Recruiting Diversity. A Conceptual Framework to Increase Workplace Diversity through Improved Recruitment Processes
(2022) MGTN59 20221Department of Business Administration
- Abstract
- Globalisation is increasing diversity in the workplace. However, while the pools of applicants are becoming more and more diverse, diversity is often not reflected in companies' workforces. The reasons for this include a lack of diversity management, processes that are not adapted to the increasing diversity, and biases. Therefore, this research aims to develop a conceptual framework for companies to adapt the initial phases of their recruitment processes to increase the diversity of their workforce and measure it. The aforementioned aspects – a lack of diversity management, processes that are not adapted to the increasing diversity, and biases, were considered, as well as the measurability of diversity, as this plays a crucial role in the... (More)
- Globalisation is increasing diversity in the workplace. However, while the pools of applicants are becoming more and more diverse, diversity is often not reflected in companies' workforces. The reasons for this include a lack of diversity management, processes that are not adapted to the increasing diversity, and biases. Therefore, this research aims to develop a conceptual framework for companies to adapt the initial phases of their recruitment processes to increase the diversity of their workforce and measure it. The aforementioned aspects – a lack of diversity management, processes that are not adapted to the increasing diversity, and biases, were considered, as well as the measurability of diversity, as this plays a crucial role in the successful implementation of the framework. Synoptically, the conceptual framework can serve as an intellectual tool for companies to systematically think and learn about and recollect diversity in the initial phases of their recruitment processes and measure the position in which they find themselves. For the development of the conceptual framework, structured interviews were conducted with six participants of a case company to enhance the information gathered in the literature review and obtain a richer understanding of the influence and correlations between factors affecting workplace diversity. The results show that there are several factors, such as education and trainings on diversity, job advertisements or diversity targets, which influence the outcome of recruitment processes in terms of diversity, as well as influencing each other. Furthermore, regarding the measurability of diversity, there are several metrics, some of which provide more accurate results. In addition, some diversity factors are easier to measure than others. The conceptual framework that is developed, considers the results and aims to make suggestions on how the initial phases of recruitment processes can be adapted to enable a more diverse workforce. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9094272
- author
- Ludwig, Karolin LU ; Coenen, Fabienne LU and van der Meeren, Arne LU
- supervisor
- organization
- course
- MGTN59 20221
- year
- 2022
- type
- H1 - Master's Degree (One Year)
- subject
- keywords
- diversity, diversity management, workplace diversity, human resources, recruitment, factors
- language
- English
- id
- 9094272
- date added to LUP
- 2022-06-29 16:52:02
- date last changed
- 2022-06-29 16:52:02
@misc{9094272,
abstract = {{Globalisation is increasing diversity in the workplace. However, while the pools of applicants are becoming more and more diverse, diversity is often not reflected in companies' workforces. The reasons for this include a lack of diversity management, processes that are not adapted to the increasing diversity, and biases. Therefore, this research aims to develop a conceptual framework for companies to adapt the initial phases of their recruitment processes to increase the diversity of their workforce and measure it. The aforementioned aspects – a lack of diversity management, processes that are not adapted to the increasing diversity, and biases, were considered, as well as the measurability of diversity, as this plays a crucial role in the successful implementation of the framework. Synoptically, the conceptual framework can serve as an intellectual tool for companies to systematically think and learn about and recollect diversity in the initial phases of their recruitment processes and measure the position in which they find themselves. For the development of the conceptual framework, structured interviews were conducted with six participants of a case company to enhance the information gathered in the literature review and obtain a richer understanding of the influence and correlations between factors affecting workplace diversity. The results show that there are several factors, such as education and trainings on diversity, job advertisements or diversity targets, which influence the outcome of recruitment processes in terms of diversity, as well as influencing each other. Furthermore, regarding the measurability of diversity, there are several metrics, some of which provide more accurate results. In addition, some diversity factors are easier to measure than others. The conceptual framework that is developed, considers the results and aims to make suggestions on how the initial phases of recruitment processes can be adapted to enable a more diverse workforce.}},
author = {{Ludwig, Karolin and Coenen, Fabienne and van der Meeren, Arne}},
language = {{eng}},
note = {{Student Paper}},
title = {{Recruiting Diversity. A Conceptual Framework to Increase Workplace Diversity through Improved Recruitment Processes}},
year = {{2022}},
}