Any attempt to tell the story of federal involvement in the dismantling of America's formalized systems of racial discrimination that positions the judiciary as the first branch of government to engage in this effort, identifies the 1954 Brown v. Board of Education decision as the beginning of the civil rights movement, or fails to recognize the centrality of President Harry S. Truman in the narrative of racial equality is in error. Driven by an ever-increasing recognition of the injustices of racial discrimination, Truman offered a comprehensive civil rights program to Congress on 2 February 1948. When his legislative proposals were rejected, he employed a unilateral policy of action despite grave political risk, and freed subsequent presidential nominees of the Democratic party from its southern segregationist bloc by winning re-election despite the States' Rights challenge of Strom Thurmond. The remainder of his administration witnessed a multi-faceted attack on prejudice involving vetoes, executive orders, public pronouncements, changes in enforcement policies, and amicus briefs submitted by his Department of Justice. The southern Democrat responsible for actualizing the promises of America's ideals of freedom for its black citizens is Harry Truman, not Lyndon Johnson. The shift in white American opinion necessary for the passage of the civil rights acts of the 1960s was generated by the cumulative effects of actions taken between 1945 and 1953. / Master of Arts

No / Progress towards gender equality within intimate relationships has been slow, evident in the persistent unequal division of household labour. Previous studies have primarily focused on non-disabled couples, but research into couples where women were physically disabled has similarly shown a lack of gender equity in housework. However, there was a gap in the evidence in relation to whether men do more housework when women develop dementia. This article presents findings from a qualitative study in England, which explored the everyday decisions made by married couples where one partner had dementia. The author examines the division of labour within the couples and identifies whether women exercised any control over who did the housework. As it was found that men were often reluctant to undertake housework when their wives developed dementia, the author concludes that gender inequality in domestic labour tends to persist, irrespective of cognitive disability.

Yes / This article investigates the representation of black, Asian and minority ethnic staff in NHS disciplinary proceedings. The study involved an in-depth knowledge review and analysis of literature on the representation of black, Asian and minority ethnic staff in NHS disciplinary proceedings from 2008 to 2017, as well as semi-structured interviews with 15 key stakeholders. Participants were stakeholders from both primary and secondary care and included equality and diversity leads, human resource professionals, NHS service managers, representatives of trade unions and health professional regulatory council representatives. The knowledge review indicates that to date, black, Asian and minority ethnic staff are disproportionately represented in NHS disciplinary proceedings. Evidence gathered demonstrates the continuation of inappropriate individual disciplinary action and failure to address organisational shortcomings against black, Asian and minority ethnic members of staff. Overall, six factors were identified as underpinning the disproportionate representation of black minority ethnic staff in disciplinaries: closed culture and climate; subjective attitudes and behaviour; inconclusive disciplinary data; unfair decision making; poor disciplinary support; and disciplinary policy misapplication.

Yes / This summary document presents the main areas of enquiry and summarises the key findings from the quantitative stage of this study; a survey of PCS lay officials undertaken in March 2013. It is presented here as a quick reference document to summarise, in bullet point form, the key findings from the full research report which presents detailed top level results, by gender, for the whole survey.

No

The object of this paper is to consider necessary and sufficient conditions in order for certain important inequalities, which are frequently used in analysis, to reduce to equalities.

Denna intervjustudie utforskar människors erfarenheter från ett långtgående jämställdhetsprojektsom bedrivits i en ideell politisk ungdomsorganisation. Syftet är att undersöka erfarenheterna frånjämställdhetsprojektet för att förstå hur det genomförts, att identifiera potentiella analytiskaingångar för vidare forskning, och att leta efter eventuella överförbara strategier förjämställdhetsarbete. Organisationen sjösatte för ett antal år sedan ett stort internt förändringsprojektmed målet att ”killar och tjejer ska kunna vara medlemmar på lika villkor.” Arbetet har fått relativtstora effekter i organisationen, mycket har förändrats i fråga om makt, utrymme och representation.Projektets effekter och de strategier som använts utforskas i denna uppsats resultatdel. I analysdelenläggs olika teoretiska perspektiv på det empiriska resultatet i syfte att identifiera analytiska ingångarför vidare forskning. Analysen sker på tre nivåer; jämställdhetsprojektet i sig analyseras, informellastrukturer och skapandet av kön analyseras, och organisationsförändringen som en helhetanalyseras. I den avslutande diskussionen sammanfattas uppsatsens huvudslutsats – att endjupgående förändring av könsstrukturer inom en organisation verkar vara något som går attgenomföra på relativt kort tid. Sammanfattningen av frågeställningarna tjänar som en beskrivningoch illustration kring hur det gått till. Uppsatsen bottnar i en förståelse av att rum för jämställdhetinte är något som finns eller inte finns – rum, i betydelsen fysiskt eller socialt utrymme, är någotsom görs. / This interview studie explores experiences from a extensive gender equality project, conducted in anon-profit political youth organization. The aim is to explore the experiences of the project in orderto understand how it was implemented, to identify potential analytical inputs for further research,and to look for any transferable strategies. The organization launched a few years ago a majorinternal project to reach the goal, that " men and women are to be members on equal terms. " Theproject have had a relatively large impact, much has changed in terms of power, space andrepresentation. The project's impacts and the strategies used are explored in this papers resultsection. In the analysis section various theoretical perspectives are applied on the empirical resultsin order to identify analytical inputs for further research. The analysis is done at three levels: theequality project in itself is analyzed , informal structures and the creation of gender in theorganisation is analyzed, and the organizational change as a whole is analyzed. The endingdiscussion summarizes the thesis main conclusion - that a profound change in gender structureswithin an organization seems to be something that can be reached in a relatively short time. Theessay is grounded in an understanding that room for gender equality is not something that may ormay not exist - room, in the meaning physical or social space, is something that is done .

