In this article, we explore the policies and processes of selection and recruitment from the perspective
of equality. Focusing on tacit ideas of the ?ideal worker,? ideal recruitment, and selection
that direct the recruitment process, we examine the ways in which implicit ideas and recruitmentrelated
settings of daily interaction become informal practices of inequality. In this analysis, we rely
on the conceptual framework of inequality regimes. The qualitative analysis of the semi-structured
interviews focuses on the categories of gender, ethnicity, and age. We identified three categories
of informal practices of inequality, which we have named as recruitment by the book, relocation
of responsibility, and recruiting by addressing the difference. The findings suggest that although
recruiters follow the legislation concerning equal treatment in recruitment, they do so because
they want to avoid problems and possible litigation rather than because they are committed to
promoting equality as an end in itself. However, equality promotion requires that gender, ethnicity,
and age equality is itself the goal. If equality serves other goals, such as avoiding litigation or boosting
business, the everyday practices of recruitment may turn into informal practices of inequality.
Author Biographies
Tuija Koivunen, School of Social Sciences and Humanities, University of Tampere
PhD, Researcher
Hanna Yl?stalo, Gender Studies, University of Turku
PhD, University Lecturer
Katri Otonkorpi-Lehtoranta, Work Research Centre, School of Social Sciences and
Humanities, University of Tampere
