Diversity and equality must be promoted at all levels of the organization

Equality means that people are treated the same, regardless of their background. In the workplace, everyone should be treated as individuals and not as representatives of a specific group. This does not always mean equal treatment, as sometimes special needs are taken into account and equal opportunities for work are created by accounting for individual differences. It is important to promote equality at all organizational levels, from small everyday actions to official documents describing the organization's policy.

In the 2020 Diversity Barometer, 69% of HR professionals reported that diversity and equality have been highlighted in their organization's strategy, action plan or similar. The corresponding share was 64% in 2016 and 58% in 2011, which indicates that organizations place a heavier emphasis on diversity in their operational planning from year to year.

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Diversity management takes into account different needs

When it comes to diversity and its utilisation in an organization, it is also inevitable to assess the extent to which it is necessary and possible to take into account the individual characteristics of employees, as well as the extent to which equal treatment of personnel is pursued. Equal treatment is not contrary to the consideration of individual characteristics. In principle, diversity management recognises the existence of individual differences and also seeks to utilise them. In diversity management, achieving inclusiveness is key. An inclusive work culture allows everyone to feel equal and appreciated as they are.

In the 2020 Diversity Barometer, nearly four out of five HR professionals (79%) agreed that organizations should plan their HR practices in a way that takes into account the different needs of various employee groups. As many as 87% of HENRY ry's respondents agreed with this statement. On the municipal side, the share was significantly lower (71%). The consideration of different needs in personnel practices was also emphasised in the capital region (89%) compared to the rest of Finland (73%).

Differences are also widely accepted in workplaces. In 2020, the vast majority (78%) of HR professionals felt that their organization accepted different forms of diversity and encouraged openness. The general attitude has clearly developed towards a more positive and open direction since 2007. In 2020, accepting diversity and encouraging openness was 27% more common than in 2007.

HENRY ry's respondents clearly see their own organization as more accepting of diversity compared to the Local Government and County Employers KT's respondents. However, the gap between the two respondent groups has narrowed over the years.