Euroopan komissio julkaisi hiljattain uuden antirasismi strategiansa vuosille 2026–20301. Strategian teema vapaasti käännettynä on tasa-arvon unioni, mikä viittaa Euroopan unionista tehtyyn sopimukseen, joka on yksi Euroopan unionin perussopimuksista. Sopimukseen pohjaten nyt julkaistussa strategiassa todetaan, että EU on “rakennettu arvoille, jotka kunnioittavat ihmisarvoa, vapautta, demokratiaa, tasa-arvoa, oikeusvaltioperiaatetta ja ihmisoikeuksien kunnioitusta, mukaan lukien vähemmistöihin kuuluvien ihmisten oikeuksia2. Strategia on jatkoa vuosien 2020–2025 antirasistiselle toimintasuunnitelmalle, jonka pohjalta on esitelty kansallisia antirasistisia toimintasuunnitelmia, Suomi muiden mukana. ​

​Kielelliset ja kulttuuriset oikeudet ovat ihmisoikeuksia. Suomessa kielelliset oikeudet ovat perustuslain ja erilaisten lakien turvaamia, ja jokaisella on laillinen oikeus käyttää ja opetella omaa kieltään.
 
Kansainvälisellä tasolla kielellisiä oikeuksia turvataan muun muassa YK:n lapsen oikeuksien yleissopimuksessa, joka suojaa jokaisen lapsen oikeutta puhua omaa kieltään (artikla 30), kansanoikeuksia ja poliittisia oikeuksia koskeva yleissopimus takaa kielivähemmistöille oikeuden käyttää omaa kieltään (artikla 27). UNESCO taas korostaa kielellisen monimuotoisuuden säilyttämisen merkitystä kestävien yhteiskuntien rakentamisessa. Eurooppalainen ”1+2”-kielipolitiikka kannustaa kahden kielen oppimiseen oman äidinkielen lisäksi.

​Lapsella on siten täysi oikeus omiin äidinkieliinsä. Käytännössä kielellisten oikeuksien toteutuminen esimerkiksi oman äidinkielen opetuksessa riippuu kuitenkin resurssien järjestämisestä, opettajaresursseista ja opetuskäytännöistä sekä vanhempien omasta aktiivisuudesta ja sitkosta. Pelkät lakien ja sopimuksien kiemurat eivät takaa sitä, että lapsella olisi todellista mahdollisuutta oppia omia äidinkieliään.
 
Viime aikoina olemme kuulleet huolestuttavia viestejä koskien oman äidinkielen opetusta. Säästöpaineiden alla olevat kunnat näkevät oman äidinkielen opetuksen leikkauskohteena, kun ryhmäkokoja kasvatetaan ja osallistuminen opetukseen tehdään astetta hankalammaksi. Tämä kehitys heikentää kielellisten oikeuksien toteutumista.

Monikielisyys on voimavara, ja tutkimukset osoittavat sen monia etuja niin kognitiivisessa, sosiaalisessa kuin koulutuksellisessakin mielessä. Monikieliset ihmiset hyötyvät usein paremmasta tarkkaavaisuudesta, joustavasta ajattelusta ja ongelmanratkaisukyvystä. Oman äidinkielen vahva hallinta tukee muiden kielten oppimista ja auttaa siirtämään oppimistaitoja kielestä toiseen, mikä tekee siitä keskeisen osan oppimisprosessia. Sen vuoksi on myös olennaista, että Suomeen muualta muuttaneille lapsille tarjotaan riittävä tuki oman äidinkielen oppimiseen, jotta he voivat oppia hyvin myös paikallisen kielen. Tämä fakta tuntuu unohtuvan joskus julkisessa keskustelussa. 
 
Oman äidinkielen opetus ei ole vain lisäpalvelu, vaan keskeinen keino turvata kielelliset oikeudet ja samalla tukea oppimista, hyvinvointia ja osallisuutta. Sen vuoksi jokaisen vanhemman kannattaa pitää kiinni ja ehkä hiukan taistellakin oman äidinkielen opetuksen puolesta. Vaikka opetuksessa on ongelmansa, on se yksi keino taata lapsen kielellisiä oikeuksia.

Lopuksi haluan jakaa vielä listauksen asioista, joilla vanhemmat voivat tukea lapsen monikielisyyttä ja oman äidinkielen oppimista. Vanhempien antama tuki on olennaista lapsen monikielisyyden tukemiselle.

