Equality planning checklist
1. Management support creates a foundation for an effective equality plan
For equality work to be genuinely effective, the work must have the support of the management of the organisation.
The support is reflected, for example,
- in the resources allocated to equality planning and its implementation,
- in the values of the organisation,
- as a shared understanding that the promotion of equality supports the wellbeing of personnel and the development of the organisation.
Management should encourage personnel to engage in continuous equality-related value discussions as well as monitor the implementation of the equality plan and take necessary measures to address any discrimination and harassment that arise.
2. Inclusion enables a meaningful equality plan
A meaningful equality plan is created when participants from within the organisation and stakeholders are included in its preparation, implementation and monitoring.
Inclusion is reflected in, for example,
- the diversity of the working group and the parties responsible for the implementation of the plan,
- the range of measures selected,
- the measures responding to the problems identified in the assessment with feasible solutions.
The inclusion and consultation of stakeholders is particularly important when designing an equality plan for the organisation’s outward-looking activities.
3. Communications give visibility and impact to the plan
The importance of communications is emphasised when an equality plan is adopted as a tool for actively creating an equal and non-discriminatory organisational culture. In doing so, the organisation also communicates its values.
Communications methods give the plan visibility and impact
- at the start of the design process,
- in the implementation of the assessment and when communicating the results,
- in the approval and implementation of the plan,
- in increasing awareness of the plan and the importance of equality planning.
4. Continuous monitoring promotes an equal operating culture
The implementation of the plan should be monitored as a continuous practice, and not only in connection with updates.
Through continuous monitoring, it is possible to
- identify and address problems encountered during implementation,
- obtain information on the impact of the measures,
- discuss the difficulties of implementation with the personnel.
Continuous monitoring ensures that the plan supports practical work and contributes to the organisation’s objectives of an equal operating culture.
The equality plan can be combined with other plans of the organisation. In this case, too, the equality perspective must be taken into account in the baseline assessment and in the planning of the necessary measures.