Syftet med studien, som har genomförts på en enhet inom metallföretaget Boliden Mineral AB, var att undersöka hur medarbetare med olika utländska bakgrunder har upplevt sig bli inkluderade på arbetsplatsen. Tidigare forskning har visat att viktiga delar när det kommer till inkludering är bland annat klimatet på en arbetsplats, ledarskapet, organisationskulturen och vikten av att ha en mångfaldig arbetsplats. I tidigare forskning har det framkommit att det finns många positiva effekter av en inkluderande arbetsplats samt hur exkludering kan påverka medarbetare negativt. Den metod som använts är semistrukturerade intervjuer med personer som har olika utländska bakgrunder. Totalt intervjuades fem personer där fyra intervjuer genomfördes på plats i företagets lokaler och en genomfördes via videolänk. För att bearbeta datamaterialet användes den tematiska analysmetoden. Resultatet visade att företaget i helhet upplevs som inkluderande men att några förbättringsområden som Boliden har är pre- och onboardingprocessen eftersom medarbetare upplevde bristande hjälp och introduktion. Resultatet visade även att aktiviteter för att främja inkludering som har genomförts tidigare har varit uppskattat av medarbetare men där de önskar fler aktiviteter på både företags-, avdelnings- och gruppnivå. En annan del som arbetsgivaren kan förbättra är relaterat till tillgång av information där medarbetare upplevde att en del dokument, policys och introduktionsfilmer bara finns på svenska. Eftersom både svenska och engelska används i organisationen är en slutsats att Boliden bör se till att mer material ska finnas på båda språken för att upplevas som mer inkluderande. / The purpose of this study, which has been conducted at a unit within the metal company Boliden Mineral AB, was to investigate how employees with foreign backgrounds have experienced inclusion in the workplace. Previous research has shown that important factors when it comes to inclusion are for example the working climate, leadership, organizational culture and diversity in the workplace. Moreover, research has determined that there are many positive effects of an inclusive workplace while exhibiting how exclusion can affect employees negatively. The method used in this study is semi-structured interviews with people with foreign backgrounds. In total, five interviews were held, out of which four were held at the company's office and one was a video interview. The data has been analyzed using thematic analysis. The results showed that the company at large is perceived as including. However, some improvements can be enacted by Boliden when it comes to pre- and onboarding since employees experienced shortness of help and introduction. The results also showed that activities promoting inclusion have been appreciated by employees, but they would like to see more activities on the company-, department- and group levels. Another aspect that the employer can improve is access to information in various languages, given employees´ encounters with some documents, policies and onboarding videos that are only available in Swedish. Seeing that both Swedish and English are used in the organization, one conclusion suggested by this study is that Boliden should ascertain that more material is available in both languages. Consequently, the company would be experienced as more inclusive.

This thesis describes and analyses diversity management and its best practices (with the focus on nationalities and cultures). The central question in this research is: 'what are the essential elements of diversity management to effectively manage diversity within organizations?' Via desk- and field research (interviews and questionnaires) information is obtained to answer this question and other sub questions of the thesis. Nowadays, organizations have to adapt themselves to a rapidly changing environment, both internal and external. Companies have to deal with a continuously evolving labor- and sales market, which is the result of various factors, including the changing demographic composition and globalization. Organizations cannot longer ignore diversity and should take it into account, to ensure that the company will not face any future problems related to recruiting, efficiency, innovation, growth, et cetera. Based on the conducted research, it became clear that implementing diversity management consists out of several stages, namely: 1. Establish diversity council and appoint diversity contact officer who together bear the main diversity responsibilities; 2. Previous diversity initiatives should be visualized; 3. Organizational data must be collected; 4. Diversity strategy and priority areas must be set up (inclusive organizational culture, management support and awareness & commitment); 5. Establish diversity policy (allowance of country-by-country deviations) and 6. Define diversity tools (recruitment, training, mentoring & coaching, career development, linkage diversity & performance, benefits/other factors and partnering with external bodies). During these different stages, it is important to communicate with all employees, since this will create support, awareness and commitment to diversity. After the process has been completed, it is important to monitor and evaluate the diversity vision, policy and tools. Main conclusions that can be drawn from the research are the following: 1. Diversity brings more advantages than disadvantages; 2. Management team diversity is of great importance; 3. Inclusive organizational culture is essential; 4. Diversity management must be integrated and 5. Attractiveness of diversity management should be promoted. In addition, the conducted research made clear that companies should spend more time and energy to diversity management and they should really focus on their 'ability to execute', since this will bring many advantages and will avoid future problems.