In the light of a massive migratory movement who in 2015 resulted in more than 160 000 asylum applications in Sweden, a need for a good integration arises, which is partly linked to employment and an open labor market for everyone. The aim of this study is to investigate an employer's right to set language requirement when recruiting and what consequences this may cause for people who do not have Swedish as their native language. In order to achieve the purpose of the study, a jurisprudential method is primarily used with elements of the EU legal method. There is also a social scientific method in the study to illustrate the consequences of the language requirement. The investigation shows that an employer may set language requirement when recruiting if there is a legitimate purpose and the means used are appropriate and necessary to achieve the purpose of the language requirement, otherwise this could result in indirect discrimination on grounds of ethnicity. The conclusion shows that the law is vague regarding the application of the language requirement and an employer can easily get around the legislation with convenient arguments used in court. Two future scenarios in the analysis also shows that the impact of language requirement could lead to ethnic systematic discrimination in cases of glibly using. It can also have the opposite effect in terms of strengthening integration in the workplace and in society in cases of restrictively using.

The purpose of this thesis is to investigate Sweden’s ability to adopt positive actions based on gender and ethnicity into national legislation, in regard to EU regulations. The possibility to use positive actions is established at an EU level by both treaties and directives. EU-case law narrows the practical use of the measure. Sweden has chosen to implement positive action based on gender but not ethnicity in their national legislation, despite the fact that the allowed extent to use it would have been the same. The purpose is further to gain a deeper understanding of the problems, as well as the beneficiary effects, that positive actions based on ethnicity could lead to. The thesis applies a combination of both legal method and sociology of law perspectives. Intersectional perspectives have been applied in the thesis to obtain further knowledge about the structural discrimination of ethnic minorities in Sweden. The thesis includes an investigation of the legal grounds of positive actions based on gender to enable comparisons but the main focus will be on positive actions based on ethnicity. The Swedish discussion on positive action based on ethnicity is mainly focusing on the problem of compiling statistics on people’s ethnicity, which may be a necessary consequence of the measure to achieve explicitness. The most obvious benefit with positive action based on ethnicity is that it aims to improve the situation on the labor market of disadvantaged groups. People with foreign ethnical backgrounds are systematically discriminated in the Swedish society and since Sweden currently is facing a great migratory movement, the need for measures against systematic discrimination grows. Dividing the population into different categories can lead to segregation rather than integration on the labor market. The problem arises when the will to create opportunities for foreigners contradicts the Swedish fear of categorizing people. Possible solutions with perhaps more long-term outcomes could be to increase employers awareness of the positive economic effects of diversity in the workforce and also to increase awareness among the Swedish population about the systematic discrimination of foreigners to change social norms.

In recent years, artificial intelligence (AI) has been used frequently in the Human Resources industry in order to streamline recruitment processes and exclude human biases about candidates. The shift from human recruitment to recruitment using digital tools is affecting how workplaces are shaped and which candidates are hired. The purpose of this study is to investigate how artificial intelligence affects the recruitment process in Human Resources and what advantages and disadvantages can be generated by the increased use of AI technology in HR. By studying this, it is also possible to visualize how individuals and societal structures may be affected by AI recruitment. The study’s theoretical frame of reference is based on Anthony Giddens' (1991) theory of modern society followed by Pierre Bourdieu's (1986) theories of capital and social space. This study is a literature review which is a study that summarizes several scientific studies. The results of the study show, among other things, that the use of artificial intelligence in recruitment processes can have a negative impact on individuals and social structures in workplaces, it can contribute to homogeneous workplaces and the reproduction of society’s power structures. Furthermore, the study shows that there is a gap in knowledge regarding research on individuals' subjective experiences of AI recruitment. / Den artificiella intelligensen (AI) har under de senaste åren använts inom Human Resources branschen i syfte att effektivisera rekryteringsprocesser och exkludera mänskliga fördomar om kandidater. Skiftet från mänsklig rekrytering till rekrytering med hjälp av digitala verktyg påverkar hur arbetsplatser formas och vilka kandidater som anställs. Syftet med studien är att undersöka hur den artificiella intelligensen påverkar rekryteringsprocessen inom Human Resources och vilka för- och nackdelar som kan genereras av AI-teknologins ökade användning inom HR. Genom att studera detta synliggörs även hur individer och samhälleliga strukturer kan tänkas påverkas av AI-rekrytering. Studiens teoretiska ramverk utgår från Anthony Giddens (1991) teori om det moderna samhället följt av Pierre Bourdieus (1986) teorier om kapital och det sociala rummet. Denna studie är en litteraturstudie vilket är en studie som sammanfattar flera vetenskapliga studier. Studiens resultat visar bland annat att användandet av artificiell intelligens i rekryteringsprocesser kan ha en negativ inverkan på individer och strukturer på arbetsplatser, det kan bidra till homogena arbetsplatser och reproducering av samhälleliga maktstrukturer. Vidare visar studien att det finns ett kunskapsglapp vad gäller forskning kring individers subjektiva upplevelser av AI-rekrytering.