Den osynliga diskrimineringen i rekryteringsprocessen : -Dyslektikers och arbetsgivares rättigheter respektive skyldigheter.

Sammanfattning: People living with disabilities in our society today are more likely to be without a job compared to the rest of the population. The fact that a high number of people are not given the opportunity to work, and thereby being self-sufficient, is a failure for both the individual and the society. My purpose with the study is to increase knowledge and understanding regarding disabilities in the working life, with focus on the disability dyslexia. In the study, I am investigating the employer’s obligations and rights when employing a person with disabilities. To achieve my purpose and answer the research questions in the most adequate way, I am making use of a traditional legal dogmatic method, but also a sociological method focusing on law.Throughout the study, the employer’s equitable obligations to carry into affect for supporting and customizing already during the recruitment process for a person with disabilities are introduced. This is done in order for the individual to be in a comparable situation as remaining jobseekers. Persons with disabilities are entitled to the same rights as others. Previous studies show employers lack knowledge regarding disabilities and what it means to have a disabled employee, and therefore neither wishes nor dares to hire someone with special needs. In lots of other European countries the existence of quota legislation is creating opportunities for people with disabilities to enter the ordinary labour market. Sweden has made the choice to use special arrangements that are for the employer to use if they having a disabled employee. Why Sweden chooses to use this system rather than the quota system is due to the effects from a quota system cannot be distinguished and because the government prefers to have optional arrangements, instead of legislating on quotas.