A brave employer thrives among transformation – The most important lessons of the Auroras Seminar

This year’s seminar was arranged in collaboration with the City of Vantaa, and its theme was Diversity – a strength of the work community. Vantaa, the most multicultural city in Finland, wants to be at the forefront of embracing diversity. 

During the evening, we challenged persistent stereotypes regarding “immigrant women”, reflected on how to build trust among working life transformation and explored good practices of businesses. Below, experts shed light on their most significant insights. 

Breaking myths through interaction

Shadia Rask, demographer and Professor of Practice at Hanken, held the seminar’s opening speech on unacknowledged assumptions and stereotypes. Rask stated that the Finnish discourse often portrays immigrant women as either victims or heroines. “News headlines reveal societal prejudices. We have to remember that the reality is much more manifold than a simplistic division into victims and heroines.”

Research contradicts this perception, as women who have immigrated to Finland are the most educated of all population groups.

The worst-case scenario is that simplified narratives limit employment opportunities in Finland and prohibit getting a position that matches education. Only 50% of immigrant women are employed, while the figure typically has been close to 80% for native Finnish women. Rask discusses a persistent myth, according to which immigrant women are less educated. “Research contradicts this perception, as women who have immigrated to Finland are the most educated of all population groups, and have completed STEM studies more often than native Finnish women.”

However, attitudes can be challenged through interaction. “Workplaces with employees that speak a multitude of different languages showcase a much more benign attitude.”

Courageous organizations thrive in transformative times

Nina Patanen, Taitotalo’s product manager, shared insights on how an increasingly lower birth rate combined with an increased retirement rate transforms the Finnish working life. “Never before has Finland experienced something like this.” If employers want to succeed and thrive during these transformative times, they should focus on leading change and transformation, and they need to make conscious choices. 

On a weekly basis, Patanen encounters employers who have realized the benefits of diversity and take actions towards it. Yet few organizations have set up a strategic diversity plan. Patanen refers to a survey in which 1011 corporations took part. “68% replied that they don’t have a strategy concerning multiculturalism.” 

68% replied that they don’t have a strategy concerning multiculturalism.

According to Patanen, a well formulated strategy on multiculturalism isn’t just a piece of paper, but a true trump card for Finnish companies when competing for skilled labor. It aids in identifying the potential of international professionals, has a positive impact on employer image and increases productivity. A good strategy takes HR processes, recruitment practices and recruitment channels, as well as the skill set that the company needs, into account. It is also vital to offer managers tools for promoting inclusion and managing multicultural teams.

Multilingualism as a work community asset

Catharina Van Den houwe, the Equality, Diversity & Inclusion Leader at IKEA Finland, presented IKEA’s diversity strategy and language policy. IKEA’s aim is that the personnel of each store reflect the local diversity. In Vantaa, the aim has already become reality: 25% of the employees represent a nationality other than Finnish. 

Diversity alone is not enough, however. IKEA monitors closely in which positions its employees with diverse backgrounds work. Multinationalism is evident especially in the warehouse and the restaurant, but not as evident in customer service, at managerial level or in specialist positions. “This is not in accordance with equality principles, and we want to change it.” As a solution, IKEA has started a program offering employees with diverse backgrounds the opportunity to try new work roles through job rotation. In addition, the internal Co-worker Resource Group serves as a platform for sharing experiences and promoting equality.

70% of Finns speak English, so it’s not necessary for every employee of ours to speak Finnish.

To ensure that every employee has equal opportunities to advance in their career, the organization’s working languages are Finnish and English. Van Den houwe highlights that flexibility is central. “70% of Finns speak English, so it’s not necessary for every employee of ours to speak Finnish. As all Finns don’t speak English, we don’t require that all our employees speak English either.” Other language skills are seen as assets, as they have positive impacts on customer service. 

“25% of Vantaa’s citizens, and our customers, don’t speak Finnish, and it’s a great advantage if we are able to serve them in their native language.”

Our common mission – building a diverse and inclusive working life

Corporations cannot address a lack of skilled workforce on their own. According to Jenni Labarthen, Auroras Network’s coordinator, a collaboration with cities and the third sector is a vital part of the equation. “International talents often relocate with their partner or family. It is a known fact that how well the whole family feels at home in their new municipality affects how well companies are able to keep employees in their service. Together we can provide services that comprehensively cater to the needs of international professionals.
 

Would you like to enhance your leadership skills when it comes to diversity management, or strengthen the interaction of a multilingual work community? Get to know services that are free of charge or contact us for more information. The City of Vantaa offers customized support and guidance for employers.