EXPLORING THE CHALLENGES TO ACHIEVING GENDER DIVERSITY IN SWEDISH IT FIRMS - Perspectives of Employers and Employees - A Qualitative Study

Abstract

Purpose: The purpose of this study is to analyse the main challenges HR and managers face when it comes to recruiting, attracting, and retaining women in the Swedish IT industry. It aims to identify the specific barriers that stand in the way of gender diversity, from recruitment strategies to workplace culture. This analysis will explore and address the complex barriers faced by women in the technology industry and improve understanding of the factors that influence gender diversity in the workplace. Theory: This study uses Bandura's Social Cognitive Theory (SCT) to explore how HR practises in the IT sector contribute to gender inequality through observed behaviours. In addition, Lent et al.'s Social Cognitive Career Theory (SCCT) is used to examine the impact of personal beliefs and outcome expectations on women's career decisions in technology. Method: The study is conducted using a qualitative research design in which data was collected on the basis of 17 semi-structured interviews with HR, recruiters, managers, and female employees in the ABC Company. Result: The results of this study show that despite efforts to improve gender diversity, there are still significant gaps between corporate strategies and the actual experiences of women in the Swedish IT sector. Organisations face recruitment 3 and hiring challenges, including biased job descriptions and difficulties in attracting female talent, compounded by structural barriers that overshadow longterm diversity goals. Female employees report a lack of role models, gender stereotypes and insufficient support, indicating a workplace with unequal opportunities and subtle biases. However, the study also identifies positive strategies, such as increased mentoring and work-life balance policies, that show ways to close these gaps and promote a more inclusive and equitable environment.