Careers

Our aim is to provide staff and students with a working and learning environment that offers equal opportunities for employment, participation, professional growth and community development.

In our Equality and Non‑Discrimination Plan, we commit to promoting equality, preventing discrimination and ensuring fair treatment in all our operations. Equality and inclusion are an integral part of Diak’s strategy, values and organisational culture. We also promote these principles through our communications, networking and advocacy work.

We believe that every applicant deserves the same employment opportunities, regardless of background. For example, Diak is a member of the Romako employer pool because we offer jobs and internships equally to applicants with Roma backgrounds. Every skilled professional deserves a fair chance.

We understand the importance of personal wellbeing and free time, and we actively support our staff in balancing work with life outside of work.

Work–life balance can be strengthened through flexible working hours, remote work opportunities, functional tools, and options such as study leaves. At Diak, wellbeing is also supported through training on workload and time management, regular staff feedback processes, comprehensive occupational health services and ongoing monitoring of wellbeing indicators.

We also use a work ability and wellbeing roadmap, accompanied by annual action plans.

Developing leadership and management is a continuous priority for us. Our goal is to ensure unified, high‑quality leadership that inspires and supports wellbeing.

Our monthly Evening School is a shared forum for supervisors, offering space for knowledge sharing, professional development and peer learning. All Diak supervisors, including the management team, take part. Supervisors also receive regular, up‑to‑date training.

Together with our supervisors, we have defined what good leadership means at Diak. This shared understanding strengthens commitment to leading in line with Diak’s values.

At Diak, employees consistently report that their work feels meaningful – a top result in our staff surveys for several years. This is rooted in our strong, shared value base.

Professional development is supported through annual goal‑setting and wellbeing discussions, which help in the identification of motivating tasks and development opportunities. It is important that each employee recognises the significance of their role within Diak as a whole.

We support further education and competence development, and everyone has the opportunity to apply for training that strengthens their work.

Diak applies a transparent salary system that complies with legislation, collective agreements and all relevant regulations. Staff remuneration is reviewed annually at a Diak‑wide level during the budgeting process to ensure fairness and consistency. Any salary adjustments are always evaluated as part of the overall remuneration framework.

Diak follows a systematic recruitment process guided by clear principles and supported by a professional recruitment system. Applicants are considered at each stage of the process, and our principles ensure a positive and respectful applicant experience.

We contact every applicant at different phases of recruitment – and always once the process has reached a conclusion. We call shortlisted candidates to invite them for interview and to share interview outcomes. We provide additional information by phone and ensure that interviews are informative, conversational and welcoming. Our recruitment system ensures data privacy and information security for all applicants.