DEI Tietopankki

Tähän tietopankkiin olemme keränneet viimeisintä tutkimusta, tietoa ja parhaita käytäntöjä monimuotoisuuden, yhdenvertaisuuden ja inklusiivisuuden edistämiseen liittyen. Suurin osa artikkeleista on englanniksi. Mukavia lukuhetkiä!

Tietoa ja artikkeleita:

Monimuotoisuuden, yhdenvertaisuuden ja inklusiivisuuden perusteet

Tähän olemme keränneet hyödyllistä perustietoa monimuotoisuudesta, yhdenvertaisuudesta ja inklusiviisuudesta. Jos nämä aiheet ovat sinulle uusia, aloita tästä! 

Getting Serious About Diversity: Enough Already with the Business Case
Harvard Business Review​
This article critiques the popular rhetoric about diversity and revisits an argument the authors made 25 years ago: To fully benefit from increased racial and gender diversity, organizations must adopt a learning orientation and be willing to change the corporate culture and power structure.

What’s the Difference Between Diversity, Inclusion, and Equity
General Assembly
This article helps you to better understand what Diversity, Equity and Inclusion actually mean. It also has some useful Thought Exercises to help examine our own understanding of these terms.

Why Diversity Matters
McKinsey and Company
McKinsey’s research finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians.

Diversity and Inclusion Best Practices to Focus on in 2021
This article is a good summary of DEI topics, summing up the benefits of Diversity and Inclusion in the workplace, key stats and some best practices.

Monimuotoisuusjohtamisen itsearviointi -työkalu
Monimuotoisuusjohtamisen itsearviointi -työkalun avulla pääset alkuun ja eteenpäin monimuotoisuustyössä. Itsearviointiyökalu on luotu kaikille yrityksille ja organisaatioille koosta ja toimialasta riippumatta, ja se sopii niin monimuotoisuustyön aloittelijoille, kehittäjille kuin edelläkävijöillekin

Inklusiivinen johtaminen

Inklusiivisella johtamisella on suuri vaikutus työkulttuuriin. Opi aiheesta lisää näiden artikkelien avulla!

Inklusiiv Talks: Inclusive Leadership
A summary of the keynote from the Inklusiiv Talks event on Inclusive Leadership : the role of leaders in creating inclusive organizations.

Why Inclusive Leaders are Good for Organizations and How to Become One
Harvard Business Review
Inclusive leaders ensure that all team members feel they are treated respectfully and fairly, are valued, feel that they belong in the workplace community, and are confident and inspired. Research involving 3,500 ratings by employees of 450 leaders found that inclusive leaders share six behaviors — and that leaders often overestimate how inclusive they really are.

Inclusive Leadership -Small Habits That Make a Big Impact
First Round Review
This article introduces 4 useful inclusive leadership habits that help managers become more inclusive leaders.

The Key to Inclusive Leadership
Harvard Business Review
This article describes organizational practices that can help leaders become more inclusive and enhance the performance of their teams.

10 Actions Every Leader Can Take To Be A Diversity Champion.
10 practical everyday actions that leaders can take on DEI.

Empathy Is The Most Important Leadership Skill According To Research
This article describes how empathy contributes to positive relationships and organizational cultures and it also drives results. It also includes some tips how to be a more empathic leader.

Inklusiivisemman työkulttuurin luominen

Inklusiivisen kulttuurin hyödyt ovat merkittävät – sekä työntekijöille että organisaation menestymiselle. Nämä lähteet voivat auttaa pääsemään alkuun!

Diversity Doesn’t Stick Without Inclusion
Harvard Business Review
Leaders have long recognized that a diverse workforce of women, people of color, and LGBT individuals brings a competitive edge in terms of selling products or services to diverse end users. Yet a stark gap persists between recognizing the leadership behaviors that unlock this capability and actually practicing them.

