Equality, diversity and inclusion (EDI) statements have been used as part of diversity management in human resources for some time and research suggests they are generally perceived positively and can increase organizational attraction in underrepresented groups, thus promoting diversity and inclusion. The main aim of this doctoral dissertation is to examine the effects of a particular diversity management practice called equality monitoring (EM) and investigate public perceptions of EM and effects on behaviour such as applications, intentions to pursue a job and organizational attraction. EM is the practice of collecting data on protected characteristics (such as age, ethnicity etc.), and using it to promote inclusion or for anti-discrimination purposes.

Study I examined perceptions of EM-use in an employment context. A cross-sectional survey looked at group differences of UK ethnic group and gender, and examined if perceptions and attitudes towards EDI were moderated by perceived previous experiences of employment discrimination. Results revealed that ethnic minority respondents and women were more positive about EM and had more positive attitudes towards EDI. History of discrimination was a moderator only for White males, where perceptions of previous discrimination in employment led to less positive ratings of EM and attitudes towards EDI. In a comparison between the UK responses and those from a small Swedish sample, UK respondents gave higher ratings, but both groups had positive attitudes towards EM.

Study II reports two experiments sampling majority and minority UK ethnic groups and presented job advertisements manipulated for the presence of an industry-standard (I-S) EDI statement with or without EM statements and a control condition with no EDI information. The effects were measured on organizational attraction on three subscales: general attractiveness, prestige, and job-pursuit intention. The I-S plus EM condition resulted in the highest prestige ratings across the sample, and stronger job-pursuit intentions in the ethnic minority group. In the second experiment, the effects of framing conditions on EM information were tested. The inclusion of any EDI information positively influenced ratings, but ratings dipped for ethnic minority respondents when an EM statement was provided without explanation for why data collection is being performed.

Study III was a largescale field experiment and survey on job applicants of a Swedish county council in which job advertisements were presented with no EDI statement, an I-S statement or an EM statement and were rolled out over separate 5-month periods. A second group of occupations received no changes to the usual job advertisements and served as a control group. The effects were measured on share of job applications from foreign-born and female job applicants and on average applicant age, but no effects of the interventions were found. In a subset of job applicants, survey responses showed no effects of statements on rated organizational attraction or commitment to EDI. However, perceptions of EM were positive across the sample and tended to be highest in groups protected in discrimination law.

While the present data cannot say whether statements have an effect on the number of applicant applications, they may boost aspects of attraction especially in some disadvantaged groups. Importantly, results demonstrate that EM does not detract from attraction and is generally perceived positively when it is explained to potential job seekers, even by Swedish respondents unfamiliar with EM. This is consistent with the introduction of EM more extensively to comply with obligations under EU and UN anti-discrimination directives. More research is recommended to understand the effects of EDI initiatives in diversity management across different groups and contexts in real world settings.