Presentation on theme: "VANTAAN KAUPUNKI CITY OF VANTAA How does the City of Vantaa promote gender equality & non-discrimination of all people? Seminar for local government female."— Presentation transcript:
VANTAAN KAUPUNKI CITY OF VANTAA How does the City of Vantaa promote gender equality & non-discrimination of all people? Seminar for local government female decision-makers The House of Municipalities 19 May 2009 Ms Meija Tuominen Planning Officer firstname.lastname@example.org
VANTAAN KAUPUNKI CITY OF VANTAA Vantaa – The Good Life City: part of the Helsinki Metropolitan Area main airport in Finland signs of habitation 7 000 years ago city since 1974 – 243 km2 – taxation% 18.50 population 195 240 (as of 1 Jan 2009) Swedish-speaking 3%foreign origin 7.8%) age 0-15 20% 16-6469% 64-11% women 51.1%
VANTAAN KAUPUNKI CITY OF VANTAA Vantaa as employer Personnel report 2008: Staff as of 31 Dec11 694 regular 9 095 fixed-term 2 599 Average age 44,5 years Women 79.1 % Salaries 2007men 2 846 €women 2 174 € / month + many statistically significant differencies between men and women
VANTAAN KAUPUNKI CITY OF VANTAA Staff: Experienced violence and discrimination Violence:mental 18.9% physical 8.1%(own experience) Discrimination:age 7.1% gender 4.9% education 13.8% opinion 20.1% ethnic background 3.2% position 14.0%(on the working place) (Municipality 10, year 2008)
VANTAAN KAUPUNKI CITY OF VANTAA Two laws called for planning The Constitution + several old laws + New Non-Discrimination Act of 2004 (services) * ethnic or national origin * age * nationality * language * religion, conviction or opinion * state of health * handicap * sexual orientation + Act on Equality between Women and Men 2005 (staff, also services) * better planning and follow-up
VANTAAN KAUPUNKI CITY OF VANTAA STAFF: EQUALITY Number of women/men in fixed-term contracts, level of education, superiority, age etc. Salaries New recruiting Use of family leave Part-time retirement Sickness leaves DECISION-MAKING AND SERVICES : EQUALITY 60-40% rule in decision- making bodies Gender sensitive planning and budgeting – Gender counts! STAFF: NON- DISCRIMINATION Mother tongue Recruiting Multiculturalism at work Sense of fairness DECISION-MAKING AND SERVICES: NON- DISCRIMINATION Need for positive discrimination Avoiding stereotypes
VANTAAN KAUPUNKI CITY OF VANTAA Vantaa: A fully integrated plan in 2006 Three separate, yet interlinked & integrated parts: 1)Workbook on gender equality & non-discrimination 2)Plan for promoting non-discrimination and equality in service provision 3)Equality and non-discrimination plan for staff matters Mainstreaming!
VANTAAN KAUPUNKI CITY OF VANTAA Decision-making and services: Council period of 2009-2012 The City Government on 6 April 2009: Responsibility for monitoring = Board of Leisure and Citizen Services Six guidelines: 1.We seek true equality and non-discrimination through active development work. 2.Mainstreaming: all sectors are responsible for including e&n in strategy work, planning, development, training programs etc., and in updating their old plans and programs
VANTAAN KAUPUNKI CITY OF VANTAA Guidelines, continued 3.The e&n plan of 2006 a basis for action until new legistlation calls for new plans. 4.Many important e&n related plans of 2005-2008: * The European Charter for Equality * Cross-administrative program to prevent violence in the family * Accessibility program * Multiculturalism program 2009-2012 Relevant leaders make sure these programs are turned into action.
VANTAAN KAUPUNKI CITY OF VANTAA Guidelines, continued 5. In addition to these programs, e&n is included in * induction of all new employees * supervisor training * customer service training * induction of political decision-makers * work of the Wellbeing group 6. Gender sensitive planning and budgeting must begin. Training for relevant people of all sectors in Autumn 2009 followed by pilot action or comprehensive measures in all sectors.