This thesis addresses issues of sex equality in the financial services sector in Britain and Turkey. incorporating a critique of the well-established theories of sex segregation in tht? labour force, the labour market and the organisation. The concepts of 'belonging' and 'otherness' are utilised to explain the problems of representation in the lahour force. Sex segregation in the lahour market is analysed using the occupational closure framework which elaborates gendered strategies of inclusion. exclusion. demarcation and dual closure. At the organisational level. the implications of different ideologies of sex equality will be studied. with a specific focus on transformational change ideology. The field study for this project was carried out with male and female stafT working in the financial sector in both countries. Two main types of data were collected: primwy data gathered through interviews and questionnaires. supplemented by field notes: and secondary data provided by the readily available published material such as international. national and organisational surveys, and company publications. The Turkish suryey generated 312 completed questionnaires and 21 taped interviews with staff employed in the sector. The British survey. which presented greater difficulties in secunng access. eventually yielded 50 completed questionnaires and 25 taped interviews. The analysis of the findings revealed certain cross-cultural differences in the gendered norms of "belonging' and 'otherness'. in the gendered strategies of occupational closure and in organisational approaches to redressing issues of sex equality. However. despite these differences. common patterns of disadvantage based on gender were apparent for staff working in the financial services sector in both societies.

This study was based on the present writer's perception that inequality in education is a result of people's negative traditional cultural attitudes to girls and women and that, to provide equal opportunities for both girls and boys, there is a need for changes in the primary and secondary school curricula that will alter peoples' attitudes. The thesis of this dissertation is that equal opportunities policies are often based on developed countries' models, recommended for implementation in developing countries' education systems by funding and research bodies. These policies do not take into account the perceptions of the key players in the implementation process and how their perceptions might influence the success or failure of intended measures to provide equal opportunities in education for boys and girls. It is hypothesised that in Uganda, the government has chosen affirmative action policies to reduce gender inequality in education but, from the perceptions of the key players, they have had unexpected consequences which reinforce past patterns of advantage and disadvantage for the targeted group. The advantages and disadvantages are grounded in the contradictory and paradoxical outcomes of internationally and nationally recommended educational policies. This is because policies deal with only one aspect of educational inequality, which is perceived in terms of girls' non-participation in education (access, enrolment and retention). They ignore the attitudinal problem, which is an outcome of the socio-economic, socio-cultural, and school related factors which not only further disadvantage girls but boys as well, thus creating more inequalities. The study focuses upon a cross-section of those who inform and implement policies in the Ministry of Education, those who implement policies at the district and school level and those whom policies target in the classroom. The data, which is selectively quoted in the study, was derived from standardised open-ended elite and group interviews. Key players' perceptions, which impact on the provision of equal opportunities in education, are discussed in relation to international and national policies in education. Particular attention is paid in the study to understanding key players' perceptions of the meaning of equal opportunities in education. This was considered as central to the successful implementation of equal opportunities measures in a way that will not disadvantage any group. It soon became clear from the perceptions on equal opportunities held by key policy makers and implementers in the Ministry of Education and at the district levels, that the problem was not changing attitudes, but increasing access, enrolment and retention for girls within the system of education. At the school level, the problem involved increasing: enrolment; retention; academic competition between boys and girls; participation of girls in school leadership; interaction; and strategies to reduce discrimination practices between boys and girls by their teachers. These perceptions were reflected in individual schools. Implications for theory and practice of equal opportunities in education are drawn from findings from the study.

The legislation relating to equal remuneration claims is an area of law which is nuanced and consequently poorly understood. It has posed an unattainable mountain for many claimants who came before the South African courts. This is as a direct result of the lack of an adequate legal framework providing for same in the Employment Equity Act 55 of 1998. The case law recognises two causes of action relating to equal remuneration. The first cause of action is equal remuneration for the same/similar work. The second is equal remuneration for work of equal value. The former is easily understood by both claimants and courts but the latter is poorly understood and poses many difficulties. The aim of this dissertation is fourfold. Firstly, the problems and criticisms regarding equal remuneration claims will be briefly highlighted. Secondly, a comprehensive analysis of the current legal framework will be set out together with the inadequacies. Thirdly, an analysis of international law and the law of the United Kingdom relating to equal remuneration claims will be undertaken. Fourthly, this dissertation will conclude by proposing recommendations to rectify the inadequacies. / Mercantile Law / LL.M. (Labour law)

