Theme of this diploma work are problems of equal opportunities at the labour market. The first part concentrates on unequality between men and women, causes of different social statuses, basic terms and legislative framework of equal opportunities of men and women in the European Union and the Czech Republic. Overview of present social status of women at the labour market is given by the analysis of basic statistic indicators differentiated by gender. Apart from the European Union, which set up equal opportunities as one of its fundamental goals, important initiators of gender precautions are individual companies. Therefore following parts of my work concentrate on companies' attitude to equal opportunities and first of all on main reasons for implementation of individual precautions and concrete steps, which should support the improvement of present situation. The last chapter deals with costs and benefits consequent upon implementation of equal opportunities and shows those precautions that certify in practice.

This study is a bachelor thesis for the Human Recourse program at Umeå University. It is an interview study with section leaders at the Swedish Government Offices about their view on diversity and an inclusive approach. The objective is to identify their interpretation and perception of diversity and an inclusive approach, further, how it influences their work and their sections. The objective is reached by interviewing six section leaders and discussing how they perceive their work with diversity at The Government Offices, their section, additionally, how they pensive the meaning of the words diversity and inclusion. The results have been divided in to three parts; Relationship and definition, Work and Future. The most important part is the data that came from the six interviews. Interesting points in the discussion is also the Swedish laws about government employment and discrimination, the Government Offices  ‘Plan for equal rights and opportunities’ and The Department of Integration model for working with diversity. The tendencies are that they have problems in regards to defining diversity and inclusive approach but yet there are similarities in the descriptions both with each other and the official definition. What the section leaders experience as problems are mostly the timeframe, recruitment and how much working with these questions is valued. The report ends with a discussion and analysis where the results and arguments are debated.

The thesis is devoted to discrimination in the labor market with the stress on the gender pay gap. The aim of the thesis is to assess the status of women in the Czech labor market with respect to different social categories and the analysis of wage differences in different job categories and types of jobs. The main focus of the text is a summary of various theoretical assumptions and concepts that are used to explain discrimination against women and finding the links with the recent demographic data. The text results in analysis of the above mentioned models it terms of their application to explain gender discrimination in the Czech Republic. The thesis results in the answer to the question whether discrimination in the labor market represents major social problem in the Czech Republic. At the end of this text various measures that, in my opinion, could lead to solution of discrimination against women in the labor market are described.

The goal of this work is to outline the problems of equal opportunities in the Czech republic and to judge sex discrimination in the labour market and its factors.

The dissertation deals with the provisions of law applicable to equal opportunities of women and men in labour-law relationships. In this context, it mainly focuses on employment laws; Act No. 198/2009 Coll. on equal treatment and on legal remedies against discrimination and on amendment of some other acts (the Discrimination Act); and other related laws and regulations applicable in this area. The dissertation is divided into nine main chapters. Its core is comprised of chapters 4 through 8, which contain a detailed analysis of the statutory provisions governing the equal opportunities of women and men in employment in Czech laws, EU laws, and international treaties. Chapters 1 through 3 offer a general introduction to the domain of equal opportunities, while chapter 9 summarises the conclusions and findings of the dissertation. The first chapter explains why the dissertation deals with equal opportunities of women and men in labour-law relationships, and highlights the importance of this issue in international law and in the EU's social policies. This chapter also underlines the extraordinary community-wide significance of this issue. The second chapter contains an analysis of the basic terms used with regard to equal opportunities of women and men in labour-law relationships, and explains the...

