Equality and Diversity Plan 2021-2024
Uniarts Helsinki’s Equality and Diversity Plan describes the central principles, goals and measures that guide our equality and diversity work in 2021-2024.
1. Diversity as a resource of Uniarts Helsinki
1.1 Introduction
In Finnish, the name of this plan is Tasa-arvo- ja yhdenvertaisuussuunnitelma, which we have translated as Equality and Diversity Plan. The Finnish words tasa-arvo and yhdenvertaisuus can both be translated as ‘equality’. The Finnish word yhdenvertaisuus refers to non-discrimination and the equality of people regardless of their age, ethnic or national origin, nationality, language, religion, conviction, opinion, state of health, barriers to functional capacity, sexual orientation or other personal characteristics. Promoting non-discrimination and equality is based on legislation.
The promotion and supervision of equality belongs to all community members. It is also the specific responsibility of the university management and all supervisors of the academies and units. Equal treatment means that each and every member of the university community must have the same opportunities to work, study, participate and be heard regardless of their individual background. Equal treatment is about attitudes and ways of thinking and about understanding and taking other people into consideration.
The Finnish legislation also takes gender diversity into account, as the term ‘tasa-arvo’, equality, also refers to the equality of women, men, nonbinary people and people who have not defined their gender. Equality is possible only if all members of the university community are given equal opportunities and are treated equally regardless of their gender, gender identity or expression of gender.
Uniarts Helsinki’s Code of Conduct is the basis of the Equality and Diversity Plan. The plan has been compiled by the Equality and Diversity Committee (15 March 2018 – 31 December 2020) appointed by the rector of Uniarts Helsinki. The members of the committee are:
- HR and Service Director Riikka Mäki-Ontto, secretary to the committee
- Professor Lea Kantonen
- Lecturer Liisa Jaakonaho (as of 1 February 2020)
- Postdoctoral researcher Saija-Leena Rantanen
- Doctoral student Miika Hyytiäinen
- Occupational Health and Safety Manager Jyri Pulkkinen
- Senior Head of Academic Affairs Sanna Kotajärvi-Söderholm
- Specialist Tuula Kivistö, equality contact person
- Head of Wardrobe Kati Mantere, equality contact person
- Personnel Manager Mikael Vänttinen
- Specialist Mia Seppälä (as of 1 November 2019), equality and diversity coordinator
- Study Psychologist Outi Rämö (as of 1 May 2020)
- Student Camilla Rantanen
- Student Sini Kaartinen (as of 1 January 2020)
- Planning Officer Mirja Lemetyinen, secretary to the committee
The committee’s mission is to promote equality and diversity at Uniarts Helsinki, compile the Equality and Diversity Plan, monitor how well it is implemented, and to participate in the discussion on equality-related issues.
The Equality and Diversity Plan is part of the university’s HR and Staff Training Plan. The university’s operational plans are compiled within each unit and updated on a yearly basis. The operational plans also state measures that the unit will take to promote equality and diversity.
The Equality and Diversity Plan has been discussed by the Cooperation Council, students’ wellbeing workgroup, Uniarts Helsinki’s executive group and the Student Union Board. The plan has also been discussed by the University Board on 16 December 2020 as part of the discussions on operational plans. The Uniarts Helsinki Board and the university management are committed to implementing the plan and to promoting equality and diversity at Uniarts Helsinki.
The Equality and Diversity Plan presents the current state of equality and diversity at Uniarts Helsinki and defines the goals and measures that help Uniarts Helsinki, in its role as an education provider and an employer, further promote equality and diversity. The plan is implemented in all of the university’s operations. Becoming acquainted with the updated plan is one of the duties of everyone in the university community and constitutes a part of the induction and orientation process of new employees and students. Regardless of which field of art they represent, everyone is in an equal position at Uniarts Helsinki, and all students and employees of the community are valued and treated in an equal way.
The Equality and Diversity Plan supports Uniarts Helsinki’s strategy and Staff Policy for 2021–2024. Making the university’s study and work environment as diverse, inclusive and equal as possible helps Uniarts Helsinki achieve its strategic goals.
Terms related to equality and diversity are explained in more detail in an appendix to this plan.
