At the NLS, social sustainability means looking after the personnel, covering occupational safety and health, competence development and job satisfaction, for example. However, social sustainability also extends outside the NLS organisation. We want to protect and develop equality and non-discrimination in interaction with our stakeholders, sharing information.
The goals defined in the NLS sustainability programme are:
- Together, we take care of each other’s wellbeing, satisfaction and development opportunities.
- We promote diversity, equality and non-discrimination in our operating culture.
In 2022, we will advance the following acts related to the goals:
- We are introducing new virtual tools to develop our digital work environment. We strive to make the change as easy as possible for our staff – for example, 130 volunteers trained as digital friends who support their colleagues.
- We will create a development plan for work community communications to improve communality and interaction.
- We promote a title change. In this context, we are moving away from gendered titles to promote gender equality.
- We sign the FIBS diversity commitment and make a plan to promote diversity and inclusion.
The National Land Survey invests in job satisfaction
The National Land Survey is a modern employer that invests in the wellbeing and satisfaction of its employees.
In 2020, job satisfaction at the National Land Survey was 3.96 on a scale 1–5 in the VMBaro survey. The average within public administration was 3.67.
Employees at the National Land Survey are especially happy with the possibility to combine work and private life (4.52, average within public administration 4.13). The National Land Survey's organisational culture encourages work in multiple locations. Working hours are very flexible.
Other strengths according to the survey were awareness of the goals of the work (4.49, average within public administration 4.27), confidence in the continuation of the employment relationship (4.51, average within public administration 3.97) and equal treatment from both the supervisor (4.33, average within public administration 4.20) and co-workers (4.40, average within public administration 4.25).
Enabling the development of employees
The NLS supports and encourages its personnel in the continuous development of their competence. Among other methods, the NLS provides a mentoring programme, degree programmes, online studies, internal group training, job rotation and individual external training for competence development.
In addition, supervisors regularly review competence goals and development needs with employees. The target is to comprehensively promote the development of a learning-oriented operating environment, and the operational models that support it.
Equality and non-discrimination at the NLS
The starting point of all the activities of the National Land Survey of Finland (NLS) is that different groups of people have equal access to the services provided by the NLS. As an employer, we also strive to ensure the equal treatment of our personnel.
We promote equality and non-discrimination in the following ways:
- We systematically develop equality within our operations.
- We regularly monitor the fulfilment of equality.
- We observe the relevant legislation and other operating principles.
The equality and non-discrimination plan helps the NLS to maintain and develop the equal treatment of its customers and other external stakeholders.
Read more in the sustainability report
In the National Land Survey’s sustainability report for 2020 (pdf), you can read more about how the National Land Survey invests in the wellbeing of its employees.