Equality work City of Turku, Sinikka Valtonen Director, Human Resources/ City of Turku

Transcription

1 Equality work City of Turku, Sinikka Valtonen Director, Human Resources/ City of Turku

2 People of Turku The Turku region is the third largest urban region in Finland with 317,000 inhabitants. The official population of the City of Turku is around 190,000. Turku is a bilingual city. 5.4 % of the citizens speak Swedish as their mother tongue.

3 Turku area is characterised by its international dimension and students There are more than 100 nationalities resident in the area. 9,4 % speak languages other than Finnish or Swedish. Turku has six higher education institutions with 40,000 students. One in four Turku residents is a student or a specialist in higher education.

4 Thoughts about equality and diversity in general I believe in positive approach instead of rules or forbidding I d like to open eyes for the benefits of treating everyone equal. If the ignorance is overwhelming may quota-policy open the view in the beginning Equality does not mean that you re allowed to do anything you want and demand individual right where it is not fair to others. This kind of attitude hits back! Sensitivity is required: giving special treatment to one may lead to negative result for somebody else. Open decision making helps to avoid misunderstanding It is good, that the discussion has widened form equality between men and women to general diversity The problem in Finland is, that equality is taken for granted usually somebody else is responsible for the actions though attitude is usually positive Dont forget, that it is no only HR question

5 Equality does not mean automatically same for everyone :

6 How to promote equality among the personnel

7 Salary and benefits The salary is same regardless of gender in the same job. The salary is based on how demanding the tasks are in your job description. The minimum salary level is defined in the collective labour agreement for the public sector Salaries are public and open statistics is made regulary

8 Enhancing of equality mind set Positive recommendations on placing different genders in typically gender specific tasks, i.e. women as firemen, men as childcare workers. Assessment of attitudes and structures to promote equality: - Anonymus recruiting process in first stage - Workload - Education - Promotion policy - Combination of family- and work-life

9 Increasing equality among the personnel 1. Identification of discrimination 2. Intervention when detection of discrimination 3. Assessment of impact of equality measures 4. Increase of involvement in promoting diversity/equality 5. Positive attitude this is good gor everyone, not something less for some

10 Statistics from personnel survey Feeling of beeing discriminated Women Men

11 The change starts from the top

12 Management and leadership 1. Promote all actions that increase equality and diversity 2. Provide resources for the equality work 3. Contribute to the equality work by own exemplary leadership behaviour 4. Define and monitor indicators for equality work (salary comparisons, personnel lists, employee polls) 5. Check diversity work at all levels: individual, organisational, society Turku has accepted a national Work don t discriminate challenge campaign 6. See the benefits: it is in employer s interests to get best knowledge in use we can t waste anybody s potential!

13 Well being and development of work conditions Working hours Management and leadership Rules and agreements Flexibility Restroom policies Instructions how to deal with problems

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15 The Gender Equality and Non- Discrimination Plan of the City of Turku for a human resources plan and operational gender equality and non-discrimination

16 Contents 1(3) 2. HUMAN RESOURCES PLAN 2.1 ADVANCEMENT OF GENDER EQUALITY AT WORK 2.2. ADVANCEMENT OF NON-DISCRIMINATION AT WORK 2.3 THE CURRENT STATE OF GENDER EQUALITY AT THE CITY OF TURKU Gender pay gaps by collective agreement sector Gender pay gaps by professional title Gender-biased salaries by service relationship Usage of incentive pay components by gender Divergence of job assignments Gendered results of the Kunta10 survey about well-being at work

17 Contents 2(3) 2.4 ADVANCEMENT OF GENDER EQUALITY AMONG THE CITY OF TURKU STAFF Advancement of equal pay Increasing of gender equality thinking 2.5 INCREASE OF NON-DISCRIMINATION AMONG THE CITY OF TURKU STAFF Management Pay, career progress, and task arrangements Recruitment Orientation Staff training Increasing of inclusivity of the staff Communications Well-being at work and development of working condtions Occupational safety and health

18 Contents 3(3) 3. OPERATIONAL GENDER EQUALITY AND NON-DISCRIMINATION 3.1 CURRENT STATE OF GENDER EQUALITY AND NON-DISCRIMINATION WORK 3.2 GOOD PRACTICES OF GENDER EQUALITY AND NON-DISCRIMINATION 4. FOCAL POINTS OF THE PLAN PERIOD 4.1 FOCAL POINTS OF THE STAFF 4.2 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION 4.3. HEARING OF THE INFLUENCE GROUPS 5. COMMUNICATIONS AND SURVEILLANCE OF THE IMPLEMENTATION

