Equality

The Academy of Finland Equality Plan is applied to people working on Academy funding, to Academy research post holders (Academy Professors and Academy Research Fellows) and to the staff at the Academy’s Administration Office. At a meeting on 7 December 2010, the Board of the Academy decided that the period of validity of the Equality Plan 2011-2013 is until 31 December 2013.

When making decisions regarding research posts and research funding, efforts must be taken to establish an open, transparent expert review procedure in which the qualifications of applicants of either sex are evaluated equally and fairly.
 
The Academy’s Equality Plan also takes into consideration other equality issues than gender equality. No person may be discriminated against based on age, ethnic or national origin, nationality, language, religion, belief, opinion, health, disability, sexual orientation or other personal characteristics. Harassment is also considered a form of discrimination.

In accordance with the Equality Plan, Academy-funded researchers have the possibility to report any instance of discrimination and harassment to the Academy’s Equality Working Group. Any suspected discrimination shall be dealt with in accordance with valid Academy guidelines. Anyone violating this prohibition may ultimately be required to pay the party suffering discrimination for any damages caused.

The Academy’s Administration Office shall revise the Academy of Finland recruiting principles and operating approaches from a gender perspective. If the percentage of the underrepresented gender falls below 40 per cent for the position in question of two applicants who are equally qualified or only slightly differ in their level of qualification, the representative of the underrepresented gender shall be selected.

In making research post appointments the Academy observes general appointment principles. It is acceptable to give priority to applicants based on gender in cases where the applicants have been reviewed with scientific criteria under equal circumstances or where the applicants only slightly differ from one another in their qualification assessment and where the procedure is based on the Equality Plan and is compliant with the Equality Act.

Research Councils shall make every effort to consistently increase the number of post appointments for representatives of the underrepresented gender in post categories where the percentage of the minority gender is less than 40 per cent of the post holders. Research Councils shall appoint equal numbers of men and women to serve as experts in evaluations.

The directors in charge of Academy-funded research projects must ensure that gender equality is realised. Academy-funded researchers must be ensured equal payroll policy as well as equal working conditions, (e.g. participation in training and dissertation guidance, travel etc.). Researchers being paid from Academy funding should be hired for the entire funding period, unless special circumstances require otherwise.

The Academy is committed to promoting researcher equality in regard to the availability of maternity, paternity and parental leaves. The principle is that these leaves in no way shorten the length of the researcher's funding period. Additionally, the funding period may be extended with a maximum of one year on grounds of parental leave. The Academy monitors its Equality Plan by using the equality indicators and data received from personnel accounts.

Equality legislation

The general purpose of equality work is to promote equality between people and to prevent all discrimination on grounds of gender, age, ethnic origin, religion, conviction, sexual orientation, disability or other such grounds. All staff members and members of management in particular are responsible for promoting equality in the workplace. Equality considerations should be part of all decision-making and preparation.

The amended Equality Act that came into force on 1 June 2005 specifies the obligations of authorities and employers, for instance.  In addition to the Equality Act and other Finnish legislation, gender equality issues are regulated by EC directives on equality, which are binding on Finland as a member of the EU.

Equality legislation, for instance:

• aims at promoting equality between women and men;
• prevents direct and indirect discrimination based on gender;
• facilitates the reconciliation of working life and family life for women and men;
• prohibits discrimination in advertising jobs and training vacancies;
• gives those discriminated in working life a right to claim compensation, and
• requires that men and women shall be provided equal opportunities for education and occupational advancement.

Monitoring compliance with the Equality Act

Compliance with the Equality Act is monitored by the Ombudsman for Equality and the Equality Board. Notwithstanding any regulations on the secrecy of a matter or a document, the Equality Ombudsman and the Equality Board are entitled to receive from the authorities, free of charge, all information necessary for monitoring compliance with the Act. The Equality Ombudsman has the right to carry out an inspection at a workplace, if there are grounds to believe that the employer has acted contrary to the Equality Act. The Ombudsman is entitled to assistance from other authorities in carrying out an inspection.