1.2 Promoting equality and diversity affects everyone at Uniarts Helsinki
Uniarts Helsinki is an international and a multi-cultural study and workplace community. Promoting equality and non-discrimination means defending the rights of everyone. A person’s ethnic origin, nationality, language or cultural background should not have a negative effect on their position in the university. That is why it is important that we actively engage in work that increases cultural awareness and prevents racism. Cultural awareness refers to knowing own cultural background as well as being aware of other cultures. This information helps us build a foundation for the interaction that we have with people who represent different cultures. Equality means respecting other people. Each member of the university community needs to be able to be themselves and be respected as the persons they are.
Equality and diversity can become the reality within the university only if our personnel management and operational culture are well-planned and respectful towards different situations in life, so that individuals do not have start a battle to be given rights, or in the worst-case scenario, so that nobody is left alone or has to experience discrimination. Uniarts Helsinki has accepted the human rights treaties of the United Nations and the principles of the European Convention on Human Rights as the foundation of its operations.
In accordance with the Finnish Act on Equality between Women and Men, Uniarts Helsinki aims to provide the same level of pay for the same work or for work of equal value and to have various genders equally represented in different positions in the organisation and to provide everyone equal opportunities to advance in their careers. Those who make decisions on recruitments should pay attention to clear and transparent criteria and then compare the candidates’ qualifications in an equal manner.
The objective is gender mainstreaming, which involves developing administrative structures and practices in order to ensure that gender perspectives are included in all areas of decision-making, both in the planning work and the implementation (United Nations, Beijing Declaration and Platform for Action, 1995). The operational culture must be equal also for students. When preparing and making decisions that affect students and staff, the impact of such decisions must be assessed from the perspective of equality.
Promoting equality and diversity affects everyone within the university community, and every member of the university community can affect the status of equality and diversity in their own right. All members of the university community have the responsibility to promote equality and diversity.
2. Principles and practices for promoting equality and diversity in the study and work environment
People have differing world views, cultures, languages, opinions, ways of behaving, appearances and other qualities. Encountering diversity and a wide range of opinions is part of social interaction. All minority groups contribute to the diversity of society. Taking diversity into consideration means respecting the differences between human identities in a safe and positive atmosphere. Everyone should feel welcomed and respected for the persons that they are. It is important that everyone can participate without fear of discrimination.
The core of Uniarts Helsinki is that it is open, inclusive for everyone. Inclusivity aims at giving everyone the chance to get involved and participate and be an inherent part of the group. One essential aspect in inclusive thinking is that the university offers flexible teaching arrangements that guarantees all learners’ inclusivity. All members of the university community bear the responsibility to take inclusivity into account.
Uniarts Helsinki strives for equality in the study and work environment and aims to treat all students and employees in an equal manner. The university wants to be a forerunner in promoting diversity and equality when educating its future artists, researchers, pedagogues and other experts. In our university, diversity is viewed as a source of enrichment and strength for the study and work community. An equal study and work community is the right and obligation of all of its members.
2.1 Concept of art and accessibility
Accessibility requirements concern all of the university’s activities. Equality, equal treatment and diversity are taken into consideration when planning curriculums, and the university must ensure that these themes are applied in everyday operations, too, by making good pedagogical choices and individual arrangements in teaching and artistic activities.
In teaching, it is a good idea to reflect on ways to incorporate accessibility in artistic work as an artistic choice. Art is created based on various conceptions of art, and on the other hand, it constantly generates new conceptions of art. Members of Uniarts Helsinki should apply their critical thinking and examine what kinds of conceptions of art and what kinds of norms steer the teaching and the teaching contents within the university. Uniarts Helsinki must provide students with tools to examine the existing norms in the arts. Important questions to reflect on include:
- How can we get rid of stereotypes?
- What kind of body language are different genders encouraged to develop on stage?
- Who is neutral? What is neutral?
Course contents and artistic conceptions, for example, should not reinforce stereotypes and instead, highlight diversity and aim at a multi-faceted understanding of the aesthetics of art. It is important that diversity is discussed openly as part of teaching or activities of working groups, for example. The goal is to seek and discover tools that help us work together, with all of us representing our individual backgrounds and qualities, in a safe environment as part of teaching. Diverse teaching is an important starting point in all planning work, and it takes various kinds of learners into consideration.
