faculty concerned must take gender equality into account and survey the potential male and female applicants before beginning the procedure. Faculties must also take into account the gender distribution of members of groups and committees, and experts, all of whom have a decisive role in the appointment procedure, and see to it that there is a balance in the gender composition of those chosen to act in this capacity.

In fields where professorships are notably under-represented by one or the other gender, positive special treatment can be applied to balance gender distribution; similar special treatment may be applied in other job categories as well. This means that if men and women applicants are as qualified or if their merits are only slightly different, applicants of the under-represented gender may be chosen for the post until equity in gender distribution has been reached. This is not synonymous with a gender quota. No one can be chosen simply on the basis of gender. Instead, clear and transparent qualifications criteria should be applied in the selection process, on the basis of which an objective comparison of the merits of all applicants must be made. In the determination of qualifications criteria, the individual life situations of the applicants must be taken into account; for example, interruptions in one's professional career because of family obligations or other personal reasons cannot be disadvantageous when assessing the merits of the applicant. On the other hand, such personal situations may be seen in a positive light if they are viewed as improving the applicant's suitability. Positive special treatment is allowed if the procedure is proportional to the target aimed at, i.e., the balancing of gender distribution.

The launching of mentor programmes to promote career development was part of the previous equality plan. The mentor programmes will be continued and developed during the new phase as well.

Measures:

Openness and transparency in recruitment are aimed at on all levels. 

Vacant posts and temporary posts should normally be announced. 

An equal number of men and women should be appointed to committees and as experts when filling positions. 

When deciding whether to fill a professorial post by invitation, departments and faculties chart possible female and male applicants and take into account gender equality. 

The Equality Committee monitors the filling by invitation of professorial posts and collects statistics. 

The faculties and separate departments monitor the impartiality of recruitment for research groups and projects. 

Departments and research groups make sure that instruction is sufficient and equitable for both genders. 

Adjusted or adjudged compensation that the university has been ordered to pay because of a violation of equal opportunities is channelled for payment to the faculty or unit making the decision. 

Mentor training will be continued and its allocation to different units and staff groups will be improved.


 

Women and men are to be treated equally in the university community. Equal treatment must be assured especially in hiring employees, in job descriptions, in salaries and in career advancement. Because of scant appropriations, various fixed-term posts and employments are more common. In these short-term agreements, equal treatment regardless of gender must also be assured. If either gender is relegated to dealing with normally lower paid or otherwise disadvantageous tasks, it may be a question of indirect discrimination if the employer cannot give what can objectively be called a valid reason for this procedure. The fact that an employee agrees to more unfavourable employment terms is not a valid reason. In addition, part-time work or a part-time pension cannot result in the unequal distribution of work or in discriminatory practices in terms of career advancement.

3.4 Combining work, study and family responsibilities

Those working and studying at the University should be able to reconcile work, study and family life. Discrimination in hiring because of parenthood or pregnancy is considered illegal gender discrimination. Pregnancy, maternity leave and parental leave cannot shorten the fixed-term post or research position to which the employee has been appointed. Fixed-term appointments cannot be made so that an individual's post or employment is terminated because of pregnancy or because of the use of parental leave as prescribed by law. Flexible working hours should be viewed as positive when demanded by family responsibilities, but this should not result in such employees being relegated to a status of inequality in the distribution of duties, rewards for services or career advancement. Statistics show that women carry the greater share of family responsibility, and this could indirectly weaken their position at work. The combination of a scientific career and family responsibilities is very common for Finnish women making a career in research. Such researchers should be seen as a resource, not a problem, and the combination of work and family should be supported by various practical arrangements. Special attention should be given to the situation of young researchers with families. Men and women should be encouraged to use their rights to parental leave equitably.

Measures:

The administration office draws up regulations concerning the reconciliation of work and family for the heads of department and research groups and projects. Data on this is included in staff training for managers and other personnel. 

The Equality Committee monitors the use of parental leave and its effects, particularly in regard to fixed-term employment and posts. 

• The Equality Committee supports the student body in the improvement of childcare possibilities at the University (e.g. a park for children).

 

The University community does not approve of sexual harassment in any form. According to research, harassment focuses mainly on women, weakening a woman's position in the working community and as a student.

An offender may as a result of harassment receive a reprimand or warning from the rector, or be dismissed from his post. Instructions for procedures to be taken by a sexually harassed individual are on the University web pages. The departments have also received such instructions. A sexually harassed individual may contact the Equal Opportunities Officer or other staff members appointed for this purpose. The student body appoints principal contact persons to represent students. Training for contact persons and managers is arranged in order to prevent harassment and to deal with such cases.

Measures:

The Equal Opportunities Officer collects statistics annually on contacts dealing with harassment and reports annually on the number and type of harassment complaints, as well as on how the complaints have been handled and what measures have been taken. 

The Equal Opportunities Officer monitors the situation concerning those who have made complaints about harassment to ascertain whether any retaliatory action has been taken against them. 

The Equality Commission, together with the country's other universities, arranges a nationwide training seminar for contact persons and departmental heads.

International co-operation for the advancement of gender equality in research and university teaching is on the rise. Development projects and experiments have been launched in many European countries. It is important to monitor and make good use of their results in equal opportunities activities at the University. The University supports, as much as possible, staff participation in international congresses and workshops on equality issues in university life.

The University continues its active participation in promoting closer international co-operation in this field between universities. The University summoned the first Equality Conference of European universities in 1998, and from the beginning of 1999 launched EQ-UNI, a European, e-mail network focusing on questions of equal opportunities. By the autumn of 2000 the network had 290 members from over 30 countries.

Gender equality must also be considered whenever the University and its units choose or invite persons to act as experts or as its representatives in an international setting.

Measures:

Women and men must be chosen on an equitable basis to act as University representatives at international functions. 

The University proposes an increasing number of women experts for international tasks requiring expertise. 

The University, faculties and departments increasingly invite foreign women in science as guest lecturers. 

The University coordinates the e-mail network for European university equality (EQ-UNI).


 

The inclusion of the equal opportunities perspective in all decision-making and activities at the University requires an even better flow of information and more active communication. Those playing a key role in this regard are, on the one hand, department chairmen, who are responsible for the working atmosphere, and on the other hand, the faculties' (departments') own contect persons for equality affairs. In improving communication, the many and varied possibilities offered by electronic mail in particular should be made good use of. Important information on equality issues should be on the net and easily accessible to staff and students.

Through its e-mail list (tasa-arvo-list@helsinki.fi), the University also promotes nationwide exchanges of information between the Equality Committees of Finnish universities. One of the essential tasks of the University equality adviser is participation in the planning and implementing of staff training.

Equal opportunities development is made visible and supported by giving out the annual Maikki Friberg award.

Measures:

The Administration Office sees to it that equality issues are continually and in a variety of ways represented in the training of department chairmen and that they are included in the materials sent to them (chairmen’s files). The equality perspective is taken into account in other staff training as well. 

The annual Maikki Friberg award supports active efforts in promoting equality. The Equality Committee bases its decision on the recipient of the award on proposals made by the academic community. 

Electronic information on equality issues is being developed in particular (departmental communication and web pages). 

A nationwide e-mail list for the universities' Equality Committees is being maintained.