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Mångfald i arbetslivet: En kombinerad kvantitativ och kvalitativ studie om hur organisationer hanterar mångfaldsarbete
Linnaeus University, Faculty of Social Sciences, Department of Social Studies.
2014 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
Abstract [en]

This is a quantitative study combined with qualitative method that has a sociological perspective where I researched how organizations deal with diversity in the workplace. The purpose of this study is to research how companies manage diversity and people with foreign backgrounds are represented at all levels within the company. The study is based on a statistical method, in combination with document study. The theoretical starting point for the study is based on two large main areas of study: recruitment and diversity, but also discrimination takes too much space in the paper. The study shows that organizations are working on ways to promote and maintain diversity. The larger organizations where resources and expertise in diversity and discrimination are more successful at recruiting in diversity. The result shows that there are flaws in all organizations surveyed in this study , the management of diversity and that all organizations need to become better at managing , safeguarding and promoting diversity by recruiting employees with different ethnicities and backgrounds. Furthermore, the results show that the organizations studied have to get a higher number of employees with different ethnicity and have better gender balance within the different professions. The study does not concern different career paths, but focuses exclusively on workforce diversity regarding ethnicity and bias that may result in discrimination. The study does not answer why it looks the way it does in real life, but finds that organizations do not recruit people of different ethnicity and backgrounds, but there are gaps. With shortages meant that many departments lack the example of foreign workers and2 | S i d asome groups lack the Scandinavian -born employees. People of foreign origin, for example, is not represented at all levels within organizations but also the Scandinavian -born employees are not represented largely in departments where there is a foreign organization's culture . The essay concludes with their own conclusions and suggestions on how companies could work more effectively with diversity in the workplace to increase the share of employees with different ethnicities and backgrounds within all levels of the organization.

Place, publisher, year, edition, pages
2014. , 41 p.
Keyword [en]
Diversity, Discrimination, Recruitment and Competency based HR strategy;
National Category
Social Sciences
Identifiers
URN: urn:nbn:se:lnu:diva-35686OAI: oai:DiVA.org:lnu-35686DiVA: diva2:729964
Subject / course
Sociologi
Educational program
Management and Organization Programme, 180 credits
Presentation
2014-06-04, 17:46 (Swedish)
Supervisors
Examiners
Available from: 2014-06-27 Created: 2014-06-26 Last updated: 2014-06-27Bibliographically approved

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CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • harvard1
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf