Diversity is a strength – this is how StaffPoint builds an equal working life
StaffPoint is part of Oikotie’s Responsible Employer network, where participating organizations commit to promoting six principles of responsible employment. These are non-discrimination, work-life balance and well-being, investment in leadership, meaningful work and professional development, fair pay according to job requirements, and a positive applicant experience.
In the third part of this blog series, we focus on the principle of non-discrimination. The blog draws on Oikotie’s Responsible Employer 2022 study, to which StaffPoint employees also responded. In addition, experts from across the group were interviewed for the article.
Equal treatment is the foundation of everything we do
Equal and fair treatment are the foundation of StaffPoint’s operations. Gender, employment type, age, ethnic background, or education must not be grounds for discrimination or favoritism. At StaffPoint, an equal working life is both a given and an ongoing goal, encompassing diversity and the fostering of an inclusive work community. Diversity is also closely linked to recruiting international talent and supporting their integration into Finnish workplaces.
According to Oikotie’s Responsible Employer 2022 study, 81 percent of respondents agreed that StaffPoint, as an employer, promotes diversity, a significantly higher result compared to peers.
For example, a recruiter must be aware of their own biases and continuously reflect on them throughout the recruitment process, ensuring that no assumptions are made based on a person’s name or background. Sometimes, clients must also be encouraged toward more responsible practices to guarantee equal opportunities for all applicants.
Everyone deserves work that matches their abilities and strengths
StaffPoint’s mission is that everyone should have work corresponding to their capabilities and strengths. Our skilled and trained recruitment consultants can identify people’s potential and see beyond limitations. We don’t view individuals as unable to work, but as uniquely able to work. Spring House, a member of the StaffPoint Group, organizes employment training for people with partial work ability, the long-term unemployed, and immigrants, helping those in a weaker labor market position find suitable employment.
In addition to training and guiding jobseekers, we engage in continuous dialogue with companies about hiring people in vulnerable employment positions. We are an active social advocate, raising awareness of the importance of employment for all groups and creating new practical models for equal employment opportunities.
Case IPS pilot: Nearly 60% of rehabilitation clients employed
In autumn 2020, Spring House and pension insurance company Varma launched a work rehabilitation pilot testing a new approach to support mental health rehabilitees in returning to work. The pilot applies the evidence-based IPS model (Individual Placement and Support), originating from the U.S. The focus is on the participant’s own goals and preferences rather than health restrictions.
Results have been promising, participants in the IPS pilot have achieved better employment outcomes than control groups. The IPS model is built on the belief that work itself can be rehabilitative, providing meaningful activity and improving both social and financial well-being.
“Access to work and earnings belongs to everyone, and mental health challenges are not a barrier to employment. Finding a job aligned with one’s goals supports recovery,” states Spring House.
Case TyöShift: Age should not be a barrier to employment
In the Pirkanmaa region, a TE Services pilot funded by the Ministry of Economic Affairs and Employment has tested an intensive coaching service to support clients who need help accessing work.
The TyöShift program has shown that long-term, personalized coaching significantly supports employment, 41% of participants have found jobs. Of these, 72% are over 50 years old, and 34% are over 60. Most participants face some form of health or work ability challenge.
Case: Immigrant servicesOpens in a new tab
The StaffPoint Group is a major advocate and recruiter of international talent. Immigrants represent an essential and valuable talent pool for Finland. Spring House trains nearly 2,000 immigrants annually.
Integration and language training services tailored for foreign nationals help them transition into Finnish working life. Spring House provides integration training and career coaching, vocational education, and competence mapping. After or during training, participants typically move on to further education or employment while improving social, cultural, and life management skills.
Case: Työstä turvaa ("work gives security") - Over 500 Ukranians employed
Following the outbreak of war in Ukraine, thousands of Ukrainians have arrived in Finland, where employment plays a key role in rebuilding their lives. StaffPoint launched the Work Gives Security initiative to help 200–400 Ukrainians and other foreign professionals find employment in Finnish companies. To date, over 500 individuals have found jobs through the program.
The project has had a significant impact, for individuals, businesses, and society as a whole, by developing new cooperation models with public and third-sector organizations to support international employment in Finland.
Many effects of the initiative can be seen in changing employer attitudes. Our international team works as a responsible partner to ensure ethical and safe recruitment practices for global talent.
StaffPoint is a familiar presence in reception centers, Ukrainian recruitment events, and volunteer efforts, allowing us to connect effectively with international jobseekers.
“We want to ensure that everyone has equal opportunities to succeed. We also want to give disadvantaged people a sense of self-worth and the right tools, because with those, they can achieve anything,” emphasizes StaffPoint’s International Services team.
