From Policy to Practice: A Review of Equality and Diversity Development Opportunities
Vučajnk, Žiga (2024)
2024
All rights reserved. This publication is copyrighted. You may download, display and print it for Your own personal use. Commercial use is prohibited.
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024060219854
https://urn.fi/URN:NBN:fi:amk-2024060219854
Tiivistelmä
This thesis examines the implementation of equality and diversity management within a medium-sized tourism company in Rovaniemi, Finland. The primary objectives were to assess the current state of workplace equality and propose strategies to enhance employee satisfaction through improved diversity management.
The research was guided by the Finnish Equality Act (FEA) and incorporated theoretical frameworks on equity, inclusion, and representation in the workplace. Addressing equality and diversity is crucial in today's globalized world, as it fosters a positive organizational environment and provides a competitive edge by attracting and retaining a diverse talent pool.
Data collection involved a survey distributed to employees, focusing on perceptions of gender and ethnic equality. The research revealed that while gender equality was generally perceived positively, there were significant concerns regarding ethnic diversity and inclusion. The analysis highlighted the need for better representation of minority groups, more inclusive communication practices, and stronger leadership commitment to diversity goals.
The thesis concludes that implementing structured equality plans, informed by the FEA and supported by continuous valuation and monitoring, can significantly enhance workplace inclusivity. Key suggestions for the case company include developing targeted training programs on diversity, establishing clear channels for reporting discrimination, and actively involving employees in diversity initiatives. The findings are applicable to other organizations aiming to improve their diversity management practices.
The research was guided by the Finnish Equality Act (FEA) and incorporated theoretical frameworks on equity, inclusion, and representation in the workplace. Addressing equality and diversity is crucial in today's globalized world, as it fosters a positive organizational environment and provides a competitive edge by attracting and retaining a diverse talent pool.
Data collection involved a survey distributed to employees, focusing on perceptions of gender and ethnic equality. The research revealed that while gender equality was generally perceived positively, there were significant concerns regarding ethnic diversity and inclusion. The analysis highlighted the need for better representation of minority groups, more inclusive communication practices, and stronger leadership commitment to diversity goals.
The thesis concludes that implementing structured equality plans, informed by the FEA and supported by continuous valuation and monitoring, can significantly enhance workplace inclusivity. Key suggestions for the case company include developing targeted training programs on diversity, establishing clear channels for reporting discrimination, and actively involving employees in diversity initiatives. The findings are applicable to other organizations aiming to improve their diversity management practices.