Your plate, whose choice? 

What did you eat today and why? Did you eat oatmeal with blueberries for breakfast or bacon and eggs? Was your lunch a salad or was it delivered food from McDonald’s? Was it because you felt like it or was it because it has been said that oatmeal and salad is a healthy choice? What or rather who guides our food choices and what really is a healthy or bad choice when it comes to food? 

Maybe you have noticed yourself picking food that isn’t exactly what you crave, but it feels healthy and in line with national nutritional recommendations. Or you pick the food you crave and forget the healthiness and recommendations. That’s when the question arises: are you making the choice or are nutritional recommendations, culture and your environment making it for you? 

Food choices are often a balance between personal cravings and adherence to nutritional recommendations. Picture: Microsoft Word image bank

Do you know how your food choices are shaped? 

Food is far more than nourishment – it is part of our everyday life, health, culture, and celebration. Through food we learn habits, build identity, and express creativity. Food choices change over the course of a person’s life and are influenced by many factors, such as the environment, life situation, and personal preferences. Although people have information about healthy eating, choices are often guided by taste. These choices are also influenced by nutritional recommendations, which aim to guide the population towards healthier and more balanced eating habits. (Kourouniotis ym. 2016.) 

Let’s go back in time a little bit. Nutritional recommendations have always reflected the realities of their time. When updated, they consider dietary diversification, current trends, and each country’s cultural context. Finland’s first food circle was adopted from the United States in 1950, introducing foods that were previously unfamiliar in Finland. Since then, Finnish nutritional guidelines have increasingly focused on foods that align with Finnish eating habits and commonly used products. (Toivonen 2019.) 

Today, nutritional recommendations are compiled based on various scientific studies and by many experts in nutrition, health, ecological sustainability, food services, educational sciences, and experts from other fields. The recommendations form a whole that considers health, the environment, and everyday practices. (THL 2024.) Or at least that’s what they say. 

Do you know what’s behind the nutritional recommendations you follow? – Finland vs. USA 

You might imagine that nutritional recommendations are simply presented by scientists. But did you know that they are also shaped by economic interests, political decisions, and cultural values? Although nutritional recommendations are presented as scientific, they are never shaped by science alone. (Mozaffarian et al 2018.) 

Let’s compare the food recommendations of Finland and the USA. In the United States of America nutritional recommendations have recently drawn major media attention and sparked debate about whose interests they serve, making the U.S. a timely comparison for Finland. 

“We are putting real food back at the center of the American diet. Real food that nourishes the body. Real food that restores health. Real food that fuels energy and encourages movement and exercise. Real food that builds strength” (Dietary guidelines for Americans, 2026). 

For example, in the United States, beef and dairy producers are influential political actors. This is reflected in how strongly meat and full fat dairy products continue to be emphasized as part of the “real American diet.” (Keevican 2026.) Meanwhile in Finland, political influences appear primarily through the integration of sustainability perspectives into the recommendations. Mitigating climate change and promoting a plant-based diet have risen alongside health as key priorities. (Sarlio 2019, 318.) 

As Ursula Schwab, Professor of Nutritional Therapy at the University of Eastern Finland, says: “What is good for the environment is largely also good for health” (Toivonen 2019).  

In Finland, the guiding influence comes strongly from health policy and environmental sustainability, whereas in the United States, public agricultural subsidies and influence from the food industry also play a significant role. (Valtion ravitsemusneuvottelukunta 2024; O’Neil Hayes & Kerska 2021). 

Policy, industry, and culture in every bite. Picture: Microsoft 365 Copilot AI

In Finland, healthier eating is also promoted through measures such as confectionery and sugar taxes, as well as initiatives aimed at shaping the food environment to make healthy choices easier. Finland’s Nutrition Commitment model further encourages companies and organizations to support better eating habits. However, relying on voluntary participation can be challenging, as commercial interests may conflict with public health goals (Sarlio 2019.) 

Let’s also think about this through economic policy: Studies show that healthier food is up to $550 more expensive per year than unhealthier options in the USA. Worldwide, 2.8 billion people are unable to live according to a healthy diet, and this number is growing. Healthier foods such as vegetables and fruits are more expensive to produce, transport and store. (Frost & Sullivan Institute 2025.) According to statistics, food in Finland is generally about 10% more expensive than the EU average (Tilastokeskus 2025). 

So nutritional recommendations, economics, and politics meet in everyday life. Let’s look at this with an example: You are standing in front of the milk shelf in a Finnish grocery store, deciding whether to choose an oat drink or regular milk. The packages talk about climate impact, protein content, and heart health. But in the end, you pick one on sale. What do you think: do prices or environmental considerations affect your eating habits? 

Your plate, your choice 

Sometimes it feels like nutritional recommendations are constantly changing. First, fat is considered harmful, then sugar, then carbohydrates. Are these recommendations really based on science, or are they shaped by political decisions? However, the increasing amount of research continually brings new understanding about nutrition and its effects on health. 

Let’s return to the question from the beginning: what did you eat today – and why? Our food choices happen in daily life, but they are never just individual decisions. Behind them lie nutritional recommendations, culture, the economy, and politics, often unnoticed. 

The purpose of this knowledge is not to make us feel guilty, but to help us understand. By recognizing how and why guidelines are created, we can approach them more consciously and apply them in ways that make sense for our own lives. 

When the USA released new nutritional recommendations, the question came to mind: whose recommendations should we follow? Should we put real food, real meat on our plates, or should we think more about nature?  

Maybe the most important thing isn’t to ask whether nutritional recommendations are “right” or “wrong”. What matters more is how we interpret them. When we understand that guidelines are shaped at the intersection of science, politics, and culture, we can use them wisely as a helpful guide in everyday life, not as an absolute truth. Truth is, we are influenced by our environment and nutritional guidelines, but in the end, it’s your choice what you put on your plate.  

Writers 

Helkiö Tiina, Hyytiäinen Jenni, Lappi Heidi, Karttunen Saija and Nousiainen Sari. Students of Welfare and Health Coordinator Master’s Degree Programme at Savonia University of Applied Sciences. 

Peteri Juha and Savela Sanna. Lecturers at Savonia University of Applied Sciences. 
 

Sources 

Microsoft 365 Copilot AI. Accessed to create a picture, March 2026. https://m365.cloud.microsoft/chat 
 
Dietary guidelines for Americans. 2026. Dietary Guidelines for Americans,  
2025–2030. Internet publication https://cdn.realfood.gov/DGA.pdf. Accessed 8.2.2026. 

Frost & Sullivan Institute 2025. When cheap costs more: The Hidden Cycle of Junk Food, Health, and Inequality. Internet publication. https://frostandsullivaninstitute.org/wp-content/uploads/2025/09/When-Cheap-Costs-More-The-Hidden-Cycle-of-Junk-Food-Health-and-Inequality.pdf. Accessed 30.1.2026.   

Keevican, M. 2026. New Dietary Guidelines Were Written by Authors with Strong Ties to the Food Industry, Doctors Report. Internet publication. https://www.pcrm.org/news/news-releases/new-dietary-guidelines-were-written-authors-strong-ties-food-industry-doctors. Accessed 3.2.2026. 

Kourouniotis, S., Keast, R.S.J., Riddell, L.J., Lacy, K., Thorbe, M.G. & Cicerale, S. The importance of taste on dietary choice, behaviour and intake in a group of young adults. Appetite, 103, 1-7.  https://www.sciencedirect.com/science/article/abs/pii/S0195666316301040 Accessed 17.1.2026 

Mozaffarian, D., Angell, S.Y., Lang, T & Riviera, J.A. 2018. Role of government policy in nutrition-barriers to and opportunities for healthier eating. Internet publication. https://www.bmj.com/content/361/bmj.k2426.long. Accessed 8.2.2026. 

O’Neill Hayes, T. & Kerska, K. 2021 PRIMER: Agriculture Subsidies and Their Influence on the Composition of U.S. Food Supply and Consumption. Internet publication. https://www.americanactionforum.org/research/primer-agriculture-subsidies-and-their-influence-on-the-composition-of-u-s-food-supply-and-consumption. Accessed 8.2.2026 

Sarlio, S. 2019. Kestävää kehitystä ja terveyttä edistävä ravitsemus- ja ruokapolitiikka. Sosiaalilääketieteellinen aikakausilehti 56, 318–326. https://journal.fi/sla/article/view/83340/47111. Accessed 8.2.2026.   

THL 2024. Miten ravitsemussuositukset syntyvät? Finnish institute for Health and Welfare. Internet publication. https://thl.fi/aiheet/elintavat-ja-ravitsemus/ravitsemus/ravitsemussuositukset/miten-ravitsemussuositukset-syntyvat-. Accessed 16.1.2026 

Tilastokeskus 2025. Ruoka ja alkoholittomat juomat olivat Suomessa 10 % EU:n keskitasoa kalliimpia vuonna 2024. Internet publication. https://stat.fi/fi/julkaisu/cm1j7y3q42x3807uqrr2153d8. Accessed 22.3.2026. 

Toivonen, J. 2019. Ravintotieteilijät raapivat päätään, kun kansa syö mitä haluaa – mutta parannamme koko ajan, ja 2020-luvulla DASH:in pitäisi kuulua kaikkien arkeen. YLE article. Internet publication. https://yle.fi/a/3-10730414 Accessed 8.2.2026 

Valtion ravitsemusneuvottelukunta. 2024. Kestävää terveytä ruoasta-kansalliset ravitsemussuositukset 2024. Internet publication. https://www.julkari.fi/server/api/core/bitstreams/f42bb83b-9fc9-4146-8a5f-d2b6fba56a24/content. Accessed 8.2.2026. 

Is Self‑Tracking Empowering or Exhausting? 

You are driving toward a little weekend getaway you have been looking forward to. You feel relaxed, and for the first time in a while, your mind is calm. Suddenly, your smartwatch buzzes on your wrist and flashes a warning: “dangerously high heart rate.” The peaceful feeling vanishes in an instant, and is replaced by tension, stress, and a rush of thoughts: What on earth? Why? Is something wrong? 

