Diversity, equity and inclusion (DEI) plan 2025-2028

The University of the Arts Helsinki’s Diversity, equity and inclusion plan sets out the key principles, objectives, and measures guiding the university’s work on equity and equality for the period 2025–2028.

1. Principles and practices for promoting an equitable, equal and accessible study and work environment

Promoting equity, equality and accessibility is an important foundation for a fair and inclusive community. Equality means that each of us is of equal value, regardless of age, ethnic background, nationality, language, religion, belief, opinion, state of health, functional limitations, sexual orientation, gender or other personal characteristics.

The goal of equity is to ensure that everyone receives fair treatment and the opportunity to participate fully in the community’s activities. Accessibility is an essential part of equity, and taking it into account ensures that everyone can participate in the university’s activities according to their own individual needs. In our community, everyone gets to be valued and accepted as themselves.

The structures and practices of our society are discriminatory and ostracising in many ways. Art institutions – Uniarts Helsinki included – also contribute to the system and do not exist outside of it. The history of Western art is closely intertwined with the development of discriminatory and unequal structures, practices and ways of thinking. This is why it is Uniarts Helsinki’s duty to critically examine its own activities and position as part of this historical continuum.

The aim of this Diversity, Equity and Inclusion Plan (DEI Plan) is to define a clear plan and a desired state of affairs that the university will head towards with concrete measures. The plan is not only a reactive document, but an active tool for building a more equitable and inclusive future for the community.

The Non-Discrimination Act obliges educational organisations to promote non-discrimination in a systematic and goal-oriented manner. This DEI Plan plays a key role in Uniarts Helsinki’s commitment to the requirements of the law and its own ethical responsibility.

1.1 Activities of the previous period 2021-2024

Between 2021 and 2024, the main goals of equity and equality work were:

  • we secure a study and work environment that is free from inappropriate treatment and harassment,
  • we have an inclusive language policy in everyday operations and
  • we increase the community’s awareness and understanding of inclusivity.

We have increased people’s awareness of inclusivity through staff training and workshops and by sharing information. The university has offered training in the following themes, for example:

  • basics of diversity and inclusion
  • gender diversity
  • unconscious bias
  • different kinds of learners
  • equitable learning environment
  • accessibility

Some of the training seminars were available both in Finnish and English. Supervisors have been offered coaching in diversity management. For the most part, training sessions have been organised remotely, which has made it easier for people to participate in them.

Uniarts Helsinki has taken concrete measures to improve diversity from the perspectives of various minorities, including by renewing its toilet, shower and dressing room facilities. It is important that transgender and non-binary people can feel safe and accepted in our community. Based on feedback from students, it was decided that in the future, most toilets on campus will be designated for the use of all genders and that nonbinary users will be taken into consideration in dressing room facilities. Gender neutrality is also taken into consideration in language use and all communication.    

During the previous operational period, the university compiled and established the Code of Conduct, updated its guidelines for dealing with inappropriate treatment and organised training sessions on the topic in an effort to secure a work and study environment that is free from inappropriate treatment and harassment. The Code of Conduct and guidelines for dealing with inappropriate treatment are highlighted in staff induction processes, and these themes are also discussed in student orientation sessions.

The university and the Student Union carried out a joint “Don’t Deal with It Alone” campaign, during which HR representatives visited units to talk about inappropriate treatment and a responsible culture of interaction. The campaign materials and recordings are available in Finnish and English to all members of the community on the Moodle learning platform.

Varma’s questionnaire on wellbeing at work in 2023 showed that 79% of the staff have not experienced harassment or inappropriate behaviour. The results of the 2021 questionnaire were similar. The university will continue to make efforts and take action to improve the situation.

Varma’s questionnaire on wellbeing at work has included a separate section with questions on equality, non-discrimination and inclusion. Compared to the 2021 survey results, the university’s results improved in 2023 in the following areas: consideration of people’s personal situations in life and encouragement to take family leaves equally among genders. The biggest drop in the results was in terms of respondents’ scores for the question about the realisation of equality regardless of ethnic background or origin. A considerable share of staff still did not necessarily know how to assess these topics, which means that the university needs to continue to increase people’s awareness in this area. Based on answers to open-ended questions, equity-related development needs concerned language questions, facility-related accessibility challenges, homogeneity of the workplace community and the need for increasing discussion on equity.