The ingredients of inclusivity – the impact of inclusive work cultures on women in technology roles in Finland
Accenture, Women in Tech Finland, TEK, Mimmit Koodaa
A survey for women in technology roles, with the objective to understand the inclusivity of workplace cultures in Finland and its impact on how females thrive at work.

There’s a Big Difference Between an Intention to be Inclusive and a Strategy
Though we often use the words interchangeably, being “intentional” and being “strategic” about building inclusive environments are two different things.

Uncovering talent – a new model of inclusion
An insightful report showing that the pressure to ‘cover’ elements of one’s identity or background at work is a widespread phenomenon that negatively affects organizations, as well as individuals.

Who Supports Diversity Policies? It Depends on the Policy.
Harvard Business Review
A 2019 study in the US found that policies aiming to increase the representation of women received more support than those geared towards racial minorities — but only among whites, and not black or Latinx workers. The study also found that people are more likely to support workplace policies when they are framed as a means to address discrimination.

Tech Nation: The Diversity and Inclusion toolkit
Tech Nation
Actionable insights and guidance to help founders build diverse and inclusive companies.

Diversity & Inclusion in Tech – a Practical Guidebook for Entrepreneurs
A step-by-step guide to help you plan, deploy, monitor and improve a Diversity & Inclusion strategy suited to your company.

How Gender Bias Corrupts Performance Reviews and What to Do About It
Harvard Business Review
Annual evaluations are often subjective, which opens the door to gender bias. But when organizations implement gender-neutral, real-time feedback tools, such biases can be reduced.

The World is Relying on a Flawed Psychological Test to Fight Racism
This article examines the widely popular Implicit Association Test (IAT) which is used globally to determine unconscious biases, and questions the scientific standard of the methodology underpinning the testing tool.

13 Benefits and Challenges of Cultural Diversity in the Workplace
This article introduces some benefits and challenges of cultural diversity in the workplace.

How to be an ally in the workplace: 13 ways to do it
This article focuses on microaffirmations and includes practical tips on how to utilize these to be a better Ally at the workplace.

Sateenkaariväki työelämässä ja asiakkaina (in Finnish)
Seta ry
Guide for employers on how to create a more inclusive workplace and advance LGBTQ+ rights in your organization.

LGBTQ+ voices: Learning from lived experiences
McKinsey & Company
Research reveals the challenges that LGBTQ+ employees face, and six ways to help them bring their authentic selves to work.

Being transgender at work
McKinsey & Company
Research that provides insights into the participation, plight, and precarity of transgender people at work.

Tiedostamattomat ennakkokäsitykset

Kaikilla meillä on tiedostamattomia ennakkokäsityksiä – mutta miten näiden vaikutusta voi vähentää? Näiden lähteiden avulla voit ymmärtää ennakkokäsitysten vaikutuksia paremmin.

Unconscious Bias: How It Affects Us More Than We Know
An article explaining why we need to examine our biases and be mindful of our hidden prejudices and the ways they manifest themselves in words and actions.

How the Best Bosses Interrupt Bias on Their Teams
Harvard Business Review
What can you, as an individual leader, do to ensure that your team is including and making the most of diverse voices?​

Designing a Bias-Free Organization
Harvard Business Review
This article suggests focusing on processes, not just people, when eliminating biases. Behavioral science tells us that it’s very hard to eliminate our biases, but we can redesign organizations to circumvent them. Behavioral design makes it easier to do the unbiased thing by either preventing biased choices or changing people’s beliefs.

What is unconscious bias in the workplace, and how can we tackle it?
This article explores the different types of bias, and how to reduce their impact.

The Leader’s Guide to Unconscious Bias Book
By Pamela Fuller, Mark Murphy and Anne Chow
A popular guide on understanding and eliminating bias in the workplace.

DEI tiimien rakentamisessa

Kuinka rakentaa monimuotoisia ja hyvin menestyviä tiimejä? Alta löydät artikkekeita monimuotoisuuden, yhdenvertaisuuden ja inklusiivisuuden tärkeydestä tiimien rakentamisessa.

