No / The purpose of this paper is to interrogate ways in which sex and sexual orientation are excluded from the agenda of work relationships in one probation service. The research was conducted through conversational interviews with members of a team responsible both for supervision of colleagues and for development of supervisory practice. Straight and lesbian officers responded to a perceived lack of skills to effectively “work with” sexuality issues. Responses lead to discussion of the discursive “silence” of sex, and to the specific positioning of lesbian identity. Specifically, it critiques approaches to supervision that do not explicitly value lesbian experience. This small study does not include the voices of black or gay male officers. It also does not explore the experience of bisexuality. The finding of this research can be used to support development of good supervisory practice. The paper sheds light on day to day interactions that “silence” experience of sexual orientation. The paper draws on original research interrogating both lesbian and straight experience. In so doing it sheds light on both discursive practices of a sexual agenda and practice issues in supervision.

Yes / This article is based on a large-scale European Commission project on international perspectives on positive action measures. The paper presents an analysis of the perceptions of positive action held by respondents from all the countries participating in an international survey, focussing specifically upon differences across equality grounds, sector and organisation type. This paper will also provide examples of positive action being applied in European and non-European countries that participated in the study. The study adopted extensive literate and online survey to obtain data from designers of positive action. Findings are discussed, conclusions drawn and wide-ranging recommendations are made at the European Commission, individual countries and organisational levels.

Yes / Around the world, inequalities exist around boundaries of race, social class, gender, disability, religious beliefs and sexual orientation, often resulting from past and current discriminatory practices. Governments have taken certain measures, including enacting policies such as positive action, to remedy such discrimination. This paper provides a comparative analysis of perceptions of the impact of positive action in seven EU and three non-EU countries. The study adopted participatory methods including consensus workshops, interviews and policy analysis to obtain data from designers of positive action. Findings are discussed, conclusions drawn and wide-ranging recommendations are made at the EC, individual countries and organisational levels.

Yes / Purpose - Within nursing, there appear to be two enduring sets of assumptions: firstly, that woman with children should prioritise the care of children; and secondly, that nursing standards require nurses to put their profession above other priorities. Commitment is linked to full-time working this contrasts sharply with the reality for many women with children who need to work part-time and are not able to change or extend working hours. Design/methodology/approach - This qualitative research involved the use of 32 in-depth interviews with thirty-two female registered nurses with children and without children. They were employed in ‘acute’ nursing where aged between 25 to 60 years old and employed in registered grades ‘D’ to ‘senior nurse manager’. They worked or had worked on a variety of employment conditions, some, but not all, had taken career breaks. The rationale for exclusively selecting women was based on the need to identify and describe organisational, situational, and individual factors related to women and the associations and barriers which affect their careers. Findings - In a female dominated profession, we find the profession resisting attempts to make the profession more accessible to women with young children. The career progression of women with children is inhibited and this is driven in part by a determination to maintain ‘traditional’ employment practices. Originality/value – This paper develops Heilman's argument that the restructuring of employment has lead to work intensification which stokes gender tensions. These findings are relevant across many areas of employment and they are significant in relation to broadening the debate around equal opportunities for women.

No / As the workforce in the British National Health Service (NHS) has become more diverse, several researchers have reported that experiences of overseas nurses have been largely negative. This paper explores Black African nurses' experiences of equal opportunities, racism, and discrimination in four NHS trusts in northeastern England. Thirty nurses from sub-Saharan countries working in four NHS trusts were interviewed between 2006 and 2008 using semistructured interviews and focus group discussions to gain an insight into their experiences in the NHS. This study suggests that Black African nurses experienced discrimination and racism from White colleagues and other overseas nurses, managers, and patients and their relatives as well as lack of opportunities in their workplaces. Managers seemed to treat British and other overseas nurses more favorably than Black African nurses. Although much progress has been made in valuing and embracing diversity in the NHS, this article highlights areas in which more work is required.

This dissertation has three aims: 1. To evaluate several ethical theories about responsibility towards future generations. 2. To construct a theory about responsibility towards future generations. 3. To carry out an ethical evaluation of different nuclear waste management methods. Five theories are evaluated with the help of evaluative criteria, primarily: A theory must provide future generations with some independent moral status. A theory should acknowledge moral pluralism. A theory should provide some normative claims about real-world problems. Derek Parfit’s theory provides future generations with full moral status. But it is incompatible with moral pluralism, and does not provide reasonable normative claims about real-world problems. Brian Barry’s theory provides such claims and a useful idea about risk management, but it does not provide an argument why future generations ought to exist. Avner de-Shalit’s theory explains why they ought to exist; however, his theory can not easily explain why we ought to care for other people than those in our own community. Emmanuel Agius’ theory gives an ontological explanation for mankind’s unity, but reduces conflicts of interests to a common good. Finally, Hans Jonas’ theory shifts the focus from the situation of future generations to the preconditions of human life generally. However, his theory presupposes a specific ontology, which might be unable to motivate people to act. The concluding chapters describe a narrative theory of responsibility. It claims that we should comprehend ourselves as parts of the common story of mankind and that we ought to provide future generations with equal opportunities. This implies that we should avoid transferring risks and focus on reducing the long-term risks associated with the nuclear waste.

This thesis focuses on gender issues in management. The emphasis is puting on role of gender in management, on differences in harmonization of the working and family life for men and women and with respekt to difficult situations in career building for women, especially in matters of competence for the performance of this office. The thesis further focuses on the issues of equal opportunities for men and women to build their own career, gender inequalities and problems in relationships of families, households and careers. Part of the thesis also describes the public opinions on gender issues in management. The last chapter introduces the issue of managers free time. Keywords: gender, management, equal opportunities, labor market, unequality, career, family, free time.

This thesis compares how during the 19th and 20th century developed the position of women in the labor market and include the influence of the feminist movement to apply to women in the work process. Thesis will focus on education, professional career and the area of women's wages.

The submitted diploma thesis summarizes knowledge and findings concerning the issues of gender and social inequality with a focus on leadership in organizations. The target of the thesis is to found out if there are any different characteristics in the way males and females perform in management posts. The theoretical point of view is gender theory, through which tries to determine the causes and context of the unequal status men and women in society and in educational system to the labour market where women face a number of barriers that are causing the lower representation of women in management. Within the framework of the theory of organization and management or in the context of leadership styles looks for the optimal leadership style regardless of gender. Keywords equal opportunities, gender roles, gender stereotypes, labour market, leadership, management

Die Politikfeldanalyse der belgischen Frauenförderpolitik für die Privatwirtschaft wird anhand eines Analyserasters für Gleichstellungspolitik durchgeführt. Nach einer Einführung in das politische System Belgiens und die gesellschaftspolitischen Bedingungen für Gleichstellungspolitik wird die staatliche Initivative für Gleichstellung in der Privatwirtschaft dargestellt. Die Analyse der Policy bezieht die relevanten politischen, verwaltungstechnischen und gesellschaftlichen Faktoren ein und nutzt Analyseinstrumente der Verwaltungswissenschaft und der feministischen Politikwissenschaft. / The Belgian equal opportunities policy for women in the private sector is analysed with an analytical framework useful for assessing gender equality policies. The text comprehends an introduction into the Belgian political system and the societal conditions for equal opportunity policies. The public policy for gender equality in the private sector is analysed borrowing analytical methods from Public Administration and feminist research on gender and the state.