- Our work
- Do you suspect discrimination?
- What is considered as discrimination?
- Legal protection instruments
- Pregnancy and family leaves
- Pay discrimination
- Recruitment and selection of employees
- Sexual harassment and gender-based harassment
- Supervisory powers and work conditions
- Dismissals and lay-offs
- Discrimination in schools and educational institutions
- Gender identity and gender expression
- Pricing and the availability of services
- 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
- 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
- The educational institution's equality plan
- Current issues