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This study aimed to analyze the social representations of gender workers a public bank in Sergipe about the Pro-Gender Equity (PPEG). Created by the federal government in 2005, PPEG is one of the main actions of the II National Plan of Policies for Women of the Presidency, is to develop new concepts in the management of people and organizational culture to achieve gender equality in the workplace with emphasis on three pillars: a) Promotion of citizenship and combating discrimination in the work of women and men, b) Commitment of institutions (organizations) with gender equity (prioritizing people management and organizational culture of the institution); c) dissemination of best practice between organizations . The grant Seal Pro-Gender Equity organizations is the culmination of the process as a whole, a condition for obtaining the Seal the fulfillment of the Plan of Action agreed by the organization and the Secretariat of Policies for Women. To achieve the research objectives, we opted for the conceptual framework of labor sociology, gender studies and social representations theory. The main categories were analytical work, gender and social gender representation. Methodologically, this qualitative research was conducted from the perspective of organizational case study. Therefore, data were collected through semistructured interviews and document analysis. The participants were four workers bank, three women and one man. This choice was intentional, since these four, two were members of the Committee on PPEG Sergipe elected in 2010, then participated in the activities related to the Program. The results report that the increased number of women in positions of higher hierarchical level. After joining the program, the bank showed that gender indicators confirmed the nearly quantitative equivalence between women and men. Moreover, the number of women decreased as the hierarchy of the post increased. / Esta pesquisa teve como objetivo analisar as representações sociais de gênero dos(as) trabalhadores(as) de um banco público em Sergipe acerca do Programa Pró-equidade de Gênero (PPEG). Criado pelo governo federal em 2005, o PPEG é uma das principais ações do II Plano Nacional de Políticas para as Mulheres da Presidência da República, consiste em desenvolver novas concepções na gestão de pessoas e cultura organizacional para alcançar a equidade de gênero no mundo do trabalho, com ênfase em três pilares: a) Promoção da cidadania e combate à discriminação no trabalho de mulheres e homens; b) Compromisso das Instituições (organizações) com a equidade de gênero (priorizando gestão de pessoas e a cultura organizacional da instituição); c) Difusão de práticas exemplares entre as organizações. Para o programa, a concessão do selo Pró-equidade de Gênero às organizações é o coroamento do processo como um todo, sendo condição para a obtenção do Selo o cumprimento do Plano de Ação pactuado pela organização e Secretaria de Políticas para as Mulheres. Para alcançar os objetivos da pesquisa, optou-se pelo quadro conceitual da sociologia do trabalho, dos estudos de gênero e da teoria das representações sociais. As principais categorias analíticas foram trabalho, gênero e representação sociais de gênero. Metodologicamente, esta pesquisa de cunho qualitativo foi realizada na perspectiva do estudo de caso organizacional. Para tanto, os dados foram coletados por meio de entrevistas semiestruturadas e análise de documentos. Participaram da pesquisa quatro trabalhadores(as) do banco, sendo três mulheres e um homem. Essa escolha ocorreu de forma intencional, uma vez que desses quatro, dois eram membros da Comissão do PPEG em Sergipe eleita em 2010, portanto estiveram inseridos nas atividades relacionadas ao Programa. Os resultados informam que aumentou a quantidade de mulheres nos cargos de nível hierárquico superior. Após a adesão ao Programa, o banco apresentou indicadores de gênero que confirmaram a quase equivalência quantitativa entre mulheres e homens. Por outro lado, a quantidade de mulheres diminuiu à medida que a hierarquia do cargo aumentou. / São Cristóvão, SE

This study is a qualitative exploration of the gendered discourses of South African women in middle management. It explores the locations and perspectives from which middle management women speak, the institutions and traditions that inform their discourses and the challenges to dominant discourses on gender present in their talk. It is conducted from a social constructionist framework. The broader South African context is fraught with a contradiction between policy and practice. South Africa’s progressive constitution does not erode women’s tenuous and vulnerable position as is seen in the high incidence of violence against women, sexual harassment and women’s specific vulnerability to and rates of HIV infection. This contradiction is also evident in the labour market where South Africa echoes a global tendency of the continuation of gender stratification in the workplace. This is characterised by a tendency towards gender traditional occupations, a continuing wage gap, discontinued career paths for women, gender stratification of task division at work and unequal work division on the home front. This results in continued gender stratification of management and executive management positions. Women make up approximately 50% of the global, economically active population yet they have not been successful in entering the management world with the same proportion. Using social constructionism and a focus on discourse, this study examines the discursive construction of the gender stratification of the workplace. It starts by exploring how available literature on the topic constructs the problem as related to internal and individual matters, societal and social factors or organisational and institutional processes. It further explores the developments in the field of gender, discourse and organisations. Interview data from semi-structured interviews with women in middle management are analysed using discourse analysis. Different and contradicting discourses emerge from this analysis illustrating different discourses and associated identity positions available to women. The discourse analysis shows how different and contradicting discourses support the status quo by structuring certain subject positions into desirable explications of femininity but also how these contradictions allow space for resistance. The study argues that establishing a feminine identity remains vital to participants and that this requires ‘identity footwork’ within complex and contradictory discursive positions. / Thesis (PhD)--University of Pretoria, 2009. / Psychology / unrestricted

The literature review shows that gender inequality in computer use exists today. The inequality begins at birth with society giving boys and girl's roles that they have to play. One possible solution to gender inequality in computer use is to put a gender equity program in place at public schools. Such a program would have to be woven into teaching practices and school activities to strengthen girls' confidence and their ability to achieve in computers.

