Managing Ethnic Diversity in Rural Finnish Manufacturing: Challenges and Opportunities
Ojanperä, Eetu (2025)
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025070223585
https://urn.fi/URN:NBN:fi:amk-2025070223585
Tiivistelmä
Ethnic diversity in the workplace has been increasingly studied in recent years, but its impact in rural manufacturing contexts has remained underexplored. The aim was to examine how ethnic diversity was managed in rural Finnish manufacturing companies and how it affected workplace productivity. The study was conducted using a qualitative method by interviewing managers and employees from small to medium-sized manufacturing companies located in rural Finland. Thematic analysis was ap-plied to explore current practices, experiences, and perceptions related to ethnic diversity in these organizations.
It was found that diversity was primarily managed through informal methods, such as peer-to-peer support and buddy systems, rather than structured policies. While many participants expressed posi-tive attitudes towards diversity and acknowledged benefits such as innovation and additional language skills, challenges were also reported. Particularly challenges were experienced in communication and integration due to language barriers and cultural differences. Efforts to support diverse employees were reactive rather than strategic, although some adaptation had occurred, including the limited use of English and inclusive marketing efforts.
The findings highlighted the need for proactive diversity strategies as the number of foreign workers increases. It was concluded that informal practices may not remain effective in the long term, and that rural companies would benefit from developing structured approaches to diversity management. The results contribute to existing literature by focusing on a rarely studied context and offer practical insights for improving integration and productivity in ethnically diverse rural work environments.
It was found that diversity was primarily managed through informal methods, such as peer-to-peer support and buddy systems, rather than structured policies. While many participants expressed posi-tive attitudes towards diversity and acknowledged benefits such as innovation and additional language skills, challenges were also reported. Particularly challenges were experienced in communication and integration due to language barriers and cultural differences. Efforts to support diverse employees were reactive rather than strategic, although some adaptation had occurred, including the limited use of English and inclusive marketing efforts.
The findings highlighted the need for proactive diversity strategies as the number of foreign workers increases. It was concluded that informal practices may not remain effective in the long term, and that rural companies would benefit from developing structured approaches to diversity management. The results contribute to existing literature by focusing on a rarely studied context and offer practical insights for improving integration and productivity in ethnically diverse rural work environments.