Retention of key employees is becoming an increasingly important challenge faced by many organisations. With every employee that leaves the company, cost of recruitment and appointment, as well as training and development cost subsequent to that, are lost. The situation is aggravated by the fact that it is usually the higher performing employee who is more mobile from a career point of view, or the employee who has completed his/her training and who is more marketable, that is lost to the organisation. To effectively retain workers, employers must know which factors motivate their employees to stay on and which factors cause them to leave. The general research objective was to determine variables that influence the retention of designated employees within a platinum mine. A qualitative research design was used. Twenty four designated employees were selected randomly from the following occupations in the mining career path, namely Crew Captain in training, Crew Captain, Learner Official and Shift Supervisor. A qualitative measuring instrument, based on the phenomenological paradigm, was used to determine employees' perceptions of retention of designated employees. Content analysis was used to analyse, quantify, and interpret the research data. The results indicated that designated employees are poached by competitor companies; that designated employees leave for better payment or benefits; that they value opportunities for growth and development; that the Crew Captain title, job content and job category cause employees to be unhappy; that designated employees leave after receiving training and development; that they do not feel valued or listened to; that they are unhappy with accommodation benefits and the bonus system; that they are managed by fear; that job security makes designated employees to stay; that they leave due to poor benefits; that they are in general dissatisfied with the company; that work and safety conditions are good; that designated employees experience a lot of work pressure; that they value family responsibility; that designated employees with limited education stay; and that they experience racial discrimination. Recommendations for future research are also made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Retention of key employees is becoming an increasingly important challenge faced by many organisations. With every employee that leaves the company, cost of recruitment and appointment, as well as training and development cost subsequent to that, are lost. The situation is aggravated by the fact that it is usually the higher performing employee who is more mobile from a career point of view, or the employee who has completed his/her training and who is more marketable, that is lost to the organisation. To effectively retain workers, employers must know which factors motivate their employees to stay on and which factors cause them to leave. The general research objective was to determine variables that influence the retention of designated employees within a platinum mine. A qualitative research design was used. Twenty four designated employees were selected randomly from the following occupations in the mining career path, namely Crew Captain in training, Crew Captain, Learner Official and Shift Supervisor. A qualitative measuring instrument, based on the phenomenological paradigm, was used to determine employees' perceptions of retention of designated employees. Content analysis was used to analyse, quantify, and interpret the research data. The results indicated that designated employees are poached by competitor companies; that designated employees leave for better payment or benefits; that they value opportunities for growth and development; that the Crew Captain title, job content and job category cause employees to be unhappy; that designated employees leave after receiving training and development; that they do not feel valued or listened to; that they are unhappy with accommodation benefits and the bonus system; that they are managed by fear; that job security makes designated employees to stay; that they leave due to poor benefits; that they are in general dissatisfied with the company; that work and safety conditions are good; that designated employees experience a lot of work pressure; that they value family responsibility; that designated employees with limited education stay; and that they experience racial discrimination. Recommendations for future research are also made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

