Finnish working life is becoming increasingly diverse, but not all workplaces have learned how to respond. A recent study by E2 Tutkimus shows that the integration of immigrant-background employees into Finnish workplaces is not a burden that should rest on individuals alone. What matters most are everyday workplace practices: recruitment, onboarding, language policies and managerial leadership.
The study’s central message is simple but demanding integration is a two-way process. New employees are expected to learn their jobs and workplace norms, but at the same time, the workplace itself must be capable of receiving them.
Recruitment opens — or closes — doors
In Finland, job searching still relies heavily on personal networks and so-called “hidden jobs.” This favours those who already have connections in working life while excluding people who have only recently moved to the country. Interviewees in the study describe the situation as frustrating: labour shortages are widely discussed, yet without the right contacts, applicants may not even receive a reply.
Workplaces can lower this barrier by opening recruitment processes to public search and by critically reviewing language requirements. In many roles, near-native Finnish is demanded even when the job itself does not require it. When language requirements are aligned with actual job needs, employers gain access to a broader and more diverse pool of talent.
Onboarding reveals who is truly welcome
In many organizations, onboarding is identical for everyone. According to the study, this can place immigrant-background employees at a disadvantage. Working life contains a great deal of tacit knowledge that is not written down and may remain invisible to those who are new to the cultural context.
Effective onboarding takes language and cultural background into account. Key instructions are clear, translated where necessary or supported by visual materials, and new employees are assigned a person they can turn to with questions — including about informal workplace practices. This is not merely a matter of courtesy: good onboarding improves occupational safety, reduces errors and accelerates learning.
Language defines belonging
Language in the workplace is more than a tool for communication. It is a central component of belonging. Even when tasks are carried out in English, informal interaction often takes place in Finnish. When conversations shift at the coffee table or after meetings into a language not everyone understands, some employees are easily left on the margins.
The study highlights the importance of language awareness. Workplaces benefit from agreeing on shared principles: when Finnish is used, when English is appropriate, and how to ensure that no one is excluded from conversation. Many immigrants wish to be spoken to in Finnish even when their skills are imperfect — mistakes are part of learning, not a reason for silence.
Cultural differences do not resolve themselves
Employees from different work cultures interpret hierarchies, schedules and initiative in different ways. Finnish working life is often experienced as trust-based and self-directed, but this is not self-evident to everyone. Remote work can make social integration more difficult if colleagues rarely meet face to face.
Managers play a crucial role in articulating expectations and preparing the work community for diversity. Open discussion, training and shared encounters help prevent misunderstandings and reduce resistance to change.
Discrimination is often subtle
According to the study, overt racism is not everyday reality in most workplaces, but more subtle forms of discrimination are common. These include questioning competence, excessively strict language requirements and barriers to career advancement. Many immigrants also feel pressure not to demand too much and to be grateful simply for having a job.
Trust is built when equality is made concrete. Zero tolerance for discrimination, active intervention in inappropriate behavior and safe channels for raising concerns are essential.
Trade unions as a bridge to rights and inclusion
The study also highlights the role of trade unions and workplace representatives in supporting integration. For many immigrants, Finnish labour law, collective agreements and employee rights are unfamiliar, and the threshold for raising concerns can be high — especially when residence permits or job security feel uncertain.
Union representatives and shop stewards can play a crucial role in lowering this threshold. When information about rights, pay, working hours and grievance procedures is actively shared in accessible language, problems are more likely to surface early. Cooperation between management and unions was identified as a key factor in preventing exploitation and building trust, particularly in sectors with large numbers of migrant workers.
Everyday choices make the difference
The study’s conclusion is clear: successful integration does not emerge from speeches or strategies alone, but from everyday practices. Recruitment decisions, onboarding, language choices and managerial conduct all matter. When a workplace takes a step forward, new employees are better able to contribute to their full potential.
This is not only a question of fairness, but also of retention. A workplace where people feel they belong is a workplace they are more likely to stay in.