Equality and accessibility

Respectful interaction is at the heart of Diak’s culture. The most impactful services and operating models emerge when people feel heard, seen and taken seriously. We want everyone at Diak to meet each individual—whether a client, student, employee or partner—with an attitude that strengthens equality and wellbeing.

Equality means that all members of the Diak community are valued equally, regardless of gender, age, origin, nationality, language, religion, belief, opinion, political activity, family relations, state of health, disability, sexual orientation or learning challenges.

We strive to be a front-runner in promoting equality and non-discrimination and in building an atmosphere that values diversity. Our aim is to create a safe, encouraging and equitable environment where all staff and students have equal opportunities to learn, work and develop. Discrimination in any form is not tolerated at Diak.

We identify and dismantle structures and practices that sustain inequality. We recognise both the differences and equal worth of individuals, and we are committed to advancing equality, non-discrimination and diversity, as well as preventing discrimination in all our activities.

Bringing about equality and non-discrimination requires the commitment of the entire higher education community. Everyone is responsible for upholding these principles and is obliged to address any instances of discrimination or harassment. We ensure that staff and students know whom to contact and how to act if they encounter discrimination or harassment.

Diak’s management, the Rector and the Executive Board bear the ultimate responsibility for ensuring that equality and non-discrimination are implemented across the organisation. They ensure that equality and non-discrimination plans are kept up to date and that the agreed measures are put into practice. The HR Director is responsible for planning and coordinating this work.

Line managers are responsible for implementing these principles in day-to-day operations, and staff representatives (the occupational safety representative and shop stewards) participate in planning equality measures, receiving information and relaying issues raised by staff.

Collaboration between different stakeholders is essential to ensure that equality and non-discrimination are brought about comprehensively.

Diak’s HR Cooperation Group and the Student Union O’Diako are key operational actors in ensuring that the equality and non-discrimination measures are implemented as planned. The HR Cooperation Group is responsible for planning, developing and monitoring the implementation of these measures.

The actions outlined in the Equality and Non-Discrimination Plan are updated annually. Student and staff surveys, course feedback, workshops and discussion forums have provided valuable insights into what kinds of measures best support the continued development of equality and non-discrimination in the Diak community. The preparation of the plan has involved HR Services, representatives of teaching and guidance staff, RDI services and the occupational safety and health manager. The HR Cooperation Group, O’Diako, the Executive Board and Diak’s experts have taken part in commenting on the plan.

The following laws and documents mandate, guide and support equality and non-discrimination work at Diak:

• Constitution of Finland
• Act on Equality between Women and Men
• Non-Discrimination Act
• Universities of Applied Sciences Act
• Diak’s Rules of Conduct
• Diak’s Governance and Degree Regulations
• SORA legislation
• Diak’s Code of Conduct
• Diak’s Safer Space Principles
• Diak’s Early Support Model
• Rules for the Use of Data Networks and Information Systems
• Diak’s Accessibility Guide and Data Protection Policy
• Guidelines for Supervisors
• Process descriptions and instructions related to inappropriate behaviour or harassment

To prepare the Equality and Non-Discrimination Plan, information on the current situation, needs and areas for development was collected from staff and students through surveys and workshops during 2024.

The plan has been drawn up in collaboration with HR Services, representatives from the Diversity Competence Hub, teaching and guidance staff, the Occupational Safety Manager and Representative, and student trainees. The HR Cooperation Group, O’Diako, the Executive Board and Diak experts have all taken part in reviewing and commenting on the plan.

The annual measures and any need to update the plan are reviewed by Diak’s Executive Board each year.

In implementing the Equality and Non-Discrimination Plan, we follow the continuous improvement (PDCA) model. Monitoring and evaluation are carried out regularly by Diak’s HR Cooperation Group. The group includes the President, the Director of Education and the HR Director as representatives of the employer. From the employees’ side, the Occupational Safety and Head of Security, the Occupational Safety Specialist and shop stewards participate in the group’s work.

