Equality and non-discrimination have always been a central part of the responsibilities and values of the NLS. The operational plan on equality and non-discrimination for 2021–2025 addresses the operations of the NLS particularly from the perspective of equality and non-discrimination between external stakeholders, such as customers. The NLS personnel plan focuses more on equality and non-discrimination between employees.
“Above all else, the equality and non-discrimination plan is a tool, with which we can regularly monitor and develop equality and non-discrimination between external stakeholders and services. The plan will be updated as needs change”, says Johanna Snellman, director of human resources at the NLS.
Investments in communication and accessibility
The assessment of the current state in the equality and non-discrimination plan shows that equality and non-discrimination are currently realised fairly well. To raise the bar even higher, the plan defines concrete actions for the next few years.
“The development areas we have defined are particularly related to the promotion of linguistic equality and non-discrimination, clear and customer-driven communication activities, and accessibility”, Snellman says.
Linguistic equality and non-discrimination will be developed by improving the coverage of Swedish and English services and instructions, among others.
The impact of communication will also be assessed from the perspective of equality and non-discrimination. The NLS will invest in communication by updating its website to serve its customers better and more equally. Content will also be published in social media in more languages.
Accessibility and plain-text content will be promoted by developing employees’ skills and by identifying the need for plain-text content on the NLS website.
Equality and non-discrimination addressed thoroughly in 2020
Because the aim was to include the customer perspective in the equality and non-discrimination plan, an extensive self-assessment was conducted at the NLS in 2020. The purpose of the self-assessment was to specify the organisation’s views of how equality and non-discrimination are realised in services the NLS provides for its external customers.
Following the self-assessment, a working group was established to process the equality and non-discrimination plan and its goals. The working group included a wide variety of people from different operating units and areas of expertise from around Finland.
Johanna Snellman, director of human resources, +358 40 561 4956
Maija-Liisa Niskala, responsibility area director, legal services, +358 40 801 1226