Demand for equality and equity in recruiting. Case: Amos Rex.
Kulomaa, Sanja (2024-04-14)
Kulomaa, Sanja
Taideyliopiston Sibelius-Akatemia
14.04.2024
Tutkielma
taidehallinto
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi-fe2024061048488
https://urn.fi/URN:NBN:fi-fe2024061048488
Tiivistelmä
Anonymous recruitment has been a common topic of discussion in Finland, but so far it has mainly been used in state and municipal organizations. In the field of arts and culture, the themes of equality and equity have been featured in abundance, but anonymous recruitment not as much.
This qualitative case study examines which themes and aspects should be taken into account when introducing an anonymous recruitment process. It also produces additional information for the evaluation of the upcoming anonymous recruitment pilot by defining an archetype of previous job applicants and the recruiters' experiences and views on recruitment and its development.
The research questions are answered through the thematic framework and by conducting empirical research through document analysis and online survey. Through document analysis, the typical job applicants of the case organization are defined, and the current status of the equality and equity situation of the recruitment process is clarified with an online survey. With the combined results of these methods, a view is formed on what should be accounted in the introduction of anonymous recruitment in an art organization.
The case organization's applicants corresponded well to the general image of museum workers, which can be considered to mean that discrimination in the museum industry is deeper than in just recruiting. The recruitment process, when asked from the recruiting personnel, turned out to be in a good state from the point of view of equality and equity, but it was seen that there is need for development to make it even more non-discriminatory. On top of these, the following issues emerged as the most important considerations in the introduction of anonymous recruitment: anonymous recruitment alone is not enough to guarantee non-discriminatory recruitments, more attention should be paid to linguistic accessibility and jointly shared procedures to reduce the uncertainty of recruiting personnel when carrying out recruitments.
This qualitative case study examines which themes and aspects should be taken into account when introducing an anonymous recruitment process. It also produces additional information for the evaluation of the upcoming anonymous recruitment pilot by defining an archetype of previous job applicants and the recruiters' experiences and views on recruitment and its development.
The research questions are answered through the thematic framework and by conducting empirical research through document analysis and online survey. Through document analysis, the typical job applicants of the case organization are defined, and the current status of the equality and equity situation of the recruitment process is clarified with an online survey. With the combined results of these methods, a view is formed on what should be accounted in the introduction of anonymous recruitment in an art organization.
The case organization's applicants corresponded well to the general image of museum workers, which can be considered to mean that discrimination in the museum industry is deeper than in just recruiting. The recruitment process, when asked from the recruiting personnel, turned out to be in a good state from the point of view of equality and equity, but it was seen that there is need for development to make it even more non-discriminatory. On top of these, the following issues emerged as the most important considerations in the introduction of anonymous recruitment: anonymous recruitment alone is not enough to guarantee non-discriminatory recruitments, more attention should be paid to linguistic accessibility and jointly shared procedures to reduce the uncertainty of recruiting personnel when carrying out recruitments.
Kokoelmat
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