• Puhu monikielisyydestä!

Kannusta avoimia keskusteluja monikielisyydestä perheessäsi!

• Keskustele lapsesi opettajien kanssa

Kerro, mitä lapsesi kieli merkitsee perheellesi ja miten sitä voidaan tukea koulussa
​

• Hae yhteisön tukea!

Luo yhteyksiä paikallisiin ryhmiin, yhdistyksiin tai kulttuurikerhoihin, jotka voivat saada sinut tuntemaan olosi osaksi suurempaa yhteisöä.

• Käytä kieltäsi päivittäin

Tee kodistasi tila, jossa kielesi elää luonnostaan - laula lauluja, kokkaa tai leiki yhdessä!

• Kysy kuntasi palveluiltasi

Ota selvää, miten kuntasi koulutuspalvelut tukevat kotikielen tai oman äidinkielen oppimista

• Ole yhteydessä muihin!

Et ole yksin kasvattaessasi monikielistä lasta! Tapaa muita perheitä, jaa vinkkejä ja rakenna oma tukiverkostosi.

​Me Familiassa jatkamme yhä työtä sen eteen, että kielelliset oikeudet voivat toteutua yhä paremmin Suomessa muun muassa edistämällä sitä, että oman äidinkielen opetuksen resursseja, rakenteita ja tunnettavuutta parannetaan ja että voisimme rekisteröidä väestörekisteriin useamman kuin yhden äidinkielen.

Lisätietoja YLC-projektista: ​https://www.goethe.de/prj/ylc/en/index.html

Inclusion is a theme that is being increasingly emphasized in workplaces, but it is not always implemented properly. Saying your workplace is inclusive is not enough. It needs to be always reflected in the conscious and active designing of policies and culture that is necessary to allow people to feel safe and supported regardless of the background, knowledge and abilities. A truly inclusive workplace is not available to many of us in the current economic situation. We are often lucky to find any employment at all.

​As a white, well-educated male with a Finnish name I have a lot of privilege that allows me to be included in many spaces. I obviously have no personal experience or deep understanding of the challenges that many other people face. However, I am also a non-native Finnish speaker and I have a so-called “invisible” physical disability that affects my work. These often make inclusion more difficult for me. I often have to justify myself when I am unable to communicate fluently in Finnish or when I need assistance to do easy task that my hands cannot manage. I do not have it more difficult than many people, far from it, but I am accustomed to being dismissed, condescended to or set aside because it is more convenient for others.

​I do not mean to complain because I have had many extremely positive workplace experiences with supportive and understanding colleagues, but there has always been some people who are uncomfortable with my differences. Workplaces with clearly defined policies to foster inclusion are great, but it is the people who actually make a difference. I have had many different workplaces in many different fields and countries. I have often had considerate and friendly colleagues but they have always been balanced by those who are less than supportive.

​At Familia, I have been treated with genuine respect and kindness by the whole staff and I feel valued for who I am. I have not had to face judgment or feel the need to conceal my physical challenges. I have spent over five months here and this is the first time I have felt truly able to be myself, and to be valued for it. This is because of the people. I feel that my abilities and limitations are accepted and I belong to the team even though I have a short contract. Familia is not the only workplace that is inclusive and welcoming, but it is the first time I have truly belonged and been supported. 

​People make the difference, and I believe that it does not take much effort to be an inclusive person who accepts and values others for whom they are. I think we should all strive to be this way. If we model the behavior others will follow.  

​At the time when I began my placement at Familia ry, I believed that I was merely becoming part of a community organization, albeit in a few months. I had not imagined that I was going to enter into the realm of the stories, toughness, and silent moments that would alter my perception of people and the concept of belonging. Familia ry is a non-profit organization that helps intercultural families in Finland, and these are people who are blending cultures and languages as well as traditions and identity daily. Although the organization provides numerous useful services, what people actually receive is much more profound: a home to feel belonging.

​One of the most memorable events occurred during one of the Volunteer Cafes. The young mother who recently relocated to Finland acknowledged that the relocation was demanding; she felt lonely, uncertain, and she had to begin all over again. Something changed as we were discussing and showing services that could help her family. Her face softened. Her voice steadied. It was the first time that she felt observed since her arrival. That experience made me remember that social work does not consist only of information or processes. It is concerning providing people with a place where their emotions, fears, and hopes are heard.

