The challenges of diversity and inclusion in the workplace and the role of human resources in promoting these values
Majok, Arol (2024)
Majok, Arol
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024120533243
https://urn.fi/URN:NBN:fi:amk-2024120533243
Tiivistelmä
This thesis examines the implementation of diversity and equality in the workplace and its connection to human resources operations. Internationally, this topic is one of the most significant trends, as globalization has made our world increasingly interconnected. As the population ages and the dependency ratio worsens, Finland is experiencing an increasingly severe labor shortage each year. Additionally, Finland suffers from a segregated labor market. The country has developed so-called gendered professions, which affect men and women’s wages, career choices, and career advancement. This deadlock poses challenges to the national economy.
The thesis explores the history of human resources and its current functions within organizations. It examines the development of the Finnish labor market, the reasons be-hind its gender segregation, and the resulting impacts. Various theories on diversity, equality, and inclusion are reviewed.
Qualitative research methods were employed, combining primary and secondary research. Primary data were collected through interviews with HR professionals, while secondary data were gathered from various sources.
The findings of the study indicate that there is no single correct way to implement Diversity, Equity, and Inclusion initiatives in the workplace. DEI issues are complex and can sometimes conflict with each other. Companies still have a long way to go in realizing DEI initiatives in the workplace. However, it all starts with the companies and recruiters being able to reflect on their own biases to prevent them from influencing their decisions. Every organization should have a diversity strategy which implementation is regularly monitored. The strategy should include training the entire staff on Diversity, Equity, and Inclusion matters.
The thesis explores the history of human resources and its current functions within organizations. It examines the development of the Finnish labor market, the reasons be-hind its gender segregation, and the resulting impacts. Various theories on diversity, equality, and inclusion are reviewed.
Qualitative research methods were employed, combining primary and secondary research. Primary data were collected through interviews with HR professionals, while secondary data were gathered from various sources.
The findings of the study indicate that there is no single correct way to implement Diversity, Equity, and Inclusion initiatives in the workplace. DEI issues are complex and can sometimes conflict with each other. Companies still have a long way to go in realizing DEI initiatives in the workplace. However, it all starts with the companies and recruiters being able to reflect on their own biases to prevent them from influencing their decisions. Every organization should have a diversity strategy which implementation is regularly monitored. The strategy should include training the entire staff on Diversity, Equity, and Inclusion matters.