Picture 1. Balancing between well-being and tracking yourself (Chat-GPT) 

We have noticed that self-trackers can be found everywhere, from teenagers to seniors. More and more of us are getting curious about our bodies and daily habits.  

But here’s the real question: what do we actually do with all this information — and can the data even be trusted? Does tracking health motivate us to make better choices for our well-being or is the result the opposite? Does tracking our health cause us to drift further away from what true well-being feels like? 

Why are we tracking ourselves? 

There might be just as many reasons to track health as there are people doing it. Some follow health conditions, others keep an eye on body weight, sleep quality, daily activity, nutrition, hormone cycles or even mood. Some use digital devices, some more traditional methods.  

In the end, there are multiply reasons to track oneself. Gimbel, Niβen and Görlits (2013) have categorized people´s motives into five categories (Picture 2). 

Picture 2. Reasons to track yourself, modified (Gimbel, Niβen & Görlits 2013)  

Do you find yourself in these categories?  

At its best, tracking can increase awareness of well-being and support it. But there is a risk that by trusting devices too much, something essential will be lost. 

So maybe it’s worth taking a step back and think about what well-being really means and how we can achieve it. 

Do we know what makes our life good? 

Have you thought about what makes you feel good today? Well-being is not a single figure or graph. It is a multidimensional and personal phenomenon which is built from the smoothness of everyday life, recovery, a sense of safety, relationships, and the meaningfulness of life – factors that can´t be measured. Data can offer useful indications, but it never tells the whole truth about a person’s well-being (Venhe 2020; Karavirta 2024). 

The WHO (2022) reminds us that well-being is much more than data on a screen. It is a holistic and relational state that includes physical, mental, social, material and spiritual dimensions of life. This means that smartwatches and other devices can never fully tell us how well we really are doing. (WHO 2022, 5 – 6.) 

Specialist in Sports and Exercise Medicine Pippa Laukka reminds that self-tracking devices should remain tools that support our well-being, not control it: 

“As a support for well-being, smartwatches make excellent servants but poor masters. It’s wise to use the information they provide and compare it with how refreshed you actually feel when you wake up. Your own sense of well-being is almost always the most reliable, and the best measure.”  

Pippa Laukka (2022) 

Self-tracking devices can´t replace a person’s own experience. Often the opposite is true, especially if numerical data is given priority. Research has shown that constant self-tracking can create an illusion of control over life and distance individuals from their own bodily and emotional sensations (Venhe 2020; Karavirta 2024). 

Once we start thinking about well-being more broadly, another question pops up: how much can we really trust the data provided by your devices? 

Do we trust data too much? 

Self-tracking devices promise precise insights into our sleep, recovery, activity, and stress – but can the data really be trusted? Short answer: not entirely. A whole mix of personal factors – from skin tone to blood circulation and gender, and even the position of the device on our wrist – can affect numbers in unexpected ways (Asif et al. 2025).  

Take a skin tone, for instance. Or more precisely, melanin. It plays a surprisingly big role in how accurate smartwatch readings are. Because the green light used in most devices does not penetrate melanin-rich skin as effectively, the results can become less reliable, the darker the skin is. In other words: same device, different skin, different accuracy. And yes, the brand of the watch can change the story a little. (Asif et al. 2025.) 

Another layer in the reliability puzzle is the user experience itself. If the device is clunky, uncomfortable or consistently off in its readings, we are far less likely to keep using it. This is why manufacturers need to do more than just innovate. They have to listen to what users actually need and want (Ehizogie, Chioma & Olumuyiwa 2024). 

Even then, accuracy isn’t the only thing that matters. Even more important is to think about how all this tracking makes us feel. Does it motivate us or make us more stressed? 
 

Active, more active, stressed? 

Is part of your daily routine to check your self-tracking device to see how much you’ve moved, how well you slept, or when your stress levels raised? 

Smartwatches and other devices can be great companions. They track our physical activity, heart rate and all kinds of body signals with impressive accuracy. For many of us, that information motivates us to move little more, and take better care of our well-being. (Karavirta 2024; Scudds & Lasikiewicz 2024, 283.) At its best, measuring different things supports comprehensive well-being in the long term.  

But there is another side to it. These devices create huge expectations for better sleep, physical fitness and overall improved well-being. People can become stressed if their results don’t improve as desired or if they forget to track their workouts. Activity tracker users become frustrated when exercising without a wristband and they experience extra pressure when the wristband is on, but they do not have possibility to exercise. Excessive tracking can lead to obsession and start to control too much. (Scudds & Lasikiewicz 2024, 297; Kelley, Lee & Wilcox 2017, 637). 

So how do we keep the good parts of tracking without letting it run our lives? Luckily, that part is in our hands. 

Do not lose your well-being for trackers! 

Self-tracking devices offer hints in the right direction. And that’s exactly how they should be used: with curiosity, critical thinking, and keeping an eye on the bigger picture. Maybe that means noticing how your body feels before you check your data or if you could go for a walk because it clears your mind—not because your number of steps is low.  

In the end, we should take a deep breath and remember that we are more than the numbers our devices give us. We know ourselves and our well-being better than any device can. Self-tracking can support us in promoting and monitoring our well-being, as long as we remember that it cannot make our lives perfect. What matters most is that we use these devices in a way that supports, rather than controls, our everyday lives.

Writers  

Kristiina Filev, Paula Lehtomäki, Salla-Maari Jumppainen, Heidi Prauda-Knuutila. Students of Welfare and Health Coordinator Master’s Degree Programme at Savonia University of Applied Sciences 

Juha Peteri and Sanna Savela. Lecturers at Savonia University of Applied Sciences 

Sources 

Artificial intelligence was used in this work as follows: ChatGPT 2026. OpenAI. GPT-5.3. Used for image generation, language revision and structural editing of the text, March 2026. https://chat.openai.com. 

Asif, S., Al Saafeen, A., Nadar, S., Nambiar, S., Dannawi, J., Korrapati, N. H., Wilkhoo, H. S. 2025. Photoplethysmography in Diverse Skin Tones: Evaluating Bias in Smartwatch Health Monitoring. https://pmc.ncbi.nlm.nih.gov/articles/PMC12592569/?utm_source. Accessed 20.1.2026. 

Ehizogie, P., Chioma, A. & Olumuyiwa T. 2024. A review of wearable technology in healthcare: Monitoring patient health and enhancing outcomes. Open Access Research Journal of Multidisciplinary Studies, 2024, 07(01), 142–148. https://doi.org/10.53022/oarjms.2024.7.1.0019. Accessed 20.1.2026. 

Gimbel, H., Niβen, M. & Görlits, R. A. 2013. Quantifying the quantified self: a study on the motivation of patients to track their own health. Completed Research Paper. International Conference on Information Systems. Volume 34. Milan 2013. https://www.researchgate.net/publication/260597252_Quantifying_the_Quantified_Self_A_Study_on_the_Motivations_of_Patients_to_Track_Their_Own_Health. Accessed 11.1.2026. 

Karavirta, L. 2024. Minä vai mittarini – kumpi tuntee hyvinvoinnin paremmin? Internet publication. https://www.jyu.fi/fi/artikkeli/mina-vai-mittarini-kumpi-tuntee-hyvinvoinnin-paremmin. Accessed 18.1.2026. 

Kelley, C., Lee, B. & Wilcox, L. 2017. Self-tracking for Mental Wellness: Understanding Expert Perspectives and Student Experiences. Research-article. ACM: Proceedings of the 2017 CHI Conference on Human Factors in Computing Systems. https://doi.org/10.1145/3025453.3025750. Accessed 23.1.2026. 

Laukka, P. 2022. Voiko älykellon ja älysormuksen mittaustuloksiin luottaa? Apu-klinikka vastaa. Apu magazine. https://www.apu.fi/kysymykset/alykello-ja-alysormus-voiko-mittaukseen-luottaa-apu-klinikka. Accessed 9.3.2026. 

Scudds, A. & Lasikiewicz, N. 2024. WAT’s up? Exploring the Impact of Wearable Activity Trackers on Physical Activity and Wellbeing: A Systematic Research Review. Journal of Technology in Behavioral Science (2025) 10:283–300. https://doi.org/10.1007/s41347-024-00442-6. Accessed 18.1.2026. 

Venhe, N. 2020. Itsensä mittaaminen antaa illuusion elämänhallinnasta. Internet publication. University of Eastern Finland. https://www.uef.fi/fi/artikkeli/itsensa-mittaaminen-antaa-illuusion-elamanhallinnasta. Accessed 20.1.2026. 

WHO 2022. Achieving well-being: A global framework for integrating well-being into public health utilizing a health promotion approach. Internet publication. https://cdn.who.int/media/docs/default-source/health-promotion/framework4wellbeing-(draft).pdf?sfvrsn=c602e78f_29&download=true. Accessed 22.3.2026

When non-governmental organizations can’t help, what then?  

Can you imagine a moment when a person needs help but even a reliable non-governmental organization (NGO) cannot help them? What consequences would that cause, and who would take responsibility for it? This is not just theoretical speculation, but reality in Finland. It is a real threat that affects the most vulnerable members of society. As an interviewed NGO actor states in the organization barometer of SOSTE, the Finnish Federation for Social and Health Affairs: 

”I’m concerned about what will happen when the funding of the non-governmental organization sector crumbles and people no longer even receive help from those organizations: how the increasing malaise affects society and, among other things, social peace” (Peltosalmi, Eronen, Londén & Ruuskanen 2024, 29).

The importance of non-governmental organizations in Finnish society 

What are NGOs doing? NGOs have long roots in Finland. These organizations have been part of building welfare state in Finland with government and local councils. And these organizations have played and play today a significant role as providers and reformers of social and healthcare services. For example, Finnish maternity and child healthcare clinic services and maternity package were originally provided by NGOs but are now part of public services. (Pätilä & Tuurnas 2019, 292.)   

