{"id":43778,"date":"2022-12-07T10:22:02","date_gmt":"2022-12-07T08:22:02","guid":{"rendered":"https:\/\/www.sttk.fi\/?page_id=43778"},"modified":"2025-12-08T09:46:10","modified_gmt":"2025-12-08T07:46:10","slug":"jamstalldhet-och-jamlikhet","status":"publish","type":"page","link":"https:\/\/www.sttk.fi\/sv\/jamstalldhet-och-jamlikhet\/","title":{"rendered":"J\u00e4mst\u00e4lldhet och j\u00e4mlikhet"},"content":{"rendered":"\n

<\/p>\n\n\n\n

\"Tasa-arvo\"<\/a><\/figure>\n\n\n\n

J\u00e4mst\u00e4lldhet mellan k\u00f6nen \u00e4r ett allm\u00e4nt erk\u00e4nt grundl\u00e4ggande v\u00e4rde i samh\u00e4llet och arbetslivet i Finland.<\/p>\n\n\n\n

J\u00e4mlikhet <\/a>i arbetslivet inneb\u00e4r att alla m\u00e4nniskor \u00e4r likv\u00e4rdiga oavsett exempelvis \u00e5lder, religion, sexuell l\u00e4ggning eller n\u00e5gon annan orsak som h\u00e4nf\u00f6r sig till personen.<\/p>\n\n\n\n

Arbetslivets spelregler, grundl\u00e4ggande r\u00e4ttigheter och skyldigheter ska vara desamma f\u00f6r alla. F\u00f6rdelen f\u00f6r hela samh\u00e4llet \u00e4r att alla finl\u00e4ndare har arbete och att vi som j\u00e4mlika och likv\u00e4rdiga kan delta i byggandet av samh\u00e4llet.<\/p>\n\n\n\n

Diskriminering<\/h2>\n\n\n\n

Alla arbetsgivare \u00e4r skyldiga att fr\u00e4mja j\u00e4mlikhet och likabehandling oberoende av arbetsplatsens bransch, storlek eller n\u00e5gon annan omst\u00e4ndighet. Arbetss\u00e4tten och attityderna p\u00e5 arbetsplatsen ska redan i f\u00f6rv\u00e4g f\u00f6rhindra att n\u00e5gon diskrimineras<\/a>.<\/p>\n\n\n\n

Det \u00e4r viktigt att ha en \u00f6ppen och \u00e4rlig dialog om eventuella j\u00e4mst\u00e4lldhetsproblem i arbetsgemenskaperna.<\/strong> Det ska r\u00e5da nolltolerans i varje arbetsgemenskap mot alla former av diskriminering. Som en del av j\u00e4mst\u00e4lldhetsplaneringen kan man till exempel utarbeta uppf\u00f6randekoder f\u00f6r f\u00f6rebyggande och utredning av diskrimineringsfall.<\/p>\n\n\n\n

P\u00e5 en arbetsplats d\u00e4r minst 30 personer arbetar \u00e4r arbetsgivaren skyldig att tillsammans med personalen eller dess representanter utarbeta en j\u00e4mst\u00e4lldhetsplan <\/a>och en plan f\u00f6r likabehandling <\/a>med \u00e5tg\u00e4rder f\u00f6r fr\u00e4mjande av likabehandling.<\/p>\n\n\n\t

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\r\n\t\t\t\t\t\r\n\t\t\t\t\t\tJ\u00e4mst\u00e4lldhetslag\t\t\t\t\t\t<\/i>\r\n\t\t\t\t\t<\/a>\r\n\t\t\t\t<\/h5>\r\n\t\t\t<\/div>\r\n\t\t\t
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Syftet med u003ca href=u0022https:\/\/www.finlex.fi\/fi\/laki\/ajantasa\/1986\/19860609u0022u003ej\u00e4mst\u00e4lldhetslagenu003c\/au003e \u00e4r att f\u00f6rhindra diskriminering p\u00e5 grund av k\u00f6n, k\u00f6nsidentitet eller k\u00f6nsuttryck. Genom j\u00e4mst\u00e4lldhetslagen str\u00e4var man efter att fr\u00e4mja j\u00e4mst\u00e4lldheten mellan kvinnor och m\u00e4n samt att i detta syfte f\u00f6rb\u00e4ttra kvinnornas st\u00e4llning s\u00e4rskilt i arbetslivet.<\/p>\n\t\t\t\t<\/div>\r\n\t\t\t<\/div>\r\n\t\t<\/div>\r\n\r\n\t\r\n\t\t

