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Linköping University, Department of Behavioural Sciences and Learning. Linköping University, Faculty of Arts and Sciences.
Linköping University, Department of Behavioural Sciences and Learning. Linköping University, Faculty of Arts and Sciences.
2015 (Swedish)Independent thesis Advanced level (degree of Master (One Year)), 240 HE creditsStudent thesisAlternative title
Abstract [sv]

Studiens fokus ligger på chefskapet, vad chefer upplever behövs för att leda i mångfaldsarbete, och vidare till vad organisationen kan göra för att stödja cheferna i deras vardag. Studien har en kvalitativ ansats och datainsamlingen har skett med intervjuer av nio chefer i en stor bank i Sverige som arbetar aktivt med mångfaldsfrågor. Studiens största fynd är att chefernas beskrivningar åtskiljer sig utifrån deras position. Chefer som har en kundnära position resonerar kring mångfald utifrån ett kvantitativt synsätt. Chefer med en position av mer övergripande karaktär beskriver mångfald utifrån ett kvalitativt synsätt. Dessutom finns olika beskrivningar på nyttan med mångfald utifrån specialist eller generalist perspektiv. Vi ser därför att mångfald presenteras och diskuteras utifrån flera spännande perspektiv, vilket är av intresse och värde för organisationer som vill initiera mångfaldsarbete. För att underlätta chefernas vardag kan banken skapa mätbara mål med mångfald och stödstrukturer för nätverk.

Abstract [en]

This thesis focus on management and managers experiences, what they need to lead diversity, and on to what the organization can do to support managers in their everyday lives. The study has a qualitative approach and the data collection was conducted with interviews of nine executives of a major bank in Sweden that actively address diversity issues. The study's main findings are that managers´ descriptions are separating due to their position. Managers who have a position which is customer related reasons of diversity based on a quantitative approach. Managers with a position of a general nature describe diversity based on a qualitative approach. In addition, there are different descriptions of the benefits of diversity from a specialist or a generalist perspective. We therefore see that diversity is presented and discussed from several exciting perspectives, which is of interest and value to organizations if they are initiating diversity work. In order to facilitate, the bank can create diversity targets and support structures with available networks.

Place, publisher, year, edition, pages
2015. , 71 p.
Keyword [en]
Diversity, inclusion, manager, management, diversity management, leadership, organization, network
Keyword [sv]
Mångfald, inkludering, chef, ledarskap, organisation, nätverk
National Category
URN: urn:nbn:se:liu:diva-119322ISRN: LIU-HRM/HRD-A--15/10--SEOAI: diva2:820979
Subject / course
Master's programme in Human Resource Management & Development
2015-06-05, 08:00 (Swedish)
Available from: 2015-09-09 Created: 2015-06-13 Last updated: 2015-09-09Bibliographically approved

Open Access in DiVA

Att förena chefskap med mångfaldsarbete i den finansiella sektorn(941 kB)67 downloads
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Type fulltextMimetype application/pdf

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Hydén, AnnaPersson, Ann-Sofie
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