For many years, the discussion on recruiting foreign talent has been one of the hottest topics in public forums and among HR circles in Finland. Yet, we often encounter well-educated and experienced foreigners discussing how incredibly difficult, if not impossible, it is to land a job in Finland. This is particularly striking when business leaders complain about vacant positions going unfilled. 

The Finnish Market

Having worked closely with asylum seekers in Finland, I’ve witnessed firsthand that the narrative around refugees often misses a crucial point: many of these individuals are not only educated but highly skilled professionals in fields like science, technology, and engineering. They arrive in Finland eager to contribute, learn the language, and build meaningful connections. Yet, they often have significant barriers when trying to enter their desired job markets. It’s disheartening to see talented individuals losing hope in their quest for a fulfilling career in a country they want to call home. Yet many feel compelled to seek opportunities in countries like Sweden or Germany, where their professional skills are welcomed and utilised.

Many EU professionals also express frustration over being sidelined in the Finnish job market. For these individuals, the frustration can lead to tough decisions: accept jobs outside their field or leave Finland altogether, often taking their Finnish spouses and children along. This migration doesn’t just impact the job market today; it threatens the future by taking away potential contributors to the workforce of tomorrow.

A wider issue of inclusion and exclusion 

While Finland prides itself on its values of equality and openness, the reality can be starkly different. Many seasoned professionals, particularly those over 50, share contrasting stories of their job-search experiences. Rigid corporate ideals present significant barriers for HR directors striving to integrate diverse talent, as experienced professionals and foreign candidates are filtered out, being regarded as not the ‘right fit’ for the company. This term underscores a preference for a specific group of individuals, specifically Finnish workers aged 27 to 45, often at the expense of other demographics.

In stark contrast, countries such as Sweden, Norway, and Germany have adopted a more dynamic approach to workforce diversity. Young professionals from diverse backgrounds collaborate with their more experienced colleagues, fostering environments rich in innovation and progress. Such diverse workplaces not only create a vibrant work culture but also enable companies to thrive in both the European and global markets.

The business need for inclusion.

But why should we move towards a multicultural organisation? The answer is straightforward: Finnish companies operate in both European and global markets, necessitating a workforce that mirrors the diversity of the environments in which they flourish. Many Finnish leaders now recognise the competitive need to integrate international talent and experienced workers. But how can companies seize this opportunity? It starts with embracing multicultural competencies, reassessing organisational values, and overcoming fear.  

Breaking down groupthink and building up innovation 

If we work within our own cultural framework, we run the risk of thinking, working and behaving in the same way. While this may feel comfortable, it limits our ability to think outside the box and numbs our ability to innovate. This is what is referred to as groupthink. 

When we examine successful multicultural companies, we notice they have achieved something unique: they have broken down groupthink and are exceptionally skilled in innovation processes. The question is, how have they managed this? In some ways, it is simple; they view their strength in differences, not similarities. Companies that master the art of re-evaluating cultural differences uncover a new superpower: the power of innovation. However, this requires teams to learn how to work with differences through cultural intelligence training and structured team building. 

Eight cornerstones of business culture

Every organisation operates on eight cultural points: communicating, providing feedback, leading, making decisions, building trust, disagreeing, setting deadlines, and persuading. Within your own national culture, these cornerstones are easy to navigate. However, when navigating a diversified workplace, teams need to reinterpret these principles through a multicultural lens. This is achievable, but first requires understanding our own cultural values and biases. 

Building multicultural teams, step by step 

Team culture does not develop on its own; it requires mindful interventions to cultivate a creative and dynamic environment. The first step is to establish a psychologically safe atmosphere where belonging, learning, and healthy disagreement are encouraged, allowing everyone to feel valued and secure. This psychologically safe environment lays the groundwork for innovation to thrive. From this point, we can define team values and practices. It is essential to involve teams in discussions that clarify the eight cornerstones of business culture. These include the styles of communication that may occur, how feedback should be given, the leadership approach, and how decisions are made within the team. 

Additionally, teams need to address how to build trust, manage disagreements while ensuring everyone feels respected, handle deadlines, and present and pitch ideas successfully.  Once these principles have been carefully established, something magical happens in the group and throughout the organisation. Innovative synergies begin to gain traction. This is when organisations start to develop a new sense of self and purpose, seeing their market potential from a completely different perspective.

The Effect of Transformation

At Yeppis, we have had the privilege of witnessing this profound transformation across the organisations we’ve worked with. The energy and creativity that emerge from embracing diversity are truly inspiring. While the journey demands dedication from both leadership and HR, the resulting increase in job satisfaction and overall well-being reflects the tremendous value of a multicultural workforce.

By harnessing the immense talents of a diverse workforce, Finnish companies are not just improving their bottom line; they are ultimately shaping a brighter, more socially sustainable future for all. At Yeppis, we believe in embracing the challenges and transforming these barriers into bridges that connect talents across cultures, fueling innovation and prosperity for Finland as a whole.

If you would like to hear more about how we work in Yeppis or like to comment on this article, please feel free to contact me at gabhan@yeppis.fi