19 FOCAL POINTS OF THE STAFF City-level objectives- 11 Role of the employer Objective Development measures Responsible party Gender equality thinking will be expanded from the advancement of women s equality to the advancement of equality regardless of gender Pay gaps will be researched and any flaws will be corrected The development of the gender equality and non-discrimination culture will be regarded in training, communications, and strategy work The divisions will be assigned accountable for researching the pay gaps featured on the gender equality report and for correcting any flaws Strategic HR Strategic HR and Divisions Diminishing of discrimination A more precise report will be made on the discrimination found in the year 2014 s Kunta10 research. Based on the report, an operational plan will be created for diminishing discrimination Strategic HR Development of recruitment into nondiscriminating recruitment Job advertisements will be developed into non-discriminating ones, and an anonymous comparison of pay will be used as a prioritised option in recruitments Strategic HR and the Human Resources Service Centre

20 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION City-level objectives 1(2) Objective Development measures Responsible party The information describing the realisation of non-discrimination and gender equality will be available for planning and decisionmaking The current statistics and research information will be completed and analysed with information describing gender equality and non-discrimination in service production and other operations Central Administration s Strategy and Development Unit Acknowledging accessibility in planning and instruction Increasing inclusivity Information production Other channels in addition to digital services Accessibility evaluations/ current state and monitoring (indicators) Education and communications The influence groups will be utilised more actively The citizens and service users will be included by e.g. customer panels (training for the staff and utilisation) Divisions Partners (service producers) Central Administration and the Divisions (service areas and subdivisions)

21 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION City-level objectives 2(2) Objective Development measures Responsible party Hearing and listening to the citizens Evaluation of the civil impact before significant decisions The feedback system will be utilised (Feedback Service) Customer feedback will be systematically utilised. The registration of the experiences on Service design by Recreation Division and Turvakanava by Emergency Services will be used as tools. A systematic method will be developed and tools implemented Central Administration and the Divisions Central Administration and the Divisions

22 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION Actor-level objectives 1(7) Objective Development measures Responsible party 13 Education and lifelong learning Gender-based diverging of fields of study and occupational groups will be mitigated, and gender equality awareness will be raised in educational institutes. Production of gendered data Analysing the statistics and choosing 1 2 measures for operative agreements Directors of the service areas

23 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION Actor-level objectives 2(7) Objective Development measures Responsible party 14 Health and 15 Social welfare and services Accessibility will be taken into account in the planning and supervision of service production Facilities strategy, facilities planning Digital value services (digital services that support selfcare) Strategic management of facilities Public Utility Property Management Divisions, IT General data production regarding the realisation of non-discrimination and gender equality in service production and decisionmaking The correct timing of the data used for care-related decision-making, the proper functioning of the data systems, and the completeness and accessibility of the data will be ensured (general data production) Welfare Division is responsible for the operations, IT for the system

24 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION Actor-level objectives 3(7) Objective Development measures Responsible party 19 Housing Offering apartments that are large and high-quality enough and a suitable living environment, and promoting access to them for everyone and offering the necessary services A large enough amount of social housebuilding High-quality and diverse housing development High-quality construction of living environments Accessible services nearby the apartments Central Administration, Environmental Division, and Property Management Division

25 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION Actor-level objectives 4(7) Objective Development measures Responsible party Article 20 Culture, sports, and recreation Diverse and accessible cultural, sports and youth services The selection of and access to recreation services will be, as equally as possible, available to people of different genders, ages, socio-economic positions and of those who belong to minorities, and they will be equally encouraged to participate. Services of the Recreation Division (library, museum, orchestra, sports, youth) Effective cooperation with organisations (incl. special groups) and operational groups Within each service, and in cooperation with companies and other partners, activities that break stereotypical ideas will be produced Regular contact and communications Service areas of the Recreation Vision, and Communications and Marketing

26 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION Actor-level objectives 5(7) Objective Development measures Responsible party 21 Safety Accessibility will be tak-en into account in the planning and supervi-sion of service produc-tion Accessibility requirements will be taken into account and met in the redevelopment and renovation of fire stations, incl. fire brigades Accessibility requirements will be taken into account in the redevelopment and renovation of the city s properties and in public areas Digital systems will be developed, and easy-to-read language will be taken into account in addition to Swedish Technical service unit of the Southwest Finland Emergency Services Specialists of the Southwest Finland Emergency Services Environmental Division and Property Management Division

27 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION Actor-level objectives 6(7) Objective Development measures Responsible party 25 Urban and environmental planning In the operational policies and plans concerning regional development, transport and land-use, nondiscrimination will be advanced in all areas (jobs, services, reachability of recreational services, education, and family life taken into account) Planning results will equally take into account different peoples needs Central Administration Environmental Division

28 FOCAL POINTS OF OPERATIONAL GENDER EQUALITY AND NON- DISCRIMINATION Actor-level objectives 7(7) Objective Development measures Responsible party 27 Economic development An easily accessible cluster of business and innovation services will be created to serve the whole Turku region Cooperation between business service producers will be enhanced through agreement measures, and one operational entity will be formed in the Science Park area. Turku Region Development Centre Turku Region Development Centre is a target for a design project by Turku University of Applied Sciences. The accessibility to facilities, customer processes, facilities etc. will be examined

29 Don t be afraid of challenges

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