{"id":666,"date":"2022-03-16T10:40:50","date_gmt":"2022-03-16T08:40:50","guid":{"rendered":"https:\/\/monikulttuurinentyopaikka.myski.web-veistamo.fi\/?page_id=666"},"modified":"2026-03-10T13:56:44","modified_gmt":"2026-03-10T11:56:44","slug":"a-safer-space","status":"publish","type":"page","link":"https:\/\/monikulttuurinen.fi\/en\/a-safer-space\/","title":{"rendered":"A Safer Space"},"content":{"rendered":"\n

The principles for a safer space are a practical tool for creating a respectful and non-discriminatory environment.<\/p>\n\n\n\n

Everyone has the right to a safe workplace where people can be themselves and feel fully respected as themselves.<\/p>\n\n\n\n

The principles of a safer space must be regularly considered in each workplace. By engaging everyone, a more transparent and respectful atmosphere will be created.<\/p>\n\n\n\n

Creating principles<\/strong><\/h2>\n\n\n\n

Start by putting together a team that includes employees, supervisors, and company management. Collectively think about and focus on the problem areas in your work community. Why are principles created?<\/p>\n\n\n\n

You can find inspiration on the equality planning page.<\/p>\n\n\n\n

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Name the responsible person<\/strong><\/h2>\n\n\n\n

Select a person responsible for distributing information on the principles and reminding people of the rules. This person can also act as an objective third party in potential conflicts.<\/p>\n\n\n\n

To succeed, it is essential that the responsible person has sufficient understanding of the multidisciplinary nature of racism and the experiences of minorities.<\/p>\n\n\n\n

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Monitoring effectiveness<\/h2>\n\n\n\n

Define in the community how you can measure the success of the principles. Monitoring can be done at least through surveys and interviews. It is also good to examine general attitudinal changes. Have the rules provoked any reaction?<\/p>\n\n\n\n

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Updating<\/h2>\n\n\n\n

Before the principles are implemented, agree a date when you will start the process again. Planning and reviewing the current situation should be carried out at least annually.<\/p>\n\n\n\n

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Examples of the principles<\/strong><\/h2>\n\n\n\n

Don\u2019t know where to start? We have collected general principles for a safer space. Remember to focus on the needs of your workplace when creating your own list.<\/p>\n\n\n\n

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Respect<\/strong><\/h5>\n<\/div>\n\n\n\n
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Respect each other\u2019s integrity, both physical and verbal. Give space to others. Do not override other people\u2019s opinions and speeches. Respect the privacy of others.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Don\u2019t mock<\/strong><\/h5>\n<\/div>\n\n\n\n
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Do not use demeaning and othering language, dismiss or embarrass anyone with your words, behaviour or actions. Also, don\u2019t criticise appearances or gossip.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Don\u2019t make assumptions<\/strong><\/h5>\n<\/div>\n\n\n\n
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Make no assumptions about anyone\u2019s sexuality, gender, nationality, ethnicity, religion, values, health, ability to act, or anything else. Also, do not question practices that deviate from the norm.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Communicate<\/strong><\/h5>\n<\/div>\n\n\n\n
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Receive the opinions, perspectives and new topics of others without prejudice. Speak understandably to people outside your own reference group. Ask for help and give help at a low threshold.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Address discrimination<\/strong><\/h5>\n<\/div>\n\n\n\n
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Anyone who notices inappropriate or discriminatory behaviour has an obligation to intervene and report back to a predefined contact person. Discrimination is always addressed.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Apologise<\/strong><\/h5>\n<\/div>\n\n\n\n
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Apologise if you intentionally or unintentionally insult another person. Do not question someone\u2019s experience, even if you do not agree with it. Instead, think about why that person\u2019s feelings may have been hurt.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Sources<\/h5>\n\n\n\n

Experts:<\/em><\/p>\n\n\n\n