Novia UAS organizes Finland’s first Language Ombudsman training

Multilingualism is a reality in many workplaces. It is a strength – but can also create challenges in everyday life. With the right tools, language barriers can be transformed into better collaboration, safer environments, and increased inclusion.

In spring 2026, Novia will arrange the first Language Ombudsman training in Finland – an established and proven model from Sweden now introduced through the MISAS project. The training provides participants with concrete tools to support colleagues’ language development, create inclusive communication, and strengthen workplace competence from within.

Thanks to funding from the EU and the Swedish Cultural Foundation, the training is free of charge; the only requirement is an investment of working time.

- The training consists of four full contact days and about two days of assignments between sessions. We meet at roughly four-week intervals to allow reflection and development between modules, says Terese Herrgård-Backlund, language teacher at Novia and certified Language Ombudsman trainer.

Language Ombudsman is a well-established Swedish concept developed and tested since 2009. In Sweden, more than 4,500 Language Ombudsmen have already been trained, and their work has become an important piece in developing inclusive and language-supportive workplaces. Novia is now paving the way to spread the concept in Finland.

Terese Herrgård-Backlund completed the Language Ombudsman trainer program at the Swedish Vård- och Omsorgscollege, which owns the concept. Last spring, she and Åsa Lågland, also a lecturer at Novia, graduated as the first two certified Language Ombudsman trainers in Finland.

- One of the great strengths of the Language Ombudsman concept is that it is based on a common, proven model that is recognizable. When a workplace has Language Ombudsmen, everyone knows what the role entails – the same training, the same principles, and the same approach to language development. This creates clarity, security, and shared understanding across sectors and locations, says Herrgård-Backlund.

With a shared model, workplaces can build networks and exchange experiences. In addition to the proven model, there is also something uniquely relevant in the Finnish context.

- Our labor market is linguistically diverse, and Language Ombudsmen can make a big difference for many language groups. The concept works equally well for international employees learning Swedish or Finnish, as for Finns developing the other national language. By using the same structure and tools, workplaces can create an inclusive communication environment where everyone – regardless of language background or circumstances – has the opportunity to understand, contribute, and grow, says Pia Jünger, project manager at Novia.

In September, Terese Herrgård-Backlund and Pia Jünger visited the Matchningskontoret in Umeå to discuss Language Ombudsman training and language-supportive workplaces. Umeå has long experience in training Language Ombudsmen in various municipal workplaces and has supported many organizations in becoming inclusive, language-developing environments.

- During the very rewarding visit, it became even clearer: Language Ombudsmen are the concrete key – employees who strengthen the workplace from within, making it safer and more inclusive, says Herrgård-Backlund.

Registrations for the spring training are now open. Interested participants can contact Terese Herrgård-Backlund.

Follow MISAS on LinkedIn for updates on the spring training and other project activities.

For more information, please contact:

• Novia University of Applied Sciences, Language Teacher and Language Ombudsman Trainer Terese Herrgård-Backlund, terese.herrgard-backlund@novia.fi, +358 50 309 3141
• Novia University of Applied Sciences, Project Manager Pia Jünger, pia.junger@novia.fi, +358 50 478 2005

Sender:

• Novia University of Applies Sciences, communicator Linda Granback, linda.granback@novia.fi