Inclusion and diversity (D&I) are crucial themes for organizations aspiring to be seen as attractive employers. Organizations develop policies and strategies regarding how to develop a diverse workforce (Dean and Zamora 2022). Ortlieb and Sieben (2013) argues that ethnic minorities in various ways is a ‘critical resource’ for organizations today. One way of addressing, attracting, and retaining this critical resource is for companies to develop a solid D&I image. Romani (et al., 2019) argues that diversity measures may reproduce inequalities in organizations, by benevolent, yet potentially discriminating rationalities that positions marginalized groups as inferior, strengthening the hierarchical order in organizations rather than challenges it.  

Against this background, we seek to critically scrutinize how values of D&I is negotiated in the relationships between hiring managers and HR recruiters in a large company in Sweden. The aim is to gain knowledge about how hiring managers and HR-recruiters negotiate D&I in recruitment processes. The following research questions has directed our attention in the analysis:

- What meaning is ascribed to diversity and inclusion in recruitment processes?

- What categories are negotiated as part of diversity and inclusion in the organization and how are these categories constructed and their meaning negotiated?