1 online resource (xiii, 212 leaves) / DEd / Department of Educational Management / The study sought to evaluate the extent to which the affirmative action policy on the accelerated promotion of women to senior educational management positions has created opportunities for women. The policy was promulgated and implemented in 1995 with the sole purpose of achieving gender parity between men and women in educational management positions. The study was prompted by the underrepresentation of women in senior educational management positions in Matabeleland South province in Zimbabwe against the existence of an affirmative action policy which aimed at increasing the number of women in educational management positions. The study interrogated the effectiveness of the affirmative action policy in creating opportunities for women advancement to senior educational management positions, the challenges experienced by female teachers in ascending to leadership positions, the challenges faced by women in educational management positions, the unintended outcomes and the leadership qualities of women. The study employed a case study design, the qualitative approach and the convenience sampling procedure was used to select study participants. Teachers participated in the study through the focus group discussion while heads of schools, education officers, district education officers and members of the provincial education directorate were engaged through individual interviews. The study revealed that the affirmative action policy on the accelerated promotion of women to senior educational management positions was in place, though not effective because female and male candidates to educational management positions were competing on an equal basis in terms of educational qualifications, experience, and length of service, interview score and the performance rating. Women applicants only supersede their male counterparts in cases where there is a tie after all the above considerations have been made. This approach was found disadvantaging women who in general lack experience and educational qualifications in comparison to their male counterparts hence to date women remain underrepresented in educational management positions in Matabeleland South. The study revealed that women aspiring to ascend to educational management positions lacked family/spouse support and ambitions / confidence to apply for leadership positions. Socio-cultural practices, negative male attitudes about women leadership also constrained women’s v rise to leadership positions. Women in leadership positions face resistance from their subordinates and from members of the greater community who are used to be led by male leaders. The study found that the policy has a labelling effect on women promoted on such policies, it has created disharmony in families as women take their headship portfolios home. Furthermore the study established that home –work conflict causes stress on women in educational management positions .Women were found to be hard workers, less corrupt and produce better results than their male counterparts but are emotionally unstable, use autocratic leadership styles and do not take quality decisions. The study recommended that the Civil Service Commission revise, and disseminate the affirmative action policy so as to increase stakeholders’ awareness so that it can benefit the women, promote more women to headship positions so as to act as role models for other female teachers. The study proposed a model of leadership development in women by creating an enabling environment at home, school, society, and church and government level for gender equality as a pre requite for developing self confidence in the girl child and later in women

Magister Philosophiae - MPhil / One of the population structures associated with demographic dividend is “demographic transition”, which is a shift from high fertility and mortality to low fertility and mortality. It is understood that low dependency ratio (shows that there are relatively more adults of working age who can support the young and the old of the populace) is one major factor in achieving a successful demographic dividend (DD) (Esther, 2013). DD refers to the fast-economic growth that is achieved by a country when there are dependency ratios. This definition means that the proportion of people of working age group (15-64) is higher, compared to those of ages lower than 15 and above 64 years (Statistics SA, 2017). In addition, having a large proportion of working age people does not necessarily guarantee a successful demographic dividend. There are certain conditions to support a successful DD. According to Dewald Van Rensburg, 2017, South Africa is almost done with the achievement of demographic transition. These does not guarantee a successful demographic dividend. This study will therefore look at socio-economic conditions in support of a demographic dividend, because most of the working age people are still not employed, therefore are not productive enough to contribute to the economic growth. Socio economic conditions include (favorable labor market, economic growth, good governance, education and training, health care, family planning and gender equity) (StatsSA, 2017). These conditions if well-established will lead to a reduction of unemployment and therefore result in more labor resources becoming available to devote to production. Since many people entering working age find it difficult to get employment. Statistics South Africa shows that 38.2% of youth were unemployed in the first quarter of 2018 (Statistic South Africa, 2018), this study will have a close look at South African youth unemployment in relation to the demographic characteristics such as gender, population group, marital status, geography type and province of residence.

The purpose of this narrative inquiry study is to explore the barriers and opportunities women in K-12 leadership face, particularly with how they navigate conflicts in their work-life balance and in what ways they have been afforded opportunities. Work-life balance will be generally defined as the reconciliation of the conflicting demands and obligations between a women’s professional requirements and her personal life. Opportunities will be defined as events that lead to a woman’s career advancements and accomplishments. The study was designed to identify perceived barriers and opportunities during both the ascension to and experience of holding a public K-12 educational leadership position in order to explore successful strategies and factors future female leaders might use to address career ascendency and leadership development challenges. For this study, a narrative research design was used to explore, examine, and understand the female K-12 public educational leaders’ personal reflections of events and experiences, and the meaning that was extracted from those experiences. Using a categorical content analysis, themes were inductively identified within the narrative. Although the public education workforce has historically been dominated by women, evidence remains that there is a disproportionate number of women in senior leadership positions. As suggested by the review of literature, it is necessary to investigate the journey of women’s leadership development to identify how to best develop future female leaders in public K-12 education.

This phenomenological study examined the perceived influences that male graduates from Title I high schools attribute to their success. During the last 30 years the poverty gap has not narrowed and in some cases it has increased. This study hoped to provide evidence of supports needed by looking at males who overcame generational poverty. This study included qualitative data collection from interviews of 15 male participants. Nine themes emerged in the findings of perceived influences by these participants. The nine themes identified where 1) Success has two components; internal and external, 2) School personnel and programs guided success, 3) Change in mindset, 4) Changes in family structure and circumstances, 5) Lack of family financial resources, 6) Parents prioritizing success in school, 7) Being part of an athletic team/peer group, 8) Lack of experience affected college success and understanding, and 9) Credit difficulties from childhood for their success. The analysis of data collected supported the developed themes. Recommendations were made for further study and practice.

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