Hodnocení náborových praktik z pohledu uplatnění managementu diverzity

This work aimed to evaluate the recruitment practices of a specific food chain with a focus on diversity and to evaluate the effectiveness of diversity training from the perspective of managers. Based on the evaluation, recommendations are made for improvement in the area of diversity management. Recruitment practices were assessed through observation of five interviews for two different positions with real applicants, observation of managers at an assessment centre and an experiment with fictitious CVs investigating whether age or gender discrimination occurs in recruitment. The effectiveness of diversity training was examined through interviews with five managers who are required to attend these trainings regularly. As a result, managers, although they have prejudices, especially about older individuals, do not let themselves be influenced by their prejudices and do not discriminate against applicants based on age or gender. The result was also that diversity training is an obligation for managers to fulfil, but from their point of view it is not necessary or beneficial for them, as they do not have prejudices or privileges.