Strategy 2024-2026

Our goal

MiB is a vibrant, transformative and growing organisation promoting equality and family-friendliness in working life. MiB has a strong membership base and active local activities around Finland.

Our core activities

Our activities are based on employees who enjoy their work and enable inspiring volunteering.

So, what does a family-friendly working life mean in reality? Read more about this topic that is crucial for all parents and moms.

MiB’s Goals for the 2023-2027 Government Program 

Creating a more equitable and family-friendly work environment requires stronger measures than those currently in place. While existing laws and regulations provide a framework, a shift in attitudes is also crucial.

Mothers in Business (MiB) expects the upcoming government term to see bold investments in making society more family-friendly, improving the reconciliation of work and family life, and promoting equality in working life.

8 Changes Mothers in Business Wants to See in the 2023-2027 Government Term:

1. Functional early childhood education makes it possible for parents to work

Parents cannot work without reliable early childhood education. If we want to encourage people to have children and extend women's working careers, we need to invest in quality early childhood education.

Solutions: Implement a legal amendment related to staffing levels. Increased funding for quality early childhood education in municipalities is essential to allow parents to participate in the workforce.

2. No more discrimination against pregnant employees or those on family-leave 

Discrimination against pregnant employees and those on family leave remains a significant concern. Outdated attitudes and a lack of awareness persist. Employers need to modernize their approach and practices. Reporting discrimination should be easier, and all cases need to be taken seriously. After all, pregnancy is a natural part of life, even at work.

Solution: A comprehensive reform of the Equality Act is needed. The protection against dismissal for pregnant women must also be improved in fixed-term employment contracts.

3. Holiday programs make everyday life easier for families - and reduce screen time

Schoolchildren have long vacations and parents don't - what to do? Well, Fritids activities of course, like in our neighboring country Sweden. Statutory morning, afternoon and holiday activities for schoolchildren enable both the child's right to safe leisure time and the full-time work of both parents.

Solution: Pilot Fritidshem activities based on the Swedish model.

4. Modernize the home care allowance system to ensure it doesn't hinder women's careers

Most families benefit from the home care allowance system, but it’s primarily used by mothers and for short periods. Staying on the home care allowance for extended periods can hinder women's long-term career and salary prospects and ultimately, their retirement security. Currently, the benefit amount is insufficient, and the duration needs to be adjusted. By increasing the allowance and reducing the number of months, we can lessen the risk of women falling into poverty.

Solution: The number of support months is reduced so that the allowance amount can be increased. The widely used allowance needs a significant increase to ensure families can cover essential expenses.

5. Fathers on family leave

Women utilize over 90% of family leave benefits, creating a workplace bias against women of childbearing age. How can we encourage fathers to take family leave? Perhaps financial incentives could act as an encouragement, ensuring the family leave months aren't solely allocated to mothers. 

Solution: An amendment to the Equality Act, requiring employers to promote a more balanced distribution of family leave. Additionally, revising collective agreements (TES) to ensure equal pay for both parents during family leave periods would be beneficial.

6. Ratification of the International Maternity Protection Convention makes it easier to breastfeed at work

While the parental leave reform aims to get women back to work sooner, it doesn't address breastfeeding support. Currently, Finnish law doesn't require employers to accommodate breastfeeding needs. Ratifying the International Maternity Protection Convention would necessitate changes in Finnish law, mandating employers to facilitate breastfeeding breaks. Despite calls from labor market organizations, this ratification hasn't happened yet.

Solution: Ratify the ILO's International Maternity Protection Convention.

7. Increased salary transparency - equal pay for equal work

It's absurd that car maintenance often commands a higher price tag than childcare. We can achieve wage equality by dismantling the outdated division of work and pay scales based on gender. Additionally, promoting pay transparency is crucial. When salaries are clear and readily available, it empowers employees to identify and address potential wage gaps within the workplace. After all, the same work deserves the same pay.

Solution: Legal changes that enhance pay transparency would equip employees with the tools to recognize and challenge unjustified wage discrepancies within their companies.

8. Parents cope better in the “rush years”

Exhaustion isn't exactly an advertisement for a fulfilling career. The relentless demands of work combined with intensive parenting can quickly lead to burnout, affecting both a parent's well-being and their ability to care for their children. But children deserve healthy, resilient parents. Likewise, parents deserve a safe and manageable work pace with access to support when the pressures become overwhelming.

Solution: To address this, increased investment in mental health resources through statutory occupational health services is crucial.