Gender equality policy of the Ministry of Education and Culture

Where
Finland
When
2020
Who
Ministry of Education and Culture
Describe the main features of the policy/measure: 

Promoting gender equality within the Ministry and its branch of administration is guided by the 2019 Guidelines for Inclusion 2020-2023, an action plan for operational gender equality and non-discrimination. The action plan for gender equality and non-discrimination contains the Ministry's key guidelines for promoting gender equality and non-discrimination. The Ministry's collaborative working groups contributed to drafting the guidelines, which cover the Ministry's 1) performance and targets; 2) discretionary government transfers; 3) legislative drafting; 4) education and training; and 5) communications. An operational programme for gender equality (2018) is applied to the Ministry's policies and decision-making internally and within the branch, advocating a gender mainstreaming approach to all steering operations, ie. legislation, performance agreements, management, resource management and operational and financial planning as well as guidance with information.

Within cultural policy, the performance agreements of all branches include a clause on reporting concrete measures implemented to promote equality and non-discrimination. The Finnish Film Foundation has a special obligation to prevent harassment and inappropriate behaviour within the film sector. The Municipal Cultural Activities Act and Library Act include clauses on non-discrimination.

What are the results achieved so far through the implementation of the policy/measure?: 

A concrete example of gender mainstreaming within the sector would be the gender equality clause included in all operational grants of the Ministry as of 2020. The clause stipulates that the beneficiary must promote gender equality and non-discrimination in their operations as well as ensure working within the legal remits (Gender equality Act and Non-discrimination Act). The clause also states that the beneficiary must report on the implementation of the gender equality and non-discrimination action plan or otherwise state how they have been promoted.

Partner(s) engaged in the implementation of the measure: 
Name of partnerType of entity
Ministry of Social Affairs and Health
Public Sector
Cultural sector operators
Civil Society Organization (CSO)
Has the implementation of the policy/measure been evaluated?: 
YES
If yes, what are the main conclusions/recommendations?: 

Ministry of Education and Culture commissioned a research project to examine gender equality and wellbeing at work in the field of arts and culture. The Asiallista? -research was carried out by the Centre for Cultural Policy Research Cupore in 2018-2019. The research results were published in a publication: The girl plays like a man! How to strengthen equality and wellbeing at work in the cultural field? Anna Anttila 2019. Center for Cultural Policy Research Cupore.
https://www.cupore.fi/en/publications/cupore-s-publications/the-girl-pla...

https://www.cupore.fi/images/tiedostot/Tiivistelmat/she_plays_like_a_man...

MEANS TO ENHANCE EQUALITY AND WELLBEING IN THE CULTURAL FIELD

ZERO TOLERANCE IS THE KEY TO ELIMINATING HARASSMENT
* Making structures, operating cultures and work communities open, transparent
* Removing conditions that allow harassment and exploitation
* Not leaving the victim to shoulder the responsibility

REGULATORY AND FUNDING MANAGEMENT, MONITORING
* Management and monitoring to ensure compliance with labor and other laws
* Bringing collective agreements up to par
* Including equality plans already in funding applications
* Financial sanctions in cases of misconduct, possibility of recovery of funding
* Continuous and updated collection of data on the state of equality, publicizing equality statistics

TRAINING AND MONITORING
* Personnel management training for managers/leaders/supervisors with competence based on artistic qualifications
* More interaction and equality skills for actors in the field
* Emphasis on pedagogical merits in choice of professors
* Anti-harassment methods and awareness raising for employer and employee organizations: gender equality plans, playing rules for working life, code of conduct, unconscious bias

ADVICE
* Occupational safety and health inspectorates, trade unions and the Ombudsman for Equality offer advice
* Considering also the free art field in the future: would it be possible to follow the example of structures that support free researchers and journalists (ethics committees, councils etc.)?

DISMANTLING OUTDATED GENDER TRADITONS, STEREOTYPES AND GENIUS MYTHS
* There is nobody so exceptional that they would have the right or special privilege to oppress others
* Work conditions need to be decent even when work is done as a calling
* Attention needs to paid in all communications to how different genders are treated respectfully
* Examples of good practices that promote equality should be disseminated

Goal(s) of UNESCO's 2005 Convention
Cultural Domain(s)
Multi-domain