In light of the rector’s feedback questionnaire aimed at students, Uniarts Helsinki should pay more attention to experiences of discrimination and inappropriate treatment in the future. When reviewing Uniarts Helsinki’s structures, practices or attitudes, students reported the most obstacles preventing equality, non-discrimination and/or diversity in terms of language (42%).

The university has prepared a language policy as part of its internationalisation strategy with the aim of establishing the smooth use of multiple languages. The Language Policy strengthens the diversity and accessibility of the arts community. The Language Policy ensures that all students and staff members can work and participate in the university’s activities in Finnish, Swedish or English.

International staff has had the chance to strengthen their Finnish skills, and they have also been able to improve their Swedish and English skills through language network cooperation.

This support to international staff members has been possible thanks to the Talent Boost project, which has entailed offering counselling and personal support in practical matters to visiting and incoming international staff. The university has improved its guidelines for international work situations, and they are available on the staff intranet. International students and staff have had the chance to attend joint meetings and events. The university has updated and improved the induction process applied to its international staff.

Uniarts Helsinki has also set up an accessibility working group and compiled an accessibility plan. The Accessibility Plan provides an overview of the work carried out in various parts of the organisation. The working group for digital accessibility has improved the university’s online materials and increased the community’s understanding of accessibility requirements. Physical accessibility has been discussed in connection with construction projects.

At the end of 2024, Uniarts Helsinki joined the anti-racism programme carried out by the Finnish Institute for Health and Welfare. The programme supports organisations in their efforts to introduce anti-racist approaches in their practices and structures. A total of 28 organisations have joined the one-year programme. The programme offers the organisations tailored support for promoting anti-racism.

1.2 Premise of the DEI plan

Uniarts Helsinki has a diversity, equity and inclusion working group, i.e. DEI working group, appointed by the rector, and its task is to promote the realisation of equity, equality and accessibility at Uniarts Helsinki. Another of the most important tasks of the group is to prepare the Diversity, Equity and Inclusion Plan (DEI Plan) for the university.

The DEI working group reflects Uniarts Helsinki’s diversity well. The group brings together a wide range of skills and expertise from different fields of art and personnel groups, which guarantees a comprehensive representation of perspectives. Academic staff, service areas and students all have their representatives in the group, and their diverse views and skills enrich the work of the group. This diversity of expertise and perspectives makes the working group a strong actor in promoting equity and equality work.

The working group has the following members:

  • HR and Service Director Riikka Mäki-Ontto, chair of the working group
  • Vice Rector for Education Tapio Kujala
  • Lecturer Liisa Jaakonaho
  • Lecturer Frank Brümmel
  • Doctoral Candidate/Hourly-paid Teacher Sanna Kivijärvi
  • Researcher Timothy Smith
  • Senior Head of Academic Affairs Milla Vaisto-Oinonen
  • Service and Personnel Manager Sanna Yliheljo
  • Project Manager Jessica Aaltonen
  • Producer Anna Huuskonen-Kuhlefelt
  • Occupational Health and Safety Manager Jyri Pulkkinen
  • Personnel Manager Sanna Kokko
  • DEI Contact Person Tuula Kivistö
  • DEI Contact Person Kati Mantere
  • Study Psychologist Outi Rämö
  • Study Psychologist Sanna Vuorinen
  • University Chaplain Lisa Enckell
  • Specialist Mirva Niemi
  • Student member Oula Hyle
  • Student member Katariina Jumppanen
  • DEI Coordinator Mia Seppälä (secretary of the working group)

The DEI Plan presents the current state of equity, equality and diversity at Uniarts Helsinki and and it defines the goals and measures that will help Uniarts Helsinki further promote equity, equality and diversity in its role as an education provider and an employer. The unit-specific operational plans also include measures to promote equity, equality and accessibility. Actual accessibility-related measures are presented in the Accessibility Plan, which is provided as the Appendix 2. The Accessibility Plan focuses on areas that are not included in the DEI Plan so that the plans complement each other in the best possible way.

The plan is implemented in all activities of the university. Becoming acquainted with the plan is one of the duties of everyone in the university community and constitutes a part of the induction and orientation process of new employees and students.

The DEI Plan supports Uniarts Helsinki’s strategy and Staff Policy for 2025–2028. The Uniarts Helsinki Board and the university management are committed to implementing the plan and to promoting non-discrimination, equality, equity and diversity at Uniarts Helsinki.