​When we were at the Intercultural Football Tournament, our stall was visited by many families of different backgrounds. They engaged in coloring with the children and also discussed with us their experiences in Finland. The atmosphere was lively. Children were entertaining, parents were chatting, flags were getting painted, and cultures were crossing. What appeared as a sports event turned out to be a common platform of relatedness.  It also made me realize that community can occur in any place, including in the center of a football field. It only takes a talk, a piece of colouring, or a smile sometimes.

​The monthly Volunteer Cafes organization demonstrated the force of mutual learning to me. Be it in a mapping of identities, breaking stories, or talking about the significance of the public spaces, I realized that people open up when they are safe, when they feel that their story is important. Next, there were the Art Pop-Up workshops in Espoo libraries; Gilded, merry anarchy. Kids were thrilled to be able to do crafts, and parents did not leave as soon as they could, as they were free. The greatest surprise came with the fact that a simple and minor activity can be a big one. That hour of crafting also made most families feel at home among their new people.

Familia has altered my perception of people and the definition of community. I got to know that honest connection occurs gradually, in trifles, such as eye contact, a collective laugh, or a child sharing his or her art. Such moments may be considered basic, yet they create trust and lay the foundation of more serious discussions. I also learned that diversity should not be something to control, but something to rejoice about. Each person has something unique depending on culture, identity, and experience. When we approach differences with an open mind instead of fear, they become opportunities to learn rather than barriers. My experience in working with volunteers has demonstrated to me the strength of encouragement rather than direction in people. Confidence is not achieved through perfection but when one feels safe enough to give it a go. Yes, social action is emotional, and it requires heart. It is precisely what makes it meaningful. All types of interactions, regardless of their size, could make a person feel noticed, appreciated, and part of. 

​That is what can turn the whole life of many families into a struggle to build their lives in a new country.
One way to be caring is through listening - Individuals always have to feel that they are present rather than requiring a solution
Individual adherence develops gradually, in tiny steps - A smile, a chat, or the activity of a child- these are all important
Diversity is what makes us cultural - They are not walls, but freeways
Empowerment grows quietly - Working with volunteers as group leaders was an eye-opener since I learned that confidence is built in a safe, conducive environment.
It is also emotional work, which is its power of community work - Each of the interactions, be it big or small, defines a sense of belongingness.

​As the holiday season approaches, conversations about togetherness and tradition become more visible. But for many intercultural and multilingual families, this time of year does not follow one familiar script. In this blog, Yvette Ahonen, Peer Support Coordinator, reflects on what it means to make space for different traditions, languages, and ways of celebrating, and why recognition, choice, and respect are essential when supporting diverse families.

​One of the most important things we can do is avoid assumptions. Not everyone celebrates the same holidays, and even when families do, the meaning, customs, or level of importance may differ. Asking open questions, or simply leaving space for families to define what matters to them, helps create an atmosphere of respect and belonging.

​Language also plays a central role during this time of year. For many families, traditions are closely tied to their home languages. Children’s sense of identity and belonging can be deeply tied to their family traditions. The ways families celebrate, mark important moments, and pass on customs all shape how children understand who they are and where they belong. Allowing children and parents to use the language that feels natural to them, at home, in community spaces, or even in organised activities, sends a powerful message: your language belongs here. Even small gestures, like using inclusive wording or acknowledging multiple languages, can make a big difference.

​Another key aspect is choice. Participation in holiday-related activities should always be an invitation, not an obligation. Some families may prefer to engage fully, others partially, and some not at all. All of these choices are valid. Respecting boundaries helps families feel safe and seen, rather than pressured to fit into a single narrative.

​It is also worth remembering that traditions are not fixed. They travel, change, blend, and evolve across generations and borders. Many families create new ways of celebrating that reflect their current lives rather than their past alone. Honoring tradition does not mean preserving it unchanged; it means respecting how families live it today.

​Often, support comes down to small, everyday actions: listening carefully, pronouncing names correctly, showing curiosity without judgment, and acknowledging difference without ranking it. These moments may seem minor, but they build trust and belonging over time.

Photos below (left to right): Our Christmas tree, Our Nacimiento (Nativity Scene)- typical in latino families, holiday wishes at Familia's Candle Party, book we use with our trilingual children (we have this in Finnish too).  

​People often ask where I am from, and I still pause before answering. As said in the song; Identity (feat. Saja Kilani) there can be more than one answer to give when asked "Where are you from". The question sounds simple, yet it never sits neatly with me. I grew up moving between countries, and each place shaped me in ways I understood only much later. 

