Frame’s Equality Plan 2023–2026

1. INTRODUCTION

This is the Equality and Non-Discrimination Plan of Frame Contemporary Art Finland (hereinafter referred to as Frame). The plan was prepared by the equality and non-discrimination working group, which included representatives from both the staff and board of Frame. The plan was approved by the Frame board on May 22, 2023.

Frame Contemporary Art Finland is an expert organization and information center for contemporary art. Frame strengthens the position of Finnish contemporary art, promotes collaboration between Finnish and international contemporary art professionals, and produces information about contemporary art. Frame carries out its mission by distributing grants, promoting international mobility of contemporary art professionals, running residency and expert visitor programs, and supporting the visual arts sector in Finland. Frame commissions and produces the exhibition for the Finnish Pavilion at the Venice Biennale.

Our core values include equality, respect for freedom of expression, and recognition of the diversity of voices in the art sector.

The Equality and Non-Discrimination Plan complements Frame’s strategy and annual action plan. It is a statutory plan based on both the Equality Act and the Non-Discrimination Act. The plan also takes into account the terms and conditions for general subsidies updated by the Ministry of Education and Culture in June 2022.

This plan outlines the objectives and measures through which Frame promotes equality and non-discrimination in its activities, as well as the broader principles of equal treatment that underpin its operations. Frame fosters equality and the equal treatment of individuals in its public programs, grant operations, and as an employer.

Frame actively develops practices to prevent discrimination and promote the realization of equality.

The goal of this Equality and Non-Discrimination Plan is not only to meet the aforementioned statutory requirements but also to serve as a tool to guide the foundation’s strategic and operational activities, as well as its human resource policies. The implementation of the plan will be monitored and updated regularly.

Familiarization with this plan is part of the induction process for Frame staff and board members. The advancement and implementation of the plan will be overseen by the equality and non-discrimination working group appointed until the end of 2023. From 2024 onwards, the responsibility will transfer to an equality officer to be appointed. The plan is in effect from August 1, 2023, to August 1, 2026.

1.1. Equality and Non-Discrimination in Law

Frame’s Equality and Non-Discrimination Plan is based on two laws: the Non-Discrimination Act (1325/2014) and the Act on Equality between Women and Men (609/1986, also known as the Equality Act). Equality means that all individuals are of equal value, regardless of their gender, age, ethnic or national origin, nationality, language, religion or belief, opinion, disability, health status, sexual orientation, or any other personal characteristic.

In the Finnish Constitution, the principle of equality refers to both the prohibition of discrimination and the equal treatment of individuals before the law.

2. ASSESSMENT OF THE CURRENT EQUALITY SITUATION

In preparing the Equality and Non-Discrimination Plan, the current situation of the organization and its various areas of operation were reviewed from the perspectives of equality, non-discrimination, and accessibility. In recent years, Frame has organized several discussions and training sessions related to equality and non-discrimination, as well as conducted surveys and actions on the subject. These have served as the foundation and material for the plan.

Frame holds a biannual Responsibility Day for all staff, where wishes, challenges, and areas for improvement related to different areas of Frame’s operations are discussed. The implementation of equality and the areas requiring development in various operations are further detailed in section 3.

As part of the current situation assessment, the extent to which Frame’s strategy, rules, guidelines, values, and recent annual reports take equality and non-discrimination issues into account was also reviewed. The key values identified in Frame’s strategy are vision, reliability, and responsibility.

Vision: Frame’s work is based on expertise and interaction with professionals in the field.

Reliability: Frame’s operations are planned and transparent.

Responsibility: Frame strives for more sustainable and equitable environments in contemporary art.

Ministry of Justice Assessment Tool

The Ministry of Justice has developed an equality assessment tool, which includes a non-discrimination test. Members of Frame’s equality and non-discrimination working group completed this test, which consists of various questions and statements. The result of the non-discrimination test is given on a scale of 1 to 5.

Levels of the non-discrimination test:

• An organization indifferent to equality issues
• An organization that reacts to discrimination
• An organization gradually recognizing the benefits of equality
• An organization committed to equality
• A pioneer in equality

Frame scored 51 out of 60 points, placing it at level 5, as a pioneer in equality.

In the self-assessment, it was noted that actions to promote equality have already been taken in most areas of Frame’s operations. However, continuous attention must still be paid to ensuring equal practices and preventing discrimination. This work should be ongoing and integrated into the organization’s practices and operations, including policy decisions, operational planning, the work community, program content, and communication.

Frame’s staff aims to remain aware of the needs and ways to address equality and non-discrimination in its activities. Both the staff and board consider this issue to be of great importance and have already done significant work to advance it.

3. EQUALITY IN FRAME’S OPERATIONS

3.1 International Program Activities

Frame’s international program activities include an expert visitor program, curator programs, rotating international network projects, the exhibition production for the Finnish Pavilion at the Venice Biennale, as well as public programs that include discussions, exhibitions, and other public events.

Frame’s program activities are based on diversity and the simultaneous presence of various perspectives. The goal is to strengthen and recognize diverse international activity within the Finnish art scene. The program acknowledges and recognizes the different political, cultural, and bodily backgrounds and perspectives of actors in the contemporary art field and enables their activities on an equal basis, regardless of their backgrounds.

