Subconscious assumptions eliminated through anonymous recruitment
The NLS aims to be a skilled, diverse and attractive work community where employees feel well. The best way to utilise the available competence potential is to promote and appreciate the diversity of the staff. Anonymous recruitment can be used to ensure equal treatment of job applicants and the diversity of NLS employees.
In the autumn of 2024, the NLS will for the first time test anonymous recruitment, where the applicant’s personal data such as name, date of birth, gender and native language are not known to the recruiter before the job interview. Once the candidates have been selected, the personal data will be displayed and the recruitment will proceed in the traditional way.
“The system we are using can handle the anonymisation, which means that the processing of applications will not become any more arduous. Applicants will also be instructed to write all text in open text fields in a manner that will not reveal their personal data,” explains specialist Johanna Ojasti from the NLS HR management support unit.
In anonymous recruitment, the focus will be on the applicant’s skills, work experience and motivation while eliminating factors irrelevant to the job at hand.
“This is an interesting experiment that will force us to examine our own unconscious assumptions and help us to focus on the essential. We will collect experiences from the anonymous recruitment and share them with all supervisors and specialists involved in recruitment, and think about the future after that,” Johanna Ojasti says.
Diversity training for all
The diversity, wellbeing and creativity of the work community are promoted through equal working methods that value diversity and take everyone into account. It is also important that the atmosphere allows everyone to act and work without any fear of discrimination, disrespect or bullying, and that there is a shared aim to find solutions to eliminate any barriers.
This year, everyone at the NLS must complete the online course “Sustainability in my work: diversity and inclusion.” The aim is to increase the employees’ awareness of diversity and inclusion, to eliminate unconscious assumptions and prejudices, and to build a workplace culture that values diversity.
Published at the beginning of this year, the course specifically created for the NLS provides basic information about diversity and inclusion at the workplace and encourages everyone to review their attitudes and develop the day-to-day operating culture at the workplace. While the focus is on the work community, the lessons learned can also be applied to work done with customers.
“We also encourage the staff to discuss the thoughts raised by the course at team meetings, during coffee breaks or in the discussion forum on our intranet. Approximately half of the employees have already completed the course. According to the feedback, the training has made people reflect on their own actions, and insights have emerged,” says specialist Päivi Mytkäniemi from the NLS HR management support unit.
Everybody is responsible for creating a workplace that values diversity and is safe from the mental health viewpoint. As an authority and employer, the NLS also has a statutory obligation to promote equality and prevent discrimination.
The NLS has signed the FIBS Diversity Commitment, which means commitment to the promotion of diversity, inclusion and equality in the work community. The aim is that every member of the work community can feel a sense of belonging to the group, and feel valued as themselves and empowered regardless of their background.
Further information
Annukka Kokkonen, sustainability specialist, forename.surname@maanmittauslaitos.fi