The Finnish Non-Discrimination Act states obligations to make reasonable adjustments. For example, visually impaired students and employees must be provided material in an accessible format (e.g. meeting memos or study material in accessible text format instead of a scanned PDF); students who use sign language can ask lecturers to submit their lecture material in advance so that their interpreter can prepare for their interpretation assignment; employees with disabilities may need assistive equipment for their work.
2.2 Prevention of inappropriate treatment, harassment and discrimination
Uniarts Helsinki has a zero-tolerance policy against inappropriate treatment, harassment and discrimination. Uniarts Helsinki has drawn up a model for early support to encourage the personnel, supervisors and students to intervene when they encounter problems that jeopardise the wellbeing and activities of the work community. Wellbeing at work is something everyone contributes to, and it is a shared responsibility of everyone.
Uniarts Helsinki has updated its guidelines on prevention of inappropriate behaviour to support all members of the university community: the students, employees, supervisors, as well as the university management. The name of the guidelines is “Treat Me Well – Everyone’s Shared Responsibility”, and the aim is to support early and effective intervention in cases of inappropriate treatment and to offer advice to anyone who experiences it. All members of the university community are obligated to familiarise themselves with the updated guidelines. All students and employees are introduced to the guidelines as part of their orientation and induction.
It is everyone’s responsibility to refrain from acting in an inappropriate or discriminative way, and it is also everyone’s responsibility to intervene if they encounter someone else acting in an inappropriate or discriminative way. Employees with a supervisory or teaching role have a particular responsibility to follow the guidelines. The supervisor’s and employee’s responsibility to intervene is a direct bylaw of the Occupational Safety and Health Act.
2.3 Identifying and dealing with situations that are in conflict with equal treatment
Uniarts Helsinki monitors the status of equality on a yearly basis through personnel reports, as well as through student feedback and workplace well-being surveys. Based on this material, the Equality and Diversity Committee analyses the situation, makes proposals, and reports on equality-related issues to the university management.
By spreading information about equality and diversity and by organising related training, the university aims to raise awareness on its equality work so that the members of the university community can identify any discrimination that they witness and participate in promoting equality and diversity.
If a member of the university community experiences discrimination or suspects that someone else has been discriminated against, the person must immediately contact their own supervisor, the Equality and Diversity Coordinator or the campus contact persons. The university bears the overall responsibility for intervening in situations and structures that go against equality and equal treatment.
3. Report on the current situation
Statistics and questionnaire results have been examined to map out the current status of equality and diversity at Uniarts Helsinki. Statistics on Uniarts Helsinki’s students and personnel are compiled on a yearly basis. There has also been a need to compile statistics that provide information on the university’s equality issues. This report has been drawn up based on the results of a rector’s questionnaire for students (spring term 2020), Varma’s questionnaire on workplace wellbeing for the personnel (autumn term 2019) and a questionnaire on equality issues (autumn term 2019).
The biggest challenges are the following:
- increasing the community’s understanding of inclusivity
- securing a study and work environment that is free from inappropriate treatment
- having an inclusive language policy
The most central goals and measures stated in this plan have been determined based on these challenges.
Statistics and questionnaire results are provided in the appendix to the Equality and Diversity Plan.
3.1 Attainment of previous goals
Below is a summary of the achieved goals.
Building a framework for equality work
The university engages in organised promotion of equality and diversity, and it has a designated Equality and Diversity Coordinator as well as campus contact persons. The Student Union has also designated contact persons who students can contact in case of harassment.
Prevention of inappropriate treatment
The university has compiled guidelines for the prevention of inappropriate treatment, and the guidelines have been updated in spring and summer 2020. The updated guidelines were published during the 2020 autumn term. The university has also organised interaction-themed training seminars aimed at all staff members. Supervisors and managers have had various training opportunities, where they have had the chance to learn more about solving challenging conflicts, the principles of solution-centred management and early intervention.