High-Performing Teams Need Psychological Safety. Here’s How to Create It
Harvard Business Review
The highest-performing teams have one thing in common: psychological safety — the belief that you won’t be punished when you make a mistake. But how can you increase psychological safety in your own team?

Psychological Safety: 5 Keys to a Successful Google Team
Introducing five key dynamics that set successful teams apart from other teams at Google – psychological safety being the most important one.

​5 diversity and inclusion activities to build belonging on teams
5 practical diversity and inclusion activities to enhance the sense of belonging in your team.

Diversity, Equity & Inclusion Activities To Do With Your Team
This article features a handful of activities you can do with your team, including activities for increasing interpersonal understanding and inclusion and activities to increase awareness of privilege and discrimination.

What is psychological safety and why is it the key to great teamwork?
This article is a great introduction on the importance of psychological safety with 5 helpful tips for fostering psychological safety in your workplace. ​

Inklusiivinen rekrytointi

Inklusiivinen rekrytointi takaa että parhaat ammattilaiset tulevat palkatuksi organisaatioon. Nämä artikkelit auttavat ymmärtämään mitkä tekijät voivat estää organisaatiotasi palkkaamasta parhaita kykyjä.

What is Unconscious Bias in Recruitment?
HighSpeed Training
A good read for those who want to know more about the way in which unconscious biases affect recruitment practices.

Analyzing The Subtle Bias In Tech Companies’ Recruiting Emails
A close study of word choice in job descriptions and recruiting emails reveals how tech companies are inadvertently hindering diversity.

How “Blind Recruitment” Works And Why You Should Consider It
Blind recruitment is used to overcome unconscious bias and promote diversity in the workforce, and it has gained an increasing foothold in companies. This is a helpful article for anyone interested in knowing how Blind Recruitment works and what its benefits are.

How Startups Are Using Tech to Try and Fight Workplace Bias
Article on how to fight biases in recruitment.

Stop Hiring for Cultural Fit
Harvard Business Review
The author shares what she learned about making and keeping great hires during her 14 years as the Chief Talent Officer at Netflix.

The Unintended Consequences of Diversity Statements
Harvard Business Review
In trying to address discrimination, many organizations explicitly advertise their dedication to diversity, identifying themselves as “equal opportunity” or “diversity-friendly” employers. However, these statements alone are not effective and can even backfire by making organizations less likely to notice discrimination.

Why Are There Few Women in Tech? Watch a Recruiting Session
Stanford research shows that tech companies often alienate women already while they’re still in school, during recruiting sessions.

If Women Don’t Apply To Your Company, This Is Probably Why
Harvard Business Review
Leaders need to stop blaming their companies’ lack of diversity on the lack of women applicants. Instead they should ask “why is my organization not attractive to women?”. Research from HBR Lab suggests that the answer might lie in the signals your company sends about its culture during the recruiting process.

Networked Employment Discrimination
Data & Society Research Institute
In an effort to increase efficiency and improve the recruitment process, many employers have begun using new tools to sift through a large number of applications, looking for signals that a candidate is “the best fit.” This study shows that our current regulatory regimes may be ill-equipped to identify and address inequalities in data centric hiring systems, amplifying existing issues.

Monimuotoisuuden ja inklusiivisuuden mittaaminen

Monimuotoisuuden ja inklusiivisuuden mittaaminen ja tavoitteet varmistavat että tarvittavaa muutosta todella tapahtuu.  Mutta kuinka päästä alkuun? Nämä lähteet voivat auttaa.

State of Diversity and Inclusion 2020 in Finland
To shed light on the current state of D&I work in organizations, we asked leaders in Finland-based companies to share and report on their diversity and inclusion practices. Here’s what we found out!

What D&I Metrics You Should Use
Specific D&I success metrics indicating both micro and macro organizational impact is necessary to show the value of your D&I program and measure the outcomes of projects. This article tells you what D&I metrics to use.