​My identity grows every time I enter a new space and phase. Many of us live in places shaped by migration and layered cultures. When we speak about intercultural cities, we look at transnational collaboration with different bodies. As far as I know, places such as North Sentinel Island have been isolated for some time. Apart from places like that, most countries have tourists, expats, international students and investors.

​Finland has been culturally diverse for centuries. For example, there are the Samis, Romas, Jews, Karelians and Swedish speaking Finns. When a country is culturally diverse, it is important to have organizations such as Familia ry, which promotes the wellbeing of intercultural individuals. Peer groups are like social circles. We share cultural diversity as a common factor. We also see religion, race, marital status, socio-economic status and shared goals such as gender equality bringing people together. These experiences led me to think about cultural intelligence.

​(Georgescu, 2018) says Earley and Ang introduced the idea of cultural intelligence as the ability to adapt effectively to new cultural contexts. They proposed four categories. Cognition - knowledge about cultures. Metacognition - ability to piece together available information to form a clear picture. Motivation - desire to engage in and learn about cross cultural relations. Behaviour - appropriate verbal and non verbal actions when interacting with people from different cultures.

​I often wonder what the world would look like if we focused only on similarities and stopped noticing differences. Would we lose something meaningful. There is something special about tasting different cuisines. A dish can tell a story. For example, Kürtőskalács (chimney cake) from Hungary was a practical food during difficult times, including the communist era before 1989, because it was easy and affordable to make and could feed a family.

Our identities shift, our cultures blend and our stories grow with every place we encounter. Instead of letting these changes separate us, we can use them to build understanding. I encourage you to look at your own journey and notice how your background shapes the way you see others. Reach out, join a peer group, or simply begin with one honest conversation. Connection often starts with the courage to ask and the willingness to listen.

​Full reference: Georgescu, M. (Ed.). (2018). T-Kit 4: Intercultural learning (2nd ed.). Council of Europe. Written by O. Nestian Sandu and N. Lyamouri Bajja, with contributions from A. Surian, G. Titley, R. Gomes and M. Taylor. The first edition was edited by S. Martinelli and M. Taylor, with contributions from A. Gillert, M. Haji Kella, M. de Jesus Cascão Guedes, A. Raykova, C. Schachinger and M. Taylor.

In my previous blog post, I shared a poem dedicated to jobseekers. A reflection of the many challenges they face daily. As someone who is deeply familiar with these struggles, I’m committed to creating supportive spaces and advocating for fair opportunities. But the truth is, none of this can be done alone.

Recently, during a casual conversation with my best friend about the work I do, she made a comment that made me think. She said, “You’re lucky to have an employer who recognises your skills and trusts your judgment so completely.”

​That moment stayed with me.

 We use English and Finnish mixed with whatever phrases of our native languages and yet somehow, we still all understand each other. We celebrate all kinds of religious and non-religious holidays. As a team we embody a sense of tolerance and welcome diversity as well as a chance to learn new things about different cultures.

I count myself fortunate, I would even go as far to say privileged, to work for an organisation that embodies these values. A place where I’m not constantly reminded of but valued because of my immigrant identity. Where I feel my input is trusted and my skills and experience are recognised without question. The feeling of being seen in this way is difficult to put into words.

​Our executive director has a phrase she often says: “All will be fine; we will figure it out. It’s okay to make mistakes.” Simple words, yet impactful.

I think about how daunting leading an international team with diverse working styles, languages, and cultures must be. It’s worth remembering that employers are people too. They feel, they face challenges, and yes, they make mistakes. But being a great employer goes beyond ensuring that KPIs or quarterly goals are met. It’s also about cultivating an environment where people can grow, contribute meaningfully, and feel a sense of belonging.

Thank you, Familia, for being that place for me. A workplace where we live by the words: “All will be fine; we will figure it out. It’s okay to make mistakes.

​In this reflection, I look at how Finland’s recent political and public responses to racism reveal a deeper problem: when communication replaces connection. The blog was inspired by Helsingin Sanomat’s article on the government’s 2023 anti-racism statement and the insight shared by my colleague Onni Afoumou, who in an interview on MTV3 in early 2024 recognised that these gestures were not about genuine regret, but about silencing public pressure. This piece explores what happens when anti-racism becomes performance and how we can turn words into real, lasting change.

