Wellbeing at work, non-discrimination and equality are key priorities at PRH
Social responsibility comes under the following UN Sustainable Development Goals:- Gender equality (5)
- Decent work and economic growth (8)
At the PRH, social responsibility primarily means responsibility for the development of working conditions, occupational safety and health and skills as well as an obligation to reduce inequality and enhance gender equality.
Our aim is to ensure equal opportunities for all staff members
The aim of the PRH is to be a workplace with equal working conditions and where everybody has equal opportunities for development in an encouraging and positive atmosphere.
Our aim is to provide equal opportunities for participation and leadership for everybody by- paying more attention to the diversity of personnel
- ensuring that equality and non-discrimination are fully reflected in the composition of working groups
- ensuring that equality is fully reflected in recruitment and career development at the PRH.
In terms of their ethnic background, our personnel is fairly homogeneous. Thus, in the coming years, we will take measures to gradually boost the diversity of our staff from this perspective as well. However, the statutory language proficiency requirements for central government personnel are one factor posing challenges in this respect.
Staff members are satisfied with equality and non-discrimination practices at PRH
The PRH sets out its goals for the development of equality and non-discrimination in the equality plan prepared every second year and in the non-discrimination plan drawn up every four years. Both plans were updated in 2022.
The perception of equality and non-discrimination among PRH personnel is monitored in the annual VM Baro survey and in separate equality and non-discrimination surveys.
Perception of equality at PRH 2019–2022 (VM Baro)
The PRH has scored high marks for perceived equality for several years. In 2021 and 2022, the score was 4.5, while in 2019 and 2020, it was 4.4 (scale 1–5).
Perception of non-discrimination at PRH 2019–2022 (VM Baro)
There has been a slight improvement in perceived non-discrimination at the PRH over the years. In 2021 and 2022, the score was 4.4, while in 2019 and 2020, it was 4.2 (scale 1–5).
High degree of pay equality
The PRH monitors trends in women’s and men’s pay in a pay comparison report carried out each year. The report examines women’s and men’s pay at different requirement levels and the percentage of women and men at different requirement levels.
Equal pay between women and men within requirement levels is measured on the basis of the equal pay index. Over the past few years, the index at the PRH has been close to 100, which means that women and men enjoy more or less equal pay within requirement levels. In 2022, the equal pay index was closer to full equality than in 2021.
The PRH carries out the required corrective measures on the basis of the equal pay index.
Unfortunately, the central government equal pay index is not compatible with the requirement level classification used by the PRH and thus it is not meaningful to use it for comparisons in these measurements.
Equal pay index at PRH
Equal pay index at the PRH stood at 101.7 in 2022 (with August as the reference month). The index for 2021 was 101.9 and 100.9 for 2020. The index for 2019 stood at 101.0.
Wellbeing at work is a high priority at PRH
The wellbeing at work of every PRH staff member is a high priority for us. It covers working conditions, occupational safety and health, skills development, work to reduce inequality and ensuring that our operations are in full compliance with the law.
We are working to boost wellbeing at work in many different ways.
We provide comprehensive occupational health services and monitor wellbeing at work with indicators and regular surveys. In addition to VM Baro, an extensive job satisfaction survey conducted annually, we also carry out mini surveys each year. In this way, we maintain a situation picture of management and supervisory work, working conditions, workload and other factors impacting wellbeing at work.
We examine the results at different levels, promote wellbeing at work and take early action to address the problems. We support our employees when their working capacity is threatened and work together to find the right solutions.