This paper addresses inclusive tourism in multicultural societies by exploring the domestic tourism experiences of first-generation Italian and Chinese immigrants in Sweden within the context of visiting friends and relatives (VFR) tourism practices and activities. Our results highlight the complex interplay of personal social networks and the hosts' positionality on VFR experiences and tourism dynamics. We stress the importance of the embeddedness of personal social networks in the host country itself, as well as the immigrant host being local, both of which are crucial to tourist mobility and inclusive tourism experiences. How local the host feels, and how local their network is, changes tourism practices, especially when the local network includes native members. Moreover, we observe how forced immobility during the COVID-19 pandemic led to increased exploration of local places. These observations point to the importance of tourism actors engaging with the wider society and non-tourism industries to co-create inclusivity and provide information and possibilities to engage with different places. The latter can then be used and enjoyed not only in immigrants' daily lives but also through VFR to create further intercultural exchanges.

Major sporting events (MSEs) have been used by governments to improve the image of cities and nations, and to attract tourists. In the wake of criticism of how global MSEs handle human-rights issues, governments are pressured to rethink how these events are organised and branded. Developing and employing an analytical framework based on inclusive place branding and pathways to progressive human-rights outcomes, this study explores how and to whom inclusiveness is communicated in five Olympic Games candidate files. A quantitative content analysis is performed using keywords related to inclusiveness and three characteristics of inclusiveness are analysed qualitatively: democratic representation, inclusive participation, and committed transformation. The findings show that three of the candidate files predominantly belong to the traditional place branding paradigm through their focus on external stakeholders, while two have adopted a more inclusive place branding strategy and put emphasis on internal stakeholders. The analytical framework introduced in this study can be useful for both researchers and practitioners – such as prospective hosts of MSEs and other events – as a conceptual tool to analyse and develop inclusiveness in major events.

INTRODUCTION: A large body of research has established a consensus that racial discrimination in CV screening occurs and persists. Nevertheless, we still know very little about how recruiters look at the CV and how this is connected to the discriminatory patterns. This article examines the way recruiters view and select CVs and how they reason about their CV selection choices, as a first step in unpacking the patterns of hiring discrimination. Specifically, we explore how race and ethnicity signaled through the CV matter, and how recruiters reason about the choices they make.

METHODS: We recorded data from 40 respondents (20 pairs) who are real-life recruiters with experiences in recruitment of diverse employees in three large Swedish-based firms in the finance and retail sector in two large cities. The participating firms all value diversity, equity and inclusion in their recruitment. Their task was to individually rate 10 fictious CVs where race (signaled by face image) and ethnicity (signaled by name) were systematically manipulated, select the top three candidates, and then discuss their choices in pairs to decide on a single top candidate. We examined whether respondents' choices were associated with the parts of the CV they looked at, and how they reasoned and justified their choices through dialog.

RESULTS: Our results show that non-White CVs were rated higher than White CVs. While we do not observe any statistically significant differences in the ratings between different racial groups, we see a statistically significant preference for Chinese over Iraqi names. There were no significant differences in time spent looking at the CV across different racial groups, but respondents looked longer at Polish names compared to Swedish names when presented next to a White face. The dialog data reveal how respondents assess different CVs by making assumptions about the candidates' job and organizational fit through limited information on the CVs, especially when the qualifications of the candidates are evaluated to be equal.

How do Swedes, who are not exposed to administrativeroutines of reporting race and ethnicity, perceive, andcategorize faces with different phenotypical features? Thisstudy examines identity contestation that can occur andaddress how race affects the way you are perceived asSwedish. A sample of Swedish participants were asked toassign racial categories to images of faces with differentphenotypes, identify the skin color of the faces and ratehow ‘Swedish’ the faces are perceived. We also use eye‐tracking to explore whether participants look differentlyat the faces of different racial groups. The results showgreater identity contestation among Latino and Black faces.Moreover, while Swedish respondents identify the skincolor of faces self‐identified as Black as darker compared toother racial backgrounds, the differences in skin color re-ported between Asian, White and Latinos were very small.Despite these small differences in the perception of skincolor among Asian, White, and Latino faces, faces self‐reported as White were rated as significantly more Swed-ish by the respondents compared Asian and Latino faces.All these results contribute to the understanding of notonly how race matters in Sweden but also to the under-standing of constructivist nature of race.

This chapter gives an overview of the socioeconomic situation of Asian immigrants, and their decedents, in Sweden. With the steady growth in the number of immigrants from Asian countries to Sweden since the 1970s, Asians are becoming increasingly visible among the Swedish population. However, they are rarely represented in the public, political, and academic discussions. As a first step to tackle the “narrative scarcity” (Lee and Ramakrishnan, RSF: The Russell Sage Foundation Journal of the Social Sciences 7 (2):, 1–20, 2021), we use register data to describe the educational position and employment situation of the 10 largest East, South and Southeast Asian groups in Sweden, in comparison to non-Asian immigrant groups. We found differences based on the regions of origin: East Asian groups are highly educated but have lower employment rates. Once employed, they work in highly skilled occupations. Southeast Asians have lower education and, therefore, are underrepresented in highly skilled jobs but have high employment rates. South Asians stand between these two groups.