Improving Diversity, Equity, and Inclusion in the Recruitment Process
Tallgren, Wilma (2023)
2023
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023051811801
https://urn.fi/URN:NBN:fi:amk-2023051811801
Tiivistelmä
The purpose of this thesis was to study how the client company could improve its diversity, equity, and inclusion (DEI) practices in recruitment. The thesis was commissioned by a Finnish, world-leading lifting equipment manufacturer. The aim was to examine what job seekers value in general when evaluating potential employers’ commitment to DEI and how candidates experience the recruitment process of the client company from the DEI point of view.
The theoretical framework of this thesis covers diversity, equity, and inclusion and their promotion in the different recruitment process steps. The theoretical framework also includes the research process of quantitative research. Based on understanding the theory, the study was conducted as a quantitative survey for two target groups in the spring of 2023. The survey target groups were the clients’ newly hired employees and applicants within the EMEA region. The survey received a total of 246 responses, which makes the response rate 18.32 %. The primary analysis method of the study was cross-tabulation.
The survey findings revealed that most new hires and applicants had experienced the recruitment process at the client company to be inclusive, equal, and supportive of diversity. Moreover, for the majority of respondent groups, companies’ commitment to DEI is an important factor when evaluating potential employers in general. Over half of the respondents might also interrupt the recruiting process or decline a job offer due to the potential employers’ lack of commitment to DEI.
As further development suggestions for improving the client company’s recruitment processes are presented the demonstration of concrete diversity, equity, and inclusion actions during the recruitment process. The second development suggestion is strengthening the marketing of learning and development offers, and the third suggestion is ensuring high-quality and personalized candidate communication and feedback. In addition, minimalizing age-related bias from the recruitment process by using a structured interview method and involving people of all ages in recruitment teams is suggested.
The theoretical framework of this thesis covers diversity, equity, and inclusion and their promotion in the different recruitment process steps. The theoretical framework also includes the research process of quantitative research. Based on understanding the theory, the study was conducted as a quantitative survey for two target groups in the spring of 2023. The survey target groups were the clients’ newly hired employees and applicants within the EMEA region. The survey received a total of 246 responses, which makes the response rate 18.32 %. The primary analysis method of the study was cross-tabulation.
The survey findings revealed that most new hires and applicants had experienced the recruitment process at the client company to be inclusive, equal, and supportive of diversity. Moreover, for the majority of respondent groups, companies’ commitment to DEI is an important factor when evaluating potential employers in general. Over half of the respondents might also interrupt the recruiting process or decline a job offer due to the potential employers’ lack of commitment to DEI.
As further development suggestions for improving the client company’s recruitment processes are presented the demonstration of concrete diversity, equity, and inclusion actions during the recruitment process. The second development suggestion is strengthening the marketing of learning and development offers, and the third suggestion is ensuring high-quality and personalized candidate communication and feedback. In addition, minimalizing age-related bias from the recruitment process by using a structured interview method and involving people of all ages in recruitment teams is suggested.