Anonymitetens implementeringsproblem - En studie om Kortedalas försök av avidentifierade jobbansökningar

Sammanfattning: Anonymous job applications as a method to further diversity on the labour market is widely discussed. The method aims to promote an equal selection procedure, where the employer can only judge on merits and experience. We are with this study on the other hand interested in seeing how this specific method of employment has been implemented. We have chosen to perform a small qualitative case study, of a limited attempt of this method in the government administration of Kortedala, a district in Gothenburg. Our intrests are to see whether we can, while studying a specific implementation procedure, show that any implementation problems have occurred. Furthermore explaining it by applying our implementation theory, that consists of Lennart Lundquists three criterias for explaining implementation problems experienced from the appliers' standpoint. These being the appliers' abilities to: understand, can and will. As a complement to these criterias we also discuss steeringinstruments. Our material mainly consists of interviews with the appliers of this method in Kortedala. Our conclusion states that implementation problems have occured. There were for example difficulties in the administrative work because a lack of resources, which we for instance explain within the cancriteria. Further we conclude that additional steering was needed.