Inclusive Recruitment as a Driver of Business Value: Lessons from Sweden
Across labour markets worldwide, employers are increasingly recognising that inclusive recruitment is not only a social responsibility but a powerful lever for strengthening competitiveness as well as the employer brand. This perspective was highlighted in a recent webinar hosted by Arbetsförmedlingen, Sweden’s Public Employment Service, titled “Så skapar företagen affärsnytta med inkluderande rekrytering”, published on 3 December 2025 (only available in Swedish).
In the session, senior leaders from Swedish companies shared practical insights that resonate strongly with the mission of public employment services (PES) globally: to support employers in widening their talent pipelines and to ensure that individuals, regardless of background or ability, can contribute fully to the labour market.
Broadening Access to Skills Through Inclusion
The webinar brought together Stefan Arkelius, Head of Leader and Employee Experience at Axfood, and Delal Apak, CEO of Novare Intro. Both emphasised that employers who “think in new ways and recruit more broadly” can unlock new competencies that traditional recruitment processes often overlook. Their experiences show that inclusive recruitment strategies help organisations address skills shortages, while simultaneously fostering innovation and resilience.
A particular focus of the discussion was the potential of jobseekers with disabilities. The speakers noted that when companies focus on individual capability rather than limitations, they discover motivated, skilled employees whose perspectives enrich the workplace and strengthen operational performance.
Support Mechanisms That Enable Change
Inclusive recruitment requires not just willingness, but the right tools. Alexandra Sjöberg, expert at Arbetsförmedlingen, outlined the supports available to employers who want to broaden their recruitment pool. These supports help mitigate risk, lower administrative barriers, and build employers’ confidence in working with diverse candidates. They include advisory services, targeted employment measures, and financial incentives, practical instruments that public employment services in many countries offer in similar forms.
A Story from the Workplace: Capability First
The webinar also featured a concrete example from Fredrik Liljegren, a CEO who hired Jamil, a trained welder whose disability had previously hindered his opportunities on the labour market. Liljegren emphasised that the decisive factor in the recruitment was Jamil’s competence. This case illustrates how inclusive recruitment can deliver direct operational value while advancing social and economic inclusion, an outcome at the heart of PES priorities worldwide.
Why Inclusive Recruitment Matters for Labour Markets
The experience shared in this Swedish webinar reinforces themes that WAPES members recognise across regions:
• Expanded talent pools reduce recruitment bottlenecks in sectors facing labour shortages.
• Diversity of perspectives strengthens innovation and problem solving capacity. • Inclusive employer practices improve job matching and labour market efficiency.
• Cooperation between PES and employers accelerates transitions into sustainable employment.
The message is clear: inclusive recruitment is not merely a social policy ambition; it is an economic strategy.
A Shared Mission for Public Employment Services
Public employment services play a crucial role in helping employers shift from traditional recruitment models to more open, skills focused approaches. The Swedish example demonstrates how PES can act as facilitators, advisors, and partners in building more inclusive labour markets. It also shows that when employers embrace diversity, they gain a competitive advantage while contributing to more equitable societies.
The insights from Arbetsförmedlingen’s webinar can provide valuable inspiration for WAPES members seeking to strengthen collaboration with employers and broaden access to meaningful employment for all.
Do you have any comments or questions about this topic? Please feel free to contact Arbetsförmedlingen via [email protected].
Ulf Norman, WAPES Consultant – Arbetsförmedlingen