This is how we build equality in our work community

The campaign encourages various actors across the country to take concrete actions to dismantle racism in our society. Equality and non-discrimination don’t happen by themselves. They are built through every action, decision, and interaction. Each of us can make a difference in our work, our teams, and our community.

At LAB and LUT equality and non-discrimination among staff are built through both major initiatives and small everyday actions. These efforts may not always be visible, but they help create a workplace where everyone can be themselves and be treated with respect. Below are concrete actions that promote equity, as outlined in the Equality and Non-Discrimination Plan of LAB and LUT.

Working conditions

• Flexible working hours, blended work, and time-off balances support family life.
• International employees are supported in settling in, including help with finding daycare and school placements for children.
• Employees returning from long absences are offered orientation.
• Campus restaurants accommodate special diets related to personal beliefs.
• Quiet rooms are available on both campuses.

Prevention of harassment and discrimination

• LUT Universities has zero-tolerance for all forms of harassment. There are guidelines for addressing harassment situations.
• Accessibility and inclusion regardless of personal characteristics such as language, origin, gender or disability are considered on the campus and in teaching and work materials. 

Training and awareness

• Equality and non-discrimination training is part of the onboarding process for new employees. The training is also open to long-term staff, and we encourage everyone to participate.
• Leadership training includes managing diverse teams.
• We regularly offer staff training on various themes related to promoting equality and non-discrimination.

Pay and employment terms

• LUT & LAB promote equal pay: work of equal value is compensated equally, regardless of gender.
• Pay systems are developed to support equity—salary is based on job demands, skills, and performance.
• Salaries are monitored annually by gender, and any discrepancies are investigated and corrected if necessary.

Considering equality in decision-making

• Working groups and decision-making bodies aim for broad representation across genders and staff groups.
• Before organizational changes or decisions on employee benefits, impacts on different employee groups are assessed.

Equity across staff groups

• LUT and LAB have various staff groups and collective agreements, but everyone’s contribution is equally valued.
• Hierarchies and differences in job roles can affect organizational experience – therefore, equity is also promoted between staff groups.