Over the years, the work of NGOs has become more professional and service-providing. NGOs have a lot of expectations of maintaining people’s well-being when public services have been reduced. Also, these organizations are seen as important partners of administration and service provision, but working at the interface can present challenges for blurring the boundaries between public services and services provided by organizations. (Pätilä & Tuurnas 2019, 292–293.) 

How about today?  

If we view the situation of NGOs today, the work they do is crucial to the vulnerable people in society. Many organizations help when the resources of basic needs in living are incomplete or individuals have mental health issues in life. Some of these organizations in Finland are for example Hope ry, different food aid organizations, Mental Health Finland (MIELI ry), the Federation of Mother and Child Homes and Shelters and the organizations operating under it. If these NGOs are suffering from governments decreasing financial support from them, their services in the field are in jeopardy. MIELI ry reports that 81% of their funding is public support (MIELI ry 2025). Because financial support will decrease, organizations must develop their own fundraising and strict financial management. How this is even possible to carry out, that only time will tell us. 

The services and sectors that promote wellbeing work operate in a complex and multi-layered environment. This makes it more difficult both to develop these activities and to evaluate their impact. (Joensuu, Harkko & Henriksson 2025, 394.) Also different services that create well-being in society are connected to each other. And because they are connected, a change in one sector can cause a ripple effect and may lead to unexpected effects somewhere else. (Pekkola, Leponiemi & Heikkilä 2025, 7.) 

This development brings with it real risks that are worth considering: what if peer support disappears or volunteer activities begin to fade? What will happen to the low-threshold meeting places that serve as an important safety net and a place to meet. Threats are in the air, and the resources of NGOs are tighter than ever. This is a situation that makes us think about how valuable and how vulnerable NGO work truly is. This creates threats to the organization’s ability to operate in the interests of the groups they represent. We are drifting into a situation where the resource outlook for NGOs is becoming increasingly challenging. (Peltosalmi et al. 2024, 7, 28–30, 182.) The following comment illustrates this well: 

 ”There are major changes taking place in both the financial and operating environments, which have opposing effects. The operating environment is affected by the growing need for assistance and the reduction of services, while the financial environment indicates a decrease in the level of assistance in almost all forms of assistance […]” (Peltosalmi et al. 2024, 28). 

What if NGOs can’t survive?  

Well… That’s the good point. NGOs are seen as different compared to governmental or commercial organizations by representing the common good and strengthening institutional positions (Ekholm, Heyse & Mourey 2019, 13). NGOs are key actors bringing citizens into the community and they can be seen as actors who have the capacity to build networks and develop communities (Mannarini, Pozzi & Marta 2023, 355). 

While not all activities of NGOs can necessarily be measured or evaluated of the basis of evidence, they allow people to participate, build, and be part of the community. They also provide assistance when other networks are not enough.  

In conclusion, we can state that NGOs provide resources that complement public services. In addition to direct aid, they strengthen participation and bring forward the voices of people in vulnerable positions. They often operate as quiet but important forces that help keep communities functioning. 

Understanding the significance of NGOs requires recognizing their human and societal role. In our view, their absence would leave a substantial gap in society and the consequences can be significant. Some people may be left completely without support, loneliness and social exclusion may increase, and the burden on the public sector will grow. Even if the public sector resources were increased, it is difficult to believe that the public sector could fully replace the role of these organizations. That is precisely why it is important to recognize and appreciate the work that non-governmental organizations do for the benefit of communities – often quietly but having a significant impact.

The shadow grows as support decreases. That´s why working together is more important now than ever. Picture: Pixabay.

Useful links:  

https://www.soste.fi/ajankohtaista/tutkimus/jarjestobarometri/jarjestobarometri-2024/

Writers  

Aapro Lotta, Hietapelto Mari, Närhi Anni, Turunen Birgitta and Ämmälä Eija-Sinikka. Students of Welfare and Health Coordinator Master’s Degree Programme at Savonia University of Applied Sciences.  

Pehkonen Pirjo and Savela Sanna. Lecturers at Savonia University of Applied Sciences.  

Sources  

ChatGPT 2026. OpenAI. GPT-5.0. Used for summarizing, translating, and proofreading the text, March 2026. https://chatgpt.com/ 

Dmyt, B. 2019. Picture. Pixabay. https://pixabay.com/photos/team-friendship-group-hands-4529717/ Accessed 14.3.2026. 

Ekholm, L., Heyse, L. & Mourey, D. 2019. Civil Society Organizations: the Site of Legitimizing the Common Good — a Literature Review. Voluntas: International Journal of Voluntary and Nonprofit Organizations 31, 1–18. https://doi.org/10.1007/s11266-019-00171-y.  Accessed 8.2.2026.  

Joensuu, M., Harkko, J. & Henriksson, M. 2025. Hyvinvointipalveluiden vaikuttavuuden edistäminen edellyttää tutkimuksen ja kehittämisen yhdistävää strategiaa. Journal Sosiaalilääketieteellinen aikakausilehti 62, 391–399. https://journal.fi/sla/article/view/144573/104955?acceptCookies=1. Accessed 23.1.2026.  

Mannarini, T., Pozzi, M. & Marta, E. 2023. The Perspective of Community Members in the Assessment of the Social Value Generated by Non-profit and Voluntary Organizations. Voluntas: International Journal of Voluntary and Nonprofit Organizations 35, 326–337. https://doi.org/10.1007/s11266-023-00596-6. Accessed 23.1.2026. 

MIELI ry 2025. Talous. MIELI Mental Health Finland. Internet publication. https://mieli.fi/mieli-ry/talous/. Accessed 14.3.2026. 

Pekkola, S., Leponiemi, U. & Heikkilä, M. 2025. Johdanto: Vaikuttavuuden monien kasvojen nykyisyys. Teoksessa Pekkola, S., Leponiemi, U. & Heikkilä, M. (toim.) Vaikuttavuuden monet kasvot. Tampere: Vastapaino. 1–25.   

Peltosalmi, J., Eronen, A., Londén, P. & Ruuskanen, P. 2024. Järjestöbarometri 2024. Ajankohtaiskuva sosiaali- ja terveysjärjestöistä. SOSTE Finnish Federation for Social Affairs and Health. Internet publication. https://www.soste.fi/wp-content/uploads/2024/10/JB-2024_01102024-1.pdf. Accessed 7.2.2026.  

Pätilä, S. & Tuurnas, S. 2019. Järjestöt kansalaisten edustajina hallinnonuudistuksessa? Legitimointia, mahdollisuuksia ja odotuksia. Journal Hallinnon tutkimus 38 (4), 289–304.  https://journal.fi/hallinnontutkimus/article/view/98053/56019. Accessed 23.1.2026.  

Self-compassion as a source of well-being during unemployment  

Is unemployment ever only about money or does it also touch something deeper such as our identity, confidence and sense of direction in life? When work disappears, it’s not only the bank account that is affected. It slowly affects how we see ourselves, how self-confident we feel, and if we believe we are moving forward in life. Research shows that unemployment is linked to increased stress and mental health challenges (Paul & Moser 2009). When, for example, rejection emails start to stack up, it’s easy to turn that stress inward and start asking yourself questions like: What’s wrong with me? Why isn’t this working? 

We cannot influence the surrounding world or employment opportunities as much as we might hope, but we can change the way we think and especially, how we think about ourselves. This is where self-compassion comes in. 

Self-compassion simply means treating yourself the way you would treat a friend going through the same thing. Psychologist Kristin Neff (2003) describes it as self-kindness, recognizing that struggle is part of being human and noticing painful emotions without attacking yourself for having them. Self-compassion is not laziness. In fact, research suggests it helps people recover from disappointments and keep trying after setbacks (Neff & Germer 2013). Studies show it can even reduce shame and emotional distress during the job search process (Kreemers et al. 2018). You are not alone in this experience. Many people walk this path at some point. Being kind to yourself won’t magically solve unemployment. But it might give you the strength to keep going.

Self- compassion as a source of well-being (ChatGPT 2026, CC BY)

Unemployment as a challenge to mental well-being in daily life  

Meta-analytic studies show that unemployment increases mental health problems such as depression, anxiety, and stress. Losing a job can cause identity problems, reduce social interaction, and remove structure from everyday life, including routines and a sense of meaning. Work provides rhythm, goals, and social contact, whereas unemployment can increase inactivity, sleep disorders, and weaken the feeling of managing. (Paul & Moser 2009.) 

Unemployment may also limit opportunities to participate in society and communities, or in hobbies or activities. Studies show that involvement is strongly connected to financial resources, social connections, and a sense of belonging. Because work is an important source of identity and meaning for many people, losing it can weaken self-worth and increase uncertainty about the future. Research highlights that reduced meaningfulness is one of the key factors behind the negative mental health effects of unemployment. As uncertainty increases, belief in one´s own strengths may decline. However, studies also emphasize that these effects can be mitigated through positive trends, such as self-compassion, for example, and intervention programmes. (Paul & Moser 2009.)  

Self-compassion in job search     

In challenging life situations such as unemployment, psychological resources that support coping become especially important. Alongside social support, the way individuals relate to themselves may significantly influence their ability to cope and support their well-being. 

Self-compassion can function as a form of inner encouragement during unemployment. Instead of responding to setbacks with harsh self-criticism, it involves treating oneself with understanding and kindness when facing disappointment. Repeated rejections, unanswered applications, and prolonged uncertainty can easily trigger feelings of inadequacy. A compassionate inner attitude allows individuals to acknowledge these emotions without becoming overwhelmed by them. (Neff 2003.)  

Research focusing on job seekers highlights the protective role of self-compassion in emotionally demanding job search experiences. Kreemers, van Hooft, and van Vianen (2018) found that individuals with higher levels of self-compassion were better able to regulate negative emotions following rejection and showed less self-blame. Emotional recovery was faster, which supported continued engagement in job search activities (Kreemers et al. 2018). 

