How to build a more equal working life as an employer

Equality and diversity are important matters in Finnish working life. However, companies are expected to have more active and concrete objectives for promoting equality. The challenge often lies in that there are not enough resources and skills to implement social responsibility.

Ways to promote equality

When recruiting a new employee, add a diversity clause to the job posting. The diversity clause indicates that the employer values the diversity of employees and encourages people from different groups to apply for the position. This especially encourages people from under-represented groups to seek employment.

If you regularly employ at least 30 people, your workplace must have a non-discrimination plan. The plan may be separate or, for example, part of an equality plan or a personnel plan in accordance with the Co-operation Act. A non-discrimination plan contains a report on the identified needs, concrete measures to promote equality, and possible problems in its implementation.

It is also important to discuss diversity and address discriminatory behaviour in the workplace when needed.

Ratko method

Ratko is a method for tailoring and modifying work so that it is possible for everyone to participate in working life. The method helps in finding those workplace tasks that are suitable for an individual with partial working capacity. In practice, the tasks are identified through workplace visits, interviews, and observations. The task descriptions are compiled in advance so that they can be adopted as soon as a suitable person is found. A person's tasks can be gradually expanded as their working and functional capacities strengthen.

For example, associations have diverse tasks that can be adapted to the employee's capacities. One option is co-employment, where several employers share one employee's work input. This way, the employee can ideally be employed full-time. Typical tasks in which the Ratko method is used include cleaning, gardening, communications, guidance, and property management.

Employees and employers have found the Ratko method to be functional and flexible. Ratko method, like other forms of work design,

• supports the anticipation and acceptance of work in the work community,
• enables the preservation of work tasks even when an employee’s working capacity declines,
• promotes inclusion in working life, and prevents exclusion.

The article is based on the speeches heard at the Työmaailman parannusviikko event on 24 September. The speakers were demographer, non-discrimination trainer, speaker and columnist Shadia Rask (non-discrimination in working life), and employment coordinator Hilkka Pirhonen from North Karelian Society for Social Security and project planner Senja Asikainen the Wellbeing services county of North Karelia (Ratko method).