Measure Workplace Diversity and Inclusion
Culture Amp
This article recommends the use of Diversity & Inclusion survey tools to better understand how your employees feel about their workplace.

The Mistake Companies Make When They Use Data to Plan Diversity Efforts
Harvard Business Review
This article identifies four key steps companies can take to ensure they don’t fall victim to the faulty logic of small numbers.

Tech Firms Striving for Diversity Fixate on the Wrong Metrics
This article suggests that to fix its diversity problem, tech companies need to analyze statistics for individual teams.

Eight Ways to Make Your D&I Efforts Less Talk and More Walk
First Round Review
This article introduces eight strategies from Aubrey Blanche, the Global Head of Diversity & Belonging at Atlassian, to help make sure that your deep caring about D&I is coupled with acting quickly to make required changes a reality.

How to Measure Inclusion in the Workplace
This article includes useful tips on how to measure employee perceptions of inclusion, what effective action looks like from leaders, and common pitfalls to avoid.

Diversity of Thought

Artikkeleita ajattelun moninaisuudesta ja siitä, miksi sen ei tulisi olla ainoa tavoite.

What is Diversity of Thought?
An introduction to the important concept of cognitive diversity or diversity of thought.

“Diversity of Thought” Without Diverse Representation is Status Quo
An article criticizing the mainstream usage of the term “Diversity of Thought” and highlighting that demographic diversity in workplaces is required for diversity of thought to be realised.

Why We Need To Stop Talking About Diversity Of Thought
Diversity of thought is one outcome of successful DEI efforts, but should not be the target in itself. By focusing on diversity of thought, we may distract ourselves from the real reasons we need to be focusing on DEI initiatives, and the internal culture shifts required to move the needle in a sustainable way.

Tutkimuksia ja raportteja monimuotoisuudesta ja inklusiivisuudesta

Haluatko sukeltaa syvemmälle DEI teemoihin? Tässä mielenkiintoisia tutkimuksia ja raportteja aiheesta.

Culture Amp: 2022 Workplace DEI Report
Culture Amp

The 2021 State of European Tech

Unconventional Ventures: The 2021 Startup Funding Report
Unconventional Ventures

Study: Workplace Diversity Can Help the Bottom Line
MIT News
MIT economist scrutinizes firm data suggesting diverse offices function more effectively.

Top 50 companies for Diversity list 2020​
DiversityInc Top 50 is the leading assessment of diversity management in corporate America. The results are derived exclusively from corporate survey submissions from companies with at least 750 employees in the U.S. Companies are evaluated within the context of their own industries.

Women in the workplace 2021
McKinsey and Company
McKinsey’s Women in the Workplace study tracks the progress of women in corporate America.

Findix: Report on the Diversity of Finnish Companies (2019)
A 2019 report providing an overview of diversity in Finnish companies.




Monimuotoisuuden edistäminen työyhteisöissä tarkoittaa, että pyritään aktiivisesti kehittämään erilaisista yksilöistä koostuvia tiimejä. Keskeistä on ymmärtää arvo, jota yksilöiden erilaisuus tuo tiimiin. Yksilöt tiimeissä voivat olla erilaisia taustansa, kokemustensa, näkemystensä sekä luontaisten toimintatapojensa mukaan. Eroja voi olla esimerkiksi sukupuoleen, etniseen taustaan, uskontoon, poliittisiin mielipiteisiin, ikään, seksuaaliseen suuntautumiseen, perhetilanteeseen, kieleen, fyysisiin kyvykkyyksiin tai mihin tahansa muuhun tekijään liittyen, joka määrittää keitä olemme ja miltä näytämme.