Making the university’s study and work environment as diverse, inclusive, equal and equitable as possible helps Uniarts Helsinki achieve its strategic goals.

Uniarts Helsinki’s strategy

Diversity, equity and inclusion general page

1.3 Promoting diversity, equity and inclusion affects everyone at Uniarts Helsinki

Uniarts Helsinki is an international and a multicultural study and workplace community. Promoting equity, equality, non-discrimination and accessibility is an important foundation for a fair and inclusive community. It is crucial that everyone can feel that they are appreciated and equal regardless of their ethnic origin, nationality, language, religion, belief or cultural background.

Uniarts Helsinki promotes cultural awareness and prevents racism so that it can create an open and welcoming work and study environment for all members of its community. Cultural awareness entails both an understanding of one’s own background and curiosity and willingness to learn more about other cultures. This builds a solid foundation for engaging in rich and constructive interaction with people from differing backgrounds. The core idea of equity, equality and accessibility is to respect and appreciate other people.

Living out these values at our university means that the university must manage its personnel proactively, take people’s diverse personal situations into consideration and maintain a positive organisational culture. This will ensure that everyone’s rights are upheld without the individual having to demand that themselves. The goal is to build a community where nobody is left out or discriminated and instead, everyone can shine as the persons they are.

Related content on our online platforms:

Code of Conduct

Safer space guidelines for academic events

The Student Union’s principles and practices for safer space

2. Promoting a culture of appreciation is the key in preventing discrimination

Every member of the Uniarts Helsinki community – whether they represent staff, visitors or students – has an important opportunity to promote an open and respectful atmosphere. Every member of the community can contribute to ensuring that there is a non-discriminatory and positive culture within the community and that everyone feels valued.

Teaching staff pay attention to ensuring that the content, material and atmosphere of the teaching that they provide support equity and are safe and inspiring for everyone. Managers and supervisors also play an important role in ensuring that there is a respectful and non-discriminatory atmosphere in the work community that encourages everyone to give their best.

The Non-Discrimination Act supports us in this task by obliging us to make reasonable adjustments in our activities and teaching so that everyone can participate to a full extent. These adjustments may be related to factors such as age, beliefs, learning disabilities or other personal needs. The members of the community work together to create an environment where everyone can feel included and valued.

2.1 Notions of art

In connection with teaching, research and other activities, Uniarts Helsinki continuously examines what kind of notions of art and what kind of values and concepts guide teaching and the content and art produced as part of teaching.

The content and artistic views that are presented as part of courses take diversity into account and aim for a diverse understanding of the aesthetics, ethics and social agency of art.

2.2 Diversity

At Uniarts Helsinki, diversity is a resource. In our community, each member is unique, and diversity can manifest itself through factors such as age, physical characteristics, disability, appearance, gender, sexuality, socio-economic status, religion, language, cultural background, ethnicity, political views or different ideologies and beliefs. These traits are seen as an asset that strengthens both our study and work community and creates a foundation for rich interaction and new insights.

The goal is to build an equal and equitable environment where every student and employee can feel valued and part of the community. Inclusivity is at the heart of the activities, and the aim is for everyone to be able to participate fully and feel part of the group from the beginning.

2.2.1 Age and consideration of people’s varying situations in life

Uniarts Helsinki invests in age management, which means that everyone is offered the best possible leadership and management regardless of age. The aim is to take into account the needs and situations in life of people of different ages, both in the assessment of hazards and risks and as part of daily supervisory work.

We apply an early support policy and promote flexible working time and functional workspace arrangements and offer diverse wellbeing activities that aim to support everyone’s energy resources. By taking into account the needs of ageing staff, in particular, the university can ensure that everyone can continue their careers with enthusiastic and motivated mindsets.

Age and various situations are also taken into account from the students’ point of view. This helps to create a safe and healthy study environment.

2.2.2 Gender and sexual orientation diversity

The university community consists of people with diverse genders and sexualities. It is important that everyone is respected and valued in the community just as they are. Perceptions related to gender roles, identities, appearance, behaviour or sexual orientation must not define how people treat each other. It is also essential to pay attention to the use of language so that it is respectful and inclusive for everyone.

