Natalia Musikka, who works as a planning architect for the City of Joensuu, is originally from Colombia. An expedition that began with discovering her ancestry brought her to Eastern Finland, which now feels like home.
The story of Natalia Musikka begins in Medellín, Colombia, where she grew up raised by her Norwegian grandmother. Early on, the need to understand her roots was ingrained in her identity. The family's Scandinavian traditions, such as Norwegian food and music, accompanied them daily, creating a special connection to their grandmother's home region.
“My grandma was extremely important to me. Norway and Scandinavian culture were a big part of our lives, and I feel that it made me different already as a child”, Natalia recalls with a smile.
These roots eventually brought her to Finland. The family heritage also included Finnishness, as grandma's father was originally from Sodankylä. Natalia started looking for people named Musikka on social media channels and asking if they were possibly related. She met Jussi Musikka, who was not a relative but would become Natalia's husband.
In 2011, after two years of a long-distance relationship, the couple faced a crossroads: either one would move to the other's home country, or the relationship would end. It was agreed that Natalia would jump into the unknown and move to Finland.
“When I came here, I didn't know a word of Finnish, but my husband and his family helped me settle. Jussi had a wide circle of friends, and life was social, so I started to get to grips with the language and culture”, Natalia says.
To master the language properly, Natalia also attended Finnish courses by the TE Office and completed a language proficiency test.
Differences in work cultures require adaptation from the individual
The path to her current job required perseverance and several attempts from Natalia. She first worked for a six-month fixed term as a planning architect for the City of Joensuu. She applied for both land use planner and planning architect positions three times and worked elsewhere before finally getting a job as a planner in 2018. A few months later, Natalia applied for the position of planning architect again, and this time, she nailed it with a one-go.
When discussing the biggest differences between Colombia and Finland, Natalia brings up the independence of working life.
“In Colombia, competition is fierce, and you have to ask your supervisor about everything, but in Finland, people assume that you know what you're doing.”
Silence and tranquillity are traits that she has embraced.
“In Colombia, people thought I was too quiet, so in that sense, I'm very Finnish.”
The beginning in the work community was not easy, and Natalia experienced loneliness. Co-workers retreated into non-talking, preferring to eat their lunch alone.
“Since then, colleagues have changed, and the younger generation is more social. We are always in a group, having lunch and drinking coffee together.”
Natalia appreciates the attitude of the City of Joensuu organisation towards international talents.
“In the beginning, I received support and advice in tax matters, for example. My salary was also raised to the level of an architect in accordance with my education, even though I started as a planner.”
Investing in onboarding pays off
Päivi Vestala, Manager of the Talent Hub Eastern Finland project, finds similarities in Natalia's experiences with the stories of other international talents.
“Anyone needs onboarding when starting a new job. When a person from abroad comes to a job, he or she needs support even more because everything in society is new.”
“It's quite a common misconception that highly educated experts don't need support in adapting to a new environment. Yes, they hope for it just like everyone else.”
The most challenging thing for someone coming from a different culture may be the requirement to manage their own work right from the start. Natalia hopes that the Finnish way of working will be discussed openly.
“I would tell a newcomer that they need to familiarise themselves and learn about things independently beforehand. If an international talent does not prepare before a meeting, for example, and get to show that he or she can, they will not be appreciated in the work community.”
It's quite a common misconception that highly educated experts don't need support in adapting to a new environment. Yes, they hope for it just like everyone else.
Päivi Vestala
Manager of the Talent Hub Eastern Finland project
Päivi points out that formal meeting practices can also help.
“Often meetings have an agenda and a formal way forward. You can add things to the list that you want to highlight and prepare for it in advance.”
In work communities, it is also good to note that expressing oneself in a language other than one's own requires much from the brain, and it may take longer to form sentences. In meetings, this means giving the necessary space and time to speak.
Natalia believes she has paved the way for the next arrivals. A good first experience for an international talent also opens doors for others.
“If you hire a foreigner, you will have to put a lot of effort into them initially and guide them more than a Finn, but it's worth it. You will get a loyal and good employee”, Natalia assures, looking straight in the eyes with a smile.
Support is available for employers in welcoming international talent. The Talent Hub Eastern Finland cooperation network offers tools for recruiting, onboarding and learning the language at the workplace as well as for adapting to the Finnish work culture. One example of its services is training related to diversity and the Finnish language, which covers the following themes: the workplace as a language learning environment, ways to lower cultural barriers, receptivity skills of the work community and diversity management.
Talent Hub Eastern Finland is a cooperation network of the University of Eastern Finland, Karelia, Savonia, Riveria, Sakky and YSAO. The project is co-funded by the European Union. You can read more on our website.