The public program and various networking methods, from expert visits to residencies and collaboration networks, bring international and global perspectives to the Finnish art field. The program critically engages with many power dynamics within the art sector that both equalize and create inequality. The aim is to improve the capacity of artists and art professionals working in Finland to understand their work within both local and global power structures, such as colonialism and capitalism.

The program is committed to anti-racist practices and principles of safer spaces. We pay all individuals who participate in the planning and execution of program content, regardless of their role. Frame’s public events are free of charge for the public, held in accessible spaces, and made available online whenever possible. Events are organized in multiple languages, with translations provided when possible. Publications related to the program are offered free of charge to participants.

From 2022 to 2024, Frame is participating in a collaborative project with seven European art organizations, Islands of Kinship: A Collective Manual for Sustainable and Inclusive Art Institutions (ISLOKIN). The project aims to root more ecological and socially sustainable practices within contemporary art organizations. Its goal is to deepen art organizations’ understanding of practices that promote inclusivity and equality, while also creating strategies for addressing ecological sustainability and climate justice in their operations. As part of this project, Frame has hired a part-time sustainability coordinator, who, in addition to coordinating the project, is responsible for planning and developing Frame’s sustainability initiatives during the project.

3.2 Communication

Frame’s communication:

Communication is a central part of all of Frame’s activities and one of the organization’s three core areas. Through communication, Frame carries out its strategic mission to support international activities and promote the contemporary art sector. The objectives of Frame’s communication align with the organization’s overall goals.

Ecological, social, and economic responsibility are important values for Frame, and they are reflected in the content and materials used in communication. Frame promotes equality by considering the needs of various user groups in the planning and execution of its communication.

In communication, equality means highlighting a wide range of topics and professionals in contemporary art and addressing accessibility. The accessibility of both the content we produce and the communication platforms we use is essential for us. We communicate across various channels and strive to present our activities openly and transparently.

The main languages of communication at Frame are Finnish and English, and information about Frame’s activities is shared comprehensively in both languages. When possible and relevant, we also produce content in other languages. We aim to make our events accessible online and provide captions or interpretation, when possible. Video content and recordings on our website are captioned.

Our goal is to use inclusive and understandable language in all of our communication: emails, marketing materials, social media, websites, publications, and contracts.

Information about Frame can be found primarily on our website at https://frame-finland.fi/. The website is available in three languages: Finnish, Swedish, and English. We comply with the EU Accessibility Directive for digital content. Frame’s website meets accessibility requirements, and we also pay attention to accessibility in other communication channels, such as social media.

Openness and transparency are guiding principles of Frame’s communication. Our website provides information about the foundation, staff, board, committees, and grant committee members. We aim to share information about our partners, criteria, and decision-making processes openly and transparently. We publish qualification requirements and the names of evaluators in connection with open calls and grants, in individual announcements, and in annual reports. We respond to inquiries efficiently and openly acknowledge and apologize for mistakes.

Ensuring equality and accessibility in communication also requires financial resources. For example, content in multiple languages, technical accessibility, and accessibility measures for events require funding.

3.3 Grants

Frame’s grants are accessible in many ways. The grant service is available in both Finnish and English, and guidance is provided in both languages. Applications may also be submitted in Swedish.

Frame’s grants support exhibitions of Finnish artists abroad, international distribution of art publications, galleries’ participation in art fairs, and networking trips for contemporary art professionals. Grants are available to Finnish and Finland-based artists and contemporary art professionals. International contemporary art professionals can apply for grants for work-related trips to Finland. International and Finnish organizations presenting contemporary art can apply for grants for exhibitions of Finnish or Finland-based artists abroad, as well as for international art publications featuring Finnish contemporary artists.

Grant distributions reflect the number of applications received. The decision-making process considers factors such as age and gender distribution, as well as regional representation.

Grant communication is broad, and guidance is provided daily via email and phone, as well as through public grant information events and one-on-one grant clinics. The grant system is user-friendly and ensures accessibility on both national and international levels. The evaluation process and criteria for grants are explained on Frame’s website for applicants. The grant guidelines that govern the operation of the grant program are also available on Frame’s website.

The grant service partially meets accessibility requirements (updated 7.9.2020). Frame’s website, which contains information about grants and instructions for grant applicants, fully complies with accessibility requirements (updated 1.4.2021).

3.4 Facilities and Events

Facilities

All forms of discrimination and harassment are prohibited in Frame’s office spaces and any facilities related to our operations. Both in Frame’s own premises and in other venues where activities take place (including online events), the principles of safer spaces are followed. These principles are displayed in writing at Frame’s office and all our events. We also provide an opportunity to give feedback related to safer space principles.

Frame’s office in Helsinki at Töölönkatu 11 is accessible, though the office lacks an accessible restroom, and the kitchen is not fully suitable for accessible use. The office has gender-neutral restrooms. One restroom and the kitchen are planned to be made accessible by 2024.

A description of the accessibility and inaccessibility of the office is available on Frame’s website.

