Some Call it Woke, I Call it Wanting to Be Fair

March 3, 2025

The position of minorities at work is a question that lately has gained more attention. Especially, since Donald Trump, newly inaugurated as president, has attacked US organizations' programs for diversity, equity, and inclusion (DEI) in general, and the rights of transgender people in particular. The American discussion is also reflected in the attitude climate in Finland.

Most people stepping into new contexts – such as their first steps into worklife, a job interview, or at their first days on a new job – experience some tension. How will I be received? Who will I work with? What is the atmosphere like? At the QueerMieli project, we have also come across concerns among LGBTQIA+ students regarding upcoming internship periods.

For those who, in various ways, differ from societal norms, the tension before entering the worklife can be even greater, especially if they belong to a minority group that has often faced discrimination. Discrimination can manifest in various ways, such as:

• microaggressions, meaning words or actions that reinforce feelings of exclusion. Many times, it could be well-intended comments or expressions of sincere but thoughtless curiosity, that repeat stereotypes and prejudice;
• lack of accessibility, for example, regarding assistive devices or safe restrooms and changing rooms;
• downplaying attitudes, questioning everyone’s right to equal treatment, prejudices, or hate speech;
• direct or indirect discrimination and various forms of violence.

The Finnish Union of Graduate Engineers (TEK) asked in its 2021 student survey about concerns regarding entering worklife. Among LGBTQI+ students, 68 % were concerned about whether they would manage at work. 46 % were worried about facing discrimination. The corresponding percentages among other students were 42 % and 12 %.

Minority stress refers to a chronic stress condition that arises due to continuous experiences of discrimination, fear of discrimination and exclusion. Eventually, one risk internalizing the prejudices of the environment and being constantly on guard. It could lead to normalizing own experiences of discrimination or excluding practices or pulling out from social situations. Or entering them already tense, having learned to assume a negative encounter.

Minority stress can ultimately negatively affect both mental and physical health (Duodecim), e.g. as depression, use of substances or high blood pressure. Fortunately, minority stress can also be alleviated (Gender Diversity & Intersex Centre of Expertise) and prevented.

Equality in the workplace is everyone’s responsibility

Many workplaces have an atmosphere that celebrates diversity and a willingness to address things that need improvement. Sometimes this feels like a no-brainer for the entire work community, sometimes it is the result of active work for equality. In other places, it is not so, even though promotion of equality is legally mandated in many cases.

For the work on equality and inclusion to truly work, it is important that it includes everyone in the workplace. It is not enough to leave the responsibility to particularly engaged colleagues who develop plans and participate in trainings. Courses for everyone surely requires both time and sometimes even enforcement. In many cases, we are willing to make that investment when it comes to things like fire safety and data security. So why not when it comes to safer interaction – with colleagues, students, customers, and patients?

The good intentions also need to be made visible through inclusive communication, as to support confidence among those whose trust in others has been damaged by minority stress, often caused in entirely different contexts.

Finally, the promises made in plans and principles for safe spaces must be truly fulfilled, to have any meaning. And this is often easier said than done: on the contrary, it is quite likely that we will make many mistakes along the way. But that is human, and we are allowed, to learn along the way.
The important thing is that no one needs to fight alone.

All of this exists so that you could feel seen, affirmed, and taken seriously. No matter whether it is about gender, sexual orientation, ability, skin color, neurodiversity, social class, cultural background, belief, language, appearance, or any other characteristic. It matters for your health – both when you go to your job or internship and when you are off. It matters,  when you need to use different services.

Insights from a safer work life can also help us in private life to better get to know and care about those that are most important to us. They could encourage us to help strangers we see need assistance. That attitude – which has recently often been called woke – is about trying to be a fair human being, who cares about how their actions affect the well-being of others.

Anders Huldén
The author is working as Project Manager within the QueerMieli project.