Unconscious Cultural Biases – A Cross-Cultural Challenge in Talent Acquisition : Case Company Richemont
Isopahkala, Julia (2024)
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024051311271
https://urn.fi/URN:NBN:fi:amk-2024051311271
Tiivistelmä
This study deals with unconscious cultural biases in talent acquisition within the case company, Richemont. The goal of this study is to provide a comprehensive overview of the case company’s current situation in terms of unconscious cultural biases as well as to provide them with suggestions for future methods to mitigate these unconscious biases in their recruitment processes.
The study includes a section about theoretical knowledge regarding the topics of unconscious cultural biases, cross-cultural psychology, recruitment, and mitigation methods of unconscious biases. Alongside this, there is an empirical section. The study involved two types of qualitative research methods, focus groups and interviews.
The results of the research that was conducted indicated that the case company is currently already applying quite a few methods to decrease unconscious biases within their recruitment processes. The results also indicated that the overall awareness of the topic and desire to improve even further are at high regard in within the company’s talent acquisition teams.
In the future, more studies could be conducted with a focus on quantitative data to assess the results of this study as well, to see if there are differences in the results. Also, for an example them company culture could be inspected further as one of the components affecting recruitment decisions within the company.
The study includes a section about theoretical knowledge regarding the topics of unconscious cultural biases, cross-cultural psychology, recruitment, and mitigation methods of unconscious biases. Alongside this, there is an empirical section. The study involved two types of qualitative research methods, focus groups and interviews.
The results of the research that was conducted indicated that the case company is currently already applying quite a few methods to decrease unconscious biases within their recruitment processes. The results also indicated that the overall awareness of the topic and desire to improve even further are at high regard in within the company’s talent acquisition teams.
In the future, more studies could be conducted with a focus on quantitative data to assess the results of this study as well, to see if there are differences in the results. Also, for an example them company culture could be inspected further as one of the components affecting recruitment decisions within the company.