- 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
The minimum numbers in government bodies of various sizes according to the quota regulation
The table below shows the minimum numbers of women and men in government bodies of various sizes according to the quota regulation.
| Members | Women/men, min. |
| 2 | 1 |
| 3 | 1 |
| 4 | 2 |
| 5 | 2 |
| 6 | 3 |
| 7 | 3 |
| 8 | 4 |
| 9 | 4 |
| 10 | 4 |
| 11 | 5 |
| 12 | 5 |
| 13 | 6 |
| 14 | 6 |
| 15 | 6 |
| 16 | 7 |
| 17 | 7 |
| 18 | 8 |
| 19 | 8 |
| 20 | 8 |