Inklusiivissa työyhteisöissä jokainen yksilö kokee osallisuuden tunnetta, ja tietää voivansa olla autenttinen itsensä töissä. Inklusiivisuus tarkoittaa, että kaikkia kohdellaan reilusti ja kunnioittavasti, että kaikilla on yhtäläinen mahdollisuus edetä urallaan, ja että jokainen yksilö kokee voivansa täysillä osallistua yhteisten tavoitteiden saavuttamiseen. Inklusiivisissa työyhteisöissä kaikki, taustastaan riippumatta, kokevat, että heitä kuunnellaan ja että heidän osallisuuttaan työyhteisössä arvostetaan.

Equality & equity

Equality in the workplace refers to practices which treat all individuals exactly the same way. Equity refers to practices which focus on providing each individual with what they need to succeed.

A focus on equity is important in advancing inclusion in the workplace, as equity takes into account that often a single solution will not be effective in supporting individuals who come from different backgrounds, have different ways of working, and have different needs to enable their full success at work.


Jokaisen yksilön identiteetti muodostuu erilaisista identiteettitekijöiden yhdistelmistä (esimerkiksi sukupuolen, koulutustaustan, iän, etnisen taustan tai seksuaalisen suuntautumisen mukaan).  Intersektionaalisuus käsitteenä kuvaa sitä, miten eri identiteettitekijät vaikuttavat ihmisen asemaan yhteiskunnassa.

Yksilöt jotka kuuluvat yhteen tai useampaan vähemmistöryhmään joutuvat todennäköisemmin elämässään kokemaan epätasa-arvoa eri muodoissaan. Myös hyvinvoinnin ja terveyden teemoissa käytetyllä kasautuvan eriarvoisuuden käsitteellä on yhtymäkohtia intersektionaalisuuteen (THL).

Tiedostamattomat ennakkoluulot:

Tiedostamattomat ennakkoluulot ovat sosiaalisia stereotypioita, jotka heijastetaan tiettyihin ihmisryhmiin tai niihin kuuluviin yksilöihin. Ne muodostuvat tiedostamattomissa tiedonkäsittelymme prosesseissa, joihin luontaisesti turvaudumme jäsentääksemme meitä ympäröivää maailmaa. Jokaiselle ihmiselle muodostuu elämän aikana tiedostamattomia ennakkoluuloja, mutta niiden vaikutusta päätöksentekoomme ja toimintaamme (etenkin suhteessa muihin ihmisiin) voi ehkäistä.

Psykologinen turvallisuus

Psykologinen turvallisuus töissä tarkoittaa, että yksilöt kokevat voivansa osallistua työyhteisöön aktiivisesti ja jakaa ideoitaan, ajatuksiaan ja huoliaan pelkäämättä, että heidät nolataan, syrjäytetään tai heitä rangaistaan käytöksestään tavalla tai toisella. Psykologisesti turvallisissa työyhteisöissä yksilöt myös kokevat voivansa myöntää, jos eivät osaa, tai jos haluavat oppia uutta.

Psykologisen turvallisuuden takaaminen on avaintekijä aidosti inklusiivisten työyhteisöjen kehittämisessä.


Autamme organisaatioita edistämään monimuotoisuutta, yhdenvertaisuutta ja inklusiivisuutta (DEI) ja sitomaan sen osaksi strategisia prioriteetteja. 

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Luomme ja jaamme tietoa monimuotoisuudesta, inklusiivisuudesta ja yhdenverstaisuudesta ja auttamme organisaatioita muuttamaan sen toiminnaksi. 


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Inklusiiv yhteisö

Inklusiiv yhteisö tuo organisaatiollesi parhaita käytäntöjä, uusinta tietoa sekä verkostoitumismahdollisuuksia muiden inklusiivisuutta edistävien yritysten kanssa. 


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Inklusiiv ry

Inklusiiv ry on voittoatavoittelematon yhdistys joka luo ja jakaa tietoa monimuotoisuudesta, yhdenvertaisuudesta ja inklusiivisuudesta erilaisten insight – ja tutkimusprojektien kautta.

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