Kan instruktioner om en rättvis och likabehandlande rekrytering leda till minskad diskriminering?

This study examined if individuals act in a less discriminating way and in a more fair way when they receive instructions about justice and not being discriminating while recruiting. 96 randomly assigned students at the University of Lund participated in this study. The participants were informed that they would act as a recruiter. They would then choose and place three of the best personal record in order of preference. There were three different kinds of company policies/instructions. One of the policies did not contain any manipulation at all. The second policy contained a weak manipulation and the third policy contained a strong manipulation about justice and not acting in a discriminating way while recruiting. Our first hypothesis was that individuals act less discriminating when they receive instructions that emphasize justice and equal treatment while recruiting. Individuals will also act even less discriminating when they receive instructions that emphasize equal distribution among age, sex, ethnic and cultural diversity and justice while recruiting. Individuals who do not receive any instructions that emphasize justice will instead act more discriminating. Our second hypothesis was that individuals with a strong social dominance orientation will act more discriminating and less fair while recruiting. Individuals with a weak social dominance orientation will act less discriminating and more fair while recruiting. Our third hypothesis was that individuals with a strong social dominance orientation who do not receive any instructions will act more discriminating while recruiting. Individuals with a weak social dominanceorientation who receive instructions that contain a weak or strong manipulation will act less discriminating while recruiting. We did not receive any support for our hypothesises. The explanation could be that our hypothesis must be examined in other ways