Kokeneiden voima -the Power of the Experienced ascii version

The demand of labour has clearly increased in Finland in many fields and at the same time the workforce is becoming more diverse. Finnish companies will act on global markets and working communities will have to face the fact that personnel is composed of diverse cultures. Diversity management means developing equality in working life and developing personnel's work ability on an equal basis. The equality issues in working life and legislation related to e.g. discrimination against ethnic diversity require incresed practical actions from companies. This means adopting new aspects and competence to manage diverse personnel where different ethnic group, different ages and genders are represented. The project aims to improve the opportunity of Finnish companies to adapt to these changes.

Objective

The aims of the DP:
- to support the supervisors and other personnel of organisations, particularly SMEs, to recognise existing tacit knowledge in the workplaces
- to develop, jointly with work communities, tools which help to promote understanding of how a person's work practices affect working culture and to support work communities to utilise personnel's diversity of skills
- to model and transfer tacit knowledge from one generation to another
- to develop, jointly with work communities, models of supervision for motivating the personnel to stay longer in working life, for increasing equality and participation among employees and for affecting their attitudes, communication skills and motivation
- to improve the professional skills of the aged and immigrants and, thus, help them to keep their jobs
- to exchange experiences both nationally and internationally

Innovation

Nature of the experimental activities to be implemented	Rating
Guidance, counselling	***
Training on work place	***
Work placement	**
Job rotation and job sharing	**
Employment aids (+ for self-employment)	*
Integrated measures (pathway to integration)	*
Employment creation and support	*
Training of teachers, trainers and staff	*
Improvement of employment services, Recruitment structures	***
Conception for training programs, certification	*
Anticipation of technical changes	*
Work organisation, improvement of access to work places	**
Guidance and social services	***
Studies and analysis of discrimination features	**

Type of innovation	Rating
Process-oriented	****
Goal-oriented	***
Context oriented	*

Budget Action 2

1 000 000 – 1 500 000 €

Beneficiaries

Assistance to persons	M	F
Unemployed	11.0%	0.0%
Employed	51.0%	38.0%
Others (without status, social beneficiaries...)	0.0%	0.0%
	100.0%
	M	F
Migrants, ethnic minorities, …	25.0%	0.0%
Asylum seekers	0.0%	0.0%
Population not migrant and not asylum seeker	37.0%	38.0%
	100.0%
	M	F
Physical Impairment	0.0%	0.0%
Mental Impairment	2.0%	0.0%
Mental Illness	0.0%	0.0%
Population not suffering from a disability	49.0%	49.0%
	100.0%
	M	F
Substance abusers	0.0%	0.0%
Homeless	0.0%	0.0%
(Ex-)prisoners	0.0%	0.0%
Other discriminated (religion, sexual orientation)	0.0%	0.0%
Without such specific discriminations	50.0%	50.0%
	100.0%
	M	F
< 25 year	0.0%	0.0%
25 - 50 year	50.0%	38.0%
> 50 year	12.0%	0.0%
	100.0%

Assistance to structures and systems and accompanying measures	Rating
Gender discrimination	**
Discrimination and inequality in employment	****
Disabilities	*
Other discriminations	**
Low qualification	****
Racial discrimination	***
Unemployment	**

Participation in running and evaluating activities

Empowerment

With beneficiaries

Participation

Changing attitudes and behavior of key actors

Between national partners

N.C.

Transnationality

Linguistic skills

suomi
English

Percentage of the budget for transnational activities

30.0%

Transnational Co-operation Partnerships

Transnational Co-operation Agreement	DPs involved
353 Mary Connaughton	FR IDF-2001-10523 IE 14

Background

Involvment in previous EU programmes

Two and more partners involved in A&E

Networking

Interest in networking

Text available in

Local SMEs and other organizations, as well as all project’s national partners and other Equal projects; transnational SMEs through transnational partnership work

Events

Last update: 15-05-2002 Top

Assessment tool and other possible models constructed through transnational collaboration
Information Newsletters Publication

Products

N.C.

National Partners

Partner	To be contacted for
Adulta Oy, Keski-Uudenmaan aikuiskoulutuskeskus	Co-ordination of experimental activities Design of the project DP managing organisation Evaluation Monitoring, data collection Transnational partnership
Oma Oksa
Stora Enso Timber Ltd. Kiteen Saha
Stora Enso Timber Ltd. Uimaharjun Saha
Tieto-X Oyj

Agreement Summary

Text available in

Transnational partnership IDEAL seeks new interventions that will improve equality at work. The common interest is to pilot HR and training interventions which will reduce discrimination. The common objectives: managing diversity in the workplace, training to reduce discrimination, changing company practices/culture, demonstrating good practices, producing tools for change, finding ways to make good use of personnel’s tacit knowledge. The common outputs: joint seminars and workshops, shared research, participant exchange, website, publications, tools, translation. The partners will meet at least 3 times a year for sharing information. A board will manage the transnational process. Working language is English.