Importantly, self-compassion does not reduce motivation. By reducing excessive self-criticism, it helps preserve psychological energy, which is essential for coping with prolonged uncertainty and sustaining long-term effort. In this way, self-compassion supports emotional regulation, resilience, and overall well-being during unemployment. From a well-being promotion perspective, self-compassion can therefore be seen as a protective and strengthening resource during unemployment. (Kreemers et al. 2018.)  

Encouragement that begins within  

Unemployment often challenges one’s sense of self-worth, making self-compassion a vital psychological resource. Far from fostering passivity, treating yourself with kindness builds the resilience and motivation needed to persist through setbacks. By viewing job loss as a situational challenge rather than a personal failure, you reduce stress and create the psychological safety necessary to learn, experiment and pursue new career opportunities. 

Self-compassion also has an ethical dimension, as not all difficulties are the individual’s fault, and being gentle with oneself is a possibility, not an obligation. During unemployment, self-compassion reminds us that human worth does not depend on work or position. Accepting this creates space for hope, growth, and new possibilities. (Yang etc. 2020.) 

Self-compassion is a resource that helps meet unemployment and other life challenges with gentleness and constructive strength. It reduces stress and self-criticism, strengthens psychological safety, and reminds us that our value is not tied to work or status. Kindness toward oneself creates space for hope, learning, and new opportunities, supporting both individual and long-term well-being. 

Practical ways to support unemployed individuals 

Supporting the well-being of unemployed individuals requires concrete and accessible methods in guidance and services. Professionals can help individuals build simple daily routines, such as regular sleep patterns and planned activities, to restore a sense of structure and control. 

Focusing on strengths and existing resources is also essential. Recognizing personal skills, previous successes, and coping abilities can strengthen self-efficacy and support a more positive future orientation. In addition, guidance can help individuals manage negative thoughts by normalizing setbacks, reducing self-criticism, and maintaining motivation during the job search process. 

Encouraging small, achievable steps supports engagement and reduces feelings of overwhelm. One practical tool is the self-compassion break (Neff & Germer 2013), which helps individuals respond to difficult moments with understanding and kindness instead of self-criticism. These approaches demonstrate how small, practical actions can meaningfully support well-being and maintain hope during unemployment. 

Writers 

Huuskonen Carita, Tarasoff Petriina and Welling Kirsi. Students of Welfare and Health Coordinator Master’s Degree Programme at Savonia University of Applied Sciences. 

Pehkonen Pirjo and Savela Sanna. Lecturers at Savonia University of Applied Sciences. 

Sources 

Artificial intelligence has been used in this work as follows: ChatGPT 2026. OpenAI. GPT-5.2. Used for language editing, text structuring and image creation. March 2026. https://chat.openai.com 

Microsoft 365 Copilot 2026. Used for text summarizing. March 2026. 

Chiacchia, D., Greenglass, E., Katter, J. & Fiksenbaum, L. 2018. The role of self-compassion during difficult economic times, Anxiety, Stress, & Coping. Taylor & Francis, 31(6), 611–625.  https://www.tandfonline.com/doi/full/10.1080/10615806.2018.1519703. Accessed 12.2.2026. 

Kreemers, L. M., van Hooft, E. A. J. & van Vianen, A. E. M. 2018. Dealing with negative job search experiences: The beneficial role of self-compassion for job seekers’ affective responses. Journal of Vocational Behavior, 106, 165–179.  https://doi.org/10.1016/j.jvb.2018.02.004. Accessed 16.2.2026. 

Neff, K. 2003. Self-compassion: An alternative conceptualization of a healthy attitude toward oneself. Self and Identity, 2(2), 85–101. https://doi.org/10.1080/15298860309032. Accessed 16.2.2026. 

Neff, K. 2009. The Role of Self-Compassion in Development: A Healthier Way to Relate to Oneself. Human Development, 52(4):211-214.  https://pmc.ncbi.nlm.nih.gov/articles/PMC2790748/. Accessed 5.2.2026. 

Neff, K. & Germer, C. 2013. A pilot study and randomized controlled trial of the Mindful Self-Compassion program. Journal of Clinical Psychology, 69(1), 28–44. https://doi.org/10.1002/jclp.21923. Accessed 16.2.2026. 

Paul, K. & Moser, K. 2009. Unemployment impairs mental health: Meta-analyses. Journal of Vocational Behavior 74 (2009) 264-282. doi.org.10.1016/j.jvb.2009.01.001. Accessed 11.2.2026. 

Yang, Y., Guo, Z., Wu, J. & Kou, Y. 2020. Self-Compassion Relates to Reduced Unethical Behavior Through Lower Moral Disengagement. Springer Science, Mindfulness, 11:1424-1432. https://self-compassion.org/wp-content/uploads/2020/08/YangGuo2020.pdf. Accessed 5.2.2026. 

It matters how you boss around – coaching leadership is the way to a better mental well-being 

Many indicators measuring the work life of Finns are giving warning signs of increasing mental distress in the workplace. Today, one in three sick leaves is due to mental health issues and the rise in mental distress is strongest among young adults under the age of 35. (Suomen mielenterveys ry 2025, 3.) An increasing number of employees are struggling with the same issue: constant changes and growing demands to perform their duties faster and better, are making working life more challenging. Employees are expected not only to complete their duties flawlessly, but also to take responsibility for their own resilience and well-being. (Vänskä 2022, 16–17). For this reason, it is important that leadership should be developed in ways that it focuses more on supporting mental well-being. 

Leadership has a significant impact on employees’ well-being, safety, sense of belonging, feeling of being valued, and self‑actualization (Vänskä 2022, 50). The actions of a supervisor have been shown to influence employee well-being even more than the actions of colleagues; for example, low levels of supervisory support increase employee burnout (Perko 2017, 39–40). Fair and unbiased supervisory practices enhance employees’ well-being and commitment to their work. Even employees suffering from burnout benefit from good leadership, and high-quality leadership also promotes employees’ recovery during their free time (Perko 2017, 79–82). 

Do you know how your leadership style impacts on your employee’s mental well-being? 

As a rule, employees want to succeed in their tasks and receive the appreciation they deserve. Appreciation from a supervisor is one of the most significant factors promoting psychological health. Individual recognition, effective communication, and involving employees in decision‑making also enhance well‑being at work. For this reason, supervisors are expected to have strong interpersonal skills, the ability to create a positive atmosphere, to create clearly set goals and to support employees’ work ability. (Vänskä 2022, 38, 51–54.) 

Harmful behavior from the supervisors can, according to Aalto university study, be reflected in employees through social learning. As a result, employees’ negative experiences become more emphasized, willingness to resign and burnouts increase and work efficiency decreases. As Niina Nurmi (Harju 2025), Professor of Management from Aalto University says: “An employee might think that if the organization isn’t on my side, why should I make any extra effort for the organization?”  

Have you heard about Coaching Leadership, the Key to Improving Mental Well-Being? 

Coaching leadership is one leadership style, and it is described as enabling and empowering, with its foundation in solution‑focused dialogue between the supervisor and the employee. From the employees’ perspective, a leadership style that encourages, motivates, and supports individuals and teams is a cornerstone of workplace well-being. A coaching leader empowers employees and seeks to unlock their full potential. (Lehto 2017, 3–4.) As Niina Nurmi, Professor of Management at Aalto University, says in an interview by Harju (2025): “Psychological safety is, and should be, the number one priority for the organization. It is the foundation of innovation.” 

Key aspects of coaching leadership. Picture: Copilot. 2026.

One method in coaching leadership is having practical conversations with employees about figuring out positive changes in their performance that would be beneficial for the workplace and their own productivity. Within the conversation, supervisors must find different ways to support the employees, implement new ways to improve their performance and find ways to keep learning. (Naude & Plessier 2018, 7.) Leaders can support the mental health of their work community through anticipation, regular and open communication, and making issues visible. Every leader naturally desires a functional work community with a safe atmosphere and mutual respect among employees. (Finnish National Agency for Education 2026.)  

Maintaining a well-functioning work community requires conscious care and continuous development. However, the effort is worthwhile, as a well-functioning workplace is not only healthy but also safe and supportive. Moreover, when the workplace atmosphere is positive, employees are committed to shared goals — and, most importantly, the environment supports and sustains each employee’s mental well-being. One of the most important aspects of the connection between mental well-being and leadership is that mental health challenges can be discussed openly, allowing well-being to be strengthened through various supportive measures (Maunula 2024, 38). 

The connections between Coaching Leadership and Mental Well-being. Picture: Copilot. 2026. 

Master the methods of Coaching Leadership! 

Everything begins with the supervisor’s ability to internalize their role as a coach. Trust between the supervisor and employee, along with shared values, encourages a strong supervisor–employee relationship (Uutela 2019, 21). Interactive relationships and participatory leadership practices are essential components of coaching leadership, and these have been shown to improve workplace well-being. Through positive communication and behavior, supervisors can support employee well-being and its various elements (Uutela 2019, 42). 

Development discussions are an important way for supervisors to support employees’ workplace and mental well-being. These conversations provide an opportunity to motivate and encourage employees, as well as to assess their mental and physical resources and resilience (Uutela 2019, 31). Strengthening employees’ resources in a systematic way is vital, as these resources serve as motivating factors at work (Uutela 2019, 37). Additionally, giving constructive and motivating feedback and helping employees recognize their own potential are essential components of promoting well-being (Uutela 2019, 31). 

Through coaching leadership methods, employees’ experience of “work engagement” can also be enhanced. Work engagement is expressed as being energetic and deep absorption in one’s tasks. Experiencing work engagement has a positive connection to work ability — for example, through increased commitment and strong performance at work (Uutela 2019, 38). 

Should you choose coaching leadership? 

