Pride Month’s message is relevant each day of the year

June is Pride Month, which is when we see a lot of statements being made to promote the equality of people belonging to sexual and gender minorities. However, everyone has the right to be themself and live their daily life accepted and safe every day of the year.

Even in Finland, we’ve come a long way from the decriminalisation of homosexual acts in 1971 and lifting the “Encouragement Act” in 1999. Despite this, we still have some way to go until each person can be open about their sexual orientation or gender identity in their daily life, to friends or in the workplace without having to be afraid of harassment, underestimation, being shut out or, at worst, violence. According to the European Union Agency for Fundamental Rights (FRA), only 8% of Finnish people belonging to sexual and gender minorities are completely open about their identity in the workplace.

In workplaces, it’s important to respect how much each co-worker wants to share of their private life to others. Regardless, it’s also important to remember that the things people don’t necessarily share – for instance one’s state of health, family situation, sexual or gender identity or origin – are often a key part of a co-worker’s life. That’s why, in a good workplace, the principles for rules creating a safe and accepting atmosphere for everyone are processed and expressed out loud.

It’s up to each employee to follow the rules, but it’s the employer’s responsibility to make sure that the rules are followed. The employer also has a more extensive duty than simply intervening in difficult situations: Under the Non-discrimination Act, the employer has a duty to promote equality, and workplaces with over 30 employees must have an equality plan.  The equality plan of a good workplace has assessed the initial situation of the workplace concerning all grounds for discrimination. The plan has also set goals and determined measures for improving equality.

The Non-discrimination Act also sets responsibilities for actors in welfare sectors to promote equality in their services and ensure that the services don’t discriminate anyone. In welfare sectors, clients’ life situations are very personal and sometimes even difficult, which is when appreciative meetings and the client’s experience of safety in a situation become even more significant. Research shows that people belonging to sexual and gender minorities have to face prejudices and discriminating attitudes for instance in social welfare and health care, and in services for the elderly and disabled. This is unacceptable.

How does one take into account a same-sex couple in assisted living or meet with a rainbow family in early childhood education and care? These are examples of themes that should be evaluated and planned in advance. Careful situational assessments, training of personnel, plans drafted together with clients to realise equality, and the management’s unambiguous message on the importance of non-discrimination create an operational culture in which rainbow people are appreciated and feel safe. This is how Pride Month’s message of everyone’s human worth and equality will resonate throughout the year.

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