Mangfoldighedsledelse som tiltrækning: To virksomheders erfaringer

Louise Sembach

Student thesis: Master thesis


This thesis focuses on two Danish companies, Micro Matic and Experimentarium, and their work with diversity management. Both companies have won MIAPRISEN in the category of small and medium enterprises (SMEs). The award has been this thesis search criteria as it praises diversity in the work life which the two companies have obtained. The thesis examines how Micro Matic and Experimentarium can use diversity management to attract new employee groups. Diversity is about being different and about being treated equally. We are all different and that can be - or should be - an advantage to the companies. When companies work with a diverse work force it means that all kinds of people are offered an opportunity to work no matter which background, age, sex, ethnicity etc. they have. The thesis has a social constructive background, which allows me to formulate a problem where the emphasis is the understanding of the problem. The theory in this thesis concerning diversity management is based on three perspectives by Thomas & Ely; discrimination-andfairness, access-and-legitimacy and learning-and-effectiveness. Along with the views of other authors the diversity management theory is outlined with the essence that diversity protects against discrimination and treats everyone fair, it can give access to new markets at the same time and companies can actually learn new things from the diverse work force. The thesis also consists of theory concerning recruitment and attraction, with the view of CBS professor Henrik Holt Larsen and others and a description of the Attraction-Selection-Attrition (ASA) model made by Benjamin Schneider. The theories are used to point out what kind of diversity management perspective Micro Matic and Experimentarium use. To focus on how recruitment take place in the companies and what kind of barriers may occur in the work with diversity. The investigation and analysis is based on the experiences from the two companies shared in two interviews with representatives from each company. In conclusion, the companies can use diversity management to attract new employee groups by using their own experiences to make themselves a good reputation which can affect the attraction value. Furthermore the companies have to be prepared to face the problems that are most likely to occur in the work with diversity, but the history shows that they are fully equipped to handle these things. However, Micro Matic and Experimentarium are two very different companies and therefore the problem solving will also depend on their perspective of diversity management.

EducationsMSocSc in Human Resource Management, (Graduate Programme) Final Thesis
Publication date2009
Number of pages125