Diversity in recruitment
In an equal and non-discriminating society, different population groups and genders are represented in various organisations and job roles. Pursuant to both the Equality Act and Non-Discrimination Act, authorities, employers, and education providers must promote gender equality and non-discrimination in their activities and HR policy.
Recruitment practices that promote diversity can
- lower the threshold for possible applicants to submit applications to an organisation’s job vacancies
- create a positive employer image
- increase trust between job applicants and the recruiting organisation.
The diversity and number of workers from different background can be influenced by
- using a diversity clause in the job advertisement
- critically assessing the level of proficiency in Finnish required for the role
- having applicants complete an anonymous competence test
- sharing information on the job advertisement extensively in different networks
- improving communication with applicants and increasing transparency of application process.
1. Use a diversity clause in the job advertisements
A diversity clause is one method for promoting diversity in recruitment. Diversity clauses vary by organisation. The clause helps the employer voice their values and positive attitude for the promotion of diversity and will encourage people from minorities to apply for the job in question.
A diversity clause can also include a mention of positive discrimination. This means that from a group of equally qualified applicants, a member of an under-represented group may be selected for the job.
The Finnish Institute for Health and Welfare has used the diversity clause in recruitment e.g. in the Manifold More recruitment trial as follows:
”The Finnish Institute for Health and Welfare (THL) is according to its values, a forerunner for equality. THL’s Manifold More Project emphasizes equality in its actions and values diversity in the work community. We encourage applicants of different ages and genders, as well as persons belonging to linguistic, cultural or other minorities to apply. In accordance with the THL’s plan for equality and non-discrimination, positive discrimination can be implemented in the recruitment process in order to promote diversity in the personnel structure.”
2. Critically assess the language proficiency requirements of the job
Language proficiency is one of the primary obstacles for immigrants gaining employment. The requirement for certain level of language proficiency for jobs is a multidimensional and sensitive issue. Qualification requirements must be assessed flexibly and job-specifically: what skills are required for a person to be successful in the position? Prejudices and discrimination can be an underlying factor when employees are required to be fluent in Finnish.
A language-aware approach is a practice that acknowledges people in the workplace who speak different languages. It can also be used in the recruitment process. Examples of language-aware practices in recruitment:
- Consider whether the position requires for example fluency in English and the basics of Finnish.
- Job advertisements, provision of information and communication to applicants are implemented in two languages: Finnish and English.
- An interview is carried out in two languages: applicants coming to interviews can decide on the main language used in the interview.
- A language-aware approach can help eliminate obstacles for understanding and participation and facilitate work while developing language skills. Language-aware activities take the entire work community’s language skills into consideration and thus language is not only limited to Finland’s official languages Finnish and Swedish.
Read more about the language-aware approach.
Raising language awareness (Finnish Institute for Occupational Health)
3. Utilise anonymous competence tests in recruitment
Anonymous recruitment is a method which purposefully limits the recruiter’s ability to determine each applicant’s personal characteristics such as gender and ethnicity. When the applicant's personal data is missing, the selection of applicants to be invited to interviews will be based on the applicant’s competence and work experience.
The following identifiers referring to the applicant will be removed from sight on the application:
- name
- gender
- date of birth
- address
- native language.
An anonymous competence test is used to assess the applicant’s competence on the basis of predetermined assessment criteria. A text sample requires real motivation from the applicant to apply for the position. A competence test is an easy way to demonstrate one’s competence.
4. Communicate through multiple channels and in a gender-aware manner
It is worthwhile for recruiters to make an effort to ensure that the job advertisement is shared in different networks and in as many channels as possible.
Job advertisements should contain non-discriminatory and gender-aware communication. The chosen photos should depict society’s actual state of diversity and show people of different genders, ages, and people who look different in diverse roles, professions and jobs.
5. Improve communication to applicants
Well-implemented communication to applicants will have a positive impact on the organisation’s employer image. Good communication can ensure that an organisation maintains its respect for applicants.
Communication to applicants can include
- a notification when an application has been received
- information on the timetable of the recruitment process
- an invitation to an interview to some of the applicants
- a notification when a selection has been made.
When these messages are sent from the recruiter’s own work email, this promotes the applicant’s experience of personal and respectful communication.
References and further information
Monimuotoinen työelämä (in Finnish)
Diversity and inclusion in an expert organization guide (TTL)
Monimuotoinen työelämä – tietoa ja työkaluja julkishallinnolle (eOppiva) (in Finnish)