Now that you have read all of the research-based knowledge about coaching leadership we told you. You should think about your own style of leading. If you don’t care how your employees are doing healthwise or how they perform in their duties, you definitely shouldn’t choose coaching leadership. But if you want your business to succeed, minimize your employees’ sick leaves and make your workplace productive, positive and have trusting relationships throughout the company, then we recommend very strongly to choose coaching leadership style. If there is room for improvement try shifting your focus to coaching leadership and you will see positive results. It really matters how you boss around because it has a huge impact for your employees mental well-being. 

Writers 

Elisa Aarnio, Tiina Karelius, Julia Korpihete, Marianna Louhesto, Tanja Tikkakoski. Students of Welfare and Health Coordinator Master’s Degree Programme at Savonia University of Applied Sciences 

Juha Peteri and Sanna Savela. Lecturers at Savonia University of Applied Sciences 

Sources 

Microsoft. 2026. Copilot – AI assistant. Used for correcting references, creating images, and supporting information retrieval, 9.1.2026. https://copilot.microsoft.com. 

Harju, H-M. Kun pomo kiusaa, koko työpaikka kärsii. Yle. Article. https://yle.fi/a/74-20162199. Accessed 10.2.2026. 

Lehto, K. Johda rohkeasti! Oivalluksia esimiestyöstä ja johtajuudesta. Vaasan yliopiston raportteja 6. Vaasa University. https://www.uwasa.fi/materiaali/pdf/isbn_978-952-476-770-5.pdf. Accessed 9.1.2026.  

Maunula, K. Askel kerrallaan kohti parempaa työhyvinvointia. Helsingin Ekonomit, Jäsenlehti 4/24, 29.11.2024. Article.https://www.lukusali.fi/?p=Helsingin%20Ekonomit&ss=2330dc5a-aebc-4a13-9370-61d7a8a136cc&i=a21e67e6-87ab-4554-83de-b25ac08651c8. Accessed 9.1.2026. 

Naude, J. & Plessier, F. 2018. Becoming a Leader Coach: A Step-by-Step Guide to Developing Your People: A Step-by-Step Guide to Developing People. Center of Creative Leadership. https://savonia.alma.exlibrisgroup.com/view/action/uresolver.do?operation=resolveService&package_service_id=4782164840006248&institutionId=6248&customerId=6245. Accessed 24.1.2026. 

Finnish National Agency for Education 2026. Työhyvinvoinnin ja mielen hyvinvoinnin johtaminen. Internet publication. https://www.oph.fi/fi/koulutus-ja-tutkinnot/tyohyvinvoinnin-ja-mielen-hyvinvoinnin-johtaminen. Accessed 18.1.2026 

Perko, K. 2017. Leadership and Employee Well-Being. A psychological perspective based on resource theories. Dissertation. University of Tampere Faculty of Social Sciences. Tampere University. https://trepo.tuni.fi/bitstream/handle/10024/101509/978-952-03-0463-8.pdf?sequence=1&isAllowed=y. Accessed 18.1.2026 

Suomen mielenterveys ry 2025. Työelämän mielenterveys yhteiskunnan voimavaraksi –program. Interner publication. MIELI Mental Health Finland. https://mieli.fi/wp-content/uploads/2025/06/Tyoelaman-mielenterveys-yhteiskunnan-voimavaraksi-MIELI-ry.pdf. Accessed 9.1.2026. 

Uutela, U. 2019. Valmentava esimiestyö työhyvinvointia ja työssä oppimista tukemassa. Fenomenografinen tapaustutkimus esimiesten ja työntekijöiden käsityksistä. Dissertation. University of Lapland. Faculty of Education. https://lauda.ulapland.fi/bitstream/handle/10024/63708/Acta%20electronica%20Universitatis%20Lapponiensis%20256.pdf?sequence=1&isAllowed=y. Accessed 17.1.2026. 

Vänskä, M. 2022. Työhyvinvointi ja sen kehittäminen julkisessa organisaatiossa. Dissertation. University of Vaasa. School of Management. Social and Health Management. 

https://osuva.uwasa.fi/bitstream/handle/10024/13779/978-952-395-018-4.pdf?sequence=2&isAllowed=y. Accessed 18.1.2026 

More Than Exercise: How a physical activity outreach worker supports teen well-being and social inclusion  

Did you know that physical activity can help teenagers feel more included, not just fitter? Doing sports together can create connection, belonging, and a sense of being part of something bigger than oneself. 

Adolescents aged 12–19 who participate in team sports or other organized physical activities experience lower levels of social exclusion (Rodríguez-Negro et al. 2025). In Finland, the Physical Activity Outreach Worker called liikuntaetsivä activity model supports this idea in practice. The model focuses on identifying young people who may need extra support and helping them find meaningful ways to include physical activity in their everyday lives. By lowering the barriers to participation and creating supported ways into physical activity, the model can also play a role in preventing social exclusion and promoting wellbeing among young people. 

Moving together, feeling better. Picture: Pixabay.
Moving together, feeling better. Picture: Pixabay.

The current state of youth physical activity in Finland 

There are many ways to get exercise: play, outdoor time, and organized sports. All of them support young people’s physical, psychological, and social health while helping build resilience. This is particularly important for adolescents in vulnerable situations, who may face barriers to participation due to socioeconomic circumstances, disability, gender, ethnic background, or a lack of supportive environments (Ulset et al. 2025). 

It is recommended that children and young people should engage in at least 60 minutes of physical activity per day (Ministry of Education and Culture 2021). In Finland, the reality is far from the goal. Only about one in three 8th and 9th graders reach this recommended amount. Among high school and vocational students, the number drops even further to just one in five (THL 2025.) These figures are worrying, especially when we know how closely movement is linked to both physical and mental well-being. 

Understanding social exclusion 

To understand why the work of a physical activity outreach worker among young people is so vital, we must look at the concept of social exclusion. We know that risk factors are often a ”piling up” of disadvantages such as long-term unemployment and low education levels in the family, substance abuse and mental health problems, as well as low income and poor socioeconomical growth environment. 

Social exclusion can be prevented by measures that promote the health and well-being of both the young person and their families (THL 2023). The negative effects of exclusion, such as loneliness, anxiety, low self-esteem, increased aggressive behaviour, and school dropout are serious. To fight these problems it is important that services must support young people self-confidence and provide them with concrete skills that enable them to function in their everyday life.  

The social power of movement – a shield against exclusion  

Physical fitness and participation in activities acts as a protective shield. When a young person takes part in physical activity such as team sports, it is associated with lower levels of social exclusion. Exercise helps create positive self-image and improves self-esteem, which in turn can lead to better social relationships (Rodríguez-Negro et al. 2025.)  

What do young people think about the barriers to start exercising? The Liitu-report (Hirvensalo M., Koski P. 2025, 50) highlights that the most common barriers are often external, such as lack of guidance, poor facilities, and high costs. Personal barriers, like lack of time, other hobbies, or a lack of interest, also play a role. The physical activity outreach worker acts as a companion who walks alongside the young person to help remove these obstacles. By addressing external barriers and providing emotional encouragement, they help young people leave home and get moving. 

Introducing the physical activity outreach worker 

Because of various reasons for young people’s lack of activity, the Finnish YMCA Federation runs a project aimed at providing young people with positive experiences of physical activity and social situations. The physical activity outreach worker model identifies young people who need comprehensive support and helps them to find ways to engage in physical activity in everyday life. (YMCA n.d.) 

The YMCA implements the project in their own local organization in Helsinki, Oulu, Tampere and Turku. The project started in 2021. (YMCA Turku 2021.) The physical activity outreach worker model operates by offering physical activities for young people aged 16 to 29. The model has three work methods: individual guidance, small-group activities and digital activities. Individual guidance aims at finding the connection between moving and mental health. Small-group activities provide a space where young people can meet and at the same time interact with others. Digital activities use digital environments that are natural for young people. (YMCA n.d.) 

The project’s activity locations are easy to achieve and activities are usually organized outdoors. The strength of the program lies in its agile and individual perspective and low threshold for participation. (YMCA n.d.) The work of physical activity outreach worker is like outreach youth work where they meet young people in the world of physical activity (Aallontie, J., Metsälä, M. 2025). 

Being physically active together offers social elements, such as a sense of belonging. In particular, physical activity carried out in groups is associated with fewer mental health symptoms and greater psychological strength. (Appelqvist-Schmidlechner 2024.) Long-term studies show that taking part in sports during adolescence also reduces obesity and is linked to higher activity levels (Bengtsson et al. 2025). These positive health effects are highly beneficial in young people’s lives, and they can create greater well-being also later in life. Ultimately, promoting physical activity is about much more than exercise. It’s about creating spaces where young people can move, connect, and feel that they belong. 

Writers

Maija Hankkila, Suvi Järvenpää, Niko Laaksonen, Elina Pohjosaho and Liisa Yrjämä. Students of Welfare and Health Coordinator Master’s Degree Programme at Savonia University of Applied Sciences 

Pirjo Pehkonen and Sanna Savela. Lecturers at Savonia University of Applied Sciences 

Sources 

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Appelqvist-Schmidlechner, K. 2024. Nuoren mielen hyvinvointi vahvistuu liikkumalla. Liikunta & Tiede, 2024 (1), 75–77. https://www.lts.fi/media/liikunta-tiede-lehden-artikkelit/1_2024/lt_1_2024_075-077.pdf. Accessed 12.1.2026. 

Bengtsson, D., Svensson, J., Wiman, V., Stenling, A., Lundkvist, E. & Ivarsson, A. 2025. Health-related outcomes of youth sport participation: a systematic review and meta-analysis. Int J Behav Nutr Phys Act 22, 89 (2025). https://doi.org/10.1186/s12966-025-01792-x. Accessed 9.1.2026. 

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Johnson E., Stark G., Moseley L., Littlefair D., Atkinson J., Johnson M., Reed H. 2026. UK resident preferences on tax reform: survey-based evidence suggests support for progressive change in the run up to the 2024 General Election. https://www.cambridge.org/core/journals/journal-of-social-policy/article/uk-resident-preferences-on-tax-reform-surveybased-evidence-suggests-support-for-progressive-change-in-the-run-up-to-the-2024-general-election/E5672F8D9EA3523D7E034505083B1082. Accessed 7.2.2026. 