Fixed-term contracts
The university has introduced a career system for its teaching and research staff.
Increasing the community’s understanding of equality
The university organised equality-related lectures and workshops for the staff in the spring and autumn of 2019. The themes were:
- equality and what it means
- physical accessibility,
- exercise of power,
- different kinds of learners,
- treating everyone the same way,
- how to treat and support students who are struggling with mental health problems.
4. Goals and measures
Uniarts Helsinki’s Equality and Diversity Committee has chosen three common goals for promoting equality and diversity among students and staff members.
Shared goals:
- We secure a study and work environment that is free from inappropriate treatment and harassment
- We have an inclusive language policy in everyday operations
- We increase people’s awareness and understanding of inclusivity as a general principle that steers our operations
The goals and measures are determined for one year at a time. The university also selects a theme that it will focus on each year. Uniarts Helsinki’s Equality and Diversity Committee assesses the achievement of goals on a yearly basis.
The shared goals and measures are also stated in the HR Plan and in the unit-level operational plans.
4.1. Goal 1: We secure a study and work environment that is free from inappropriate treatment and harassment
Ensuring the wellbeing of its staff and students, maintaining a safe and equal environment, and promoting good and positive interaction within the community are some of the main objectives of Uniarts Helsinki. The importance of daily, constructive interaction, open communication and the giving of mutual, timely feedback as the foundation of a functional academic community cannot be overemphasised. The continuous, open dialogue in everyday university activities makes it easier to discuss even negative and difficult matters. Each member of the university community bears a personal responsibility to take care of the positive atmosphere and wellbeing of the study and work community.
Measure 1.1.: We promote an open and safe atmosphere that embraces diversity and establish the role of the Code of Conduct
This is made possible with the help of the following measures:
- We integrate the Treat me well guidelines in all of our operations
- All members of the community must become familiar with the updated guidelines.
- Each unit/team goes through the updated guidelines in their respective meetings, discusses the themes and commits to complying with the guidelines.
- Each new employee and student are introduced to the guidelines as part of their induction and orientation period.
- The guidelines are also incorporated as part of management-related training.
- Communications: info screens, a campaign for appropriate treatment, an Artsi page dedicated to the theme
- We establish the role of the Code of Conduct compiled in 2020
- All members of the community familiarise themselves with the Code of Conduct, because it forms the backbone of the university’s set of guidelines.
- Each unit/team goes through the guidelines in their respective meetings, discusses the themes and commits to complying with the guidelines.
- We set up a forum where we can discuss ethical practices concerning pedagogics and artistic work.
- We develop teaching contents and supervision practices so that they promote equality and diversity
- As a rule, diversity is taken into consideration in teaching to the fullest extent possible.
- Themes of equality and diversity are included also in teaching contents (shared curriculum work).
- We establish practices that secure equality and diversity in supervision.
- When providing pedagogical training for our teachers, one of the focus areas is promoting equality in teaching and studies.
Schedule:
- We establish the role of the Treat me well guidelines: 2021
- We establish the role of the Code of Conduct: 2021
- These themes are included in the pedagogical training of the teaching staff: starting from 2021
- Themes of equality and diversity are included in teaching contents: not yet implemented
- We establish practices that secure equality and diversity in supervision: not yet implemented
Monitoring:
- Section “inappropriate treatment” in the wellbeing at work questionnaire
- Results of the rector’s questionnaire related to questions about diversity and equality
- Participant numbers and feedback of related training seminars and workshops
- We assess how prominent the themes of equality and diversity are in teaching contents
Measure 1.2: We make the university’s management culture increasingly more equal
Above all, equality and diversity are values and attitudes and require a conscious effort to promote them. It is the duty of the supervisors and managers to ensure that members of the workplace community have a shared understanding of how to respect equality and non-discrimination both in theory and in practice.
This is made possible with the help of the following measures:
- We create a joint vision for management based on the principles of management
- Promoting equality and diversity is one of the themes in the training seminars for the management.
- There will be also special seminars focusing on this theme where participants practise difficult situations related to addressing problems.
- Issues related to equality and diversity are discussed also in performance reviews.
