Exploring ways of measuring colour-blindness in Sweden: operationalisation and theoretical understandings of a US concept in a new context.

Schütze, Carolin; Törngren, Sayaka Osanami

doi:10.1080/01419870.2022.2131451

Cited by 5 publications

(5 citation statements)

References 49 publications

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“…It can be the avoidance to talk about and address the actual lack of diversity in their workplace; in this case this result may be in line with the critique of diversity initiatives not leading up to more representation of diversity in the organization. If there was an avoidance to talk about racial and ethnic diversity, this may indeed be embedded in the Swedish color-blindness ( Schütze and Osanami Törngren, 2022 ).…”

Section: Discussionmentioning

confidence: 99%

“We choose this CV because we choose diversity” – What do eye movements say about the choices recruiters make?

Osanami Törngren,

Schütze,

Van Belle

et al. 2024

Front. Sociol.

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IntroductionA large body of research has established a consensus that racial discrimination in CV screening occurs and persists. Nevertheless, we still know very little about how recruiters look at the CV and how this is connected to the discriminatory patterns. This article examines the way recruiters view and select CVs and how they reason about their CV selection choices, as a first step in unpacking the patterns of hiring discrimination. Specifically, we explore how race and ethnicity signaled through the CV matter, and how recruiters reason about the choices they make.MethodsWe recorded data from 40 respondents (20 pairs) who are real-life recruiters with experiences in recruitment of diverse employees in three large Swedish-based firms in the finance and retail sector in two large cities. The participating firms all value diversity, equity and inclusion in their recruitment. Their task was to individually rate 10 fictious CVs where race (signaled by face image) and ethnicity (signaled by name) were systematically manipulated, select the top three candidates, and then discuss their choices in pairs to decide on a single top candidate. We examined whether respondents’ choices were associated with the parts of the CV they looked at, and how they reasoned and justified their choices through dialog.ResultsOur results show that non-White CVs were rated higher than White CVs. While we do not observe any statistically significant differences in the ratings between different racial groups, we see a statistically significant preference for Chinese over Iraqi names. There were no significant differences in time spent looking at the CV across different racial groups, but respondents looked longer at Polish names compared to Swedish names when presented next to a White face. The dialog data reveal how respondents assess different CVs by making assumptions about the candidates’ job and organizational fit through limited information on the CVs, especially when the qualifications of the candidates are evaluated to be equal.

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Section: Discussionmentioning

confidence: 99%

“We choose this CV because we choose diversity” – What do eye movements say about the choices recruiters make?

Osanami Törngren,

Schütze,

Van Belle

et al. 2024

Front. Sociol.

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“…While this phenomenon requires further investigation, several authors have already focused on measuring levels of color-blind attitudes in the workforce within different European contexts (e.g. Bonnet, 2014;Jansen et al, 2016;Safi, 2017;Sch€ utze and Osanami T€ orngren, 2022).…”

Section: Diversity and Inclusion In Employer Brandingmentioning

confidence: 99%

Diversity and inclusion in employer branding: an explorative analysis of European companies' digital communication

Confetto,

Ključnikov,

Covucci

et al. 2023

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PurposeThe study aims to investigate the usage of diversity and inclusion (D&I) signals in communications for employer branding through digital channels made by European companies.Design/methodology/approachA quali-quantitative content analysis approach was employed to detect the usage of D&I signals of the top 43 European companies ranked in the 2021 Refinitiv Diversity and Inclusion index. These signals were organized according to Plummer's Big 8 diversity's dimensions. A correlation analysis was conducted to verify a relationship between D&I initiatives and digital communication for employer branding on corporate websites and LinkedIn. Descriptive statistics were used to analyze the D&I dimensions' pervasiveness in digital communications and relevance on LinkedIn.FindingsThe results show that the correlation exists only between D&I initiatives and communication on the corporate website, while LinkedIn is still underused in this field. The most pervasive and relevant D&I dimensions for European companies are “Gender” and “Sexual Orientation”.Originality/valueThis paper enriches employer branding research by providing original insights into the use of D&I dimensions in digital communications.

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“…Med färgblindhet menar jag här det förhållningssätt till ras som handlar om att vara emot att tala om och tänka i termer av ras och att använda ordet som sådant och om möjligt också dess olika avledningar och ordsammansättningar (Hübinette 2017;Jönsson & Nilsson 2019;Osanami Törngren 2018;Schütze & Osanami Törngren 2022). David Theo Goldberg (2009) har kallat denna färgblinda ideologi för antiracialism, som kan översättas med antirastänkande på svenska.…”

Section: Att Studera Brytpunkten Mellan Det Gamla Rastänkandet Och De...unclassified

De ”färgade” barnen i det vita folkhemmet. Adoption, ras och svenskhet i 1960-talets Sverige

Hübinette¹

2023

Sveriges Avrasifiering. Svenska Uppfattningar Om Ras Och Rasism Under Efterkrigstiden

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Exploring ways of measuring colour-blindness in Sweden: operationalisation and theoretical understandings of a US concept in a new context.

Cited by 5 publications

References 49 publications

“We choose this CV because we choose diversity” – What do eye movements say about the choices recruiters make?

“We choose this CV because we choose diversity” – What do eye movements say about the choices recruiters make?

Diversity and inclusion in employer branding: an explorative analysis of European companies' digital communication

De ”färgade” barnen i det vita folkhemmet. Adoption, ras och svenskhet i 1960-talets Sverige

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