International Organization for Migration (IOM)

Improving Access to Labour market Information for migrants and employers
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biased recruitment outcomes and contributing to improving firms’ productivity as well
as the labour market integration of immigrants. Since discrimination and cultural
diversity-related issues may also have a negative impact on earning outcomes and job
mobility of employees with migrant background, anti-discrimination counselling
and support should be provided not only for the recruitment process but throughout
the human resources management cycle.
In Sweden, according to the new Discrimination Act, which came into force in
January 2009, employers with 25 or more employees must have an action plan
against discrimination and conduct pay reviews every three years. They can turn to
the Equality Ombudsman for guidance on how to comply with the Act, and they are
also offered the opportunity to participate in courses (Chapter 9); those measures
should be extended to smaller firms. A good practice for diversity-hiring awareness
in Sweden consists in the networks meetings organized by the Ombudsman with
the unions and the representatives of employers’ associations. Lawyers and experts
are invited to participate in those meetings, the objective of which is to exchange
experience of working with discrimination cases, and of effective measures.