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In the best workplaces, everyone is allowed to be themselves, regardless of their age or factors such as autism. Diversity benefits everyone, not just those who belong to a minority, emphasises Visa Myllyntaus, who specialises in diversity.
“People are different in countless ways. Diversity is a broader concept than many people think. Gender, ethnicity and age are at least partly visible to the outside world, but not all parts of a person’s identity are visible.
There are a number of diversity perspectives that an organisation can embrace if it wishes. One less common issue is neurodiversity, which includes the spectrum of autism and ADHC – a company can choose to hire more people with special brains.
Allowing everyone to be their own true self in the workplace also benefits the work community in many ways and helps employees understand different customers and their needs. Furthermore, the diversity of the workplace is perceived as a pull factor by young jobseekers in particular.
When managed correctly, diversity can also increase efficiency and creativity. However, it seems that certain things need to happen in a company before diversity can become an advantage rather than a disadvantage.
If the community has not traditionally been diverse, but recently the organisation has started to hire people with different mindsets and backgrounds due to anonymous recruitment, this can lead to conflicts if the change is not managed correctly.
The organisation needs to discuss diversity and set its priorities – whether to promote gender equality or, for example, neurodiversity. It is also advisable to measure the impacts.
For some organisations, diversity may be required by law, and also stakeholders and customers may require it. If a company does not systematically promote equality, it may no longer win tenders.”
Schools are shared workplaces with employees from several employers. People at Havukoski School are constantly thinking about how to develop safety and ensure that messages are transferred effectively even in dangerous situations.
Improving occupational safety at a shared workplace requires cooperation, clear operating models and continuous monitoring.
Improving safety requires continuous risk assessment and effective communication. Monitoring by occupational safety and health authorities has revealed significant shortcomings in occupational safety and health at shared workplaces.
At the Meyer Turku shipyard, approximately 80 per cent of the production of cruise ships is subcontracted. Matti Tuimala, Safety Manager at the shipyard, explains how safety is ensured at the huge shared workplace.
