This plan sets out the commitment of Vaasa University of Applied Sciences to equality, non-discrimination and equal treatment. The plan complies with the requirements of the Gender Equality Plan (GEP) under the Horizon Europe programme and is grounded in Finnish legislation. In line with our institutional values, we operate as an open, forward-looking and service-oriented community, where equality and non-discrimination constitute integral elements of everyday practices within a diverse environment.
Equality and non-discrimination are embedded in our daily operations. Our community is highly international and is expected to become increasingly so in the coming years. It is essential that all members of the community are familiar with the fundamental principles of equality and non-discrimination. This ensures that high standards are maintained consistently across the organization.
Equality and equal treatment are governed by European Union law and by international agreements binding on Finland. At the national level, the key legislative framework includes the Constitution of Finland (731/1999), the Employment Contracts Act (55/2001), the Non-Discrimination Act (1347/2014), the Occupational Safety and Health Act (738/2002), and the Act on Equality between Women and Men (1329/2014).
Programmes funded by the European Commission are required to promote gender equality, reduce inequalities, support work–life balance, and advance equality between women and men in research and innovation activities. The Gender Equality Plan (GEP) framework comprises four mandatory and four recommended thematic areas, all of which are addressed in this plan.
In accordance with our quality management system, the institution is committed to continuous improvement and development. All staff members are responsible for the quality of their work, which includes ensuring equality and non-discrimination in interactions and operational practices.
The objective of this plan is to promote equality, prevent discrimination, ensure equal opportunities, and foster an inclusive organizational culture.
The plan was reviewed by the Cooperation Development Group on 28 April 2026 and approved by the Rector on 29 April 2026.
Vaasa University of Applied Sciences has established a Code of Ethics approved by the management team. At the core of this Code is the principle that responsibility reflects care. The institution is managed proactively towards its strategic vision through defined objectives, and leadership is grounded in shared values.
The organization promotes motivation and creates conditions for success by building mutual trust through fair, transparent and equitable leadership practices. Members of the community are valued and respected as individuals. Decisions are taken without undue delay, justified appropriately, and communicated openly. Ensuring adequate orientation and onboarding is considered essential. These practices collectively contribute to the promotion of equality and non-discrimination.
An open and dialogue-oriented leadership culture supports equality and non-discrimination by ensuring that all members of the community have equal opportunities to express their views, for example in unit meetings and regularly organized staff information sessions. Senior management and supervisors are expected to demonstrate, through their conduct and attitudes, a clear commitment to equality and non-discrimination.
Line management is based on the institution’s HR policy, shared values and Code of Ethics. Individuals are treated equally and without discrimination in everyday interactions, where everyone has the right to express their views. All members of the community are entitled to high-quality supervisory practices. Supervisors are expected to strive for a high standard of leadership, while senior management is responsible for monitoring implementation in practice and intervening where necessary.
Through its leadership and organizational culture, the institution promotes an accessible higher education environment. Accessibility measures are defined in accordance with the guidelines of the Ministry of Education and Culture. Accessibility enables participation for members of the higher education community with diverse characteristics, backgrounds and life situations. It is based on an inclusive organizational climate, equality-promoting practices, and accessible working and learning environments. Accessibility is also a key element of communication, supported through guidelines and practices that enhance accessibility. The regularly updated workplace development plan also addresses equality and non-discrimination, particularly in relation to the needs of individuals at different life stages and with diverse circumstances.
Senior management is responsible for the overall implementation of this Equality and Non-Discrimination Plan. Supervisors are responsible for its practical implementation, and HR is responsible for monitoring.
Vaasa University of Applied Sciences is committed to fostering a community in which all members can feel safe and supported. All members of the VAMK community are required to comply with the institution’s rules and regulations. In accordance with these, each individual is responsible for maintaining order, internal security, and a positive, inclusive atmosphere that promotes equality and non-discrimination both on campus and in external work and study-related activities. The Student Union VAMOK provides tutor training aimed at fostering an inclusive environment where all individuals feel welcome as part of the community. Tutors also ensure that new students are treated equally regardless of their background.
In line with the institutional security policy, the objective of Vaasa University of Applied Sciences is to be among the safest working and learning environments in Finland. The occupational safety and health programme guides the institution in ensuring a safe physical, psychological and social environment for both staff and students. In accordance with a proactive safety culture, all members of the VAMK community are aware of their roles and responsibilities in maintaining safety. A dedicated preparedness group operates within the institution and regularly conducts exercises related to key safety issues. To support safety practices, action plans and guidelines are made available via the staff intranet and the student portal. In addition, the community is regularly informed about safety matters through electronic newsletters, and training is provided on risk identification, reporting, and other safety-related practices.
