Clara Bodin is a passionate advocate for integrating foreign-born academics into the Swedish job market. As the former Global Lead Diversity & Inclusion at Telia and now at Amadeus, she has been instrumental in establishing Jobbsprånget within organizations and promoting the benefits of diversity and inclusion. Winner of the Jobbsprånget Honorary Award at the Jobbsprånget Summit, we asked Clara about her motivation and drive.
What made you get involved in Jobbsprånget?
It was Nina at Jobbsprånget who called me up when I became DEI manager at Telia back in 2018 and told me the horrific facts of 35,000 unemployed foreign-born academics registered with Arbetsförmedlingen, and I thought, what is going on here? What a waste of talent, how is this even possible in a booming economy where employers complain about shortage of talent. Thing is, I have a background in recruitment myself, I know all the biases that can come at play there, so I drew the conclusion that hiring managers and recruiters probably don’t see these talents for various reasons.
How did you get started with Jobbsprånget within Telia?
Since the program had such a great set-up I figured I’d try it myself first, knowing it might be difficult to “sell” a totally new concept to my organization. Through Jobbsprånget I came across Mamtha, an extremely talented and resourceful young professional from India, who had been unemployed for 2 years in Sweden. Mamtha was absolute magic and together we started to market the program, first finding early adopters at Telia. Then, looking at their success, other managers soon followed suit. To this day, Telia has given internships to 77 people and almost 100% got a job in Telia or elsewhere.
“Not only has Jobbsprånget been a source of very motivated talents, it has also opened up existing teams to a new world of thinking, to new cultures and perspectives.”
What benefits have you seen as an employer who have been part of Jobbsprånget?
It’s a matter of finding people that they have not met or recruited before, realizing the benefits it brings. I remember one manager saying, “Where have these amazing talents been all my life?” Not only has Jobbsprånget been a source of very motivated talents, it has also opened up existing teams to a new world of thinking, to new cultures and perspectives.
One major benefit is the way the program is structured, that the internships are covered by Arbetsförmedlingen at a first stage, because it might require some time to find a headcount or a concrete project to finance the persons employment.
You have been invaluable to Jobbsprånget through your commitment to spreading the word to Swedish employers about including foreign-born academics. What motivates you in this work?
I know from experience that every person on this earth can and wants to make a contribution at work. I used to run my own business 15 years ago and I saw the most unexpected employees transform into super performers and skilled professionals. Fairness is a fundamental value, which makes me sensitive to discrimination and biases of underrepresented groups in society.
But honestly, seeing all the talent waste that is going on in the Swedish labor market makes me horrified. If there’s something I can do by using my network and platform to encourage other companies and managers to tap into the pool of international talent, I will do it. Because I know it will be worth their while. I would not have been where I am today without all my Jobbsprånget candidates.
What would you say to employers who are considering getting involved in the program?
That it is easier than you think, because Jobbsprånget process is super simple. And the talent you are looking for is out there, you just need to put new glasses on, and those glasses will be given to you by Jobbsprånget.
Photo: Peter Knutsson
