“The success of mainstreaming (in equality work) demands acquiring new methods in basic work. The City of Vantaa is a good example of a successful mainstreaming. The City has effectively combined equality and non-discrimination in planning its operations and personnel policies. The City has developed a handbook as a tool, which was created together with the elected officials. There are appointed responsible persons in all its operations. The district is greatly recognized for its work in gender equality” (Tasa-arvovaltuutettu Pirkko Mäkinen, Pirkon palsta, Tasa-arvo –lehti 4/2010)
When my grandmother was born in 1909, Finland was different. She could not go to school because shoes were not available for everyone. She started her career at the age of 12 as a maid at a neighboring village’s house. My daughter was born in 2004 and she is now a 9 year old music class student who plays both the violin and the piano. In addition, she also plays football and goes to dance classes. The world is totally different.
In Finland, equality and non-discrimination have increased dramatically, but still Finland is not equal and fair to everyone. Not even in Vantaa. Gender as well as cultural background matter. This can be clearly seen if we take a look at them through culture and gender sensitive lenses.
In Vantaa, gender and culture sensitive approach is seen as a component of equality work. Gender impact assessment (suvaus in Finnish) has made visible the functionality of gender equality work visible when developing services.
The international origins of gender impact assessment date back to UN World conference on Women in 1995. From then on, a number of countries and governments have sought to extend gender equality to all aspects of public administration.
The City of Vantaa also has its own history in advancing equality and non-discrimination within the City’s services and decision-making practices. Vantaa’s aim is to mainstream gender equality both in its operations and decision-making processes. The latter refers to influencing the lack of democracy and finding ways to compensate for its deficits.
The current Vantaa Handbook on equality and non-discrimination guides the development of equality between the sexes and non-discrimination of all people when developing the operations of the City. The handbook dates back to 2006 and includes the plans required by the equality and non-discrimination laws. These plans combine the perspectives of the personnel (the city as an employer) as well as the operational (the city’s decision-making processes and services) policies. The entire plan will be updated once the revised equality and non-discrimination law takes effect in 2013.
Vantaa joined the European Charter for equality between men and women in 2007. It is through this that the city's decision-makers and officials have publicly committed themselves to the principles of equality between men and women, as well as to, for example, carrying out the gender impact evaluation. This Charter serves as an additional commitment together with the equality and non-discrimination laws.
Culture and Gender sensitive Vantaa