The institution aims to ensure that both physical and virtual learning and working environments are as accessible as possible. Accessibility is assessed through evaluations conducted by external experts, and development measures are implemented based on identified improvement needs. To promote equality and non-discrimination, some of the campus facilities, such as restrooms, are designated as gender-neutral and available for all users. The institution also visibly supports equality and diversity, for example through participation in Pride by displaying the rainbow flag on campus.
The institution maintains a zero-tolerance approach to discrimination on the grounds of age, gender, origin, nationality, language, religion, belief, opinion, political activity, trade union activity, family relations, health status, disability, sexual orientation, or any other personal characteristic. Harassment, inappropriate behaviour and bullying are not tolerated under any circumstances. Furthermore, Vaasa University of Applied Sciences is defined as religiously and politically non-affiliated. Equality and non-discrimination are also promoted through transparent communication. The prevalence of discrimination, harassment and inappropriate treatment is regularly assessed through anonymous surveys, and institutional practices are developed based on the findings.
Senior management, supervisors and the occupational safety and health representative have a specific responsibility to provide guidance on equality and non-discrimination and to intervene in cases of discrimination or harassment. All forms of inappropriate treatment and discrimination in the workplace are strictly prohibited and addressed without delay. Interventions are supported by the institutional guidelines on harassment and inappropriate conduct. All members of the community share responsibility for ensuring that their behaviour does not contribute to workplace issues and are expected to actively address any observed inappropriate conduct.
Preventive measures against discrimination and harassment include clear guidelines and early intervention practices. For students, safety-related practices are further defined in the student well-being plan, SORA guidelines, and the harassment contact person framework coordinated by the Student Union VAMOK. As part of its advocacy work, VAMOK monitors the number and nature of reported harassment and discrimination cases and, where necessary, reports these to the institutional well-being working group and senior management.
An open feedback channel (Gurufield), accessible via the institution’s website, enables all users to provide feedback at any time. The channel is managed by the Quality Specialist, with deputies including the Head of Facilities and Security and the HR and Occupational Safety Manager. Feedback related to equality, non-discrimination and accessibility submitted through the channel is systematically monitored and addressed in cooperation with the relevant parties and their supervisors.
Vaasa University of Applied Sciences recognizes that achieving its strategic objectives and institutional values requires a high level of well-being within the work community and a positive working environment. This is supported through practices that promote equality and non-discrimination. As an organization committed to responsibility and ethical conduct, VAMK ensures equal treatment in its administrative and human resources practices.
Key HR policies and procedures are documented and maintained to ensure equal treatment. These practices are subject to continuous review and development in order to safeguard equality for all individuals, regardless of personal characteristics. HR guidelines are available on the institutional intranet, and key documents are provided in both Finnish and English.
A central element of the institutional strategy is to act as a key partner in competence development. This requires skilled professionals whose expertise and experience are recognized and valued. All members of the community are considered integral parts of the organization and are entitled to be treated with dignity and respect. One of the institution’s core values is a people-oriented and respectful approach, which is reflected in mutual trust, respect for colleagues, and appreciation of each individual’s work and working time. All members of the community are treated equally and provided with equal opportunities.
Each member of the community shares responsibility for contributing to a positive working environment and is accountable for their own conduct within the organization.
Vaasa University of Applied Sciences applies principles of equality and non-discrimination across all its functions and activities. Particular attention is paid to the implementation of gender equality and equal treatment in recruitment, onboarding, leadership and staff development, remuneration, terms and conditions of employment, as well as family leave and family-friendly measures.
The institution promotes equality through its recruitment practices. All recruitment and remuneration decisions are based on selecting the most suitable candidate in relation to the competence and qualification requirements of the position. The objective is to ensure an open, transparent and equitable recruitment process. Throughout the recruitment process, attention is given to equality, fairness and non-discrimination. Job advertisements are designed to encourage applications from individuals of diverse backgrounds. Vacancies are also communicated internally to ensure that all employees have equal opportunities to apply. In cases where candidates are equally qualified, gender may be considered as a factor to promote balance.
