One step further on the road to cultural diversity: - Implementing ethnic diversity among managers in Ericsson
Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
The aim of this study is to find out what keeps the foreign workers in Ericsson from achieving leading roles in the organization. The low presentation of the immigrants in Ericsson’s management team compared to the proportion of immigrants in lower positions, suggests that there might be a glass ceiling in the organization. By examining the existing obstacles that non-Swedish employees at Ericsson face in getting into the management team, we can come up with solutions that can make it easier to overcome these barriers. In order to find out these difficulties, fourteen interviews have been conducted with four groups of respondents: Immigrant managers, Immigrant employees, Swedish managers and Swedish employees. The results of these qualitative interviews are then analyzed to reach to a conclusion and the possible solutions to resolve these difficulties. These different groups have given different perspectives in looking at this complex phenomenon. We asked about the factors that were assumed to be the main problems such as: society’s culture, deficiency in recognition of competence, lack of contact network, lack of communication skills, internal factors and finally the organizational factors. The results proved that all these factors can affect the possibilities for career advancement for immigrant employees in Ericsson in some degree, but the most visible factors were the culture, lack of contact network, and internal factors. Therefore the organization can resolve these difficulties by focusing on increasing diversity awareness and training, helping the foreign employees form contacts using various strategies.
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IdentifiersURN: urn:nbn:se:su:diva-6455OAI: oai:DiVA.org:su-6455DiVA: diva2:196507