Hanken for diversity, equity and inclusion
In all our work with our employees and students, we are committed to act for equity and inclusion. Gender equality and equitable treatment are part of the quality and administrative work at the university.
Hanken has zero tolerance for harassment of all kinds. Through preventative work, Hanken actively opposes the creation of structures and conditions that maintain inequality and exclusion. We also have structures in place for intervention in cases of harassment.
We strive to make Hanken a safer place to study and work for everyone, regardless of gender, race, ethnicity, age, religion, ability, or sexual orientation. Discrimination and harassment can be explicit, and it can also be indirect, as a result of unfair structures and processes.
What should you do in the event of inappropriate behavior or harassment?
For information on whom to contact in case of harassment or misconduct, please visit our page Reporting harassment and misconduct.
Diversity, Equity, and Inclusion
Hanken's DEI Plan for 2025-2027 was prepared by the DEI committee, and its implementation is monitored by DEI Committee.
General principles and objectives of the DEI plan (2025-2027)
The Hanken DEI Plan 2025–2027 is Hanken's first comprehensive Diversity, Equity, and Inclusion plan. It fulfils the legal mandate previously covered by the Gender Equality Plan under the Non-Discrimination Act (1325/2014) and the Equality Act (609/1986), while going significantly beyond minimum requirements. The plan is guided by Hanken's strategic commitment to becoming a role model for DEI among Nordic business schools.
The plan has two core objectives. The first is to reduce discrimination based on personal characteristics including gender, gender identity and orientation (LGBTQIA+), ethnic background, age, disability, language, religion, and other beliefs. The second is to identify and actively dismantle the structures and norms that systematically disadvantage groups of people - an approach informed by anti-racist frameworks.
The plan was developed through a community-led process drawing on anti-racist theory and restorative justice methodologies. This included interviews, facilitated workshops using dialogical methods such as the Circle Way and World Café, and surveys of both staff and students. The plan is structured around three themes:
1. Competencies for operating in a diverse environment - building skills and structures for inclusive leadership, teaching, recruitment, communication, onboarding, and student support.
2. Tapping into existing DEI expertise at Hanken - through regular DEI forums, community dialogue, research dissemination, and external collaboration with civil society.
3. Addressing harassment and discrimination - ensuring anti-harassment measures are well-communicated, reporting channels are safe and accessible, and DEI ombuds are well-equipped to fulfil their roles.
All actions in the plan are linked to three strategic areas: internationalization, linguistic inclusion, and sustaining Hanken's role as a DEI role model. Progress is tracked through a biennial DEI survey and regular reporting.
The DEI (diversity, equity and inclusion) Committee 2025-2027
Term period: 3.9.2025 - TBA
| Member | Deputy | Role |
|---|---|---|
| Associate Dean Nikodemus Solitander | Chair | |
| DEI coordinator Fon Krairiksh | Secretary | |
| HR Director Mikaela Stelwagen | Employer representative | |
| Student Lilian Langenskiöld | Student Otso Hasselgren | SHS Representative |
| Head of Admissions Ida Borgar | Occupational Health and Safety Representative | |
| Associate Professor Carlos Diaz Ruiz | DEI Ombud | |
| Associate Professor Man Yang | DEI Ombud | |
| Study Affairs Coordinator Hanna Sipiläinen | DEI Ombud | |
| Professor Martin Fougere | University Lecturer Hertta Vuorenmaa | General Member |
| Marketing Coordinator Natalia Boltovskaia | Marketing Coordinator Alina Anderson | General Member |
| PhD Student Susanna Kallio | Community Manager Hendrik Morkel | General Member |
| Integration Planning Officer Sonja Antell | International Talent Manager, Mirjam Granström | General Member |
| PhD Researcher Farrukh Iqbal | PhD Researcher Inkeri Tanhua | General Member |
| Assistant Professor Helleke Heikkinen | HUMLOG Coordinator Alexandra Filatova | General Member |
DEI (Diversity, Equity & Inclusion) Ombud.
Hanken has three appointed DEI Ombuds who are both members of the DEI-committee.
- Hanna Sipiläinen
- Man Yang
- Carlos Diaz Ruiz
They have been chosen for a time period from 9.12.2024 to 31.12.2026.
Diversity, Equity, and Inclusion at Hanken
Diversity at Hanken means not only that we welcome people from various backgrounds to the University, but also that we strive to better recognize and understand the existing individual differences at Hanken.
Equity means that we strive towards a safer and more respectful studying and working environment for everyone. Being equitable means that, in all our activities, we consider the strengths and the needs of individuals so that we can bring out the best in everyone and aim for better and more creative results.
Inclusion means that everyone at Hanken, regardless of, e.g., demographic, cultural, cognitive, intellectual background, and/or ways of being, can participate in Hanken activities without having to hide any part of themselves.
In practice, we encourage everyone to respect qualities different from our own, and recognise and unravel the harmful structures that hinder individuals to progress in their work and studies. Our teachers are encouraged to identify issues stemming from diversity in teaching and learning.
There are about 40 nationalities among Hanken’s employees, and we welcome each year exchange students from over 30 countries to Hanken. We work constantly to support our employees and students coming to Finland from other cultures to settle down and find their place at Hanken and in the Finnish society.
Via Hanken International Talent Initiative Hanken aims to support international students' integration into Finnish working life and society.
In 2025, these practices will be more systematically tied to the Hanken strategy and operationalized through the DEI plan.
Accessibility
In today’s society, accessibility means several different things. We talk about accessible technologies and tools, physical environments, and accessible design. At Hanken, accessibility means both access to physical environments and access to technologies and tools.
Hanken’s website www.hanken.fi is covered by the EU’s Web Accessibility Directive. Hanken aims to fulfil the requirements of the directive both on its own platforms, and by working with subcontractors who comply with the directive. You can read about Hanken’s accessibility statement here.
Hanken operates in four locations in Finland:
| Helsinki | Arkadiankatu 22 (main building) | accessible, except the C wing |
| Arkadiankatu 28 | accessible | |
| Arkadiankatu 7 (Economicum) | accessible | |
| Vaasa | Kirjastonkatu 16 | accessible |
Hanken janitors are happy to answer questions about accessibility in our premises.