Selection of measures 

Using the results of the initial situation assessment the equality plan can be drawn up to meet the identified needs. Define what the measures defined in the plan aim to influence, select suitable means of intervention and draw up a schedule and division of work for implementation.  

Content of the plan 

The equality plan must include at least the following 

  • a description of the planning and assessment processes 
  • the selected development measures  
  • a plan for monitoring the impact of development measures. 

The employer’s plan must also include the conclusions of the assessment. 

The plan is discussed and edited, and its final form is approved, according to the organisation's normal decision-making process, in cooperation with the team responsible for its preparation and the leadership. 

Tip

You don’t have to fit measures concerning all grounds for discrimination in a
single equality plan. While all grounds for discrimination should be examined at
the assessment stage, the objectives of the plan may focus on the most critical
grounds for discrimination that emerged in the evaluation. The key is that you
give reasons for the choices made and communicate about them clearly.

Equality planning requires concrete actions 

Appoint the persons responsible for the objectives and measures set out in the equality plan. The working group that prepared the plan can provide support to the persons responsible. 

You can also appoint a separate working group to coordinate and monitor implementation. The working group can jointly agree on the monitoring practices.  

To support implementation, you can draw up a plan that includes 

  • the measures 
  • the implementation schedule 
  • the responsible parties 
  • the costs and other information relevant to implementation.  

Measures depend on the organisation’s resources 

The measures selected in the equality plan must be proportionate to the available resources. It is important that the persons responsible for implementation really have enough time for the task. 

Since equality planning is a continuous process, it is not necessary to include all the identified needs in one plan. For example, you can highlight specific areas in each update to the plan. The priorities should be clearly communicated to the personnel and any other parties participating in the assessment phase. 

Tip

During the equality plan's implementation, a new need to react to an equality-related topic or theme may emerge. Leave room for this during the implementation phase. The purpose of equality planning is to provide a framework for the development of equality, and the plan should not become an end in itself.