In recent years, Sweden has received a huge amount of immigrants and the number of people who have been granted residence permits has been record high. At the same time, the statistics show high unemployment among immigrants and many of them experience ethnic discrimination by not being called to employment interviews. The purpose of this essay is to investigate whether the active measures that oblige the employer to counter discrimination are an adequate measure to break the power structures in the workplace, or if any form of unidentification of job applications should be required to ensure the legal protection in the recruitment process for people with different ethnicity than Swedish. In order to answer the purpose of the essay, the doctrinal method has been used. This method is based on establishing the current law through a systematic and critical interpretation. The material obtained in this essay is further examined through an intersectional perspective based on the power structures in society. The result of the study shows that the method of unidentifying jobapplications can be a reliable complement to the employer’s work with the active measures,as this method ensures that discrimination does not occur during the first recruitment phase and that issues of discrimination and diversity arise through the practice of the method. From there, the employer can focus the active measures on the second phase of recruitment. Furthermore, the study has shown that both the active measures and the method are insufficient to break the power structures in society, but that they together to some extent contributes to this.