2.2.3 Beliefs and religions

We live in a society and community shaped by religious diversity. Freedom of religion and conscience is guaranteed by the Constitution of Finland.

Everyone has freedom of religion, conscience and opinion at Uniarts Helsinki: all members of the university community have the right to their religion and beliefs and also the right to express them. Every member of the university community is required to respect the religion and beliefs of others. No form of discrimination is allowed.

Freedom of expression of religion or belief does not endanger the freedom of religion or belief of others, but it can be inalienably important for someone whose life is built on faith or belief.

2.3 Ableism

Ableism is about the presumption of ability to function. Ableistic ways of thinking, speaking and acting create barriers to equity for people whose characteristics do not correspond to normative physical, mental or behavioural ideals. Ableism is the glorification of capability and lack of disability, but also the presentation of disability as inadequate. Ableism-based practices and ways of speaking discriminate against people with disabilities.

Like many other forms of discrimination, ableism is structurally rooted in Western societies and cultures and can also be seen in universities. Ableism is maintained at universities through various ways of speaking and practices. That is why there is a need to increase awareness of ableism at Uniarts Helsinki as well.

At the core of the activities that increase awareness of ableism is the development of regulations, practices and ways of speaking that promote equal opportunities for everyone. In this approach, equity is based on individual support for persons with disabilities according to their different accessibility and adaptation needs. When we have equity at the forefront in our minds, we understand that not everyone has the same starting points or opportunities to influence and participate in communities.

2.3.1 Consideration of functional capacity and state of health

Uniarts Helsinki strives to ensure that different needs are taken into account in planning, whether it is a question of functional limitations or other individual needs. It is important to create a truly inclusive environment where people get the support they need and reasonable accommodations.

Uniarts Helsinki complies with legislation concerning accessibility when developing its study and work environments and undertaking renovations and building projects so that the facilities are accessible to everyone. Each individual’s ability to move and function is taken into account when assigning study and work facilities. When necessary, the accessibility of existing facilities will be improved by applying Finnish building regulations when the building is significantly repaired or altered, taking into account the nature and extent of the measure and the purpose of use that is possibly changing.

The university wants to support everyone individually: any changes that may be required by an illness, injury or disability are agreed on together with the person concerned, for example individual study arrangements so that the PSP, participation in teaching, implementation of the curriculum and assignments best meet their needs.

Read about Uniarts Helsinki’s policy on individual study arrangements

2.3 Anti-racism

Anti-racism means taking action against all forms of racism consciously and actively. Anti-racist measures include efforts to reduce ethnic discrimination, effects of discriminatory practices and negative prejudices. At the core of anti-racism is to increase one’s own and the community’s understanding of racism.

Uniarts Helsinki wants to increase and expand awareness of racism and anti-racism, encourage by-standers to intervene in situations they observe and raise a discussion on anti-racist measures. One of the goals of our strategy is to be a community characterised by its wellbeing, international appeal and lack of discrimination.

Anti-racist themes have also been central to many of Uniarts Helsinki’s projects, such as the ArtsEqual research project and the development project for acting admissions.

Intervening in racism and discrimination is not only a matter of those who personally belong to an ethnic or religious minority. It is the responsibility of each member of the community.

3. Perspectives on Uniarts Helsinki’s equality work

Uniarts Helsinki regards equality work as an integral part of broader DEI work. The monitoring and assessments required by the Act on Equality between Women and Men and the Non-Discrimination Act are carried out as part of this DEI Plan.

In accordance with the Equality Act, the goal is to provide the same level of pay for the same work or for work of equal value and to have genders equally represented in different positions in the organisation and to provide everyone equal opportunities to advance in their careers. These have a direct impact on employees’ experiences of fairness, motivation and satisfaction with their jobs.

The university emphasises having clear and transparent selection criteria in its recruitment processes. This reduces the risk of unconscious biases and ensures that decisions are based on competence and merit. Having a transparent recruitment process increases people’s trust and supports non-discrimination already before a person is hired.

In accordance with the Non-Discrimination Act, Uniarts Helsinki promotes equity in all its activities, prevents discrimination and ensures that reasonable accommodations are implemented for students and employees.

All in all, strengthening equity and equality is not only a legal obligation, but also a way to build a competitive, diverse and innovative work community where everyone can feel valued and heard.