\r\n\t\t\t
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\r\n\t\t\t\t\t\r\n\t\t\t\t\t\tDiskrimineringslag\t\t\t\t\t\t<\/i>\r\n\t\t\t\t\t<\/a>\r\n\t\t\t\t<\/h5>\r\n\t\t\t<\/div>\r\n\t\t\t
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Syftet med u003ca href=u0022https:\/\/www.finlex.fi\/fi\/laki\/alkup\/2014\/20141325u0022u003ediskrimineringslagenu003c\/au003e \u00e4r att fr\u00e4mja och trygga likabehandling samt att hj\u00e4lpa den som blivit f\u00f6rem\u00e5l f\u00f6r diskriminering. I diskrimineringslagen f\u00f6reskrivs om varje arbetsgivares skyldighet att fr\u00e4mja likabehandling p\u00e5 arbetsplatsen.<\/p>\n\t\t\t\t<\/div>\r\n\t\t\t<\/div>\r\n\t\t<\/div>\r\n\r\n\t\r\n\t<\/div>\r\n\n\n\n

L\u00f6nej\u00e4mlikhet<\/h2>\n\n\n\n

L\u00f6neskillnaderna mellan kvinnor och m\u00e4n p\u00e5 hela arbetsmarknaden i Finland \u00e4r omkring 16 procent. Denna siffra \u00e4r resultatet av en j\u00e4mf\u00f6relse mellan de l\u00f6ner som i genomsnitt betalas ut p\u00e5 grundval av den ordinarie arbetstiden.<\/p>\n\n\n\n

Ett av STTK:s centrala m\u00e5l \u00e4r att fr\u00e4mja l\u00f6nej\u00e4mlikhet i arbetslivet. L\u00f6neskillnaden mellan k\u00f6nen har minskat mycket l\u00e5ngsamt under de senaste \u00e5ren i Finland.<\/strong> Vi beh\u00f6ver flera samtidigt verkande medel f\u00f6r att fr\u00e4mja l\u00f6nej\u00e4mlikheten. Det kan till exempel r\u00f6ra sig om insyn i l\u00f6nes\u00e4ttningen, familjeledighetsreformen eller en s\u00e4rskild post till kvinnor i samband med l\u00f6nef\u00f6rh\u00f6jningar.<\/p>\n\n\n\n

Familjeledighetsreformen<\/h2>\n\n\n\n

Ett j\u00e4mlikt arbetsliv inneb\u00e4r en r\u00e4ttvis f\u00f6rdelning av familjeledigheterna, vilket \u00e4r till b\u00e5de barnens och f\u00f6r\u00e4ldrarnas f\u00f6rdel. Den nya familjeledighetsmodellen tr\u00e4dde i kraft 1.8.2022. Familjeledigheterna ska vidareutvecklas i en riktning som tryggar f\u00f6r\u00e4ldrarnas j\u00e4mlika m\u00f6jligheter att delta i v\u00e5rden av barnen och i utvecklandet av sin egen yrkeskarri\u00e4r. Att \u00f6ka flexibiliteten g\u00f6r det l\u00e4ttare att f\u00f6rena arbete och familjeliv. En j\u00e4mnare f\u00f6rdelning av familjeledigheterna bygger upp ett r\u00e4ttvisare och gott arbetsliv<\/strong>. N\u00e4r reformerna genomf\u00f6rs ska h\u00e4nsyn tas till olika familjer, eftersom familjeformerna i dag \u00e4r olika och de ska behandlas j\u00e4mlikt i reformen.<\/p>\n\n\n\n

Insyn i l\u00f6nes\u00e4ttningen<\/h2>\n\n\n\n

STTK har f\u00f6reslagit st\u00f6rre insyn i l\u00f6nes\u00e4ttningen s\u00e5 att en representant f\u00f6r personalen p\u00e5 arbetsplatsen f\u00e5r k\u00e4nnedom om de specificerade l\u00f6neuppgifterna f\u00f6r hela personalen inklusive alla l\u00f6nedelar. En \u00f6ppnare information om l\u00f6nerna skulle g\u00f6ra det m\u00f6jligt att r\u00e4tta till ogrundade l\u00f6neskillnader p\u00e5 arbetsplatserna.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"J\u00e4mst\u00e4lldhet mellan k\u00f6nen \u00e4r ett allm\u00e4nt erk\u00e4nt grundl\u00e4ggande v\u00e4rde i samh\u00e4llet och arbetslivet i Finland. J\u00e4mlikhet i arbetslivet… ","protected":false},"author":13,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"subject":[197],"class_list":["post-43778","page","type-page","status-publish","hentry","subject-jamlikhet"],"acf":{"lead_paragraph":""},"yoast_head":"\nJ\u00e4mst\u00e4lldhet och j\u00e4mlikhet - STTK<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sttk.fi\/sv\/jamstalldhet-och-jamlikhet\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"J\u00e4mst\u00e4lldhet och j\u00e4mlikhet - STTK\" \/>\n<meta property=\"og:description\" content=\"J\u00e4mst\u00e4lldhet mellan k\u00f6nen \u00e4r ett allm\u00e4nt erk\u00e4nt grundl\u00e4ggande v\u00e4rde i samh\u00e4llet och arbetslivet i Finland. 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