Hanken for equality and diversity
In all our work with our employees and students, we are committed to act for equity and inclusion. Gender equality and equitable treatment are part of the quality and administrative work at the university.
Hanken has zero tolerance for harassment of all kinds. Through preventative work, Hanken actively opposes the creation of structures and conditions that maintain inequality and exclusion. We also have structures in place for intervention in cases of harassment.
We trive to make Hanken a safer place to study and work for everyone, regardless of gender, race, ethnicity, age, religion, ability, or sexual orientation. Discrimination and harassment can be explicit, and it can also be indirect, as a result of unfair structures and processes. If you experience or witness any discrimination or harassment, please contact your manager, Occupational Safety Manager/HR Director (Elina Stadigh) or the Occupational Safety Delegate (Ida Borgar). We are also in the process of appointing DEI ombudspersons for 2025.
Hanken’s student union SHS is also committed to fostering equity and stopping harrassment. Students should contact them immediately in matters concerning equity and inclusion at equality@shs.fi. Read more about SHS’s equality and harrassment policy Opens in new window .
Equality
Hanken's, gender equality and equal treatment plan was approved by the Rector to continue until the new DEI plan comes into force in 2025. The plan was prepared and monitored by the Gender Equality Committee, which has now been replaced by the DEI committee. The DEI committee is currently drafting a DEI plan for approval in 2025.
The purpose of the gender equality plan is to spread information about the status of gender equality at Hanken and to encourage the integration of the gender equality principles and thinking in all activities within the university.
The Gender Equality Committee considers this to be particularly important for a business university whose students will work within and at different levels in society and business. Gender equality work applies both to Hanken as a study environment and as a workplace.
General principles and objectives of the gender equality plan
- Hanken is continuously striving to attain increased gender equality and to maintain and achieve equal treatment of everyone within the school's divisions and offices, as well as among its students. Gender equality and equal treatment issues form part of the School's quality assurance and human resources undertakings.
- The School's staff policy and its teaching impart attitudes that foster gender equality and equal treatment. Hanken educates its students to become well-informed bachelor, master and PhD graduates who, through their actions, will help make working life more equal and equitable.
- Hanken's zero tolerance policy is not up for discussion. Should the Equality Representative, a member of the Gender Equality Committee, a head of department, employee or student report any event of discrimination or harassment, whether observed explicitly or indirectly as part of structures and processes, action should be taken.
- The plan offers an intersectional approach, including gender, gender identity and orientation (LGBTQIA), ethnic background, religion or other beliefs, any disabilities, age, language, etc.
- All staff recruitment is to be discrimination-free. Any advertising is to be gender-neutral. Equality aspects will be taken into account in this process. Under-represented groups can be actively encouraged to apply. Please note that it is not discrimination if it promotes equality (= "positive discrimination").
- There will be a particular focus on issues around positive work/life balance, such as the option of flexible working hours, parental and family leave, meeting practices and other aspects impacting on work/life balance.
- Documents concerning gender equality and equal treatment, and response processes and support in cases of harassment or unfair treatment, must be easily accessible in both of the official Hanken languages. In addition to employees and students, casual staff and part-time teachers, associates and those applying to work or study at Hanken must also have access to the documents.
The DEI (diversity, equity and inclusion) Committee 2024-2025
Term period: 1.1.2023 - 31.12.2024.
| Member | Role |
|---|---|
| Associate Dean Nikodemus Solitander | Chair |
| DEI assistant Fon Krairiksh | Secretary |
| Professor Martin Fougere | Member |
| Lecturer Åke Finne | Member |
| Assistant Professor Carlos Diaz Ruiz | Member |
| Associate Professor Man Yang | Member |
| Marketing Coordinator Alina Anderson | Member |
| Study Affairs Coordinator Hanna Sipiläinen | Member |
| PhD student Susanna Kallio | Member |
| Representative, occupational healthy Ida Borgar | Member |
| Student Aliisa Lundén | SHS representative |
| Student Frida Winberg | SHS deputy representative |
| Director Elina Stadigh | Employer representative |
DEI (Diversity, Equity & Inclusion) representative.
Hanken has two DEI-contact persons appointed who are both members of the DEI-committee.
- Hanna Sipiläinen
- Kieto Mahaniah
They have been chosen for a time period from 9.12.2024 to 31.12.2026.
Diversity, Equity, and Inclusion at Hanken
Diversity at Hanken means not only that we welcome people from various backgrounds to the University, but also that we strive to better recognize and understand the existing individual differences at Hanken.
Equity means that we strive towards a safer and more respectful studying and working environment for everyone. Being equitable means that, in all our activities, we consider the strengths and the needs of individuals so that we can bring out the best in everyone and aim for better and more creative results.
Inclusion means that everyone at Hanken, regardless of, e.g., demographic, cultural, cognitive, intellectual background, and/or ways of being, can participate in Hanken activities without having to hide any part of themselves.
In practice, we encourage everyone to respect qualities different from our own, and recognise and unravel the harmful structures that hinder individuals to progress in their work and studies. Our teachers are encouraged to identify issues stemming from diversity in teaching and learning.
There are about 40 nationalities among Hanken’s employees, and we welcome each year exchange students from over 30 countries to Hanken. We work constantly to support our employees and students coming to Finland from other cultures to settle down and find their place at Hanken and in the Finnish society.
Via Hanken International Talent Initiative Hanken aims to support international students' integration into Finnish working life and society.
In 2025, these practices will be more systematically tied to the Hanken strategy and operationalized through the DEI plan.
Accessibility
In today’s society, accessibility means several different things. We talk about accessible technologies and tools, physical environments, and accessible design. At Hanken, accessibility means both access to physical environments and access to technologies and tools.
Hanken’s website www.hanken.fi is covered by the EU’s Web Accessibility Directive. Hanken aims to fulfil the requirements of the directive both on its own platforms, and by working with subcontractors who comply with the directive. You can read about Hanken’s accessibility statement here.
Hanken operates in four locations in Finland:
| Helsinki | Arkadiankatu 22 (main building) | accessible, except the C wing |
| Arkadiankatu 28 | accessible | |
| Arkadiankatu 7 (Economicum) | accessible | |
| Vaasa | Kirjastonkatu 16 | accessible |
Hanken janitors are happy to answer questions about accessibility in our premises.