Today is International Women’s Day. The official purpose of International Women’s Day is to celebrate the social, economic, cultural and political achievements of women. It is also a call to action to promote equality for women. Let’s take a moment to look at EPSE’s field of action, industry, from a gender perspective.
The division starts with studies
In Finland, education and working life are strongly divided into “men’s and women’s jobs”, the most obvious examples being the strongly female-dominated health and care sector, and the strongly male-dominated technology and ICT sector (Keski-Petäjä, & Witting 2018). In Finland, only 18 % of students starting in the technology field are women, only 31 % of professionals and only 11 % of senior management in technology sector are women (Tasa-arvoisesti uralle, n.d.). For example, women account for only around 24 % of the Finnish energy sector (Energiateollisuus ry), and globally women make up only around 8-17 % of the total mining workforce (Ellix et. Al. 2021).
What to do about it?
Why are women not attracted to technology sector and how can this be changed? For example, according to McKinsey & Company’s Mining Industry Report (Ellix et. al. 2021), women often feel discriminated against in technical roles and that their academic skills are less valued than operational experience, which is perceived to be more proactively available to male colleagues. Change needs to come from everyone’s attitude: workplaces need to look at people’s skills and strengths regardless of gender or other characteristics, empower individuals and create processes for everything starting from decision making so that even unconscious bias cannot influence, for example, who is proposed for project management or promotion. Compliance with equality and non-discrimination laws is a minimum requirement. Everyone can work on their own prejudices, conscious or unconscious, and actively strive for equality and equity. It is not only easier, but also more important for those in a position of power to send a clear message about the importance of equality and to take active steps to promote equality. At EPSE, opportunities are given regardless of gender, and the pilot staff, for example, is pleasingly diverse. However, we are not yet ready.
What are the benefits of equality?
Gender equality has been shown to have many positive consequences for productivity. As described by the Technology Finland (2023): When a workplace is perceived as equal, relationships, interaction and working atmosphere improve. This increases work motivation and productivity. When a positive employer image is reinforced, the company also gains an advantage in recruiting skilled staff. There is also an obvious impact on diversity: an equal workplace attracts – and retains – more diverse talent and experts who bring different perspectives and skills to the organization. In the workplace, promoting equality means treating men and women – nowadays all genders – equally and without discrimination. The goal is a future in which all genders are more equally represented in different roles and professions, both horizontally (i.e. in different sectors) and vertically (i.e. at different levels from line worker to board chair). The Gender Equality Act obliges employers to promote gender equality. Employers are responsible for complying with the law, but all members of the work community have a responsibility to behave in an equal way (adapted from Technology Finland 2023).
More diversity, please!
International Women’s Day in 2024 (and hopefully beyond) will inspire women’s inclusion – when we inspire and value women’s participation, we create a better world, is the slogan of this year’s campaign theme. It sounds exactly like a slogan, but there is a grain of truth in the claim. The inclusion of women in the workplace leads to more diverse work communities and a better working life. Diversity is the lifeblood of organisms and organizations – the ability to survive in a changing environment is maintained when diversity is present. We live in a world where wars, climate change, uncertainty, natural phenomena and other challenges of our time are destabilizing our society from the ground up. In the face of change, diversity will prevail and survive.
References
Energiateollisuus (n.d.). Tasa-arvo. Referred 19.1.2024. Available online: https://energia.fi/tyoelama/tasa-arvo/.
Ellix, H., Mussacaleca, M., Farmer, K. & Kowalik, L. (2021). Why women are leaving the mining industry and what mining companies can do about it? McKinsey & Company. 2021. Referred 19.1.2024. Available online: https://www.mckinsey.com/industries/metals-and-mining/our-insights/why-women-are-leaving-the-mining-industry-and-what-mining-companies-can-do-about-it#/
Keski-Petäjä, M. & Witting, M. (2018). Alle viidennes opiskelijoista opinnoissa joissa tasaisesti naisia ja miehiä – koulutusalojen eriytyminen jatkuu. Tilastokeskus. Referred 19.1.2024. Available online: https://www.stat.fi/tietotrendit/artikkelit/2018/alle-viidennes-opiskelijoista-opinnoissa-joissa-tasaisesti-naisia-ja-miehia-koulutusalojen-eriytyminen-jatkuu/
Tasa-arvoisesti uralle (n.d.) Tasa-arvo avainlukuina. Referred 19.1.2024. Available online: https://tasaarvoisestiuralle.fi/tasa-arvo-avainlukuina/.
Technology Finland (2023). Tasa-arvon ja yhdenvertaisuuden tavoitteellinen edistäminen hyödyttää sekä yritystä että sen henkilöstöä. Referred 19.1.2024. Available online : https://teknologiateollisuus.fi/fi/tyoelama/monimuotoinen-tyoyhteiso/tasa-arvoinen-tyoyhteiso
In the picture EPSE’s women experts, from left Sini Vehmaanperä, Veera Linna, Salla Heinonen and Anni Honkonen. In the back from left Ilona Heikkilä and Anna Kivimäki.
This article was written by Anni Honkonen.