Gender equality at the workplace
Your company must promote gender equality and equality for sexual and gender minorities. Pay attention to equality in activities such recruitment, pay, working conditions, space arrangements and customer service.
The Act on Equality between Women and Men (the Equality Act) prohibits discrimination based on gender and obligates to promote equality between women and men. Discrimination based on gender identity and gender expression is also prohibited under the Equality Act. The Non-Discrimination Act prohibits discrimination based on sexual orientation.
All of your employees must have the same rights, obligations and opportunities to work in all areas of working life regardless of their gender and sexual orientation. Make sure that your employees also promote gender equality and equality for sexual and gender minorities through practical measures.
A positive and tolerant attitude towards sexual and gender minorities also promotes the wellbeing of workers who belong to those minorities. At the same time, you will improve the service experience of customers who belong to sexual and gender minorities.
When you recruit new employees, base your choice on their competence and suitability, not on their gender. Always pay the same salary for the same work.
Divide the work tasks between your employees fairly, regardless of their gender. Give all your employees equal opportunities to progress in their careers and influence matters related to their work.
Do not let the gender of your employees affect the length of their employment relationships or working conditions. Develop working methods and equipment so that they are suited to both women and men. Take gender equality consideration also when organising the personnel facilities in your company.
Let your employees take their parental and child care leave and care for a sick child at home regardless of their gender.
Make sure that there is no sexual harassment or harassment based on gender in your company. Draw up instructions in case harassment occurs.
If your company regularly employs at least 30 people, you must draw up a plan of the measures that you can take to promote equality in your company. The Ombudsman for Equality will give you more information about drawing up a gender equality plan.
Aim to create a tolerant atmosphere in your company both between the employees and towards customers. If necessary, disseminate information about sexual and gender minorities to your employees. Such minorities include people who are homosexual, bisexual, transsexual, intersexual and persons of fluid gender identity. Take into account the diversity of genders also in your company’s gender equality plan.
When you recruit people, tell them that your company treats its employees equally regardless of their sexual or gender identity.
Make sure that the practices in your company do not discriminate sexual and gender minorities. Be particularly careful with preventing indirect discrimination, for example, by ensuring that privacy is protected in personnel facilities. Intervene in offensive use of language or degrading and demeaning behaviour immediately.
Make it easier both for your employees and for your clients to change their name and gender-related information in your company’s registers. Consider whether it is necessary to record anyone’s gender.