The study explores gender representations in English literature texts used in Tanzanian secondary schools. The aim of this research is to raise awareness of, and contribute to, the general discussion regarding gender equality, and about the meeting the Millennium Development Goals (MDGs). The goals have been adopted by the government of Tanzania since 2000. The third goal (MDG 3) seeks to promote gender equality and the empowerment of women in all levels of education by 2015. The aim of this thesis was to examine the discourses underpinning the teaching of literature in Tanzanian schools in order to examine the extent to which gender representations within the texts, and as mediated by teachers, supports this discourse of equality. The inquiry is explored through a textual analysis of the texts which were used in secondary schools in Tanzania during observation, using postcolonial and feminist perspectives. The study further involved interviewing literature teachers and students, policy makers and curriculum planners and obtained their views about the representations of gender. Data were collected in six schools in three regions of Tanzania, namely Mwanza, Dodoma and Dar es Salaam. Analytical induction has been used to analyse the data collected from interviews and observation. Findings from textual analysis show that some of the texts selected for study do convey strong messages in favour of demarcation between women’s and men’s traits, roles, and occupations, but others do not. Most of this latter group criticise traditional constructions of masculinity and femininity portraying women as subordinate to men and victims of domestic violence, and traditional African practices such as arranged marriage, female genital mutilation and the denial of educational rights. Findings from observations revealed that the texts were tackled relatively uncritically. Teachers rarely encouraged pupils to engage critically with gender issues arising in the texts. Findings from interviews and observation revealed that teachers are not trained to include the goal in their teaching. The thesis concludes that although some of the literary texts have emancipatory aims as revealed in the textual analysis, the gender equality goal is unlikely to be achieved unless the implicit understandings of gender relations in teachers’ classroom practices are addressed. Recommendations are made on how to promote a more critical engagement with gender issues through the teaching of literature in the Tanzanian context.

African American women's (AAW) presence has increased in the corporate workforce, but this increase has not transferred to a comparable rise in leadership positions. The purpose of this transcendental phenomenological study was to explore the lived experiences AAW faced relating to race and gender differences that influenced their leadership development and limitations on advancement in Fortune 500 corporations. The research problem addressed in this study was the underrepresentation of AAW in senior leadership positions within Fortune 500 corporations and what can increase their representation and retention in senior level positions. The 10 participants included African American women holding senior level positions in corporate America. The concepts of race, gender, and stereotyping derived from intersectionality theory, critical race theory, black feminist theory, and racial microaggression were the foundation for the conceptual framework. The data collected through semistructured interviews were analyzed using the modified van Kaam method. Four themes emerged including race, gender, stereotyping in the workplace, and the lack of AAW led mentorship programs. The findings of this study may contribute to social change by assisting organizational leaders in policy changes to support the concerns of AAW in leadership roles around the lack of diversity and mentoring programs to increase retention and new recruitment.

<p>The purpose of this essay is to investigate and analyze how widely and intensive gender</p><p>equality issues are considered within Swedish companies. Qualitative interviews were</p><p>arranged with personnel managers within each company, and complemented with a</p><p>questionnaire amongst the employees. The collected information was analysed on the basis of</p><p>gender theory, organization and change theory, theory of equal opportunities and historical</p><p>statistics. The outcome of the analysis indicates that companies find gender equality of high</p><p>interest, and important to address within the daily work. However the analysis also shows that</p><p>even though the companies find gender equality important it is only adopted within few areas,</p><p>and not across all departments. Much of the work done on gender equality is done</p><p>unconsciously by the company. They do not reflect on why they need to work with gender</p><p>equality issues. The companies are unaware of and have not reflected over the majority of the</p><p>intense work within gender equality.</p> / <p>Syftet med denna uppsats är att undersöka hur brett och intensivt tre privata företag i Sverige bedriver jämställdhetsarbete. För att närma oss undersökningsområdet genomförde vi en djupintervju med ansvarig chef på varje företag samt delade ut en enkät till de anställda. Vi analyserade det insamlade materialet med hjälp av genusteori, organisations- och förändringsteori, teorier kring jämställdhetsarbete och med hjälp av statistik från tidigare forskning. Det resultatet visar på i studien är att alla företagen anser att jämställdhet är viktigt och det är viktigt att arbeta med jämställdhet. Företagen arbetar intensivt med jämställdhet inom några få områden men de saknar en bredd i jämställdhetsarbetet. Mycket av det intensiva arbete som bedrivs är idag omedvetet och företagen reflekterar inte över varför ett jämställdhetsarbete ska bedrivas.</p>