Perceptions of DEI initiatives
Karjalainen, Janne Juhani (2025)
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025060621319
https://urn.fi/URN:NBN:fi:amk-2025060621319
Tiivistelmä
The purpose of the study was to support the Diversity, Equity and Inclusion (DEI) initiatives at Laurea University of Applied Sciences. This was done by exploring the awareness and perception of the DEI initiatives, related concepts and issues and by gauging the attitudes towards increased DEI activities. The study focused on staff members' perceptions. The commissioner for the thesis was the InCities project from Laurea.
DEI initiatives are activities that aim to create diverse, equitable and inclusive environments in organizations. Diversity, Equity and Inclusion are a set of interconnected concepts. Diversity management aims to create an inclusive organization culture where members of all social identity groups can be present, have their voices heard and appreciated and can participate in core activities on behalf of the collective. Inclusive organizations need to practice inclusive actions on all levels of the organization.
Data collection was done with interviews with Laurea staff members. Data analysis showed that while Laurea staff is seen as quite a homogenous group, there is a recognition that more diversity is needed. The reasoning was seen in the changing society, where the graduates will need to thrive and in the goals for internationalization in the new strategy. The main obstacles for wider inclusion were seen in the focus on Finnish as the operating language, unclear action plans to realize strategic goals and a lack of shared discussion on the issues.
Organization development and change management approaches were considered as possible ways to support the development of new DEI initiatives. There are strengths that should be leveraged and practical steps to prepare for more inclusion and diversity. Because the organization is fairly homogeneous, it has not had to grapple with issues of inclusion yet.
DEI initiatives are activities that aim to create diverse, equitable and inclusive environments in organizations. Diversity, Equity and Inclusion are a set of interconnected concepts. Diversity management aims to create an inclusive organization culture where members of all social identity groups can be present, have their voices heard and appreciated and can participate in core activities on behalf of the collective. Inclusive organizations need to practice inclusive actions on all levels of the organization.
Data collection was done with interviews with Laurea staff members. Data analysis showed that while Laurea staff is seen as quite a homogenous group, there is a recognition that more diversity is needed. The reasoning was seen in the changing society, where the graduates will need to thrive and in the goals for internationalization in the new strategy. The main obstacles for wider inclusion were seen in the focus on Finnish as the operating language, unclear action plans to realize strategic goals and a lack of shared discussion on the issues.
Organization development and change management approaches were considered as possible ways to support the development of new DEI initiatives. There are strengths that should be leveraged and practical steps to prepare for more inclusion and diversity. Because the organization is fairly homogeneous, it has not had to grapple with issues of inclusion yet.