Schedule:
- Creating a joint vision for management: not yet implemented
- These issues are included as themes in the training of the management: starting from 2021
- Equality-centred training: starting from 2021
- These themes are integrated into performance reviews: starting from 2021
Monitoring:
- Workplace wellbeing questionnaires: sections ‘management’, ‘working conditions’
- Participant numbers and feedback of related training seminars and workshops
4.2. Goal 2: We have an inclusive language policy on everyday operations
Uniarts Helsinki’s official languages are Finnish and Swedish. The university also has many international students and employees. There must be enough information available in English so that those who do not understand Finnish or Swedish can also study and work at the university. In accordance with the university’s values, we strengthen diversity by increasing and standardising the use of three languages in our central materials and joint events.
Measure 2.1: We make our central material available in three languages
This is made possible with the help of the following measures, for example:
- The central material of the university (e.g. brochures for events, central guidelines) will be available not only in Finnish, but in Swedish and English, too.
Schedule:
- The process of translating the university’s material begins in 2021
Monitoring:
- The percentage of central material that is available as translations
- We monitor the use of translated material
Measure 2.2: We ensure accessibility
In accordance with our new strategy, we establish inclusive ways of doing things and ensure that information flows and that our services are digitally and physically accessible.
This is made possible with the help of the following measures, for example:
- When Uniarts Helsinki produces any kind of material (e.g. event brochures, essential instructions), we take diversity into consideration by using versatile photos, use gender-neutral phrases and assess the norms of the language, colour schemes in the material and the readability of photos and fonts.
- We provide a summary of the university in easy-to-understand language on the website.
- We develop the accessibility of teaching materials. For example, we comply with the accessibility guidelines for online services (WCAG 2.1) and use file formats that can be read with screen readers.
- We compile instructions that promote accessible communications: e.g. how to organise an accessible event.
- In events and performances, we take people who are hearing-impaired into consideration and make sign language interpretation available.
- We carry out a self-assessment of the accessibility criteria as part of the OHO project.
Schedule:
- Developing the university’s material and communications: starting from 2022
- Developing the accessibility of teaching materials: starting from 2022
- Instructions for organising an accessible event: 2022
- Taking people who use sign language into consideration in events/performances: not yet implemented
- Our website has a summary in easy-to-understand language: not yet implemented
- Self-assessment of the accessibility criteria: 2024
Monitoring:
- Amount of material
- Usefulness of the instructions for accessible communications
- Implementation of the accessibility criteria and defining and scheduling the development targets
Measure 2.3: We strengthen the staff’s language skills
In accordance with our new strategy, we introduce a language policy that supports internationalisation. This requires us to strengthen the language skills of the staff. It is also important to give international employees a stronger sense of belonging to the community.
This is made possible with the help of the following measures, for example:
- We organise training in Swedish and English for the staff
- We organise training in Finnish for the international staff
- We provide online material for independent studies
Schedule.
- Starting from 2021
Monitoring:
- The number of participants in training seminars
- Feedback from training seminars
4.3. Goal 3: we increase people’s awareness and understanding of inclusivity as a general principle that steers operations
In accordance with the university’s values, we strengthen our community’s diversity, which requires that all representatives of various groups have equal rights and opportunities to operate in the university community and feel included, respected and appreciated (inclusivity).
Measure 3.1: We increase the community’s understanding of inclusivity
We secure inclusivity and diversity of the university community by taking gender-neutrality and the position of language minorities into consideration. All members of the community are committed to promoting equality.
This is made possible with the help of the following measures, for example:
- We organise various training seminars and workshops on inclusivity to increase people’s understanding within the community.
- Training and communications ensure that everyone knows how to identify and eliminate things that create inequality in conversations.
- These themes are included in employee inductions.