MARTINS, Maria Artemis Ribeiro. Pacto Nacional pela Alfabetização na Idade Certa (PNAIC): a educação como legitimação e dominação social. 2016. 190f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-graduação em Educação Brasileira, Fortaleza (CE), 2016. / Submitted by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2016-04-25T10:53:27Z No. of bitstreams: 1 2016_dis_marmartins.pdf: 883665 bytes, checksum: 9dcb22dafbc40959536c9dfbca2c302f (MD5) / Approved for entry into archive by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2016-04-26T14:44:42Z (GMT) No. of bitstreams: 1 2016_dis_marmartins.pdf: 883665 bytes, checksum: 9dcb22dafbc40959536c9dfbca2c302f (MD5) / Made available in DSpace on 2016-04-26T14:44:42Z (GMT). No. of bitstreams: 1 2016_dis_marmartins.pdf: 883665 bytes, checksum: 9dcb22dafbc40959536c9dfbca2c302f (MD5) Previous issue date: 2016 / This dissertation presents a critical analysis of the National Pact for Literacy in the Right Age (Pacto Nacional pela Alfabetização na Idade Certa) - PNAIC, policy established in response to the requirements of the World Bank Group for Brazilian educational system, and has as main objective to find it as a legitimating mechanism of the social domination. This is a documental and bibliographic research supported by the marxist theoretical axis. We opted for the synthesis of multiple determinations that grants us the historical and dialectical materialism, as well as in Marx, both the expository path of this investigation as the mentioned above complex will be guided by our object. The logic of this approach is based on the concept of education as an investment in men, i.e. in the formation of human capital and intellectual capital, based on the ideology of equal opportunities, that promotes in people the belief that everyone, regardless of their social background, are able to enter equitably in the individual pursuit of the development of their skills and abilities and thus to ascend socially. This rise - albeit partial, limited and based on expanding access to consumer goods through indebtedness programs - endorses the naturalization of inequality, the class change fiction, the compliance with the objective conditions of existence and the detachment of the class struggle, therefore, for the legitimation and social domination. Considering the role and the paths taken by international agencies on the educational field in Brazil, regarding the education policies in the international scope that emerged during the post-war decades, continuing on at the turn of the twenty-first century and appeared in the Brazilian scene in early 2000`s, alongside the theory of equal opportunities by François Dubet - an ideology that legitimizes and naturalizes the inequalities, the Brazilian education is here conceived in the context of capitalist sociability and class struggle, influenced by the nuances of the international economy and politics. Despite the unveiled limits and the need of class organs intermediating, we conclude that education (with the educational systems and schools) has an essential role in the socialization of the knowledge historically constructed and represents a moment of great importance for the development of a proletariat consciousness with the merge between the theoretical and practical spheres of the human existence. Therefore, it can assist in working class struggle for emancipation. / A presente dissertação apresenta uma análise crítica do Pacto Nacional pela Alfabetização na Idade Certa (PNAIC), política estabelecida em resposta às prescrições do Grupo Banco Mundial para o sistema educacional brasileiro, e tem por objetivo central localizá-lo como mecanismo de legitimação e de dominação social. Trata-se de uma pesquisa documental e bibliográfica apoiada no eixo teórico marxista. Optamos pela síntese de múltiplas determinações que nos permite o materialismo histórico-dialético e, assim como em Marx, tanto o trajeto expositivo dessa investigação quanto o complexo supracitado serão guiados pelo nosso objeto. A lógica dessa abordagem se dá por meio da concepção da educação como investimento nos homens, ou seja, para a formação de capital humano e de capital intelectual que, amparada na ideologia da igualdade das oportunidades, fomenta nos indivíduos a crença de que todos, independentemente de sua origem social, são capazes de se inserir, equitativamente, na busca individual do desenvolvimento de suas competências e habilidades e, assim, ascenderem socialmente. Essa ascensão – ainda que parcial, limitada e baseada na ampliação do acesso aos bens de consumo por meio dos programas de endividamento – corrobora com a naturalização das desigualdades, com a ficção de mudança de classe, para a conformação com as condições objetivas de existência e para o distanciamento da luta de classes, portanto, para a legitimação e a dominação social. Observando o papel e os caminhos percorridos pelas agências internacionais sobre o campo educacional do Brasil; o percurso das políticas educacionais emergidas do âmbito internacional do pós-guerra, na virada entre os Séculos XX e XXI, bem como seu despontamento na trama brasileira no Século XXI e a teoria da igualdade de oportunidades, de François Dubet – como ideologia que contribui para a legitimação e para a naturalização das desigualdades, a educação brasileira é aqui pensada no contexto da sociabilidade capitalista e da luta de classes, sob as nuances da economia e da política internacional. Não obstante os limites desvelados e a necessidade de ser mediada por organismos de classe, concluímos que a educação (com seus sistemas educacionais e escolas) possui um papel imprescindível na socialização dos conhecimentos historicamente construídos e representa um momento de extrema importância para o desenvolvimento da consciência do proletariado com a fusão entre as esferas teóricas e práticas da existência humana, portanto, pode auxiliar na luta da classe trabalhadora por sua emancipação.

The aim of this diploma thesis is to cover all phases of the development of social policy in the European Union from the very beginnings of it as one entity, and, furthermore, to concretize the importance of EQUAL Community Initiative as a tool for completing the European Employment Strategy and for fighting against all forms of discrimination and unequal conditions in the labour market. This initiative is one out of four which are funded by the European Union Structural Funds, namely the European Social Fund (ESF), in the programme period of 2000-2009. The analytical part of this thesis is aimed at the overall analysis of one of the EQUAL Community Initiative projects called "Business Without Obstructions" which is realized within the South Bohemian region. The goal of this three-year project is the support of those people from target groups who decide to solve their difficult life situation -- unemployment - with starting a business activity. The characteristic feature of this project is the establishment of the so called BENEFIT contact places which provide professional consultancy on business issues. These contact places were established in the Regional Offices of South Bohemian Chamber of Commerce.

Statistical data collection is on high level at this time in European countries including Czech Republic. However, there is still a space for enriching statistics and looking for innovative ways of using obtained data. In context of the governments' efforts to promote equal opportunities for women and men, gender statistics is being addressed. It should serve as a base for detecting a position of women and men in all areas of the society and it should help to evaluate the impact of various actions ex ante as well as ex post. The aim of this diploma thesis is to continue to fulfill the intention to provide an interconnected picture of need for gender statistics in connection with diploma thesis written by Ing. Barbora Stanislavová in 2013. The emphasis is put on adding information on current course of gender studies connected with economy and on describing selected gender statistics indicators. The previous thesis covers general gender equality indicators and labour market area, this diploma thesis concentrates on indicators in family area. Gender statistics description is accompanied by actual data for Czech Republic and other European countries in order to provide illustrative example of use of gender statistics.