No studies have been published on the Swedish Armed Forces´ (SAF) diversity regarding minorities with a foreign national background. The purpose of this pilot study is therefore to start the field by looking at how the SAF, or similar organisations, can work with diversity management effectively. This is done through seven interviews with the organisation´s employees, as well as interviewing ten persons in Sweden which are part of minority-groups with a foreign national background. Avery & McKay´s (2006) theory about attracting diversity was used as basis for the interview questions, especially regarding which recruitment tactics to use when attracting minorities. The results indicate that SAF are employing the correct tactics but that the lack of clear, definable, and measurable goals for the organisation impedes the effort. As well, SAF´s focus on diversity has so far mainly included gender equality which has led to a diminishing effort towards other diversity-dimensions. However, there is a great will in the organisation to improve the work towards the other dimensions. Also, even though the SAF is employing the correct tactics, the interviews with the respondents show that some tactics might be more necessary than others. Going forth, top priority should be targeted information through personal meetings in certain areas and locations which contain a higher concentration of minorities.