- We determine concrete measures that improve diversity from the perspectives of various minorities:
- Promoting gender-neutral and non-binary facilities (e.g. gender-neutral restrooms, shower and dressing rooms)
- Gender-neutral language in all communications
- When teaching and communicating in English or Swedish, we use the specific gender pronouns preferred by each person (and do not assume anyone’s gender)
Schedule:
- Training/workshops to increase understanding will be available starting from 2021
- These themes are included in induction starting from 2021
- We determine concrete measures that improve diversity from the perspectives of various minorities, starting from 2022
Monitoring:
- The number of participants in training seminars and workshops, feedback
- We collect feedback on how successful our induction process is in terms of equality and diversity
- Feedback from various minority groups concerning improvement measures concerning diversity
Measure 3.2: We support people’s special needs in learning
When we take equality and diversity into consideration in teaching, we can guarantee that everyone has the chance to fully participate in teaching. Accessible studies help us ensure the accessibility of teaching and guidance during the entire academic process, all the way from applicant stage to the graduate stage.
This is made possible with the help of the following measures, for example:
- We make sure that we have clear instructions for applicants who have the need to have individual arrangements in entrance exams so that they know how to apply and ultimately have the courage to apply for our programmes.
- We compile clear instructions for making individual teaching and learning arrangements in studies.
- Induction, training and support for taking special needs into consideration in learning: the target groups include teachers, personnel in the academic affairs teams and support services for artistic work, as well as students
Schedule:
- Ensuring instructions for applicants in admissions processes: 2021
- Compiling instructions for studies: 2021
- Induction, training and support: 2021
Monitoring:
- Number of participants in induction and training seminars
- Student feedback on how well the university has managed to support special needs in learning
Measure 3.3: We develop recruitment processes to better enable the diversity of applicants
The development of recruitment processes helps in making sure that job applicants from various backgrounds become interested in the university’s vacancies and that people from various backgrounds have the courage to apply to the university. This way, both students and staff members end up having a more diverse set of skills.
This is made possible with the help of the following measures, for example:
- We compile a report on the current situation and identify the barriers that prevent diversity and compile an action plan to secure diversity in processes (student admissions, recruitment of staff).
- We make sure that members in various recruitment and admissions related committees have the expertise, understanding and competence to assess different kinds of learners and applicants.
Schedule: Not yet implemented
Monitoring:
- Results of the report and compiling of an action plan
- How well equal treatment is ensured in admissions and recruitment processes
Below is a summary of the themes and measures for each year.
| Themes | Measures | |
| 2021 | We develop a responsible and safe operating culture We support people’s special needs in learning | -We establish the role of the Code of Conduct -We introduce the community to the Treat Me Well guidelines and establish their role -Themes of equality and diversity are included in induction, performance reviews, management training and pedagogical training -We create a joint vision for management -We organise workshops/discussions that increase the understanding of diversity issues -We launch the translation work: the university’s central material and instructions -Training for the staff in Finnish and Swedish -Instructions for applicants concerning special needs in learning -Instructions for admitted students concerning special needs in learning -Introduction, training and support for teachers, staff of the academic affairs and support services in artistic activities and students concerning special needs in learning -A report on the recruitment processes |
| 2022 | We increase the community’s understanding of inclusivity We establish an inclusive language policy We develop teaching contents | -We seek measures that improve diversity from the perspectives of various minorities Workshops/discussions that increase the understanding of diversity issues -Themes of equality and diversity are included in staff training -Themes of equality and diversity are included in teaching contents: preparation work Developing the university’s material and communications -We launch the development work: accessibility of teaching materials -Translation work continues: the university’s central material and instructions -Training for the staff in Finnish and English -We develop recruitment processes based on the report |
| 2023 | We develop accessibility We develop teaching contents and supervision practices | -Themes of equality and diversity are included in teaching contents -We establish practices that secure equality and diversity in supervision -Themes of equality and diversity are included in teaching contents -Workshops/discussions that increase the understanding of diversity issues -We develop the accessibility of teaching materials -Instructions for organising an accessible event -We take people who use sign language into consideration in events/performances Our website has a summary of the university in easy-to-understand language -Training for the staff in Finnish, Swedish and English |
| 2024 | Assessment of the results | -Self-assessment of the accessibility criteria -We continue developing the teaching contents and supervision practices so that they promote equality and diversity -Workshops/discussions that increase the understanding of diversity issues -Training for the staff in Finnish, Swedish and English |
5. Monitoring
Uniarts Helsinki’s Equality and Diversity Plan for 2025–2028 will be compiled in 2024.