Promoting equality in public administration case finland


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Panu Artemjeff, Senior Specialist, Ministry of the Interior, Legal Affairs Unit
in Providus conference on Diversity management, June 8, 2011.

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Promoting equality in public administration case finland

  1. 1. Promoting equality in public administration: Case Finland Panu Artemjeff, Senior Specialist, Ministry of the Interior, Legal Affairs Unit
  2. 2. Background <ul><li>Finland has ratified the main international agreements relevant for fighting discrimination </li></ul><ul><li>EU legislation that prohibits discrimination and EU Framework Strategy for Non-Discrimination and Equal Opportunities for All </li></ul><ul><li>Finnish Constitution, Non-Discrimination Act and Gender Equality Act </li></ul><ul><li>European programmes to counter-act discrimination </li></ul><ul><li>National programs to counter-act discrimination (disability policy plan, national Roma policy, human rights policy program etc.) </li></ul>
  3. 3. Who is responsible for the equality and non-discrimination policies in Finland? <ul><li>Special authorities: Omdusman for Minorities, Ombudsman for Gender Equality, Chancellor of Justice </li></ul><ul><li>Ministries in their fields </li></ul><ul><li>Local and Regional Authorities </li></ul><ul><li>NGOs </li></ul><ul><li>Joint projects with public authorities and NGOs </li></ul><ul><li>Advisory boards (Roma, Sami, Minority etc.) </li></ul><ul><li>Same Parliament </li></ul>
  4. 4. Equality Team <ul><li>Part of the Legal Affairs unit of Ministry of Interior </li></ul><ul><li>Main tasks: </li></ul><ul><li>1) Coordinates governmental equality policies </li></ul><ul><li>2) Develops and facilitates equality duties especially equality planning and equality impact assessment </li></ul><ul><li>3) Implements national discrimination monitoring (action plan 2010-2013) </li></ul><ul><li>4) Coordinates national awareness raising activities to tackle discrimination (EU Progress -programme) </li></ul>
  5. 5. Equality planning <ul><li>Under the Non-Discrimination Act (21/2004), the authorities have a duty to foster equality purposefully and methodically in all they functions, and alter any circumstances that prevent the realization of equality </li></ul><ul><li>The equality team gives recommendations, guidance and training on equality planning </li></ul><ul><li>A guidebook on public sector equality planning was published 2010 </li></ul><ul><li>A guidebook on equality planning in NGO will be published 2011 and guidebook for educational institutions 2012 </li></ul><ul><li>Equality team has organized 30 training workshops around the country during 2008-2010. (including police, boarder guards, social and welfare personnel, defense forces, labour administration, education sector etc.) </li></ul><ul><li>A study on quantity and quality of equality plans in 2009. Approx. 50% of authorities have a plan that meets the requirements </li></ul>
  6. 6. Aims of the planning <ul><li>Improve equality in all functions of an public organization </li></ul><ul><li>Developing following areas: </li></ul><ul><li>1) Skills to identify and tackle discrimination </li></ul><ul><li>2) Capacity to assess the impact of equality in functions, activities and practices </li></ul><ul><li>3) Implementation of positive action measures to promote equality </li></ul><ul><li>4) Promoting participation of minority groups </li></ul>
  7. 7. The scope of the planning <ul><li>Law requires only one ground, ethnic origin. Ministry of Interior recommends that all grounds are taking into account. </li></ul><ul><li>Both equality in workplace (internal) and equality in services (external) are treated in a single plan. </li></ul><ul><li>Equality workshops deal also with following themes: </li></ul><ul><li>1) Human rights requirements </li></ul><ul><li>2) Equality and good governance </li></ul><ul><li>3) Participatory democracy </li></ul><ul><li>4) Diversity management </li></ul><ul><li>5) Group specific issues </li></ul>
  8. 8.
  9. 9. Equality plan: key factors <ul><li>Emphases on the process not on the document </li></ul><ul><li>A comprehensive equality impact analyses </li></ul><ul><li>Equality mainstreaming: finding relevance and linkage to the core functions of organization </li></ul><ul><li>Involvement of the key stakeholders (staff, management and groups at risk of discrimination) </li></ul><ul><li>Tools to measure equality (surveys, consultation and complaint mechanisms) and follow up progress </li></ul><ul><li>Transparency and visibility of the work </li></ul>
  10. 11. Other measures to promote equality/ sector based activities <ul><li>Ministry of Employment and Economy has launched a program to promote diversity management in business community. </li></ul><ul><li>- Publications on best practices on positive action, reasonable accommodation and minority recruitment </li></ul><ul><li>- Launching of the Diversity Charter in 2012 </li></ul>
  11. 12. Other measures to promote equality/ Equality portal <ul><li> </li></ul><ul><li>Website that collects legislation, best practices, guidance for the equality planning, studies, reports etc. related to diversity, equality and non-discrimination issues. </li></ul>
  12. 14. Other measures to promote equality/ awareness raising campaigns <ul><li>Discrimination free zone - campaign </li></ul><ul><li>Campaign challenges organizations to become discrimination free. </li></ul><ul><li>Organizations must fill in the declaration and they will get the discrimination free zone -signs by post. </li></ul>
  13. 16. Thank you