Inklusiiv

Just as there are benefits to diverse and inclusive workplaces, research shows that diverse and inclusive classrooms enhance student engagement, motivation, critical thinking, problem-solving, and writing skills. To see these benefits in action, the university staff and educators must be equipped with the knowledge and tools to create a supportive experience for their students. That’s why we’re excited to join forces with Oulu University of Applied Sciences. Last week, our collaboration kicked off with a keynote delivered by our Consultant Aparna Shakkarwar (she/her) on the basics of diversity, equity, and inclusion at their campus.

Let’s do the math. In a 2016 study by Harvard Business Review, only 35% of employees surveyed felt consistently comfortable contributing in meetings. In a room of 10 people, that’s only 3 who feel empowered to speak up. This is where the distinction between diversity and inclusion lies. Hosting inclusive meetings is not just about welcoming everyone to the table. It’s: • Respecting different ways of contributing. • Creating a safe space where everyone can speak up. • Accommodating those differences so everyone can participate meaningfully. It can be overwhelming to decide where to start, and we acknowledge that these steps alone won't fix systemic problems. The good news is that making meetings more inclusive is something you can do now. These small but impactful actions bring you closer to psychological safety and open the door to feedback. After all, meetings are micro-representation of the company. So let’s start making and inclusive culture happen—one meeting at a time. What are your ground rules for inclusive meetings? Share them in the comments 👇 #inclusion #psychologicalsafety

When appointing someone exclusively dedicated to advancing Diversity, Equity and Inclusion (DEI) at work, there's often a hope that bringing in the right person will magically transform the workplace culture and solve all underlying problems. There's also a common assumption that if the appointed person comes from an underrepresented group, they will naturally understand and advocate for all marginalized communities within the organization (Russen & Dawson, 2023). However, no one person can grasp everyone's unique struggles. Expecting them to do so places an immense burden on their shoulders. Understanding the issues isn't enough to fix the system—systemic changes need to be put in place. If you've decided to appoint someone to lead your organization's DEI work, here are a few tips to help them thrive: 1. Provide the appropriate resources. Achieving a diverse workforce and a safe and inclusive work culture where everyone thrives isn't a project but ongoing work requiring financial, human, and time resources. Ensure these are budgeted and allocated. 2. Ensure their authority matches their responsibility. A role with high level of responsibility and accountability needs decision-making power and participation in strategic decision-making. 3. Engage senior leaders in communicating the importance of the work. Organizational culture isn't a job that can be delegated. Leaders at all levels should reinforce the message and efforts to achieve DEI goals. Bonus tip: Let them know they are not alone. Allow room for external support for things beyond their scopes. Have you encountered similar myths in your organization? Share your experiences with us in the comments. #DEI #InclusiveWorkplace #OrganizationalCulture #Leadership

We congratulate Kustannusosakeyhtiö Otava on their progresses towards a more inclusive workplace. 👏 Otava turned their employees' enthusiasm for diversity, equity, and inclusion (DEI) into practical actions by co-designing an employee-wide survey that measured experiences, sparked important conversations, and highlighted opportunities for growth. Building on these insights, Otava formed a DEI working group open to all employees. The group has set goals, identified priorities, and mapped out timelines that align with available resources. "Working with Inklusiiv has provided us with the structure and guidance we needed to channel our employee's enthusiasm for creating inclusive workplaces into practical actions,” says Minna Karlsson (she/her), Sustainability Manager, Otava Group. We are proud to have been part of this journey. Thank you to the entire Otava team for the great collaboration! Read more about our work together at the link in comment. #DEI #Inclusion #WorkplaceCulture

Last week, Yesmith Sánchez (she/her), our Head of Consulting and Senior Consultant, was invited to share Inklusiiv’s approach to diversity, equity, and inclusion (DEI) work with a Japanese delegation from The Japan Health Enterprise Foundation at a Helsinki Partners event. We are proud to collaborate with organizations looking to elevate their inclusion efforts as a way to improve workplace culture and at the same time benefit from what diversity, equity and inclusion brings to every industry. Thank you, Helsinki Partners, for the opportunity to connect and share our expertise with an international audience!

We celebrate SSAB’s Finland-based Inclusion & Diversity (I&D) Working Group for their commitment and hard work. We collaborated with them during their internal planning day to find practical ways to advance inclusion and diversity. By the end of our three-hour workshop, the team was able to: • Have a clearer understanding of their starting point • Identify priorities to advance their work • Establish a chronological order for the planned actions Veera Ilkko, HR Business Partner, Human Resources Finland at SSAB, shared her thoughts on our collaboration: "Inklusiiv delivered a well-structured and engaging workshop that helped our working group identify concrete actions to advance inclusion and diversity at SSAB. The session balanced interactivity with valuable information, enabling us to come to a shared understanding of the topic and our needs, and align on key objectives. The workshop was a valuable addition to our planning day and significantly moved us forward."

No one wants to see their best people walking out the door. If you found yourself in this situation, what would you do? There are ways to prevent this throughout the employee experience. Across industries, employees are clear about why they leave—and more importantly, what makes them stay. They value: - Fair pay that reflects their contributions. - Opportunities for growth and development. - Recognition and appreciation from managers. - Well-being support for mental and physical health. - Flexible work arrangements that respect work-life balance. This is what diversity, equity, and inclusion (DEI) are essentially about—building a culture where growth, respect, and support are at the core. You've invested significant resources in attracting talent—now let's create a workplace where they want to stay. [Sources are listed in the comments] #retention #hr #employee #inclusion

Inclusion starts long before an employee even enters your company. How you write your job ad shapes who feels welcome to join your team. Today, we’re sharing a few easy fixes to make your job ad more accessible: • Use gender-neutral language • Avoid jargon and vague terms • Add alt text and descriptive links • Include salary range and benefits • Clearly state language proficiency • Ensure readability with simple fonts and sizes Let’s get it right from the start. #accessibility #recruitment

In spring 2024, we launched Alma-wide basic course on equality themes in cooperation with Inklusiiv oy. Our goal is to increase mutual understanding of the topic and increase the sense of belonging. Of course, one course won't solve everything, but we have embarked on a journey that aims for every Alma employee to be themselves and feel like they belong. We believe in cooperation, after all, team play is one of our values. Only together we can grow! 🏆 We’ve set an ambitious goal for the course: 50%, approximately 850 Alma employees, to complete the course by the end of 2024. What do you think, will we succeed? #almaspirit

Miten voimme huolehtia monimuotoisuuden, osallisuuden ja yhteenkuuluvuuden edistämisestä ja kehittämisestä työyhteisössä - tähän ja moneen muuhun teemaan liittyviin kysymyksiin ja toimenpiteisiin haettiin vastauksia ja ideoita tällä viikolla, kun Fintrafficin raideliikenteenohjauksen jory osallistui Katja Toropainen (she/her) hyvään perehdytykseen aiheesta. #osallisuus #monimutoisuus #yhteenkuuluvuus #dei #yhdenmukaisuus