"Vi har inte råd med etnisk diskriminering i rekryteringsprocessen" : En kvalitativ studie om hur rekryterande personal förhåller sig till etnisk diskriminering under rekryteringsprocessen

Sammanfattning: To what extent does individuals’ personal opinions influence their professional behaviour? There has been an extensive field experiment on the existence of ethnic discrimination in the Swedish labour market. There are statistics data showing that people with Swedish or occidental-sounding names have an advantage over other ethnicities when it comes to being called in for job interviews. Similarly, the wage gaps between Swedes and other ethnicities are on the rise. Rising occurrences of ethnic discrimination in recruitment is an increasing concern in the Swedish labour market. This has significant implications for ethnic minorities and the prospect of a prosperous life.This paper was based on the study of the recruiters’ approach, perception of the phenomenon of ethnic discrimination. The purpose of the study was to shed light on the presence of ethnic discrimination in the recruitment process. Using a qualitative approach and qualitative interview as a method for data sampling, this study analysed recruiters’ attitudes and understanding of ethnic discrimination in the Swedish labour market. This study answers questions regarding societal norms and perceptions, which were found to play the greatest role in facilitating the spread of ethnic discrimination and stereotyping and categorising of ethnic minorities. These behaviours were found to be indirect discriminations based on implicit bias towards other groups.