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Ombudsman for Equality
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    • Frequently Asked Questions
    • Contacting the Ombudsman for Equality
  • Promoting gender equality
    • Promoting equality in the workplace
    • Equality planning at workplaces
    • Quotas and the equality rule
    • Promoting equality in schools and educational institutions
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  • Promoting gender equality

Promoting gender equality

Regulations promoting equality apply to government authorities, education providers and other communities providing education or teaching, and employers.

Government authorities need to assess all their activities from different genders' point of view and create new practices for promoting equality.

Equality is also promoted through the use of quotas.

At educational institutions and in working life equality is promoted via equality plans, among other things.

Equality planning at workplaces
Promoting gender equality in the workplace
Quotas and the equality rule
Promoting equality in schools and educational institutions
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Address:
Ombudsman for Equality
PO Box 22
FI-00023 Government

Visiting address: Ratapihantie 9, Helsinki, Finland

Switchboard:  +358 295 666 830

e-mail: [email protected]

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Other authorities

Non-Discrimination Ombudsman

National Non-Discrimination and Equality Tribunal

Occupational Safety and Health Authorities

Parliamentary Ombudsman

Chancellor of Justice

Equality Unit, Ministry of Social Affairs and Health

Council for Gender Equality

Centre for Gender Equality Information

Consumer Ombudsman

Ombudsman for Children

  • Our work
    • Duties of the Ombudsman
    • Monitoring the Equality Act
    • Legislation
      • The Equality Act in a nutshell
      • Prohibition of discrimination in other legislation
      • EU legislation
      • International agreements
    • Statistics
    • International activity
    • Publications
    • Contact information
  • Do you suspect discrimination?
    • What is considered as discrimination?
      • Forms of discrimination prohibited by the Equality Act
      • Countermeasures
      • Other legal relationships which are equivalent to employment relationships
      • General prohibition of discrimination
      • Discrimination not based on gender
    • Legal protection instruments
      • Providing an account to a person suspecting discrimination
      • Compensation and how to demand it
      • The National Non-Discrimination and Equality Tribunal
      • Individual complaints under UN convention
    • Pregnancy and family leaves
      • Typical situations of discrimination
      • Employee's rights
      • The employer's obligations
    • Pay discrimination
      • Carrying out pay comparisons
      • Acceptable reasons for pay differencies
      • Pregnancy, parental leave and pay
    • Recruitment and selection of employees
      • Burden of proof and presumption of discrimination
      • Comparison of merits
      • What does suitability and aptitude mean?
      • Appeal against the decision regarding the appointment of an official
      • Discriminatory job advertisements
    • Sexual harassment and gender-based harassment
      • Harassment in the workplace
      • Sexual harassment and gender-based harassment at educational institutions
      • Harassment in other settings
    • Supervisory powers and work conditions
    • Dismissals and lay-offs
    • Discrimination in schools and educational institutions
      • Student selections
      • Pregnancy and retaining the right to study
      • Discriminatory advertisements for places of study
      • Written account
    • Gender identity and gender expression
      • The Equality Act and gender diversity
      • Gender minorities in the work of the Ombudsman for Equality
      • New work and study certificates
      • Preventing discrimination based on gender identity and gender expression
    • Pricing and the availability of services
      • Standard rulings by the Ombudsman for Equality
    • Discrimination in sports
    • Discrimination and military service
    • Frequently Asked Questions
    • Contacting the Ombudsman for Equality
  • Promoting gender equality
    • Promoting equality in the workplace
    • Equality planning at workplaces
      • Drafting an equality plan
      • Assessment of the gender equality situation in the workplace
      • Pay surveys
        • The pay survey covers all employees
        • Analysing pay and remuneration systems
        • Pay comparisons and the classifications/groupings used
        • Small groups of employees and groups consisting only of women or of men
        • Assessing the reasons for differences in pay and deciding on measures
        • Created in cooperation – the employer is responsible
      • Measures and review of the implementation
      • Information about the equality plan
      • Consequences for neglecting equality planning
    • Quotas and the equality rule
      • Applying the quota principle
      • Applying the equality rule
      • For the authority preparing the composition of a government body
      • The minimum numbers in government bodies of various sizes
    • Promoting equality in schools and educational institutions
      • The educational institution's equality plan
        • The aims of equality planning
        • Cooperation with the staff and the students
        • Questions that require special attention
        • Sexual harassment and gender-based harassment at educational institutions
        • Assessing the equality conditions in the educational institution
        • Agreeing on clear measures
        • Drafting an equality plan
        • Information and commitment to the equality work
        • Assessment and follow-up
        • Consequences for neglecting equality planning
  • Current issues
    • News
    • Statements