Abstract Title: Network communication for equal opportunities (Nätverkskommunikation för jämställdhet) Number of pages: 47 (54 with enclosures) Author: Hillevi Good Tutor: Ylva Ekström Course: Media and Communication Studies D Period: Spring Semester 2007 University: Division of Media and Communication, Department of Information Science, Uppsala University Aim: The aim of this essay is to study the possibilities to bring about change by the means of communication in two networks, focusing on the implementation of the Swedish Equal Opportunities Act. Material and method: The study draws on data collected in an electronic survey among representatives of two networks consisting of representatives from trade unions and employer’s associations. The material is analyzed using descriptive tools, cross tables and correlation matrices in which general characteristics as well as individual understandings of the network communication are presented and discussed. Main results: The general results indicate that the network communication serves important purposes, such as providing support and motivation for the members and changing attitudes towards equal opportunities. The analysis suggests that the network members have good communicative possibilities to serve as agents of change within their organisations. Moreover, there is an observed relation between, on the one hand, organizational context and, on the other hand, the network members’ own communicational behaviour and their experienced possibility to influence their organizations. Keywords: network communication, diffusion of innovations, behaviour change, Equal Opportunities Act

Syftet med detta arbete var att kritiskt granska historieläromedel ur ett genusperspektiv.Arbetet belyser hur utvalda karaktärer såsom Gustav Vasa, Gustav II Adolf och drottningKristina framställs i text under en 20 års period, det vill säga från år 1980-2000. För attavgränsa mig valde jag att granska sju läroböcker i ämnet historia, som är eller har varitläromedel för årskurs 4-6. Avsikten med arbetet är att se vilka egenskaper som förmedlas omde ovanstående karaktärerna, och om läromedlen är förenliga med styrdokumentens krav omjämställdhet. Resultatet visade bland annat att de manliga karaktärerna utmärktes medegenskaper såsom: Ledarskap, aktiva, energiska och kloka. Samt att Kristinas egenskaperutmärktes såsom: Omogen, pojkaktig och känslosam. En av mina slutsatser i detta arbete varatt läromedlen visade tydliga exempel på traditionella stereotypa föreställningar. Samt visadearbetet tydliga mönster på att män utgör den typiska ledarskapsförmågan och beskrivs av envästerländsk manligt idealtyp. / The purpose of this essay was to critically research the historical teaching materials through agender perspective. The essay highlights how the chosen characters such as Gustav Wasa,Gustav II Adolf and Princess Christina are represented in the text during a period of 20 years,more specifically year 1980 until 2000. To be more explicit, I have chosen to analyze seventext books as study material that are currently utilized or have previously been in use, withinthe subject of history for 4 to 6 grade students. The main reason of this study was to determinewhether the quality of the message conveyed about the characters mentioned above matchwith the study materials on gender equality issue as of the steering documents’ requirements.The result stated amongst other, that the male characters had been distinguished as, leaders,active, energized and intelligence. Queen Kristina, the female character has beendistinguished as, immature, childish and sensitive. One of my conclusions was that the studymaterial displayed a very traditional and stereotype conception. The report also illustrate thatthe male had always constituted the ideal leadership and been portrayed in the literature assuch.

The purpose of this study is to examine web-based recruitment to short term summer jobs at the SocialServices Department in Luleå municipality in Sweden. Recruitment goals, selection options on therecruitment homepage Offentliga Jobb and recruitment practices were analysed in order to reach a deeperunderstanding of the interactions between these three levels in the selection process. Pre-selection throughOffentliga Jobb was a special concern of the study. Different consciousness levels in the selection process areemphasised according to Anthony Giddens' structuration theory. Ten recruiters from different parts of thedepartment were interviewed. Due to the qualitative nature of the study the conclusions concern only theactual respondents and can not be generalised to the whole population of recruiters. Selection options andselection practices at the Social Services Department were found to mostly correspond with the municipalityguidelines for recruitment as well as with policy documents such as shared values. There are however someconcerns about the Offentliga Jobb homepage not being user friendly. There is room for improvement insome rooted selection practices such as using age to measure social skills of the applicants and applying aslightly different skill-set profile to applicants with perceived international background. The importance ofmaking a universal skill-set profile for all applicants and of reflexions on the selection criteria at discursivelevel of consciousness is emphasised.

