Swedish antidiscrimination law in action – an e-mail conversation between a recruiter and a candidate

Based on a true story. If you are interested in learning more about the Swedish Discrimination Act (in Swedish), head over to my post evaluating a range of answers to requests based on Chapter 2 Section* as final assignment for an advanced university course in Swedish Labour Law.

*”If a job applicant has not been employed or selected for an employment interview, or if an employee has not been promoted or selected for education or training for promotion, the applicant shall, upon request, receive written information from the employer about the education, professional experience and other qualifications that the person had who was selected for the employment interview or who obtained the job or the place in education or training.”

https://www.do.se/other-languages/english/discrimination-act/#2
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Objective champions & compassionate enthusiasts – Gendered wording in job ads

You might have heard that the way in which job ads are phrased might have an impact on how attractive they are to potential applicants. Some companies offered paid services on improving your ads, other tools are readily available online or you can just check out the original word list here.

And it sounds promising, right? Surely, erasing typical male words is not only an easy thing to do, it´s intuitive that this will increase your influx of female candidates. An attractive low-effort-high-impact recruitment intervention. Or is it?

In this post, I walk you through the original research and some of the media coverage done on the topic and give some tips on how to implement a more gender-balanced perspective in your job ads. I will also take a critical stand regarding if – from a bigger perspective of attracting talents and making them apply – working on your job ad wording is worth the effort. Maybe not surprisingly, my answer is “no” but I believe that in your context, it might be an interesting puzzle piece to consider.

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