Postikatu 10
P.O.Box 96
FIN-04401 Järvenpää
www.adulta.fi

Adulta Oy, Keski-Uudenmaan aikuiskoulutuskeskus

Tel:+358 9 271 901
Fax:+358 9 27 19 02 53
Email:nanna.wilhelmsson@adulta.fi


Responsibility in the DP:	Co-ordination of experimental activities Design of the project DP managing organisation Evaluation Monitoring, data collection Transnational partnership
Type of organisation:	Education / training organisation
Legal status:	Private
Size:	Staff 50-250
NUTS code:
Date of joining / leaving:	15-11-2001 /

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Larvala	Salme Ms.	+358 9 2719 02 01	salme.larvala@adulta.fi	project secretary
Wilhelmsson	Nanna Ms.	+358 9 2719 02 00	nanna.wilhelmsson@adulta.fi	Project administration/implementation

Lääkärikuja 3
FIN-00400 Järvenpää

Oma Oksa

Tel:+358 9 271 93 296
Fax:+358
Email:


Responsibility in the DP:
Type of organisation:	Enterprise
Legal status:	Co-operative
Size:	Staff 10-50
NUTS code:
Date of joining / leaving:	15-11-2001 /

Text available in

Social enterprise providing laundry services.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Suvanto	Kirsi Ms.	+358 9 271 93 296	xx	project implementation

(Stora Enso Kitee)
Teollisuustie 27
FIN-82430 PUHOS
www.storaenso.com

Stora Enso Timber Ltd. Kiteen Saha

Tel:+358 02046 21909
Fax:+358
Email:arja.torvinen@storaenso.com


Responsibility in the DP:
Type of organisation:	Enterprise
Legal status:	Private
Size:	Staff 50-250
NUTS code:
Date of joining / leaving:	27-05-2002 /

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Torvinen	Arja Ms.	+358 02046 21909	arja.torvinen@storaenso.com	project implementation

(Stora Enso Uimaharju)
P.O.Box 1
FIN-81281 Uimaharju
www.storaenso.com

Stora Enso Timber Ltd. Uimaharjun Saha

Tel:+358 02046 28 420
Fax:+358
Email:pekka.piironen@storaenso.com


Responsibility in the DP:
Type of organisation:	Enterprise
Legal status:	Private
Size:	Staff 50-250
NUTS code:
Date of joining / leaving:	27-05-2002 /

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Piironen	Pekka Mr.	+358 02046 28 420	pekka.piironen@storaenso.com	project implementation

Munkkiniemen puistotie 25
P.O.Box 62
FIN-00331 Helsinki
www.tieto-x.fi

Tieto-X Oyj

Tel:+358 9 4133 21 49
Fax:+358
Email:lauri.castren@tieto-x.fi


Responsibility in the DP:
Type of organisation:	Enterprise
Legal status:	Private
Size:	Staff 50-250
NUTS code:
Date of joining / leaving:	26-04-2002 /

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Castrén	Lauri Mr.	+358 40 505 26 37	lauri.castren@tieto-x.fi	project implementation

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Kokeneiden voima -the Power of the Experienced

Rationale

Työvoiman tarve on selvästi kasvanut Suomessa monilla aloilla samalla kun työvoima on muuttumassa yhä monimuotoisemmaksi. Suomalaiset yritykset siirtyvät toimimaan globaaleilla markkinoilla työyhteisössä joudutaan kohtaamaan henkilöstön kulttuurien monimuotoisuus. Monimuotoinen henkilöstöhallinta (diversity management) sisältää työelämän tasa-arvon sekä henkilöstön tasavertaisen ja monipuolisen toimintakyvykkyyden kehittämisen. Työelämän tasa-arvokysymykset ja lainsäädäntö koskien mm. etniseen erilaisuuteen koskevaa syrjintää edellyttävät yhä useammin yrityksiltä käytännön toimenpiteitä. Tämä edellyttää uusia näkökulmia ja osaamista johtaa monimuotoista henkilöstöä, jotka edustavat yhä useammin mm. eri etnisiä ryhmiä, ikää ja sukupuolta. Projekti pyrkii parantamaan suomalaisten yritysten kykyä sopeutua näihin muutoksiin.

Objective

Kehittämiskumppanuuden tavoitteena on
- kehittää yritysten ja organisaatioiden kanssa yhteistyössä sellaisia dialogiin perustuvia ikä- ja monimuotoisuuden malleja, joiden avulla työyhteisöjen ilmapiiri ja työntekijöiden motivaatio pysyä pidempään työelämässä paranee, ja joiden avulla opitaan huomioimaan, arvostamaan ja hyödyntämään henkilöstön monimuotoista, osittain hiljaista tietoa ja osaamista
- kehittää yritysten ja organisaatioiden kanssa yhteistyössä malleja esimiestyölle, joiden avulla lisätään henkilöstön tasa-arvoisuutta ja ehkäistään työstä syrjäytymistä
- mallittaa markkinoiden vaatimaa hiljaista tietoa sekä siirtää hiljaista tietoa nuoremmille sukupolville
- parantaa ikääntyvien ja maahanmuuttajatyöntekijöiden ammattitaitoa, jonka avulla he työllistyvät ja/tai säilyttävät työpaikkansa
- tiedottaa osaprojekteissa saaduista hyvistä käytännöistä ja malleista pk-yrityksille

Tulokset:
- sosiaalisten ja vuorovaikutustaitojen hiljaisen tiedon malli
- malli hiljaisen tiedon siirtämiselle
- lisääntyvien IT-työntekijöiden työssä pysymisen edistämisen toimintamalli