Best practice Cases of the 4th Quality Conference for Public Administration in the EU

Diversity as an asset

Country:	Sweden
Organisation:	The County Administrative Board of Stockholm
www homepage:	www.ab.lst.se
Contact person:	Malin Mattson
Address:	Box 22067, 104 22 Stockholm
E-mail:	malin.mattson@ab.lst.se
Phone:	+46-8-785 5480
Fax:	+46-8-653 1186
Level:	State
Sector:	General administration

Short description of the case:

There is always the inherent risk and possibility that diversity oriented activities in the workplace can come to a standstill once the administrative planning and process of drafting documents and plans comes to an end. The County Administrative Board has made a commitment and concentrated on the recruitment of personnel with non-Swedish backgrounds and other underrepresented groups. Additionally, the County Administrative Board has focused on broadening the general perspective on diversity and has been working to change diversity related attitudes among their personnel so that differences will be seen as assets within the organisation rather than obstacles. One project that has been ongoing deals with workplace trainees that have ethnic and cultural backgrounds other than that of their native Swedish counterparts. A broad range of educational opportunities dealing with diversity and discrimination has also been arranged for personnel at all levels within the organization. New employee recruitment guidelines have recently been implemented such as specialized search methods to reach and attract underrepresented groups for vacant positions. The continuing work within this area has lead to increased commitment and new insights regarding diversity related issues within the organization as a whole. Many of the trainees have been offered relevant jobs as a direct result of the references and qualifications acquired through their training in the County Administrative Board. As a result of this ongoing project, there has also been an increase in job applicants with non-Swedish backgrounds and the number of employees coming from these underrepresented groups has increased.

Main feature of the case:

- Developing and using the capacities and full potential of the personnel

- Innovation and implementing change

Key words:

Human resources, diversity, discrimination, change, attitudes, recruitment, trainee, FEED, EOQF

Further information:

Long case description (PDF-form)
Case presentation (PDF-form)