Diversity in working life is a competitive advantage for companies

This year, the Mehiläinen Working Life Services Pääasia 2024 event was organised nationwide and was larger than ever, in a total of 12 different locations. In addition to Helsinki, the event locations were Hämeenlinna, Joensuu, Jyväskylä, Kuopio, Lahti, Oulu, Pori, Porvoo, Tampere, Turku and Vaasa. The event was organised for the third time.

The purpose of the event was to provide management, key persons and supervisor with a conversational, confidential and energising atmosphere in which even difficult issues in working life could be talked about. This year’s theme was diversity in working life and how to lead a diverse work community successfully and increase occupational well-being. The message of the event was clear: diversity in working life is an opportunity and a competitive advantage for companies and it has a positive impact on the company’s result.

Diversity of a company is vital

According to Perttu Pölönen, a futurist and non-fiction author, diversity is a vital condition for coping with the challenges of the future. Pölönen summarised that diversity increases innovation. Pölönen talked about a time when, while working in Silicon Valley, he had discussions with people from very different backgrounds and discussions and ideas flowed well because of diversity.

Equality is enshrined in law

Teemu Kärnä, Lic.Med., Specialist in Psychiatry and Leading Specialist in Equality at Mehiläinen Oy, said that equality and non-discrimination between people are recorded in both the International Declaration of Human Rights and the Finnish Constitution. Finland also has an Equality Act and a Non-Discrimination Act. Therefore, we must promote equality at our workplaces already on the basis of the law. The increasing of equality also has financial benefits through the empowerment of the work community and increased occupational well-being.

Diversity is the wealth of a company's success

Kristiina Helenius, CEO of the International Trade Organisation ISECS, explained how important it is to understand different cultures for the success of a company. Helenius emphasised that all differences, if managed well, are a company’s asset. Age also adds value. Simo Leisti, CEO of Futurice Oy, said that the company has more than 60 nationalities represented and that this has been a clear competitive advantage with transparency. When a company operates internationally, a homogeneous work community cannot offer solutions that are internationally competitive and suitable for different markets.

Do not sweep problems under the carpet

CEO Fadumo Ali Hoiwa Oy said that diversity has made their company flexible in working. Ali said that it is precisely diversity that has made Hoiwa successful. Ali emphasised that it is important to address problems. Concerns should be raised and discussed openly.

Kati Korhonen-Yrjänheikki, Director of Work Ability at Elo Mutual Pension Insurance Company, emphasised the importance of human leadership and the fact that the company’s management must also have the right values and attitude. If someone does not act according to the common rules, an intervention must take place. In the event of discrimination problems, the company should not be left alone. Instead, it is worth contacting occupational health care, for example. It is also important to address any exhaustion caused by the skills gap among employees and supervisors. Accepting partial work ability is also a major step in human working life.

Supervisor support is key in supporting diversity

Nora Hortling, Chairman of the Board of Directors of Olvi plc, stressed that innovation is created by people with different backgrounds and therefore different perspectives. The curiosity of supervisors to ask questions is essential, and their support is important. Encounters increase appreciation in work communities. Simo Leisti also emphasised the importance of supervisor support. It is important to build and create a company culture where people dare to speak up. Jukka Jokiniemi, CEO of Innolux, reminded us that promoting diversity also means persistent work. We should not be discouraged, but rather continue to persevere in order to ultimately achieve this goal.

How to support diversity in the workplace? Tips from guests at the event:

1. Creating transparency in the corporate culture is an asset.
2. You don't have to cope alone. Asking openly goes a long way.
3. Leverage the added value of employees with different backgrounds and a wide age range.
4. Check the company values and attitude. Make sure that employees are aware of them as well.
5. Invest in supervisor support and give supervisors the tools to support their work.
6. Utilise mentoring and peer support.
7. Give time and create a framework for encountering people in the workplace.
8. Invest in psychological safety.
9. Monitor the realisation of equality through employee surveys, for example.
10. Use occupational health care, work counselling and coaching to help with conflicts and challenges.

You can read more tips from our experts in our comprehensive Pääasia guide. Download the PDF guide