Liikkumissuositus 7-17-vuotiaille lapsille ja nuorille 2021. Publication of Ministry of Education and Culture 2021:19. https://julkaisut.valtioneuvosto.fi/server/api/core/bitstreams/06b3389a-eeb8-4f44-9698-39c2b0009b10/content. Accessed 9.1.2026. 

Rodríguez-Negro, J., Murillo-Moraño, J., Garrido, Á., Rodríguez-Hidalgo, A. J. & Benítez-Sillero, J. de D. 2025. Protective factors against social exclusion in adolescents: Physical condition and physical activity. DOI: 10.3390/children12050635. Accessed 9.1.2026 and 16.2.2026. 

THL 2023. Nuorten syrjäytymisen ehkäisy. Internet publication. Finnish Institute for Health and Welfare. Updated 7.12.2023. https://thl.fi/aiheet/lapset-nuoret-ja-perheet/hyvinvointi-ja-terveys/nuorten-syrjaytymisen-ehkaisy. Accessed 3.2.2026. 

THL 2025. School Health Survey Results Service 2025. Internet publication. Finnish Institute for Health and Welfare. https://raportointi.thl.fi/t/public/views/KTK_public_fi/Etusivu?%3Aembed=y&%3AisGuestRedirectFromVizportal=y. Accessed 14.1.2026.   

Ulset, V. S., Oppici, L., Hamre, K., Rudd, J. R., Stornæs, A. V., Haraldsen, H. M. & Säfvenbom, R. 2025. Inclusion in motion: Promoting equitable physical activity and health in childhood and adolescence. Children, 12(7), Article 942. 10.3390/children12070942. Accessed 9.1.2026. 

YMCA n.d. Mieli ja liike project. The Finnish YMCA Association. Internet publication. https://ymca.fi/mieli-ja-liike-hanke/. Accessed 12.01.2026.

The Shocking Link Between Your Boss and Your Bedtime 

Have you ever gone to bed exhausted — only to find your mind still replying to emails, attending meetings, or planning tomorrow’s to-do list? What if the real reason why you struggle to sleep isn’t your evening routine, your screen time, or your pillow but the way your workday follows you home?  

What if employers weren’t part of the problem but part of the solution?   

Wellbeing starts long before we enter the workplace, and sleep is one of the strongest predictors of clarity, emotional balance, safety, and sustainable work ability. We all know how one bad night can turn a workday into survival mode. Yet many of us try to push through with caffeine or willpower. But what if the real answer isn’t another personal fix, but workplaces that support recovery from the start?  

When employers treat rest and sleep as essential — honoring biological rhythms, protecting recovery time, and building a culture that values sleep — organizations don’t just improve wellbeing. By valuing rest and sleep employers unlock smarter, healthier, and more efficient workers.  

When work is trying to be your “bed buddy” 

Sleep happens during free time, so it is often treated as something employees should manage alone. But work strongly shapes how possible recovery really is. This is why sleep belongs not only in private life, but also in workplace well-being discussions. (Paajanen 2024.) Sleep problems affect millions worldwide, and the reasons are not always “bad habits” (Noura et al. 2024). Often the real challenge is that the body leaves the office, but the mind does not.  

A longitudinal study showed that work-related stress harms sleep quality through rumination — constant worrying and overthinking during free time (Noura et al. 2024). On the positive side, being able to mentally detach from work improves mood and reduces exhaustion. Simply put: the less your brain works the night shift, the better you sleep. (Peng et al. 2023.)   

Poor sleep doesn’t just make employees tired. It affects job satisfaction, emotions, and workplace relationships. Research shows that insomnia is linked to negative emotions, reduced attentiveness, and conflicts with colleagues or leaders. Good sleep, in contrast, supports engagement and overall satisfaction. (Peng et al. 2023.) 

Sleep is also tied to occupational self-efficacy, the belief that you can handle work challenges. Higher self-efficacy supports coping and may buffer the negative effects of poor sleep. In other words: sleep support isn’t only about darkness and silence. It’s also about confidence, competence, and leadership that strengthens belief in one’s abilities. (Peng et al. 2023.) 

“No amount of workouts, yoga, or green smoothies will help. The real problem is losing control of work.” 

Eira Roos, occupational health physician (Valkama 2026) 

What´s really broken – you or the system?  

When work changed, our sleep changed with it. These days, many work schedules simply don’t line up with how our bodies are built to function. Night shifts, for example, mess with our circadian rhythm and increase the risk for several health problems (Di Milia & Bjorvatn, 2024). So, when people struggle to sleep, it’s often not a personal failure at all. It’s the structure around them. 

Research keeps pointing out the same thing: not getting enough sleep chips away at our ability to work well. This hits “evening types” the hardest — the people who naturally feel more alert later in the day. They are more prone to exhaustion and burnout, especially in midlife between ages 45 and 54 (Fox et al., 2025; Merikanto & Partonen, 2024).   

If sleep loss becomes chronic, the cost is not only personal. It becomes organizational.  

“If we assume that everyone is efficient and alert right from the early morning, that simply isn’t true. A large share of people are evening types, and many more are at their best in the afternoon. Allowing more flexibility in working hours helps.” 

Mona Moisala, Doctor of Psychology and expert in brain wellbeing (Valkama 2025) 

Already exhausted and the workday hasn’t even started (Pxhere 2017)

Sleep isn’t only pretty… it’s superpower! 

Sleep supports alertness, energy, emotional regulation, and memory. During sleep, the brain restores itself, processes emotions, consolidates memory, and activates its “cleaning system”. (Paajanen 2024.) You are not “switching off.” You are undergoing nightly maintenance.  

Good sleep increases motivation and productivity (Finnish Institute of Occupational Health n.d.). Sleep hygiene refers to routines that support sleep: regular habits, a calming environment, and reducing disturbing factors (Finnish Institute of Occupational Health 2016).  

Sometimes the most productive thing you can do is lie down and let the world hold you (Niemi 2015, CC BY-SA)

Let them sleep or pay the price 

Workplace sleep programs actually work. When workplaces offer sleep education, stress‑management tools or relaxation practices, people sleep better: less insomnia, better quality, and even reduced anxiety and bullying (Rodríguez‑Muñoz et al. 2025). The same goes for safer work environments and supervisors who support healthy sleep; both are linked to better sleep outcomes (Brossoit et al. 2023).  

Research consistently shows that sleep depends on more than bedtime routines. Workload, schedules, leadership, flexibility, and a recovery-friendly culture all shape how well employees truly rest (Peng et al. 2023; Brossoit et al. 2023).  

Teemu Paajanen, a senior psychologist at Finnish Institute of Occupational Health, highlights practical actions such as reasonable workloads, encouraging breaks, flexible hours, assessing work hour strain, allowing shift influence, having open conversations about sleep, and referring employees to occupational health when needed (Paajanen 2024).  

And here’s the striking part: in a U.S. study, employees slept better when they got more control over their schedules and when managers were trained in family‑supportive leadership (Olson et al. 2015). The result? About eight extra minutes of sleep per night and fewer sleep problems. Eight minutes sounds tiny. But across months and whole organizations, it becomes a real, measurable shift in wellbeing. 

“Even if you train for a marathon or a triathlon, it won’t boost your organization’s work ability. Work gets done together.”  

                                      Eira Roos, occupational health physician (Valkama 2026) 

Rested workers thrive! 

Sleep is not only an individual’s responsibility, but workplaces can also strengthen it through structure and leadership. Well-rested employees feel more energetic, dedicated, and enthusiastic at work (Schleupner & Kühnel 2021). Maybe the real question isn’t whether employers can influence sleep. Maybe the question is: if we already know they can — why aren’t we designing work with sleep in mind?   

“It’s about looking after employees’ health and wellbeing. Good sleep helps the brain work better and makes work smoother and more productive. If I were an employer, I’d think about how to support my employees’ sleep and alertness, no matter the industry or working hours.”   

Teemu Paajanen, a senior psychologist at Finnish Institute of Occupational Health (Paajanen 2024)  

So, the shocking link between your boss and your bedtime is simple: when sleep works, work works. Perhaps the next competitive advantage isn’t longer hours, but better nights. Because when workplaces back good sleep, magic happens. The fun kind 😉  

Writers 

Edgren Eveliina, Niemi Vera, Svahn Miira, Savolainen Anniina, Viljamäki Sini, Students of Welfare and Health Coordinator Master’s Degree Programme at Savonia University of Applied Sciences 

Pehkonen Pirjo, Peteri Juha and Savela Sanna. Lecturers at Savonia University of Applied Sciences 

Sources  

Microsoft Copilot 2026. An AI based writing and translation assistant. Used for checking language quality, clarifying structure, and generating headline ideas, March 2026. https://copilot.microsoft.com 

Already exhausted and the workday hasn’t even started. 2017. Picture. Pxhere. https://pxhere.com/fi/photos?q=sleeping&search=. Accessed 12.1.2026. 

Brossoit, R., Hammer, L., Crain, T., Leslie, J., Bodner, T. & Brockwood, K. 2023. The Effects of a Total Worker Health® Intervention on Workplace Safety: Mediating Effects of Sleep and Supervisor Support for Sleep. Occup Health Psychol. 28(4):263–276. https://stacks.cdc.gov/view/cdc/133844. Accessed 21.1.2026.  

Di Milia, L. & Bjorvatn, B. 2024. The relationship between shift work, sleep, and work hours on wellbeing. Industrial Health. (63) 148–155. https://www.jstage.jst.go.jp/article/indhealth/63/2/63_2024-0088/_pdf/-char/en. Accessed 9.1.2026.  

Finnish Institute of Occupational Health n.d. Uni ja palautuminen. Työhyvinvointi ja työkyky. Internet publication. https://www.ttl.fi/teemat/tyohyvinvointi-ja-tyokyky/elintavat/uni-ja-palautuminen. Accessed 16.1.2026.  