<p><b>Background and problem:</b> It is important for a policy aiming at overcoming discrimination to be justifiable as just or as creating justice. When a policy is implemented lacking such qualities it is argued to be unjust, which creates a problem. During the last decades there has been massive immigration to the Western countries from countries marked by war and disaster. This has created problems of integration into the “new” society, and the use of preferential policies has become increasingly topical. Whether or not the use of preferential policies is a just method is the basis of this thesis.</p><p><b>Aim</b>: The aim of this thesis is to study the concept of preferential policies in an impartial perspective of fairness. By impartial it is meant to present facts speaking both for and against preferential policies as being just. The main question of this thesis is whether or not preferential treatment is a just method to create equality within the society.</p><p><b>Method</b>: A research method of textual analysis has been used combined with an analysis of structure of arguments.</p><p><b>Theoretical framework</b>: First, definitions of discrimination and preferential policies as such are focused upon in the third chapter. Second, the concept of social justice and its connection to preferential policies is treated. The question if preferential policies should be directed towards individuals or groups is a central question in the debate and it will demand its space in this thesis. Here the importance of merit will be discussed. The section about individuals and groups will be followed by a section discussing the importance of ethnic diversity which will be followed by a comparison of the development of preferential policies in the USA and Sweden. Last, there will be a section where an attempt to generalize between arguments is made.</p><p><b>Conclusions and Discussion</b>: In this part a conclusion and a discussion will be presented. Here conclusions will be drawn from the gathered material. Finally there will be a discussion on the subject and of how the research procedure has proceeded.</p>

Anhand von statistischen Angaben von Frau Dr. Vo Thi Ngoc Lan wird ein Blick auf die Gleichstellungsarbeit in der soz. Republik Vietnam im Allgemeinen und an der Technisch-Pädagogischen Universität Ho Chi Minh Stadt im Speziellen geworfen. Sowohl in Vietnam als auch in der Bundesrepublik Deutschland besteht in mancherlei Hinsicht noch ein Ungleichgewicht der Geschlechter. Somit besteht im Bereich der Sicherung einer echten Chancengleichheit der Geschlechter noch Handlungsbedarf, wie im Beitrag gezeigt wird.

Bakalauro baigiamajame darbe nagrinėjamas lygių galimybių principų įgyvendinimas viešųjų institucijų personalo valdyme. Šis bakalauro baigiamasis darbas susideda iš trijų pagrindinių dalių. Pirmoje dalyje nagrinėjama lygių galimybių samprata, jų problematika mokslo požiūriu, taip pat lygios galimybės darbo rinkoje teoriniu požiūriu. Antra darbo dalis skirta ištirti lygių galimybių principų vietą viešųjų institucijų personalo valdyme, analizuojant personalo valdymo funkcijas, jų atlikimo uždavinius, apžvelgiant šiandieninę lygių galimybių situaciją Lietuvoje ir pasaulyje. Trečia dalis yra empirinė, joje tiriamas lygių galimybių principų taikymas Lietuvos viešųjų institucijų personalo valdyme. Tyrimas pradedamas bendra lygių galimybių darbo rinkoje teisinio užtikrinimo apžvalga. Norint ištirti kaip lygių galimybių principai yra reglamentuojami viešųjų institucijų personalo valdyme, atlikta dokumentų turinio (content) ir statistinių duomenų analizė. Tyrimas patvirtino hipotezę, kad skiriamas didelis dėmesys lygių galimybių principams teisiniame personalo valdymo reglamentavime dar negarantuoja lygių galimybių principų įgyvendinimo ir diskriminacijos reiškiniai viešajame sektoriuje dar vis egzistuoja. / The main aim of bachelor conclusive work "Implementation of the principles of equal opportunities in public institutions personnel management" was to review the equal opportunities principles to the management staff of public institutions. This work consists of three main parts. The first part deals with the concept of equal opportunities, their problems in terms of education, as well as equal opportunities in the labor market in terms of theoretical. The second part of the work is to explore the principles of equal opportunities in personnel management. The third empirical part studied the application of equal opportunities for Lithuanian public institutions personnel management. In research made the analysis of document contents and statistical data analysis confirmed the hypothesis of this bachelor conclusive work. Analysis of the equal opportunities in the public sector's labour market shows that despite advanced laws assuring equal opportunities and positive changes in society, the problems of discrimination still exist.