Remuneration practices are based on the principles of equality and take into account the forthcoming EU Pay Transparency Directive. Salaries are determined based on job demands and the amount of relevant recognized work experience. Remuneration and employment conditions are defined in accordance with the applicable collective agreement. Salary levels are communicated during recruitment processes, and the structure of remuneration is regularly discussed with employee representatives.
The institution supports professional development and career progression irrespective of gender. All employees are encouraged to develop their professional competencies. Competence development is supported through internal training and joint events, as well as opportunities to participate in external training. Annual competence and performance discussions (OSATA discussions) are conducted with each employee to address core competencies and development needs.
The gender distribution among staff at Vaasa University of Applied Sciences is balanced, with women and men represented across different roles. The institution aims to avoid gendered language in recruitment and promotes equal access to different roles regardless of gender. Remuneration is not gender-dependent. Working conditions are designed to be suitable for all employees, and efforts are made to proactively prevent gender-based discrimination, including through the application of the Code of Ethics in everyday practices. These principles are reflected not only in recruitment, remuneration and job assignments, but also in all aspects of daily operations in accordance with the Code of Ethics.
Vaasa University of Applied Sciences implements its strategy through four development areas, one of which focuses on student success as a means of strengthening integration into working life and society. This contributes to the development of an equal and inclusive community, where teaching, guidance and learning are delivered in an accessible, responsible and sustainable manner.
One of the key elements of the institution’s Code of Ethics is the promotion of active and motivated students. The institution is committed to guiding students towards becoming professionals in their respective fields and to supporting them in taking responsibility for their own studies. Students are provided with appropriate orientation and ongoing support in their daily academic environment. An open culture of dialogue and interactive feedback is actively encouraged.
The institution works proactively, within available resources, to ensure equality and non-discrimination in higher education by offering diverse learning opportunities for students from different backgrounds and life situations. A separate Equality and Non-Discrimination Plan for students was established in December 2021, and an Accessibility Plan was prepared alongside it by the end of 2022. This Equality and Non-Discrimination Plan addresses equality and non-discrimination in teaching and learning particularly from the perspective of staff.
Students are treated equally and without discrimination, and efforts are made to integrate equality and non-discrimination themes into curricula, teaching practices and learning materials. All students have equal access to high-quality education. Teaching, learning materials and support services promote equal treatment across different groups, foster dialogue, and respect students’ individuality and cultural diversity. Students are also provided with equal opportunities to complete internships included in their studies. In addition, students are encouraged to engage in diverse forms of collaboration and networking during their studies.
The language of instruction and degrees at Vaasa University of Applied Sciences is Finnish. Finnish-language degree programmes may include courses delivered in English where appropriate for the field of study and to support students’ internationalization. Correspondingly, English-language degree programmes may include courses delivered in Finnish to support students’ integration into Finnish working life. The language of instruction for each course is defined in the approved curricula of each degree programme. Study attainments are generally completed in the language of instruction of the course or competence area.
The institution’s degree regulations ensure equality and fairness in student assessment. Assessment criteria for each course are publicly available and applied equally to all students, regardless of personal characteristics or the assessor. Students have the right to receive information on the evaluation of their performance, which is based on the learning outcomes and assessment criteria defined in the curriculum. Assessment criteria are further specified in the course implementation plan and are communicated to students at the beginning of the course. Procedures for the rectification of assessment follow the provisions set out in the Universities of Applied Sciences Act (932/2014) and the related Government Decree (1129/2014).
Vaasa University of Applied Sciences ensures that its degree programmes are open to all applicants, subject to field-specific admission criteria, and that the admission process is non-discriminatory. The institution applies national admission criteria as well as programme-specific procedures agreed at institutional level, as defined in the SORA guidelines and the degree regulations. Applicants are encouraged to apply across different fields on an equal basis, and the institution supports measures that enhance the attractiveness and appreciation of its fields of education. The principles of transparency and equality are applied throughout the admission and onboarding processes. Admission criteria are open, transparent and non-discriminatory, and all new students are provided with orientation in accordance with common group guidance practices.
Students at Vaasa University of Applied Sciences have equal access to guidance to support the progression of their studies. Each student is provided with a personal study plan (HOPS), which is updated throughout the course of their studies. During their studies, students have access to guidance and support services provided by group tutors, study counsellors and student welfare officers. The services of the student welfare officer (curator) provide low-threshold support and guidance for students’ well-being. In addition, special education services are available, for example in relation to dyslexia assessment. Students also have access to comprehensive health and counselling services provided by Finnish Student Health Service (YTHS), which are located on campus.