​As an anti-racist worker and educator, this revelation was not surprising. It confirmed what many of us had sensed while sitting in meetings and listening to carefully crafted speeches: that anti-racism in Finland often operates at a symbolic level. It is said, but rarely done. When I think back to the MTV3 interview I did with my colleague Onni Afoumou, his words still ring true. When asked about the government’s response to racism, Onni said he did not see genuine regret or learning, only an attempt to quiet people down. He was right. What happened in 2023 was not an act of moral leadership but of public image protection.

The deeper problem lies in how racism is managed. Too often, institutions and workplaces treat anti-racism as a communication issue rather than a cultural and structural one. Instead of acknowledging the harm, the focus shifts to managing appearances. To understand this more clearly, I see three recurring problems.

1. Communication replaces connection. When discrimination is raised, organisations often rush to manage the conversation instead of understanding it. The tone becomes cautious, and the person speaking up is left feeling unseen.
2. Fear replaces courage. People and leaders fear being called out, saying the wrong thing or losing control. This fear prevents open dialogue and makes people defend instead of listen.
3. Symbolism replaces structure. Statements, campaigns and declarations are made to calm emotions, but they rarely lead to systemic change. Anti-racism remains at the level of performance, not practice.

​When communication replaces connection, we lose the human essence of anti-racism. Real dialogue is not about controlling tone or avoiding emotion. It is about listening to discomfort, acknowledging pain and allowing truth to shape the next steps. Real change cannot grow in silence. It grows when people feel safe to speak and when leaders dare to listen.

Yet criticism alone is not enough. For anti-racism in Finland to move from performance to practice, we must look towards concrete solutions that connect action with accountability. Based on my experience in both community and professional contexts, I believe change begins when we commit to the following:

1. Embed anti-racism into everyday structures. Policies and training are not enough. Real progress shows up in how organisations recruit, allocate resources, make decisions and evaluate leadership. Anti-racism must live in systems, not slogans.
2. Create safe spaces for accountability. Mistakes will happen, but silence will not fix them. Safe accountability spaces allow harm to be acknowledged and repaired without fear or punishment. Accountability should mean learning, not blame.
3. Redefine leadership. Leadership is not about avoiding mistakes but owning them. Leaders who model humility and emotional intelligence set the tone for genuine inclusion. Listening is a form of leadership.
4. Support anti-racist practitioners. The people doing this work need recognition, resources and care. Too often, they carry the emotional weight of racism alone, without institutional support. Sustainable change requires sustained investment.
5. Prioritise connection over control. Communication strategies should not be used to silence emotion but to build empathy. Real connection is the opposite of control. It happens when honesty is valued more than image.

​These are not abstract ideals. They are practical ways of creating cultures where everyone belongs and feels safe to be heard. Anti-racism cannot live in words. It must live in practice, in structures and in the daily decisions that shape our shared spaces. Real change begins when fear gives way to empathy and denial gives way to accountability. That is where communication turns into connection. And that is where inclusion finally becomes more than a word.

​There are the obvious issues. Cultural and language gaps can make it harder for immigrants to integrate professionally and socially. Lesser familiarity with the country's labour norms and laws, such as taxation and social security, can leave workers exhausted by bureaucracy and uncertainty. And the insecurity becomes even greater if the worker's residence permit is dependent on having a workplace. 
 
Regarding workplaces themselves, I have seen a range of experiences. Some workplaces value multicultural teams, and build inclusive, respectful environments where everyone benefits. At the same time, I have also encountered situations where immigrants’ vulnerabilities were exploited. For example, I have seen restaurants where employees were not allowed time to go to the bathroom. Or roles where language requirements were not mentioned during hiring, but almost all activities ended up being conducted in that language, making it harder for immigrant workers to participate and progress. I’ve also been in environments where information about trade unions was withheld or unions were spoken of negatively. 
 
I have many more examples. Over time, I’ve noticed a pattern that has made me a bit cautious when entering new workplaces with many immigrant employees. Not because I don’t value diversity — on the contrary, I believe multicultural teams often bring greater creativity and success. But I became cautious because in my experience, workplaces in Finland with many immigrant employees sometimes also show patterns of unfair treatment. 
 
It can be different. The magic formula here is transparency and fairness. Open communication, equal treatment and trust from the employers go a long way. But the fact remains that unfair treatment is widespread enough that it cannot be left to the goodwill of the employer alone. What is needed is stronger regulatory oversight, to ensure that basic labour laws and human norms are respected.