The legislation relating to equal remuneration claims is an area of law which is nuanced and consequently poorly understood. It has posed an unattainable mountain for many claimants who came before the South African courts. This is as a direct result of the lack of an adequate legal framework providing for same in the Employment Equity Act 55 of 1998. The case law recognises two causes of action relating to equal remuneration. The first cause of action is equal remuneration for the same/similar work. The second is equal remuneration for work of equal value. The former is easily understood by both claimants and courts but the latter is poorly understood and poses many difficulties. The aim of this dissertation is fourfold. Firstly, the problems and criticisms regarding equal remuneration claims will be briefly highlighted. Secondly, a comprehensive analysis of the current legal framework will be set out together with the inadequacies. Thirdly, an analysis of international law and the law of the United Kingdom relating to equal remuneration claims will be undertaken. Fourthly, this dissertation will conclude by proposing recommendations to rectify the inadequacies. / Mercantile Law / LL.M. (Labour law)

Thesis (M.A.)--University of Melbourne, 1990. / Typescript (photocopy). Includes bibliographical references.

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De största affärsjuridiska advokatbyråerna i Sverige har genomgått stora förändringar de senaste decennierna och advokatens yrkesroll är i förändring. Byråerna har blivit mer professionella i strukturen, men dess ägandeform har länge förblivit oförändrad. Ägandeformen består av ett delägarskap vilket innebär att advokatbyrån ägs av ett antal advokater som även är anställda på samma byrå. Den potentiella vinsten fördelas i slutet av varje år mellan delägarna, vilket sker på olika sätt vid olika vinstdelningssystem. Fallföretaget i vår studie förändrade vid årsskiftet 2014 sitt vinstdelningssystem till ett equal partnership. Vi har i studien undersökt varför fallföretaget valt att byta vinst- delningssystem och hur förändringen påverkat användningen av andra ekonomi- styrningssystem. Studien genomfördes med hjälp av Malmi och Browns (2008) ramverk över ekonomistyrningssystem som ett paket och Andersons (2001) ramverk över olika vinstdelningssystem. Insamling av data omfattas av en intervjustudie med fyra delägare på fallföretaget samt en enkätundersökning med 13 delägare. Studiens resultat tyder på att ett förändrat vinstdelningssystem var en förutsättning för att utnyttja byråns fulla potential. Vidare ställer ett equal partnership högre krav på användning av övriga ekonomistyrningssystem, då incitamenten i belönings- och kompensationssystemet har förändrats.

FAZIT: Die EQUAL-Studie stellt eine europäische Initiative zur Beantwortung wichtiger Fragen rund um die Betreuung älterer Patienten mit fortschreitender chronischen Niereninsuffizienz dar. Die Pilotstudie konnte in Deutschland erfolgreich durchgeführt werden. Es konnten insgesamt 30 Patienten eingeschlossen werden. Hierbei wurden geeignete Rekrutierungsarten und Rekrutierungsstrategien identifiziert. Die Hauptstudie konnte mit Modifikationen im Design und Organisation aktuell erfolgreich in Deutschland und Europa durchgeführt werden. / The EQUAL study represents a European initiative of answering important questions about the medical care of older patients (age ≥ 65 years) with progressive chronic kidney disease [eGFR ≤ 20 ml/min/1,73m²]. The pilot study in Germany was successfully completed. Altogether 30 patients could be included in the study. In this connection we identified appropriate recruitment-sorts and recruitment-strategies. Currently the main study could be succeeded with modifications in design and organisation in Germany and other European countries (Netherlands, United Kingdom, Sweden and Italy)

Equal opportunity offices have been described as agencies of organisational change, and the term ‘cultural change’ has been used to describe aspects of equal opportunity work.Universities are sites of organisational cultures where equal opportunity officers have worked in Australia for the past decade. In this time there have been significant changes to higher education, in terms of the size of the university sector in Australia, and also in terms of funding, governance and management. These changes in universities provided the context for questions about the roles of equal opportunity officers in universities, and how they may have changed. This research investigated the practice of equal opportunity officers in universities by using a grounded theory approach to generate understandings about how this group of university staff may have impacted on university cultures. The study develops links between theories of culture and organisational change that was situated in the practices of equal opportunity officers.The research identified a central conceptual category that was described as ‘picking the pitch’, as the main theme in the work of equal opportunity officers in identifying issues and gaining support for a cultural change agenda. All of the preliminary themes that were identified, and the interactions, the observations and the analysis of culture were prerequisites for ‘picking the pitch’.The thesis uses the research for further reflection and integration of the goals of equal opportunity, and the means that were available to equal opportunity officers to achieve these goals. The interactions of power and influence, and some of the limitations on equal opportunity officers are discussed.In the thesis the usefulness of the concept of culture to equal opportunity officers is examined, along with the underpinning theories about the mind of humanity that contributed to their approach to their task.Finally, the thesis discusses the impact of the research for equal opportunity officers, and for the universities in which they worked.