Finnish Institute of Occupational Health 2016. Unen huolto. Vireyttä vuorotyöhön. Learning materials. Internet publication. https://www.ttl.fi/oppimateriaalit/vireytta-vuorotyohon/unen-huolto. Accessed 19.1.2026. 

Fox, J., McGrail, M., Jin Cha, Y., Cho, D., Weimeng Lu, R., Yi, R. & Martin, P. 2025. A Mixed-methods Systematic Review of Sleep Duration and Quality in Healthcare Workers: Impacts on Patient Safety and Quality of Care. Behavioral Sleep Medicine. Vol 23 (5), 698–714.  https://www.tandfonline.com/doi/pdf/10.1080/15402002.2025.2522682. Accessed 9.1.2026.  

Merikanto, I. & Partonen, T. 2024. Eveningness increases risks for depressive and anxiety symptoms and hospital treatments mediated by insufficient sleep in a population-based study of 18,039 adults. Depression and Anxiety, 38, 1066–1077. https://onlinelibrary.wiley.com/doi/10.1002/da.23189. Accessed 11.1.2026.  

Niemi, V. 2015. Sometimes the most productive thing you can do is lie down and let the world hold you. Picture. 14.9.2015. Location: Pelkosenniemi. Collections of Vera Niemi. 

Noura, M., Mauczok, C., Eder, J., Wekenborg, M. K., Penz, M., Walther, A., Kirschbaum, C., Specht, M. B. & Rothe, N. 2024. Work-related stress and sleep quality. The mediating role of rumination: a longitudinal analysis. Somnologie. Volume 30, pages 32–42. https://doi.org/10.1007/s11818-024-00481-4. Accessed 9.1.2026.  

Olson, R., Crain, T. L., Bodner, T. E., King, R., Hammer, L. B., Klein, L. C., Erickson, L., Moen, P., Berkman, L. F. & Buxton, O. M. 2015. A workplace intervention improves sleep: Results from the randomized controlled Work, Family, and Health Study. Sleep Health 1, 55–65. https://stacks.cdc.gov/view/cdc/203024. Accessed 9.1.2026.  

Paajanen, T. 2024. Tue työntekijöiden unta ja vireyttä – 10 vinkkiä työnantajalle. Finnish Institute of Occupational Health. News article 16.4.2024. https://www.ttl.fi/ajankohtaista/uutinen/tue-tyontekijoiden-unta-ja-vireytta-10-vinkkia-tyonantajalle. Accessed 16.1.2026.  

Peng, J., Zhang, J., Wang, B., He, Y., Lin, Q., Fang, P. & Wu, S. 2023. The relationship between sleep quality and occupational well-being in employees: The mediating role of occupational self-efficacy. Frontiers in Psychology, Vol 14. https://doi.org/10.3389/fpsyg.2023.1071232. Accessed 9.1.2026.  

Rodríguez-Muñoz, A., Antino, M., Díaz-Guerra, A. & Sepúlveda Paez, G. 2025. The Impact of a Workplace Sleep Program on Employee Well-being: A Pre-post Design Intervention Study. Journal of Work and Organizational Psychology 41(2), 85–92. https://journals.copmadrid.org/jwop/art/jwop2025a9. Accessed 21.1.2026.  

Schleupner, R. & Kühnel, J. 2021. Fueling Work Engagement: The Role of Sleep, Health, and Overtime. Frontiers in Public Health 9. https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.592850/full. Accessed 21.1.2026.  

Valkama, H. 2025. Nykypäivän työelämä on uuvuttavaa ja tehotonta, sanoo tutkija – työssä keskitytään huonosti ja vääriin asioihin. YLE. Internet publication. https://yle.fi/a/74-20134227. Accessed 3.3.2026. 

Valkama, H. 2026. Työterveys­lääkäri: Työhyvinvointi­päivät, liikuntaedut ja työsuhdepyörät pitäisi räjäyttää ja keskittyä olennaiseen. YLE. Internet publication. https://yle.fi/a/74-20208542. Accessed 4.3.2026. 

OLKA – olkapää, johon nojata

Tervetuloa kuuntelemaan podcastia, joka kertoo sinulle mitä on koordinoitu järjestö- ja vapaaehtoistoiminta OLKA. Mistä se on saanut alkunsa, missä kaikkialla sitä toteutetaan ja mitä se on käytännössä Pohjois-Savon hyvinvointialueella KYS sairaalaympäristössä. Kuulet myös, millainen rakenne Suomessa on vapaaehtoistyölle ja mikä vaikutus järjestötyöllä on hyvinvoinnin ja terveyden edistämiselle. Lopuksi kuulet OLKA vapaaehtoisen omakohtaisen kokemuksen vapaaehtoistyöstä. Podcastin kesto on 18 minuuttia. Hyvää kuuntelumatkaa ja oivaltamisen iloa OLKA-toimintaan liittyen.

Tekijä: Sirpa Kononen, Hyvinvointikoordinaattori, Pohjois-Savon hyvinvointialue

Linkki OLKA-podcastiin (avautuu uuteen välilehteen)

Lead recovery – Manager’s role in the well-being of workers

Picture 1. Managing is the key. Picture: ChatGPT. Open AI GPT-4o.

Work requires more and more capability and skills to continuously learn and process information nowadays. The intensity of workdays causes a various range of cognitively straining factors that have an impact both on work results and workers’ well-being. Repeated interruptions, disruptions like noises and movements, information overload or unspecific instructions cause pressure and stress at work. (Kalakoski and Nikunlaakso 2020.) Similarly, a study by Virtanen (2021, 12-13) tells that the most common symptoms of overload are cognitive challenges and a variety of somatic and physical symptoms. The manager should encourage employees to take breaks to avoid these symptoms. But how can the manager support recovery during work days?

When the pace of work life picks up there is less space and time for recovery. It is clear that without enough time and support the ability to recover weakens and fatigue creeps in. But how can we avoid that? In this, the role of the manager is worth its weight in gold. They have the responsibility and opportunity to create an environment where employees can recover, relax and recharge.

Today’s working life is busy. There are a lot of different requirements and constant movement – both physical and mental. In the age of technology and flow of information workdays can get long. It can be hard to leave work to the workplace when work e-mails might be on the same phone we use in our free time. 

Enable recovery

Recovery from work should be actively managed. The role of the manager is to support the employees in managing the workload, prioritising and pausing work. The example of the manager in terms of time management and their own well-being creates a basis for the whole work community to feel that they are a part of a workplace in which recovery is invested in. This way, the manager is not only a leader, but also an enabler that activates and supports the practices of recovery, creating a community where well-being and work ability are valued. (Laitinen et al. 2024).

A public sector well-being study conducted by Keva in 2024 highlighted the fact that the activities of a manager have a significant impact on employees’ well-being at work. Employees who felt that the activities of the manager were fair and who received support often experienced more enthusiasm and joy in their work. Employees who received support also estimated that they had recovered better from the strain of work and believed that they had better resources to face changes at work. On the other hand, employees who did not receive support or fairness from their manager felt that the joy of work, recovery and their own resources were weaker. (Pekkarinen, Korhonen & Erkkilä 2025, 29-30.)

According to a study organised by Finnish Institute of Occupational Health, organisations are in a clear need to improve cognitive ergonomics at workplaces. Results show that supporting well-being at work by doing even minor concrete changes can have valuable effects both on recovery from work and work effectiveness. (Kalakoski & Nikunkoski 2020).

Practical ideas

Organising. One way a manager can support recovering from work is to have clear guidelines. For example, when and how meetings are scheduled, where information is shared and how and when it is appropriate to send messages (not in the evenings or days-off). Technology plays a part in cognitive stress, but it can be turned into a resource. Work can be organised by using notes, shutting off notifications and putting some non-disruption-time in a calendar. And last but not least, office space should be made as cosy and functional as possible.

Active microbreaks. Taking an active microbreak during work might be hard as it might seem that productivity would be worse with breaking up work. But it is far better for both employees and employers to take and encourage taking microbreaks for the productivity and well-being of the workplace. It is also a sign of good management to encourage and remind workers to break up their work and take breaks as it has great potential to lessen sick leave days and promote the well-being both physically and mentally for the workers. As Radwan et. al. (2021) suggest taking a microbreak of 2 to 3 minutes for every 30 minutes of sitting for the majority of workers.

Humour. In a research among health care workers, it was proven that humour eases stress-based emotions such as hurry, shift work and changes during work (Vesa 2009, 127). In mentally demanding work humour is a major resource for recovering at work. After difficult situations at work it’s easier to face them and continue to work after laughing. The more demanding situation is to face, the blacker the humour is. But black, even sarcastic humour needs workmates who know each other well and who understand the context of the reaction. The research of Vesa (2009, 64) points out that humour varies from occasion, person and context. After all, the manager can’t tell employees to laugh but can promote a permissive atmosphere in workplaces.

Managing is the key

Recovery during workdays is as important as it is to recover during free time. Studies show that the same ways that support recovery during free time do also work when done while at work. Some of these are physical activities and taking distance to work. (Kinnunen 2024).

It is possible to organise work and the work environment that can ease recovering from work. It has a strong impact on well-being at work if the organisation and management have arrangements and conditions that support well-being and recovery.

In a research lead by Kalakoski (2022) it was shown that many of the stress factors at work are not worker related which makes it extremely important that leadership and managers take necessary actions to reduce these factors. Workers and the work community are important in creating possibilities to recover, but managers are the key in creating and sustaining work well-being culture. The manager’s attitude towards recovery and coping at work is reflected positively in the whole work community. Enabling recovery at work starts with the management.

Useful links:

https://www.ttl.fi/teemat/tyohyvinvointi-ja-tyokyky/elintavat/terveytta-tyopaikoille-suositukset

https://www.ttl.fi/tutkimus/hankkeet/olennaistamisella-uudistumista-palautumista-ja-tyohyvinvointia-ollappa

Writers

Kati Holmström, Sanna Laukkanen, Kristiina Läntinen, Kati Säkkinen and Arttu Tennberg. Students at Savonia University of Applied Sciences.

