Look beyond prejudice

^{Author: Linnea Ericson}

The labour market is becoming more segmented and skills supply is one of the biggest obstacles in all industries. At the same time, we have a high rate of change in the labour market, which requires new skills, skills that we may not be able to find by looking in traditional ways. Moreover, if we add to the fact that young people are increasingly choosing workplaces based on corporate work on social sustainability, then we simply need to note – working on diversity and inclusion is essential for being a staffed, safe and attractive workplace. After all, we are missing out on valuable competence if we do not work with diversity and inclusion, but are instead limited by our prejudices. But at the same time, all the prejudices, it's part of being human and you can't get away from it. And prejudice leads to discrimination.

In Sweden we have a law on discrimination bans and seven grounds of discrimination are defined. These are: gender, transgender identity or expression, ethnicity, religion or other beliefs, disability, sexual orientation and age. These parameters should not affect whether a person should get a job or not. But then there are also unconscious prejudices; cognitive patterns that are a little harder to detect. Examples of this are that we tend to see people based on stereotypes, and suffer from confirmation bias which means that we tend to listen to arguments that support our pre-existing views. There is simply a plethora of prejudices and cognitive limitations that mean that we ultimately reward some people over others.

I consider myself to have quite a lot of knowledge about prejudice and how they can limit us. But however informed and aware I am, it immediately becomes more difficult when I am going to carry out a recruitment. For isn't it lovely if the candidate who sits opposite me can also speak French and has a burning interest in music? And I may subconsciously prefer those who are similar to me of both age and appearance? Those people may be easier to talk to as there are common denominators and the conversation is therefore flowing on better. The result is a better dialogue and an ultimately better impression. In the long run, that impression may reflect on to the company that is actually thinking about hiring through us. And who do you think they'd rather hire – the person described as a super lovely girl who is competent and loves music or the more personalityless person i lack enthusiasm for?

It is simply not enough to just be aware and review their own limitations. We must actively work to minimise the risks of subjective assessments affecting selection. In order to achieve this, we need to put the skills in focus – at all stages of the process. Find out what the candidate can do, what is relevant to this particular job and look for potential. And finally, set the rules! Use standardized forms to answer everyone with the same questions. We simply must not address things that can color our preconceptions. Then the chances are that the right person gets the job, whether it was someone who fitted into that idea you had from the beginning or something completely different.It is simply not enough to just be aware and review their own limitations. We must actively work to minimise the risks of subjective assessments affecting selection. In order to achieve this, we need to put the skills in focus – at all stages of the process. Find out what the candidate can do, what is relevant to this particular job and look for potential. And finally, set the rules! Use standardized forms to answer everyone with the same questions. We simply must not address things that can color our preconceptions. Then the chances are that the right person gets the job, whether it was someone who fitted into that idea you had from the beginning or something completely different.

Read on about inclusion and diversity in our book The Professional Life of the Future (Swedish)

Workshops we offer within Diversity & Inclusion:

• Creating an inclusive culture
• Onboadring coach
• Diversity certified skills supply
• Diversity & Inclusion Icebreaker