There have been good arguments made for the development of aggressive affirmative action policies with the end goal of quickly moving black South Africans into corporate and high ranks within management of organisations. One of the central arguments in favour of aggressive AA policies is the risk of racial polarization post-apartheid should a quick fix not be initiated. It makes good business and economic sense for AA policies to be implemented as black consumers coupled with black managers will have the eventual end point of lower unemployment and crime, through job creation and security of the representative majority.

Specialistai pažymi, kad Lietuva išlieka viena netolerantiškiausių valstybių visoje Europoje, o nepakantumo lygis kai kurių mažumų grupių nariams yra išskirtinai didelis. Neigiamos nuostatos, stereotipai bei kylanti diskriminacija yra daugelio mažumų grupių neatsiejama kasdieninio gyvenimo dalis. Diskriminacija neigiamai veikia tiek ją patiriančių žmonių, tiek ir visos visuomenės gerovę. Lietuvoje trūksta tyrimų, nagrinėjančių diskriminacinių nuostatų bei elgesio priežastis ir pasekmes. Pastebimas integruotos mažumų sampratos stygius, taip pat sisteminio požiūrio į mažumų patiriamą atskirtį, problemas bei jų įveikos galimybes trūkumas. Tai lemia nepakankamas ar netinkamas prevencijos bei intervencijos priemones. Tuo tarpu, šių priemonių klaidingas supratimas bei parinkimas, gali lemti jų visišką neefektyvumą ar net žalingumą. Be to, nėra ir pačios antidiskriminacinės veiklos efektyvumo bei galimybių studijų. Todėl ir buvo atliekamas šis darbas. Jo tikslas: išsiaiškinti lygių galimybių ir antidiskriminacinės veiklos specialistų turimą mažumų diskriminacijos Lietuvoje reiškinio vaizdą ir požiūrį į diskriminacijos įveikos galimybes. Jam pasiekti keliami uždaviniai: Išsiaiškinti ekspertų (1) turimas mažumų bei diskriminacijos sampratas; (2) matomą mažumų situacijos vaizdą; (3) matomas diskriminacijos priežastis ir pasekmes; (4) Lietuvos antidiskriminacinės politikos vertinimą; ir (5) matomas diskriminacijos įveikos galimybes ir būdus. Buvo atliktas kokybinis vertinamasis tyrimas... [toliau žr. visą tekstą] / Experts state that Lithuania remains one of the most intolerant countries in Europe. Intolerance towards some specific social minorities is extremely high. Prejudices, stereotypes and discrimination are a concurrent in many minorities’ daily life. Discrimination has a negative influence not only on the discriminated but also on the society as such. There is a lack of studies analyzing the causes and sequences of discriminatory beliefs and behaviors in Lithuania. There is neither a real integral conception of minorities nor a systemic approach to minorities’ problems and possibilities to solve them. This ends in inaccurate preventive and interventional measures. The object of this work was to survey equal opportunities and antidiscrimination field experts’ prospects of discrimination against minorities in Lithuania and approach to possibilities of overcoming discrimination. The set tasks were to survey experts’ (1) concepts of minorities and discrimination; (2) prospects of situation of minorities; (3) supposed causes and sequences of discrimination; (4) evaluation of current antidiscrimination policy in Lithuania; and (5) supposed possibilities and means of overcoming discrimination. A qualitative descriptive research was made. The method: a qualitative analysis of semi-structured interview. Four experts were selected from different fields of antidiscrimination and equal opportunities policy implementation covering wide field of working issues on all minority groups. The... [to full text]

