Integrating Diversity and Inclusion Initiatives into HR Recruitment Practices
Vithanage, Bhagya (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025120231722
https://urn.fi/URN:NBN:fi:amk-2025120231722
Tiivistelmä
This thesis explores the integration of diversity and inclusion DEI initiatives into human resource (HR) recruitment practices within Finnish organizations. The background of this study is grounded in the growing recognition of the value of diverse and inclusive workplaces and the challenges faced by organizations in embedding meaningful DEI practices into recruitment processes. The main objectives were to explore best practices for embedding inclusion initiatives, to evaluate how inclusive recruitment practices address diversity, equity, and inclusion (DEI) challenges, and to develop a comprehensive understanding of current strategies being implemented in Finnish organizational contexts.
The study was demarcated to emphasize five Finnish organizations from various industries and of differing sizes, allowing for a broad yet detailed analysis of recruitment processes and inclusion initiatives. The research was based on a theoretical framework that synthesizes key concepts in inclusive recruitment, organizational culture, well being, efficacy, and employee engagement.
A qualitative approach was employed, utilizing interviews with HR professionals as the primary data collection method, alongside the analysis of secondary data such as organizational documents, official websites, and reports. The research results were analyzed using both thematic coding and content analysis to extract important patterns from the data. Thematic analysis was applied to the interview transcripts to identify recurring themes and insights, while content analysis was used to systematically examine organizational documents, websites, and reports for references to inclusion initiatives and related practices.
The results highlight the importance of organizational culture, leadership commitment, accessible recruitment platforms, and continuous evaluation in successful DEI integration. It was found that best practices include standardized and unbiased recruitment procedures, diverse hiring panels, and the use of feedback systems for candidates. However, issues such as language barriers and the need for further objective evaluation of DEI initiatives remain areas for ongoing improvement.
In conclusion, this thesis demonstrates that integrating DEI initiatives into HR recruitment is challenging but achievable, requiring evidence based practices, cultural adaptation, and organizational commitment.
The study was demarcated to emphasize five Finnish organizations from various industries and of differing sizes, allowing for a broad yet detailed analysis of recruitment processes and inclusion initiatives. The research was based on a theoretical framework that synthesizes key concepts in inclusive recruitment, organizational culture, well being, efficacy, and employee engagement.
A qualitative approach was employed, utilizing interviews with HR professionals as the primary data collection method, alongside the analysis of secondary data such as organizational documents, official websites, and reports. The research results were analyzed using both thematic coding and content analysis to extract important patterns from the data. Thematic analysis was applied to the interview transcripts to identify recurring themes and insights, while content analysis was used to systematically examine organizational documents, websites, and reports for references to inclusion initiatives and related practices.
The results highlight the importance of organizational culture, leadership commitment, accessible recruitment platforms, and continuous evaluation in successful DEI integration. It was found that best practices include standardized and unbiased recruitment procedures, diverse hiring panels, and the use of feedback systems for candidates. However, issues such as language barriers and the need for further objective evaluation of DEI initiatives remain areas for ongoing improvement.
In conclusion, this thesis demonstrates that integrating DEI initiatives into HR recruitment is challenging but achievable, requiring evidence based practices, cultural adaptation, and organizational commitment.