Pirjo Pehkonen, Juha Peteri and Sanna Savela. Lecturers at Savonia University of Applied Sciences.

Sources

ChatGPT 2025. OpenAI GPT-4o. Accessed to create a picture, April 2025. https://chat.openai.com/.

Microsoft 365 Copilot 2025. Accessed to create a picture, April 2025. https://www.microsoft365.com/chat/.

Kalakoski, V. & Lahti, H. (toim.) 2022. Viisi avausta aivotyöhön – Viisikko. Tutkimushankkeen loppuraportti. Työterveyslaitos. https://urn.fi/URN:ISBN:978-952-391-044-7. Accessed 24.3.2025

Kalakoski, V. & Nikunlaakso, R. (toim.). 2020. SujuKE – Sujuvuutta työhön kognitiivisella ergonomialla. Interventiotutkimuksen loppuraportti. Työterveyslaitos. https://urn.fi/URN:ISBN:9789522618955. Accessed 25.2.2025

Kinnunen, U. 2024. Palautuminen työstä vapaa-ajalla ja tauoilla: toimintojen ja psykologisten kokemusten merkitys. https://journal.fi/psy/article/view/141126/100671?acceptCookies=1. Accessed 21.2.2025

Laitinen, J., Selander, K., Hannonen, H., Korkiakangas, E., Lahti, H., Nevanperä, N., Nikunlaakso, R., Reuna, K. & Tienhaara, A. 2024. Johda palautumista kriisissä. Työterveyslaitos. https://www.julkari.fi/bitstream/handle/10024/149382/TTL_978-952-391-174-1.pdf?sequence=5&isAllowed=y. Accessed 14.2.2025

Pekkarinen, L., Korhonen, M. & Erkkilä, T. 2025. Julkisen alan työhyvinvointi 2024. Kevan tutkimuksia 2/2025. https://www.keva.fi/globalassets/2-tiedostot/ta-tiedostot/esitteet-ja-julkaisut/kevan-tutkimus-julkisen-alan-tyohyvinvointi-vuonna-2024.pdf. Accessed 27.2.2025 

Radwan, A., Barnes, L., DeResh, R., Englund, C., & Gribanoff, S. (2022). Effects of active microbreaks on the physical and mental well-being of office workers: A systematic review. Cogent Engineering, 9(1). https://doi.org/10.1080/23311916.2022.2026206. Accessed 24.2.2025

Vesa, P. 2009. Aineistolähtöinen teoria hyvää oloa ja työhyvinvointia edistävästä huumorista hoitajien keskinäisessä vuorovaikutuksessa. E-kirja, Tampere: Tampereen yliopistopaino Oy. https://trepo.tuni.fi/bitstream/handle/10024/66537/978-951-44-7895-6.pdf?sequence=1. Accessed 23.2.2025

Virtanen, A. 2021. Psykologinen palautuminen. Jyväskylä: Tuuma-kustannus.

ICH KOMME – Sexual wellbeing is for everyone!

”Why should I tell them about sex? One of them just jerks off all day and the other one thinks kissing is hard core sex.” – A nurse in a disabled supported living unit.

Those sentences can sum up the thoughts of many social and health care professionals about the sexuality of a person with a disability or an elderly person. You don’t want to see any kind of sexual activity on your own work shift, or certainly not to be helping someone who can’t express their desires in the right way. It would be sheer madness to even be enabling two disabled people who love each other to express their love. We have noticed that there is not enough public debate about sexuality for both these groups of people.

There are social taboos surrounding sexuality in these groups. For whom is sexuality allowed? The right to enjoy sexuality can only be realized if each person is free to express their own sexuality. However, in many societies, sexuality for children, young people, the elderly and minorities is still a taboo subject, often leading to a lack of respect for sexual rights. Sexuality of people with disabilities and the elderly is often not even acknowledged. We think that sex belongs to everyone no matter who you are. The UN human rights conventions also require sexual health services to be provided for people with disabilities, including the elderly (United Nations n.d., Article 25).

Picture 1. I need sex too. Picture: Pixabay.

Choking off sexuality

Sexuality is as much about biology as it is about emotions and feelings. It is individual, multifaceted and develops throughout life. Sexuality can be expressed in many ways: through thoughts, beliefs and values, as well as through partnerships and relationships. Sexuality involves pleasure and the search for one’s own sexual identity. Sexuality is an essential part of human well-being and health. It is part of the well-being of the mind and body and can also serve as a resource. A good rule of thumb is that sexuality is what we are, and sex is what we do.

Various psychological and physical difficulties or limitations can be the cause of sexual problems. Suppressed sexuality causes many problems for people. These problems can appear as physical symptoms, low self-esteem and lack of sexual ability. A healthy social identity includes satisfying sexual needs, fulfilling preferences and finding one’s own sexual identity. (Kero Katja & Väisälä Leena 2019, Mielenterveystalo.) People need positive experiences of themselves and their sexuality throughout their life cycles. This neglect is evident, for example, in sexual and reproductive health care: in many countries, sexual health services are often offered only to adults or married people, and the needs of other groups are not taken into account. Clearly, untreated sexual problems add to the burden of health services. Sexual dysfunction is common and is sometimes linked to medical conditions or their treatment. It is important that problems with sex are not a taboo subject, more like a helping hand. (Brusila P. Kero K. Piha J. & Räsänen M. 2020.) For example, when doctors consider giving medicine to elderly people, they should consider that it can affect sexual ability negatively.

Sex in old age, really?

“As memory loss progresses, the blanket continues to flap and the inhibitions dry up.”

When we think about sexuality and sex in old people over 70 years old, the question arises: is there any of it? As we grow older, our sexuality is subject to interpretations and expectations. It is affected by the physical limitations and psychological changes that come with age.

For older people, the biggest factor influencing the realization of sexuality is the relationship. Ageing does not affect men’s sexual desires in the same way as women’s. The number of sexual intercourses decreases with age, but both sexes still enjoy having intercourses if they are physically able to. The majority of older people want a more active sex life, something our society should pay attention to. For older people, the availability of assistive devices, the offering or adjusting of medication, and making sexual activity possible also in nursing homes could increase older people’s satisfaction (Kontula 2009).

Disabled but not sexually dead!

The UN Convention on Disability defines persons with disabilities as those who have a long-term physical, mental, intellectual or sensory impairment which, in interaction with various barriers, may prevent their full and effective participation in society on an equal basis with others (WHO 2009).

People with intellectual disabilities need the same information about sexuality as everyone else. They also need information about physiological and psychological changes, acceptable sexual behavior, diseases, contraception and hygiene (Henttonen 2005).

There are as many sexual needs as there are different types of individuals. For many, a little kiss may indicate the best sex ever, but for others, 15 minutes of private time under the shower is enough. Self-suppression is often seen as aggression and behavioral disorders in people with disabilities. We have to make sure that everyone can have a healthy sex life with themselves or with their partners. Professionals working with disabled people should be aware of ways to improve the sexual well-being of clients with disabilities.

Happy ending

We think that sex improves mood, physical health, as well as adds to your immune system and brain activity. It is a healthy way to spend time and relax. It’s also damn fun. Sex reduces the risk of heart disease, extends lifespan and can protect against disease (Rajala 2008). Our own prejudice must not limit the life of another person and each of us has the right to self-determination.

Everyone will be old one day and you might even get disabled by accident. Everyone deserves to have well-being through their own sexuality in any case. We believe that sex is an expression of love, trust and a natural painkiller also for disabled and the elderly. When you are old or perhaps disabled…

….Would you be willing to give up love entirely?

….Would an orgasm improve your well-being?

….Would your suppressed sexuality affect your nature? Let’s finish with Erika Vikmans Eurovision song words … ICH KOMME!

Picture 2: Different needs, different tools. Picture: Pixabay.

Writers:

Granat Kristian, Kiljunen Ria, Kylmäaho Anri, Pesonen Johanna, Students of Welfare and Health Coordinator Master’s Degree Programme at Savonia University of Applied Sciences

Pehkonen Pirjo, Peteri Juha and Savela Sanna. Lecturers at Savonia University of Applied Sciences.

Sources:

The work has used AI as follows: DeepL Translate. Used for language correction 20.2.2025. https://www.deepl.com/en/write

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HUS. Mielenterveystalo. Mitä seksuaaliterveys tarkoittaa? https://www.mielenterveystalo.fi/fi/omahoito/seksuaalisuuden-omahoito-ohjelma/mita-seksuaaliterveys-tarkoittaa. Viitattu: 5.3.2025

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Kontula Osmo 2009. Ikäihmistenkin seksielämä on aktiivista ja tyydyttävää. Duodecim 125(7):749-56. https://www.duodecimlehti.fi/duo97963  Viitattu 20.2.2025

Santalahti, T. 2024. Sukupuoli-identiteetin ja seksuaalisen identiteetin muodostuminen. Lääkärikirja Duodecim. Sukupuoli-identiteetin ja seksuaalisen identiteetin muodostuminen – Terveyskirjasto. Viitattu: 5.3.2025

I need sex too. Picture: Pixabay. https://pixabay.com/fi/illustrations/rakkaus-erityistarpeiden-kanssa-417823/. Viitattu: 3.4.2025

Different needs, different tools. Picture: Pixabay. https://pixabay.com/fi/illustrations/leluja-aikuisille-kuvakkeet-6990492/. Viitattu: 3.4.2025

United Nations n.d. Convention on the Rights of Persons with Disabilities and Optional Protocol. United Nations. https://www.un.org/disabilities/documents/convention/convoptprot-e.pdf Viitattu 5.3.2025 World Health Organization 2009. Promoting sexual and reproductive health for persons with disabilities: WHO/UNFPA guidance note. https://www.unfpa.org/sites/default/files/pub-pdf/srh_for_disabilities.pdf. Viitattu 20.2.2025