The employer has an obligation by law to promote equalityin the workplace, according to which the employer must assess how non-discrimination and equality has been realized in the workplace and if needed the employer must develop the working conditions and procedures related to recruiting and making decisions concerning personnel. The obligation to promote equality is to be complied with by all undertakings regardless of their size.
The employer must have a plan of the required measures to promote non-discrimination if the employer regularly employs at least 30 employees. The measures and their effects must be discussed with the personnel or their representatives. The non-discrimination plan is regulated in the Non-discrimination Act.
The plan may be drawn up separately or it may be included in e.g. the gender equality plan [22.214.171.124 Gender Equality Plan], the personnel plan [126.96.36.199 Personnel Plan and Training Plans][188.8.131.52 Safety Action Plan]. If the plan is prepared as a part of another plan, it is necessa[184.108.40.206 Safety Action Plan]
The exact content of the non-discrimination plan is not regulated, but it must contain the measures to promote equality at the workplace. The employer is allowed to choose the means to promote non-discrimination. In addition to the needs of the undertaking; the size, resources and personnel structure of the undertaking may be taken in to account.
There are no regulations concerning the preparation or updating the plan. Instead, it’s updated when needed, at agreed intervals or when other plans are being updated. The plan is to be drawn out in cooperation with the personnel or their representatives.