A guide to a non-discriminatory recruitment process
In Sweden, we have clear rules and laws that protect individuals from discrimination, including the Discrimination Act (SFS 2008:567). This law states that everyone has the right to equal treatment and prohibits discrimination on the grounds of gender, ethnicity, religion or other belief, disability, sexual orientation or age.
Non-discriminatory requirements profile and draft advertisement
Working towards a non-discriminatory recruitment process starts already in the recruitment start-up phase. A common trap is to have a clear picture of the candidate you are looking for early in the process.
It’s easy to fall into the generalizations and prejudices that exist about specific roles. It’s human nature to get an image of who you think that product engineer is, or that you are looking for a “young and hungry” salesperson. In your requirements profile and basic work linked to recruitment, you should therefore see it objectively linked to the experience required, and personality-wise linked to the qualities required. Work to avoid discrimination in your initial process and it will be easier in the future. Think carefully about the words you use in your requirements profile and in your advertisement design so that you do not consciously, or subconsciously, use discriminatory language in your advertisement.
Questions about planned parental leave, political views or trade union membership do not fall under the Discrimination Act but are still questions you should avoid asking during an interview. It is important to remember that the questions themselves are not prohibited by the law, but using the answers as a basis for decisions may be discriminatory. The best approach is to avoid these inappropriate questions altogether. Instead, focus on assessing candidates’ skills, experience and abilities relevant to the position in question.
Questions aimed at getting to know your candidate, such as “what do you do when you are not working” or “where are you from (if you hear a different dialect, for example)” may lead the candidate to give you answers related to one of the seven grounds of discrimination. Although the intention behind such questions may be to create a relaxed atmosphere, it is important to be aware of the potential risks. Answers to these questions may reveal information that could lead to discrimination.
Guidelines for creating a non-discriminatory interview and recruitment process:
Educate and inform: Make sure that everyone involved in the recruitment process is aware of the inappropriate questions and the legal guidelines on non-discrimination.
Prepare a structured interview: Create an interview structure with predefined questions that focus on work-related qualifications and skills.
Assess all candidates on the same basis: Apply a consistent assessment process where all candidates are assessed on the same criteria and job-related competences. Avoid letting personal opinions or prejudices influence the assessment.
Focus on experience and skills: During the interview, concentrate on exploring the candidates’ experience, skills and work-related achievements. Ask questions that are relevant to the specific position and that give you insight into their ability to do the job.
Avoid preconceptions: Be aware of any prejudices or preconceptions you may have. Make sure that the assessment of the candidates is based on objective criteria and actual observations during the interview.
Document and track: Make sure to document all interviews and decisions in the recruitment process. This can be useful in case of need to show that the assessment was objective and based on work-related factors.
Evaluate and revise the process: After completing the recruitment process, evaluate and reflect on any shortcomings or areas for improvement. Adapt and revise the process to ensure that it is non-discriminatory and fair to all candidates.
Creating a non-discriminatory recruitment process is an important part of promoting an inclusive work environment and reaping the benefits of diversity. By avoiding inappropriate questions and focusing on relevant qualifications and competences, you can ensure that you select the best candidates based on their abilities and not on discriminatory factors.