When organizing events in other venues, we pay attention to the accessibility and inclusivity of the facilities.

Events

All forms of discrimination and harassment are prohibited at Frame’s events. When organizing events, we consider the diversity and accessibility of the program, the accessibility of the venue, information accessibility, and the principles of safer spaces. The principles of safer spaces apply to all Frame events, including online events.

We utilize the Culture for All service’s (Yhdenvertaisen kulttuurin puolesta ry) checklist for accessibility and diversity in event planning and implementation.

Event communication always includes a description of the event’s accessibility and an opportunity for participants to share their specific needs. We aim to make our events accessible online and provide services such as captions or interpretation.

3.5 Collaboration

Frame develops practices and structures in the visual arts field in collaboration with other actors in the sector and various partners. Key partners include professionals working in the visual arts field, art organizations, policymakers, officials, funders, and the media. Information about Frame’s project partners and funders is public.

Collaboration with various organizations is carried out through development projects (e.g., in areas such as environmental practices and governance) and program work (e.g., sustainability) as well as advocacy efforts (e.g., joint statements).

4. RECRUITMENT AND EQUALITY IN THE WORKPLACE

Frame promotes equality as an employer. We are committed to creating and maintaining working conditions where we treat each other with kindness, professionalism, and respect.

We do not tolerate any inappropriate behavior, discrimination, or harassment. These principles apply to all Frame employees, board members, as well as members of committees and expert panels. They also apply to any external partners and experts involved in Frame’s activities, either temporarily or permanently, as well as those working at or attending Frame’s events.

Frame has guidelines to prevent inappropriate behavior and harassment, aimed at ensuring a safe working environment for everyone. We ensure the implementation of these guidelines by including them in the induction process for new board members, grant committee members, employees, and interns. We provide opportunities for open discussions and conduct development reviews twice a year with all employees and interns. The anti-harassment guidelines also cover our expert visitor programs and public events. To consider all experiences, we request feedback from all our visitors and program participants.

Every employee is responsible for addressing inappropriate behavior in the workplace. It is the duty of each employee to ensure that no one is subjected to harassment or inappropriate treatment in any work situation.

Recruitment

In recent years, we have also updated our recruitment practices and communication related to recruitment. We have aimed to make the recruitment process more equitable for different applicants. We have evaluated the language, vocabulary, and expressions used in job advertisements, the criteria influencing decision-making, and our language requirements. Nowadays, Frame also offers positions where Finnish language proficiency is not required. Interview questions are provided to selected candidates in advance.

We welcome applications from all candidates, regardless of their social class, nationality, gender, disability, or any functional limitation. In our job advertisements, we encourage applicants of different ages, genders, and from linguistic, cultural, and other minority groups to apply. Applicants can voluntarily indicate their belonging to any of these groups in their application, and all information will be handled confidentially.

We are a diverse workplace, and to increase and maintain diversity, we may apply affirmative action in favor of applicants from underrepresented groups.

5. IMPLEMENTATION, MONITORING, AND UPDATING

The advancement and implementation of this plan will be overseen by the equality and non-discrimination working group, which has been appointed until the end of 2023. From 2024 onwards, this responsibility will transfer to an appointed equality officer. The plan is valid from August 1, 2023, to August 1, 2026.

The equality officer will raise awareness of equality issues in the foundation’s decision-making and activities. The progress and implementation of objectives and measures will be monitored and reported to the foundation’s board annually. Staff may suggest actions to further the goals of the Equality and Non-Discrimination Plan. Progress on the goals and their implementation will be discussed regularly at staff meetings and during the biannual Responsibility Days.

During Responsibility Days, external experts provide training for the staff on issues of social and environmental responsibility. Frame employs a sustainability coordinator, who regularly assesses the organization’s responsibility work and suggests related development measures.

Frame strives to develop and change its practices based on potential feedback. The foundation encourages and promotes the submission of feedback, which is valuable for improving and enhancing operations. Staff members also have the opportunity to provide feedback, and discussions are conducted openly, with a focus on improving practices.

The Equality and Non-Discrimination Plan is public, and its contents are communicated via Frame’s communication channels. The plan will be updated in 2026 to improve its effectiveness. The updating process will be based on monitoring the implementation of the plan and assessing the current equality situation.

This plan is based on materials and guides from the Finnish Institute of Occupational Health, the Occupational Safety and Health Administration, the Ombudsman for Equality, and the Ministry of Justice’s yhdenvertaisuus.fi website. The plan has been inspired by the Equality and Non-Discrimination Plans of the Artists’ Association of Finland and the Culture for All service.

Approved by the Board of the Frame Foundation on May 22, 2023.

1 Equality and Non-Discrimination.The recipient of the grant must promote equality and non-discrimination in its operations and comply with the employer obligations set out in the Equality Act (Act on Equality between Women and Men 609/1986) and the Non-Discrimination Act (1325/2014). The Ministry of Education and Culture emphasizes the importance of the grant recipient considering equality and non-discrimination goals in both human resource policies and operational activities, to the extent that the nature of the operations requires.

2 http://yhdenvertaisuus.finlex.fi/en/syrjimattomyystesti/