4. Goals and measures in 2025-2028

Uniarts Helsinki’s DEI working group has selected the following common goals to promote equality, equity and accessibility among students and staff:

Promotion of an equitable and appreciative organisational culture

  • Planning, introduction and promotion of principles for responsible interaction in the community
  • Monitoring of the implementation of the Language Policy on the university’s website, administration, teaching and staff matters
  • Development of the activities of DEI working group
  • Community involvement and visits in units to promote equity work

Promotion of people’s equity competence

  • Online training on the basics and brief training sessions on topical themes
  • Training sessions and seminars on ableism
  • Training, info and discussion sessions concerning anti-racism
  • Language and communication training
  • Training sessions on dealing with inappropriate treatment
  • Support for challenging interactions

Curbing discrimination and developing practices that support non-discrimination

  • Introduction of a clearer process for handling inappropriate treatment
  • Review of recruitment and admissions processes from the perspective of non-discrimination
  • When needed, consideration and hearing of various personnel groups when planning and updating regulations concerning equity and accessibility and developing activities (staff and students)

Measures concerning the promotion of accessibility are presented on the Accessibility Plan.

The DEI Plan has been compiled with the help of the university’s existing resources. These include:

  • Utilisation of the DEI coordinator’s working time
  • The working time of the members in the working group, alongside their regular work (includes meetings and related preparation and promotion of one’s designated area of responsibility, about 2 h per month)
  • Training budget is included in the staff training budget

4.1 Promotion of an equal and appreciative organisational culture

The goal is to build an equitable and inclusive university community that values diversity and accessibility. The results are monitored regularly through agreed-on indicators. The goal will be promoted in the following ways.

4.1.1 Planning, introduction and promotion of principles for responsible interaction in the community

  • We will compile the first version of principles for responsible interaction in the 2025 spring term. The principles are more generally known as principles for a safer space.
  • We will collect feedback, finalise the principles and make preparations for spreading awareness of them among the community, by putting up posters, for example.
  • We will promote the principles so that all members of the university are aware of them and committed to following them.

4.1.2 Monitoring of the implementation of the Language Policy

  • The working group will review the analytics of the staff’s intranet Artsi, the Students’ Uniarts website and the uniarts.fi website from the perspective of multilingualism on a yearly basis. We will keep track of how many fixed pages and news stories have been translated into English and Swedish.
  • The working group collects analytics on the languages of the university’s administrative meetings and on the languages in which working groups and bodies communicate on the Artsi intranet.
  • Data will also be collected to determine which bodies use interpreters to provide interpretation into English in meetings.
  • The working group will collect data on the number of international students and review the feedback given by students concerning feedback surveys carried out by the university, such as the rector’s questionnaire.
  • The working group will monitor the number of international personnel and the feedback they give on language issues, e.g. as part of the Varma staff questionnaire and the Mehiläinen questionnaire on the ability to work.

4.1.3 Development of the DEI working group

  • We will decide on the roles of responsibility for different thematic areas among the members of the working group. We will agree on the content of tasks so that everyone knows their own areas of responsibility and tasks.
  • We will review students’ equity-related remarks made in the rector’s questionnaire on a regular basis. We will highlight these remarks as themes and discuss them in the working group.

4.1.4 Community involvement and visits in units to promote equity work

  • The members of the working group will visit teams and units to talk about the promotion of equity within the schedule set out in the DEI Plan. The DEI Plan defines the schedule and the themes for discussion.
  • We will encourage community members to participate in equity work, examining how equity is visible in everyday life and what everyone can do to promote it.

4.2 Promotion of people’s equity competence

The aim is to improve the competence of staff and students in themes related to equity, diversity and inclusion. Particular attention will be paid to raising awareness of ableism and promoting anti-racism. The goal will be promoted in the following ways.

4.2.1 Online training on the basics and regular brief training sessions on topical themes

  • We will plan and organise an online training session for the whole community (including hourly-paid teachers and students) concerning the basics of equity and equality issues.
  • We will organise brief training sessions on topical themes, such as ethnic diversity, gender identities and neuropsychiatric syndromes on a regular basis.

4.2.2 Training sessions and discussion events concerning ableism

  • Seminars will be organised for staff and students to raise awareness of disability-based discrimination and provide practical means to increase awareness of ableism and promote impactful change in the university community.
  • These events are a chance to develop curricula and pedagogical approaches and to highlight opportunities for students with disabilities to participate. Particular attention will be paid to accommodation and support for students’ agency.

