| dc.description.abstract | In today’s pursuit of workplace equality, our master’s thesis delves into a critical yet often overlooked aspect of recruitment: the job analysis process. Despite organizational efforts toward diversity, unconscious gender biases continue to infiltrate and skew hiring practices from the very first step.
This study investigates how gender biases manifest during job analysis, influencing role descriptions, competence assessments, and ultimately, hiring decisions. Through in-depth qualitative research, including semi-structured interviews and thematic analysis, we uncover the phenomenon of gender biases and how they shape recruitment outcomes.
Our study reveals that using a variety of sources for the job analysis, rather than just the hiring manager’s perspective, may lead to a clearer and more unbiased understanding of the position. This approach smooths out the differences between how managers and employees describe positions, ensuring a fairer portrayal. Additionally, consistent, and clear communication of key job attributes among everyone involved is crucial. We also found that being aware of and actively managing unconscious gender bias is essential to creating fair recruitment processes. By refining the job analysis stage, organizations can set the stage for more unbiased and effective hiring practices.
Dive into our research to discover how your organization can lead the charge in promoting gender equality right from the start of the recruitment process. | en_US |