Vaasa University of Applied Sciences bases its ethical framework on the principle that responsibility reflects care. Respectful interaction is a key element of the Code of Ethics, emphasizing the importance of fostering a positive, supportive and motivating organizational culture. Members of the community are encouraged to support one another and to provide constructive feedback. This underpins the right of every individual to participate, provide feedback and contribute to the continuous development of institutional practices.
Staff members play a central role in the institution’s development activities. In particular, the Cooperation Development Group serves as an important platform for dialogue. Staff representation is ensured in the institution’s governing bodies, including participation at board level. Throughout the year, the institution organizes joint events for staff and systematically collects feedback and data to support continuous improvement. Senior management and supervisors are accessible to staff, and the institution continues to strengthen an open and inclusive culture of interaction.
Students are recognized as equal members of the institutional community. They have the opportunity to influence decision-making related to studies and study conditions through representation in institutional working groups and governing bodies, where student representatives are appointed by the Student Union VAMOK. All students are welcome to participate in the activities of VAMOK regardless of their background, personal characteristics or views. The Student Union operates as a religiously and politically non-affiliated organization.
Vaasa University of Applied Sciences monitors the implementation of the Equality and Non-Discrimination Plan as part of the regular activities of the Cooperation Development Group. Any identified issues related to equality and non-discrimination are addressed without delay, depending on their nature, either within the Cooperation Development Group or in collaboration between HR services, supervisors and senior management.
Equality and non-discrimination are further promoted as part of normal operations by ensuring that the principles and practices outlined in the Code of Ethics are effectively integrated into everyday activities. The development of leadership and supervisory practices is supported through the clarification of shared approaches in regular meetings of senior management and supervisors, as well as through internal training. The implementation of measures under the programme for sustainable development and responsibility is actively promoted, thereby also contributing to equality and non-discrimination. Continued attention is given to improving linguistic accessibility, for example by ensuring that content on the Syke intranet is widely available in both Finnish and English, and that all staff communication takes linguistic accessibility into account.
Pay equity is monitored by maintaining statistics on the distribution of women and men across different roles and by conducting regular reviews of salaries and pay differentials.
The state of equality in the workplace is assessed annually through a staff survey. Equality and non-discrimination are included as part of a broader personnel survey. The 2026 survey included four statements assessing the realization of equality and non-discrimination within the work community, using a scale from 1 to 4:
Statement: Gender equality between women and men is realized in my workplace.
Result: 3.47
Statement: Equality between employees of different ages is realized in my workplace.
Result: 3.42
Statement: Employees in different types of employment relationships (permanent, fixed-term, full-time or part-time) are treated equally in my workplace.
Result: 3.17
Statement: Equality of minorities (including differences in work ability, sexual orientation or gender identity, ethnic or cultural background, religion, belief or values) is realized in my workplace.
Result: 3.61
The implementation of this Equality and Non-Discrimination Plan is monitored by the Cooperation Development Group and the Management Team and coordinated by HR services. The plan is updated on a regular basis, and the achievement of the defined objectives is assessed as part of the update process.
Vaasa University of Applied Sciences defines the following development objectives, measures and monitoring practices to promote equality and non-discrimination:
Objective: Equal opportunities for competence development
Measures: Ensuring the equitable implementation of competence development activities among staff members
Responsible parties: Supervisors, senior management
Timeline: Review during 2026 and 2027
Monitoring: Measures agreed in annual competence and performance discussions (OSATA) and their implementation
Objective: Reduction of experiences of inappropriate treatment and harassment
Measures: Training for supervisors and staff; proactive intervention in identified cases
Responsible parties: HR services, senior management, supervisors
Timeline: 2026–2027
Monitoring: Staff surveys conducted in 2026 and 2027
Objective: Integration of a diverse and multilingual community into all shared activities
Measures: Development of the “close colleague” model to better include international staff; training for supervisors in managing diverse work communities
Responsible parties: HR services, supervisors, senior management
Timeline: 2026–2027
Monitoring: Staff surveys conducted in 2026 and 2027
Objective: Strengthening competence related to equality and non-discrimination
Measures: Training on equality and non-discrimination for staff and students
Responsible parties: Senior management, HR services, Student Union
Timeline: 2026–2027
Monitoring: Staff surveys and student surveys conducted by the Student Union