4.2.3 Training sessions and discussion events concerning anti-racism

  • We will inform people of the online training package on anti-racism offered by the Finnish Institute for Health and Welfare.
  • We will visit the morning coffee sessions hosted by the rector and the deans to talk about the anti-racism programme.
  • We will make use of the resources and experts provided by the anti-racism programme.
  • We will organise panel discussions on campuses to discuss societal topics. Experts by experience and alumni can share their challenges and experiences, which will increase understanding and promote the wellbeing of students and staff.
  •  We will organise pop-up events for students in the lobby areas to raise awareness.

4.2.4 Language and communication training

We note that students receive language and communication training; here the focus is on developing staff’s language skills. We will offer language training to staff through the language network cooperation. We will make particular efforts to support international students and staff in learning Finnish and Swedish. We will continue to develop staff’s language and communication skills in a multilingual and multicultural environment.

4.2.5 Training sessions on dealing with inappropriate treatment

We will offer training on how to intervene in harassment and what constitutes unacceptable behaviour.

4.2.6 Support for challenging interactions

  • We will boost staff’s skills needed in handling difficult interactions.
  • We will boost the skills of academic staff, in particular, so that they have the competence to handle challenging supervision-related situations. We will take advantage of consultation and training opportunities provided by study psychologists and work counselling offered by the university chaplain.

4.3 Curbing discrimination and developing practices that support non-discrimination

The goal is to improve people’s awareness of the different forms of discrimination and to promote equal practices. The goal will be promoted in the following ways.

4.3.1 Introduction of a clearer process for handling inappropriate treatment

  • We will introduce simpler and clearer guidelines for preventing inappropriate treatment. We will also make it clearer what kind of role each person in the process has. We will include instructions for situations requiring immediate action in the beginning of the guidelines.
  • We will have a clearer policy on what we can share about an ongoing or concluded process to people who are not involved in the case. We will also establish clearer roles and responsibilities for different people.
  • We will remind students that they can and should give feedback about courses using the course feedback system.
  • We will include a regular (once per academic term) reminder of our guidelines for dealing with inappropriate treatment and the designated contact persons both in the student and staff newsletter.
  • We will go through the process description of inappropriate treatment with the persons who have handled the cases and then develop the process according to their feedback.

4.3.2 Review of recruitment and selection processes from the perspective of equity

Realisation of diversity in recruitment and selection processes, including when recruiting people for management positions. This includes reassessing and developing the realisation of equality, accessibility and accommodations.

Various personnel groups will be considered, heard and included when needed in the planning and updating of regulations concerning equity and accessibility and in the development of activities (staff and students).

4.4 Indicators

  • The university makes use of surveys on a regular basis, such as the rector’s questionnaire for students and the questionnaire on wellbeing at work for staff
  • The university has compiled and introduced principles for a safer space
  • Availability of the updated guidelines for dealing with inappropriate treatment and the level of community members’ awareness of them
  • Monitoring of the implementation of the Language Policy, incl. on the website and within bodies
  • We have defined the responsibilities and roles of the members of the DEI working group
  • Realisation of equality and non-discrimination in recruitments, e.g. the gender distribution of working groups and specialists
  • The number of training sessions and events that have been organised for staff and that deal with themes of the DEI Plan
  • The number of courses, research projects and publications that deal with themes of the DEI Plan

4.5 Responsible parties

Monitoring of the implementation of the Language Policy: Mirva Niemi, Tuula Kivistö, Sanna Yliheljo

Ableism: Timothy Smith, Sanna Kivijärvi, Liisa Jaakonaho

Anti-racism: Mia Seppälä, Jessica Aaltonen

Principles of a safer space: Milla Vaisto-Oinonen, Kati Autere, Mirva Niemi, Anna Huuskonen-Kuhlefelt, Lisa Enckell

Establishing a clearer process for handling inappropriate treatment: Milla Vaisto-Oinonen, Jyri Pulkkinen, Kati Autere, Lisa Enckell, Mia Seppälä

5. Monitoring

The DEI working group of Uniarts Helsinki follows the implementation of the planned measures with the help of the indicators mentioned in this plan. The plan is updated on a yearly basis.

Uniarts Helsinki’s DEI Plan for 2029–2033 will be compiled in 2028.