2016 Responsibility report

Responsibility at Finavia A part of society Safety Staff wellbeing Environmental responsibility GRI
Equality and
non-discrimination
We work to ensure that Finavia is a good place to work for
people of all ages and genders. We promote equality by ensuring
a balanced gender distribution in our individual units,
by facilitating a balance between work and family life, as well
as by helping ageing Finavia employees manage their work.
The company’s personnel policy, ethical principles and the equality
and non-discrimination plan updated every two years are the
documents guiding workplace equality at Finavia. The equality
plan is reviewed by Finavia’s co-determination committee, which
also monitors the implementation of measures aimed at promoting
equality.
Gender distribution remains balanced
Through balanced recruitment, we aim to ensure a balanced
gender distribution through all our units. An official from the HR
department is always involved in the recruitment process and
their task is to review the procedure from the perspective of
non-discrimination.
Gender distribution at Finavia has remained fairly balanced for
many years. In 2016, a total of 74 per cent of the staff members
were men and 26 per cent women.
Many of the work tasks at Finavia are male-dominated and
physically stressful, which means that traditionally most of the recruits
have been men. This also explains why women are a minority
among staff members. For example, women account for only two
Finavia is a good place to work for people
of all ages and genders.
per cent of maintenance workers, whereas 59 per cent of all service
personnel and 54 per cent of experts are women.
There was a slight decrease in the proportion of female employees
in 2016. Even though the change is not substantial, we
are monitoring the situation and will assess whether any specific
measures are needed to rectify the situation.
It was also noticed that there were fewer women applying for
jobs at Finavia in 2016. The nature of the vacancies on offer is the
main reason for this trend.
Pay gaps between women and men are narrower
than in Finland on average
Finavia monitors the gap between average pay of its male and
female employees by comparing the regular earnings of its fulltime
staff members.
In Finland, women’s average earnings are 83 per cent of the pay
received by men. The 2016 pay survey showed that in regards to
monthly pay, the figure is 88 per cent, and in monthly earnings it
amounts to 85 per cent. Except for air traffic controllers (92 per
cent and 88 per cent, respectively) the gap has widened in recent
years. This is because women do less shift work, which means that
they receive fewer bonuses than men.
Finavia aims to ensure that its staff
members are able to reconcile
work and family life, by providing
opportunities for flexible working
hours and telework.
Balancing work and family life
Finavia ensures that its staff members are able to balance work
and family life, by providing opportunities for flexible working
hours and telework. Parents of small children on partial child-care
leave and ageing employees on part-time pension may work parttime
and this option is also open to other employees, if their circumstances
so require. Our employees’ long holidays also facilitate
the balancing of work and family life.
Finavia encourages women and men to use family leaves on an
equal basis. According to the latest equality survey, women make
more use of family leaves than men even though the proportion
has decreased slightly from recent years and now stands at 89 per
cent. In maternity, paternity and parental leaves, the proportion of
women increased to 59 per cent.
In the 2016 personnel survey, Finavia staff members were asked
to give the views on how their needs concerning the reconciliation
of work and leisure time are taken into account in the company.
Gender distribution at Finavia has remained
fairly balanced for many years. In 2016, a total
of 74 per cent of the staff members were
men and 26 per cent women.
Responsibility report 2016 36