Finland's Evangelical Lutheran Church is launching a new front in the nation's push to integrate people with partial work capacity into the labor market. In the southeastern city of Lappeenranta, a pioneering project called 'Työhön seurakuntaan!' (To Work in the Parish!) has just celebrated its first graduates, Mira Hujanen and Tomi Pulli. Their success story represents a significant shift, as one of Finland's largest employers actively tailors training to create pathways into meaningful church jobs.
For Hujanen and Pulli, graduation day in mid-December felt like an extra Christmas Eve. Surrounded by well-wishers and gifts, they received certificates marking the completion of a unique autumn training program. This was no generic course. The project designed individual training periods that allowed them to explore the diverse range of professions within the Lappeenranta parishes, from administrative roles and facility maintenance to community event support and archival work. "Feels good," Pulli said, succinctly capturing the mood with his diploma in hand.
A National Priority Finds a Faith-Based Partner
This Lappeenranta initiative sits at the intersection of Finnish social policy and the civic role of its national church. Finland has long prioritized employment for people with partial work capacity, supported by legislation and government-backed programs. The challenge is moving from policy to practice, finding employers willing and able to create suitable roles. With over 20,000 employees nationwide, the Evangelical Lutheran Church of Finland is not just a spiritual institution but a major socioeconomic actor. Its involvement signals a powerful commitment to inclusive employment that other large organizations may follow.
"The church has a unique position in Finnish society," explains Dr. Elina Saarelainen, a sociologist at the University of Helsinki who studies labor market inclusion. "It operates in every municipality, understands local communities, and is driven by a mission of service. This makes it an ideal partner for social innovation. When the church demonstrates that tailored training works, it reduces stigma and provides a model for both the public and private sectors." The project's focus on individual tailoring is critical. It moves away from a one-size-fits-all approach, instead assessing each participant's abilities and interests to match them with specific tasks within the parish ecosystem.
How the Lappeenranta Model Works
The 'Työhön seurakuntaan!' project functions as a bridge. Participants like Hujanen and Pulli are not simply sent into workplaces. They undergo a structured valmennusjakso, or coaching period, where they are systematically introduced to the church's operational landscape. Trainers work alongside parish staff to identify tasks that align with the participants' partial work capacity. This could involve digital record-keeping, preparing materials for church groups, maintaining community spaces, or assisting with parish communications. The goal is familiarity and skill-building within a supportive environment.
This model addresses a key barrier: employer uncertainty. Many organizations express support for inclusive hiring but hesitate due to perceived complexities. By taking on the initial training and integration phase, the church project lowers the risk for individual parish employers. It demonstrates concrete ways a person with partial work capacity can contribute, transforming abstract goodwill into practical workflow solutions. The success is measured not just by graduation, but by the subsequent step: actual employment. While specific outcomes for Hujanen and Pulli are still developing, the project is designed to lead directly to job opportunities within the church's vast network.
The Bigger Picture: Finland's Employment Challenge
The Lappeenranta project contributes to a national effort with mixed results. According to 2023 data from the Vates Foundation, approximately 60% of partially disabled applicants in Finland find employment. This figure, while showing progress, indicates that four out of ten still do not. The gap highlights the need for more initiatives like the church's pilot. Barriers often include inadequate support structures in workplaces, lingering biases, and a mismatch between job requirements and individual capabilities.
"Programs that offer hands-on, onsite training are far more effective than classroom-only preparation," notes Jari Kolehmainen, a policy advisor at the Finnish Ministry of Economic Affairs and Employment. "They allow the employee to build confidence and the employer to see the value in real time. The church's approach is effective because it embeds the training within the actual work community. This social integration is as important as the technical skill development." The Finnish government supports such efforts through wage subsidies and accessibility grants, but experts argue the crucial ingredient is proactive employer engagement.
Why the Church's Role Matters
The involvement of the Evangelical Lutheran Church carries particular weight. As an institution trusted by a majority of Finns, its actions set a moral and social example. Its extensive local presence means the model, if successful, can be replicated in hundreds of parishes across the country, from Helsinki's urban districts to rural Lapland. This creates a potential nationwide network for supported employment. Furthermore, the church's diaconal work—its social service arm—has long provided support for people with disabilities. This project flips the script, focusing on empowerment and contribution through employment.
This aligns with a broader theological and ethical perspective on human dignity and participation. "Work is more than a paycheck; it's about community, purpose, and using one's gifts," says Pastor Anna-Liisa Kärnä, who oversees diaconal work in the Lappeenranta diocese. "Our parishes are workplaces, but they are also communities of care. It's a natural extension of our mission to consciously create opportunities for those often left on the margins of the labor market. Seeing Mira and Tomi graduate wasn't just about finishing a course; it was about welcoming them fully into our shared work."
Looking Beyond Lappeenranta
The pilot in Lappeenranta is being closely watched by other dioceses and faith-based organizations across the Nordic region. The initial success provides a tangible blueprint. Key elements include strong collaboration between church officials and social service professionals, flexible and individualized training plans, and a commitment from parish leadership to allocate meaningful tasks. The next steps involve tracking the long-term employment outcomes for participants and scaling the model.
Challenges remain. Sustainable funding for the coaching periods needs to be secured, often requiring partnerships with local municipalities or national employment services. Changing mindsets within every parish workplace is an ongoing task. Yet, the project's existence marks a turning point. It moves inclusive hiring from a corporate social responsibility report into the daily life of a local parish hall.
For Finland, integrating individuals with partial work capacity is an economic imperative in an aging society with growing labor shortages. It is also a test of social solidarity. The Lappeenranta model suggests that solutions may be found not only in government directives but in the community-focused infrastructure of institutions like the national church. As Mira Hujanen and Tomi Pulli demonstrated, the result is more than a job—it's a recognition of capability, a cause for celebration, and a powerful, simple feeling that, indeed, feels good. The question now is how many other parishes will follow Lappeenranta's lead and turn this pilot into a permanent pathway.