Equality and Non-Discrimination

The gender pay gap must be closed, and discrimination related to pregnancy and family leave must end. Every employee has the right to equal treatment.

Equality and Non-Discrimination in Law

Everyone participating in working life should be in an equal and fair position. STTK promotes equality and non-discrimination in working life by influencing legislation, campaigning, communicating in favor of equality, and supporting family-friendly workplace practices.

Equality and non-discrimination are often confused in everyday language. In legislation, however, the Equality Act specifically regulates the prohibition of discrimination based on gender.

The Non-Discrimination Act, on the other hand, prohibits employers from placing employees in an unequal position based on factors such as age, nationality, or sexual orientation.

Employers are obliged to promote equality and non-discrimination in every workplace.

The purpose of the Equality Act is to prevent discrimination based on gender, gender identity, or gender expression. It aims to promote equality between women and men and improve women’s position, particularly in working life.

Under the Equality Act, employers must promote equality in a systematic and goal-oriented way. Employers with at least 30 employees must prepare an equality plan every two years, addressing pay and other employment conditions. The plan is drawn up in cooperation with employee representatives.

The purpose of the Non-Discrimination Act is to promote and safeguard equality and assist those who have experienced discrimination. It prohibits employers from treating employees unequally based on grounds such as age, origin, nationality, language, religion, belief, opinion, political activity, trade union activity, family relationships, health, disability, sexual orientation, or other personal characteristics.

This Act includes an obligation to treat employees equally.

Employment discrimination during recruitment, selection, or employment is a criminal offense.

Closing the Gender Pay Gap

Pay equality is the foundation of a fair, high-quality, and productive working life. It is also one of STTK’s key objectives. The gender pay gap in Finland has narrowed very slowly over recent decades. In 2025, women’s earnings are still only 84.1% of men’s earnings.

Finnish working life is strongly segregated, meaning gender often directs individuals to so-called male and female sectors. Even within the same field, tasks are often divided by gender. Female-dominated sectors and roles typically mean lower pay.

Statistics show a significant difference in pay between male- and female-dominated sectors. This cannot be explained by differences in job demands or education, as female-dominated care sectors require equally high skills and education compared to, for example, industrial expert roles.

Despite an increase in female leaders, structural changes in working life, and women’s rising education levels, the gender pay gap has remained largely unchanged. The reasons lie in history and deeply rooted attitudes.

Measures toward pay equality:

  • Workplace equality plans and pay surveys
  • Promoting pay equality in wage negotiations
  • Transparent pay systems to address unjustified pay gaps
  • Legislative measures to promote pay transparency
  • Breaking down occupational segregation
  • Supporting women’s career advancement
  • Equal sharing of family leave and care responsibilities

STTK calculates Women’s Pay Day annually to highlight gender pay gaps.

Supporting Families

Balancing work and family is a right and benefit for all working parents and their families. Combining work and family life is one of STTK’s key goals.

Although Finland is considered family-friendly, the number of families with children is declining alarmingly. Families are formed later and are smaller than before. A shrinking working-age population and a weakening dependency ratio require us to support families.

Balancing work and family goes beyond parental leave or early childhood stages, as employees may also have caregiving responsibilities for elderly parents or adult children with disabilities. Work and family life often go hand in hand. Full participation in working life requires flexibility and support from both society and workplaces.

Measures to reconcile work and family:

  • Good and flexible workplace practices (e.g., working time flexibility, remote work)
  • Considering diverse family forms and life situations in legislation and workplace policies
  • Equality and non-discrimination planning at workplaces
  • Ensuring resources for quality early childhood education

Pregnancy and Family Leave Discrimination

In Finland, women and men participate in working life almost equally. However, women still take most of the long family leaves, which negatively affects women’s labor market position and gender equality.

Young women may struggle to obtain permanent employment. According to Statistics Finland (2024), about 18.5% of female employees and 14% of male employees were in fixed-term contracts.

Research shows that one in four pregnant women in Finland experiences discrimination, often related to non-renewal of fixed-term contracts or returning from family leave.

Occurs when fixed-term contracts are not renewed after pregnancy is announced or are timed to end when maternity leave begins.

Occurs when returning employees face:

  • Loss or change of duties
  • Offers of less demanding or lower-paid roles
  • Permanent hiring of substitutes during leave

Measures to eliminate pregnancy and family leave discrimination

  • Clarifying legislation to protect all parents
  • Strengthening legal remedies for victims
  • Enhanced dismissal protection for employees returning from family leaveIncreasing compensation for violations
  • Equal treatment of diverse families regardless of gender or parental status

Equal Opportunities for All

Equality in working life means everyone has the same opportunities and rights regardless of age, origin, nationality, language, religion, belief, health, disability, sexual orientation, or other personal characteristics.

Barriers to equality can be hidden and structural. Discrimination may occur in recruitment, career progression, or everyday interactions. Minorities, such as immigrants, LGBTQ+ individuals, or people with disabilities, may face exclusion or prejudice.

Promoting equality improves workplace quality, trust, well-being, and productivity. When everyone can be themselves and participate fully, workplaces benefit from diversity and skills. Equality is also a legal obligation for employers.

Measures to eliminate non-discrimination

  • Strengthening legal remedies for victims
  • Extending equality planning obligations to workplaces with at least 10 employees
  • Improving workplace communication and training on equality