Having lived in Finland for over 20 years, I have seen firsthand the evolving landscape of multiculturalism and international talent. Finland, like many other developed nations, faces challenges such as an aging population, labor shortages, and the need for global competitiveness. The Finnish Ministry of Economic Affairs and Employment (2023) has reported that many industries, particularly healthcare, technology and construction, are struggling to find skilled workers. Internationals bring the expertise and workforce Finland needs to maintain economic stability. It is not just about filling skills gaps; it is about something much more profound. That is, the infusion of diverse perspectives, experiences, and ideas that can propel Finland forward. I believe Finland has a huge opportunity to further leverage this potential, and I want to share my thoughts on how. As a coach, lecturer, and advocate for intercultural dialogue, I strongly believe that internationals CAN play a crucial role in enriching Finnish society and the economy.
Why am I passionate about this? Finland has made me who I am today. From the various free education I have received to the support in all the projects I have worked on. I am grateful for ALL. The suggestions put forward here are based on my observations, interaction with internationals as a career/talent coach, research and the various discussions going on in the media/SoMe. Despite the growing presence of foreigners in Finland, challenges remain in integration, employment, retention and social acceptance. However, research consistently shows that cultural diversity in workplaces leads to innovation, productivity, and better problem-solving (Hofstede, 2023; Cox, 2001). Finland has an opportunity to harness the strengths that internationals bring. This is not just for economic benefit but for facilitating a more inclusive, forward-thinking society.
One of the most compelling arguments for embracing international talent lies in the proven benefits of cultural diversity within organizations. Research consistently demonstrates a positive correlation between diverse teams and improved innovation, problem-solving, and financial performance. A study by McKinsey, for example, found that companies in the top quartile for gender or ethnic/cultural diversity were more likely to have above-average profitability than peer companies in the fourth quartile (McKinsey & Company, 2015). This isn't just about ticking boxes; it's about creating an environment where different viewpoints are valued and integrated, leading to more creative solutions and a deeper understanding of global markets.
In my own experience at Citec Oy as a Documentation Engineer/Coordinator, I saw this firsthand before the company was sold. We had a project team with members from Finland, Bosnia, Sweden, Ghana, Honduras and India work together to attain wonderful results for the company. The initial brainstorming sessions were a bit challenging, as we all had different communication styles and approaches. However, once we learned to appreciate these differences, the project took off. The diverse perspectives allowed us to identify potential roadblocks that a homogenous team might have missed, and we ultimately developed a more robust and innovative solution. This experience solidified my belief in the power of diverse teams.
Beyond the corporate sphere, internationals contribute significantly to Finland's cultural fabric. They bring new traditions, cuisines, and artistic expressions, enriching the society as a whole. Think about the vibrant international food scene in Vaasa/Helsinki, or the growing number of cultural events celebrating different nationalities. These are just small examples of the positive impact internationals have on Finland's cultural landscape.
However, Finland could do more to attract and retain international talent. While progress has been made, challenges remain. One area where Finland could improve is, e.g., language accessibility (using English as a transition language to Finnish), recognition of foreign qualifications and a two-way integration. For example, I have heard from many international friends that they faced challenges such as difficulty finding a job without Finnish language skills, and navigating the bureaucracy. Furthermore, coached numerous international professionals in Finland who hold degrees in IT, engineering, and healthcare but struggle to find employment due to language barriers or lack of recognition of foreign qualifications. If Finland streamlines the recognition of foreign degrees and improves integration pathways, it could fill critical labor gaps. Addressing these challenges would send a clear message that Finland welcomes and values international contributions.
Another crucial aspect is learning from the collective background of internationals. Many come from countries with different approaches to e.g., education, healthcare, work-life balance and communication. By actively engaging with these diverse perspectives, Finland can gain valuable insights and potentially improve its own systems. For instance, I believe Finland could learn from the flexible work arrangements in some European countries, the emphasis on practical skills in certain education systems and the transitional training/skills transferred offered in Germany. This isn't about blindly copying other models, but rather about learning from best practices and adapting them to the Finnish context.
The enhancement of technical innovation through diversity can be beneficial to Finland. A study by McKinsey & Company (2020) found that companies with diverse teams were 36% more likely to financially outperform their industry peers. Diverse teams bring fresh perspectives, challenge conventional thinking, and drive innovation. Finnish tech companies like Nokia and Wolt have succeeded globally by integrating international expertise into their workforce. Encouraging a more inclusive hiring culture across all industries would enhance Finland’s competitiveness in global markets.
To conclude, I believe that internationals are not just a valuable asset to Finland; they are an essential ingredient for its future success. By embracing diversity, addressing existing challenges, and actively learning from the collective background of internationals, Finland can unlock its full potential and become a truly global and innovative nation. I am optimistic about the future and believe that by working together, we can create a more inclusive and prosperous Finland for everyone.
References:
Cox, T. (2001). Creating the Multicultural Organization: A Strategy for Capturing the Power of Diversity. Jossey-Bass Publishers.
Finnish Ministry of Economic Affairs and Employment. (2023). Labor Market Overview. Retrieved from www.tem.fi
Hofstede Insights. (2023). Country Comparison: Finland. Retrieved from www.hofstede-insights.com
McKinsey & Company. (2015). Why Diversity Matters. Retrieved from https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters
McKinsey & Company. (2020). Diversity Wins: How Inclusion Matters. Retrieved from www.mckinsey.com