Historically, recruitment by the UK construction industry has been homogeneous, with a marked propensity for organisations to attract, recruit and select white nondisabled men. This makes construction the most white and male-dominated of all major industrial sectors. Previous research on women's and ethnic minorities' experiences within construction have shown that the industry reproduces a white male culture in which women and ethnic minorities experience marginalisation, discrimination, disempowerment, prejudice and 'glass ceilings' to their career progression. This, in turn, leads to vertical segregation within construction firms. Despite the under representation and underachievement of women, ethnic minorities and disabled people within the industry, little is known of the views and experiences of key construction industry stakeholders on workforce diversity and the potential impact that this has on promoting the diversity and equality agenda. Accordingly, this research makes a unique contribution by investigating diversity and equality from the perspective of employers, professional bodies, training organisations and industry policy forums to provide a more holistic understanding of why the industry has failed to diversify its workforce. The findings of the research develop existing theoretical perspectives on the underrepresentation and underachievement of women and ethnic minorities in the industry through an analysis of the cultural and institutional processes which shape the position of women and ethnic minorities. To achieve this, a primarily qualitative methodology was employed for the research in which stakeholder attitudes to workforce diversity were explored using in-depth semi structured interviews. The research also critically evaluated the industry's previous attempts to diversify its workforce using desk-top and case study research methods. Collectively, these investigations revealed the necessary challenges for policy makers to overcome in order to promote positive change within the industry. These included the existence of mutually reinforcing industry structures, customs and practices which systematically reflect and produce inequalities for underrepresented groups. Together, they undermine the delivery of diversity and equality policies and practices. On the basis of the research findings a framework of integrated diversity policy initiatives were developed. These address the need for both structural and cultural change within the sector and behavioural compliance in addition to attitudinal and cultural change. The efficacy of these measures was validated through a high level workshop in which leading industrialists and policy specialists debated and refined the key outcomes of the work. The resulting policy framework has been adopted by the Institution of Civil Engineers as their diversity and equality guidance document.

Nos últimos anos, o tema da representação política no contexto brasileiro adquiriu maior relevância na pauta nacional a partir das manifestações de rua que eclodiram por todo o Brasil em junho de 2013. A presente dissertação tem os objetivos de analisar o dever dos partidos de assegurar a autenticidade do sistema representativo sob a perspectiva intrapartidária e de verificar o significado da expressão “igualdade de oportunidades” no direito eleitoral e partidário brasileiro e sua aplicação. A metodologia adotada consiste em pesquisa qualitativa, por meio do método lógicodedutivo de abordagem. A coleta dos documentos e bibliografias foi realizada por meio de pesquisa em livros, periódicos, jurisprudências e artigos armazenados em arquivos públicos, bibliotecas e sites eletrônicos na Internet. O estudo mostra-se relevante em face da perda de confiança nos partidos políticos para a melhoria da democracia representativa brasileira, bem como a intervenção do Supremo Tribunal Federal na legislação eleitoral em nome de um chamado equilíbrio da igualdade política. Nesse contexto, resta à ciência investigar as causas da falha dos partidos políticos no cumprimento do dever de assegurar a autenticidade do sistema representativo e verificar o que se entende pela expressão “igualdade política”. O trabalho foi dividido em quatro capítulos. O primeiro capítulo tem a função de delimitar o horizonte de compreensão a respeito de conceitos e questões fundamentais ao tema. O segundo capítulo tem o escopo de analisar o dever dos partidos de assegurar o sistema representativo sob a perspectiva do princípio da democracia intrapartidária. O terceiro capítulo se ocupa em verificar o significado da expressão “igualdade de oportunidades” no direito eleitoral e partidário brasileiro e sua aplicação. O quarto capítulo trata da análise do conteúdo da última reforma eleitoral realizada em 2015, bem como a PEC do Senado Federal nº 36/2016. / In recent years, the theme of political representation in the Brazilian context has become more relevant in the national agenda, based on the street demonstrations that broke out across Brazil in June 2013. The present dissertation aims to analyze the parties' duty to ensure Authenticity of the representative system from an intraparty perspective and to verify the meaning of the term "equal opportunities" in Brazilian electoral and party law and its application. The Methodology consists of qualitative research, through the logical-deductive method of approach. The collection of documents and bibliographies was conducted through research in books, journals, case law and articles stored in public archives, libraries and electronic websites. The study is relevant in the face of the loss of confidence in political parties to improve representative Brazilian democracy, as well as the intervention of the Federal Supreme Court in electoral legislation in the name of a socalled balance of political equality. In this context, it remains for science to investigate the causes of the failure of political parties to fulfill the duty of ensuring the authenticity of the representative system and to verify what is meant by the term "political equality". The work was divided into four chapters. The first chapter has the function of delimiting the horizon of understanding about concepts and questions fundamental to the theme. The second chapter has the scope of analyzing the duty of the parties to secure the representative system from the perspective of intraparty democracy principle. The third chapter is concerned with verifying the meaning of the term "equal opportunities" in Brazilian electoral and party law and its application. The fourth chapter deals with the analysis of the content of the last electoral reform carried out in 2015, as well as PEC from the Federal Senate nº 36/2016.