Equality and non-discrimination are maintained through ongoing dialogue and everyday practices. Communication about Diak’s equality and non-discrimination situation, as well as about the measures taken to advance these principles and their impacts, is an essential part of the organisation’s internal communication. Key communication channels include Diak’s website, the staff intranet, student communication channels, Diak info sessions, staff meetings, supervisor forums, cooperation meetings with student representatives, and consultation and training events. The Equality and Non-Discrimination Plan is published on Diak’s website and staff intranet so that it is accessible to everyone.

Monitoring the Implementation of the Equality and Non-Discrimination Measures

Annual monitoring includes:

• annual staff surveys
• student surveys, statistics, AVOP feedback and course feedback
• equality and non-discrimination assessments for staff and students
• the annual staff report
• workplace assessments
• safety reports

We will also measure the overall progress annually using a DEI Index consisting of several indicators. This comprehensive monitoring will be introduced at the beginning of 2026.

In autumn 2025, Diak carried out an Equality Survey to assess experiences and the current state of diversity, equality, non-discrimination and safe space practices. A total of 43 students responded to the survey.

Have you experienced discrimination at Diak?

(Equality Survey 2025, students, 43 respondents)

• No: 80 %
• Yes: 20 %

Have you experienced discrimination at Diak?
(Equality Survey 2024, students, 551 respondents. In 2024, this question was part of a broader student survey with over 500 respondents.)

• No: 88 %
• Yes: 12 %

In the 2025 survey, the reported grounds for discrimination included religion, opinion and age. The situations in which discrimination was reported to have occurred were, for example, during teaching or within student groups. The student community actively communicates the importance of safe spaces and equal, fair treatment. Safe space practices and processes play a central role both on campus and in teaching situations. Close cooperation with the Student Union ensures the development and implementation of these practices.

Student Statistics

In October 2025, Diak had a total of 3,429 students (Bachelor’s and Master’s level). Of these:

• 84 % (2,922 students) were women
• 16 % (507 students) were men
• 13 % (264 students) were non‑Finnish nationals
• 17 % (609 students) had a first language other than Finnish or Swedish

In autumn 2025, Diak also conducted an Equality Survey among staff to assess experiences and the current state of diversity, equality, non-discrimination and safe space practices. A total of 23 staff members responded.

Have you experienced discrimination at Diak?

(Equality Survey 2025, staff 23 respondents)

• No: 78 %
• Yes: 22 %

Have you experienced discrimination at Diak?

(Equality Survey 2024, staff, 62 respondents)

• No: 81 %
• Yes: 19 %

In the 2025 responses, the reported grounds for discrimination included age, opinion or another personal characteristic. Examples of situations in which discrimination was reported to have occurred included informal conversations and teaching contexts.

Staff Survey

In the annual staff survey, the equality‑related statement
“All employees are treated equally regardless of age, ethnic background, gender, physical characteristics, etc.”
received a score of 3.78 on a scale of 1–5.

The harassment‑related statement
“I have not experienced harassment at the workplace in the past year”
received a score of 4.6 on a scale of 1–5.

Experiences of harassment and discrimination are discussed within the work community in connection with the survey results. The process includes guidance on how such issues can be raised confidentially, and staff are encouraged to describe situations concretely so they can be addressed effectively. In addition to staff meetings, line managers discuss the results within their teams.

Staff Statistics

Women represent the clear majority of staff, as is typical in educational institutions—around 88 %. The proportion of permanent and fixed‑term contracts remains relatively balanced in terms of gender distribution.

The average age of women is 49, and the average age of men is 51.

Pay

Average total monthly pay for men and women is similar (with a difference of less than €30). When examined by occupational group, salaries are also comparable.

• Among teaching staff, men have a slightly higher average salary (with a difference less of than €40), which is explained by longer work histories leading to higher experience‑based increments, as well as differences in education level.
• Among specialist and support staff, the gender pay difference is around €90 in favour of men. This is partly due to the smaller number of male employees overall, among whom a higher proportion work in more demanding positions.

Family Leave

During 2025, six employees took family leave, including one man. Men therefore accounted for 17% of those on family leave, slightly higher than their proportion of the entire workforce (around 12%).