Human resource experts’ views on anonymous recruitment in promoting diversity
Niemelä, Carissa; Vento, Iida (2025)
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025052013436
https://urn.fi/URN:NBN:fi:amk-2025052013436
Tiivistelmä
The thesis examined the role of anonymous recruitment in promoting workplace diversity in Finland. The topic is timely and relevant as, according to several studies, prejudices and biases influence decision making in recruiting, and people may face discrimination based on their gender, age, or ethnicity, for example.
A qualitative approach was employed, including interviews with human resource professionals involved in anonymous recruitment processes. Organizations from the public and private sectors were included to gain a more comprehensive understanding of the topic. The aim was to explore their perceptions, experiences, and thoughts about anonymous recruitment reducing discrimination and promoting diversity.
The findings reveal both perceived benefits, such as fairness in the recruiting process and increased awareness and discussion of the topic, as well as challenges, such as unconscious bias re-emerging later in the process. While anonymous recruitment is viewed as a valuable tool for reducing discrimination and enhancing diversity in organizations, the study suggests that it must be supported by additional measures to address the structural and psychological barriers more effectively.
A qualitative approach was employed, including interviews with human resource professionals involved in anonymous recruitment processes. Organizations from the public and private sectors were included to gain a more comprehensive understanding of the topic. The aim was to explore their perceptions, experiences, and thoughts about anonymous recruitment reducing discrimination and promoting diversity.
The findings reveal both perceived benefits, such as fairness in the recruiting process and increased awareness and discussion of the topic, as well as challenges, such as unconscious bias re-emerging later in the process. While anonymous recruitment is viewed as a valuable tool for reducing discrimination and enhancing diversity in organizations, the study suggests that it must be supported by additional measures to address the structural and psychological barriers more effectively.