Introduction

At CSC we are committed to promoting equality, equity and diversity in everything we do. CSC’s decision-making, management and everyday activities are guided by our values: as a community – with assurance, expertise and integrity. We recognize diversity as a strength and make determined efforts to promote an ethical operating culture in which equality and equity are realized in everything we do. This is visible particularly in pay, recruitment, career opportunities, working conditions and management. It enables us to ensure that everyone in our work community has equal opportunities to develop, be heard and feel included. From the management to each individual CSC employee, we are all responsible for achieving this goal.

Revised Equality and DEI Plan

The revised Equality and DEI Plan defines the principles, objectives and concrete measures for strengthening equality and diversity in our work community. The document comprises the plans required under the Act on Equality between Women and Men (Finlex 609/1986, section 6) and the Non-Discrimination Act (Finlex 1325/2014) in a single document.

The plan was previously known as the Equality and Non-discrimination Plan. In addition to our statutory obligations, it now includes a DEI perspective that covers the promotion of Diversity, Equity & Inclusion (DEI) as part of CSC’s operating culture and management. Appreciating diversity, equitable opportunities and strengthening inclusion are key factors in our efforts to build a sustainable, fair and successful work community.

DEI objectives 2030

CSC’s objectives relating to diversity, equity and inclusion (DEI objectives) lay the foundation for the more detailed goals of the Equality and DEI Plan and the measures associated with them as well as development work in 2026–2027. The set of DEI objectives for 2030 was defined as part of our sustainability objectives. The main goal is to strengthen an equal and inclusive CSC.

The DEI objectives are closely linked to the company’s themes and development measures relating to equity, equality and inclusion. A uniform plan supports strategic alignment and promotes the impactful achievement of DEI perspectives throughout the organization.

CSC’s ownership strategy 2025–2028 defines diversity, which is included in the theme of social responsibility, as a key corporate responsibility topic for the strategy period 2025–2028. This is also reflected in CSC’s strategy, which highlights diversity and the employer’s role as important themes through the cross-cutting theme of corporate responsibility. CSC’s Sustainability programme also contains the objective of ensuring the personnel’s overall wellbeing, mainstreaming diversity and inclusion in the culture and practices, and enabling continuous learning.

Objectives of the plan

Our commitment to promoting equity and equality is reflected in measurable objectives that are aligned with CSC’s DEI 2030 goals and their four paths.

For each objective, we have internally defined concrete, time-bound actions based on CSC’s DEI goals, results from the current-state assessment, and other feedback. Examples of these concrete actions include improving the accessibility and usability of our new premises, providing targeted DEI training for supervisors and leadership, and establishing safer space principles. These actions have been prepared in collaboration with staff, and they are continuously monitored, assessed, and developed. In addition to the actions, the internal plan defines the responsible parties, schedule, and indicators for each objective. This ensures that the plan guides CSC toward practical measures where equality, equity, and DEI themes are integrated into CSC’s values, ethical principles, and sustainability work.

Path 1 – Strengthening the inclusion of CSC employees

To improve the personnel’s inclusion and opportunities to exert influence, we will focus on practices, participation channels as well as physical and functional accessibility. The plan examines the premises and work environments from the perspective of inclusion.

Goals:

1. We will strengthen personnel’s inclusion
2. CSC’s new premises (Espoo and Kajaani) will be accessible

Path 2 –Management’s and supervisors’ commitment to promoting diversity, equity and inclusion

Strong leadership is needed to promote diversity, equity and inclusion. The management’s and supervisors’ commitment will ensure that these values are reflected in decision-making, management practices and everyday work. The aim is to strengthen a culture in which each employee is valued and treated equally.

Goals:

1. Examining the initial level of career management and identifying development areas to ensure equal opportunities for employees at different career stages
2. We will improve the versatility of the background variable information in HR data, which will enable us to identify specific development areas
3. The supervisors’ and management’s competence and understanding of DEI themes will improve

Path 3 – Eradicating harassment, discrimination and inappropriate treatment

To prevent harassment, discrimination and inappropriate treatment in the work community, we will focus on preventive practices and the creation of clear operating models for dealing with such situations. The aim is that each CSC employee finds the work environment safe, fair and respectful.

Goals:

1. Creating safer space principles for CSC
2. Internal instructions related to harassment and inappropriate treatment are up to date, the personnel are familiar with the processes and know how to follow them
3. The personnel are familiar with the updated Code of Ethics and know how to apply it in their work

Path 4 – Clear, fair and transparent grounds for pay

Fair remuneration is a key part of equity work. Our goal is to ensure equal pay and increase transparency.

Goals:

1. Supervisors are able to use the role and salary system consistently and in a way that supports equality
2. A uniform and transparent salary system will be in place that makes it possible to compare pay and supports the realization of equal pay