Mångfalden i väntrummet, normen i finrummet. En kvalitativ studie om chefer och rekryterares omedvetna bias vid rekrytering

Abstract

An unpredictable global environment has resulted in high unemployment in Sweden in 2025. To ensure continued positive development of the country's GDP, it is therefore important to promote organizational diversity, as this can in turn contribute to increased innovation. However, unconscious bias among managers and recruiters can lead to distorted recruitment decisions that risk undermining diversity efforts. This study aims to increase understanding of how managers and recruiters handle unconscious bias during recruitment, as well as to identify specific methods organizations can use to improve their diversity. The study includes twelve qualitative interviews with respondents in formal managerial or recruitment roles from eight different organizations, analyzed through theories and previous research. The researchers found that managers and recruiters primarily use a competency-based recruitment model to minimize unconscious bias. However, this often fails in practice because gut feeling, rooted in bias, tends to take over. The study shows that trained HR partners have a greater awareness of the issue of bias, but due to limited resources, they are not always able to fully participate in the recruitment process. The researchers propose five methods to increase organizational diversity that includes (1) investing in increased knowledge for managers, (2) centrally defined merits within each organization, (3) consistent competency-based recruitment processes, (4) involvement of HR partners from start to finish, and (5) development of AI as a neutral supporting tool in recruitment decisions.