Exploring the Lack of Promotion Opportunities for Non-Native Women in Finland
Michael Mahader, Luam (2021)
Avaa tiedosto
Lataukset:
2021
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2021121726796
https://urn.fi/URN:NBN:fi:amk-2021121726796
Tiivistelmä
Non-native Finnish women tend to be underrepresented in leadership roles in Finland's corporate industry. For a meaningful change towards diversity and inclusion, organisations must work together to confront the challenges that are slowing down their career and leadership progress. Corporations can initiate strategies to address the lack of non-native women in corporate leadership roles and sustain a competitive advantage. The purpose of this thesis was to focus on the diversity and inclusion in higher positions in the company, be-cause when talking about workplace diversity and inclusion it automatically refers to the employees. Still, research in diversity and inclusion in the hiring decisions of the corporate industry is lacking.
A qualitative research approach was used in this thesis, and so the study is based on under-standing concepts, thoughts, and experiences. The data is gathered from the field by re-searching the numerous online articles written by professionals specialising in these topics. The goal of collecting data through articles is to learn about the many different aspects of diversity and inclusion and their benefits within organisations and businesses. Open-ended thematic interviews are conducted to learn more about diversity and inclusion in Finnish businesses. The interviewees chosen are five non-native women living in Finland who have worked in Finnish companies. All five interviewees were found through social media plat-forms such as Instagram, Facebook and LinkedIn.
In conclusion companies need an agile and diverse workforce now more than ever before, led by progressive leaders who can tap into their employees' full potential. To do so, organisations must cultivate forces that represent the communities in which their employees live. Organisations must continue to prioritise diversity and inclusion in the face of growing change and confusion for the sake of their organisation culture and their bottom line.
A qualitative research approach was used in this thesis, and so the study is based on under-standing concepts, thoughts, and experiences. The data is gathered from the field by re-searching the numerous online articles written by professionals specialising in these topics. The goal of collecting data through articles is to learn about the many different aspects of diversity and inclusion and their benefits within organisations and businesses. Open-ended thematic interviews are conducted to learn more about diversity and inclusion in Finnish businesses. The interviewees chosen are five non-native women living in Finland who have worked in Finnish companies. All five interviewees were found through social media plat-forms such as Instagram, Facebook and LinkedIn.
In conclusion companies need an agile and diverse workforce now more than ever before, led by progressive leaders who can tap into their employees' full potential. To do so, organisations must cultivate forces that represent the communities in which their employees live. Organisations must continue to prioritise diversity and inclusion in the face of growing change and confusion for the sake of their organisation culture and their bottom line.