Syftet med vår studie är att undersöka hur kulturella normer och värderingar stödjer eller hindrar förändringar, för att ta reda på varför det inte är jämställt på chefspositioner. Vidare vill vi undersöka hur organisationer kan förändra dessa kulturella normer och värderingar och hur jämställdhetsplanen kan användas som ett förändringsverktyg i arbetet mot ökad jämställdhet på chefspositioner. Utifrån en kvalitativ metod har vi intervjuat fem arbetstagare inom polisen i Karlskrona, då det är en organisation som inte är jämställd på chefspositioner, trots aktiva åtgärder. Vi har utgått från organisationskultur som teoretisk utgångspunkt, då vi anser att det är relevant för vår studie. Några av slutsatserna i studien är att det finns olika åsikter angående hur kulturella normer och värderingar stödjer eller hindrar arbetet för förändring mot ökad jämställdhet på chefspositioner och hur organisationer kan förändra dem kulturella normer och värderingar som utgör hinder för kvinnor att avancera samt hur jämställdhetsplanen kan användas som ett förändringsverktyg för att påverka jämställdhetsarbetet. Trots olika åsikter bland respondenterna går det att konstatera att kulturella normer och värderingar utgör hinder som påverkar kvinnors vilja att avancera genom att de påverkar individerna inom organisationer på olika sätt. Vidare tyder vår studie på att det går att förändra kulturella normer och värderingar till viss del genom ökad medvetenheten samt ny kunskap om problemet med bristande jämställdhet. Vi kan även konstatera att jämställdhetsplanen kan användas som ett förändringsverktyg trots att den många gånger tenderar till att endast bli ett pappersarbete. / The aim of this study was to investigate how cultural norms and values support or restrict changes to find out why it is not equal in management positions. The study also examines how organizations can change those cultural norms and values and how the gender equalityplan can be used as a tool for change in the work towards gender equality in management positions. With a qualitative approach five workers within the police in Karlskrona were interviewed, because it is an organization, which is not equal in management positions, despite active measures. The theoretical approach that was used is organizational culture. Some of the study’s conclusions are that there are different opinions about how cultural norms and values support or restrict the work of change towards gender equality in management positions and how organizations can change the cultural norms and values that constitute barriers to women's advancement and how the equalityplan can be used as a tool for change to affect gender equality. Despite different opinions, we can establish that cultural norms and values obstruct women's willingness to advance. Furthermore, our study also concludes that it is possible to change cultural norms and values to some extent by increased awareness and knowledge about the problem of gender inequality. We can also observe that the equality plan can be used as a tool for change even though it often tends to be a paper work.

Sverige har gått från att ha varit ett homogent land till ett multikulturellt land på ett par decennier. Arbetsmarknaden har haft stor efterfrågan på arbetskraft där företagare har anställt arbetskraft från andra länder och fått en hög mångfald på sina arbetsplatser. Ekonomisk nedgång i samhället har påverkat arbetsmarknaden med hög arbetslöshet speciellt för invandrare.Syftet med vår studie är att undersöka hur mångfald diskursivt konstrueras av chefer och HR-ansvariga på arbetsplatsen. Frågeställningar i vår studie har varit att undersöka hur chefer och HR-specialister samarbetar kring mångfaldsplanen och om de ser för- och nackdelar med mångfald på sina arbetsplatser. Offentliga myndigheter har enligt lag skyldighet att upprätta en mångfaldsplan vart tredje år och aktivt arbeta för att främja mångfald medan den privata sektorn inte har sådana krav. En tredje frågeställning i vår studie är att jämföra om det finns skillnader mellan dessa två företag och hur de eventuellt ser ut. För att få svar på våra forskningsfrågor har vi använt oss av en kvalitativ studie med semistrukturerade frågor. Vi har intervjuat tre respondenter inom vardera offentlig och privat sektor, två chefer, två HR-specialister och två fackliga ombud. Resultat som framkommer är att de anställda ska ha rätt yrkeskompetens och att chefer inte fokuserar på den arbetssökandes etnicitet eller kulturella bakgrund. Viktigt är att de personer som söker arbete passar in i arbetslaget och har värderingar som stämmer överens med verksamheten. Samarbete mellan chefer och HR-specialister ser lite olika ut mellan företagen i vår studie, eventuellt beroende på skillnaden i storlek. Vår studie visar att mångfald som begrepp kan vara svårdefinierbart då det inte bara handlar om etnicitet och annan kulturell bakgrund. Alla respondenterna ser positivt på mångfald på arbetsplatsen och tycker att de positiva effekterna väger tyngre än de negativa. / Sweden has gone from being a homogenous country to being a multi-cultural country in a couple of decades. The labor market has had great demand for labor and entrepreneurs have hired labor from other countries. Today there is a higher level of diversity in workplaces. Economic decline in society has affected labor market with an impact of high unemployment, especially for immigrants.The purpose of our study is to examine how diversity is discursively constructed by managers and HR managers in the workplace using a norm-critical perspective.Question formulation in our study were to examine how managers and HR specialists collaborate on the diversity plan and if they see advantages and disadvantages of diversity in their workplaces. Public authorities have a statutory duty to establish a diversity plan every three years and work actively to promote diversity while the private sector does not have such requirements. A third question formulation in our study is to compare whether there are differences between these two companies and what they might look like. To get answers to our research questions, we used a qualitative study using semi-structured questions. We interviewed three respondents from public and three from private sectors, two managers, two HR specialists and two union representatives. A result that emerges is that employees should have the right professional skills and that managers do not focus on the job applicant's ethnicity or cultural background. Important is that the people who are looking for work blend in with the team and have values that match the business. Cooperation between managers and HR specialists are slightly different between the companies in our study, possibly due to the difference in size. Our study shows that diversity as a concept can be difficult to define because it is not just about ethnicity and cultural background. All respondents welcome diversity in the workplace and think that the positive effects outweigh the negative.

The subject of this thesis Position of women in the labour market is to describe the status of women in the Czech labour market and formulate reccomendations for improvement. The theoretical part presents literary overview of basic concepts about issues, especially the definition of basic terms of gender, gender segregation, discrimination, gender pay gap between men and women. In the second part are the relevant data analyzed by statistical data.

O presente estudo apresenta uma análise do princípio da igualdade e sua aplicação pela Suprema Corte americana e pelo Supremo Tribunal Federal brasileiro. Para tanto, analisa, de um lado, os atuais padrões de teste adotados pela Suprema Corte para aplicação do princípio da igualdade e, de outro lado, a ausência de critérios por parte do Supremo Tribunal Federal para a mesma finalidade. Dentre as inúmeras medidas que vem sendo adotadas, na busca da realização do princípio da igualdade, as políticas públicas, entre as quais destaca-se a política de cotas, merecem uma maior atenção. Muito embora, em um primeiro momento, a política de cotas possa parecer ter um bom propósito, ao olhar para ela de forma mais crítica, possível perceber que se trata de alternativa transitória. Por isso, uma outra solução precisa ser pensada. E, considerando que os padrões de teste da Suprema Corte americana não encontram aplicabilidade na realidade brasileira, a melhor alternativa, para o contexto brasileiro, parece passar pela igualdade de oportunidades, traço esse fundamental do estado social, que encontra amparo na Constituição Federal brasileira. Levando em conta, então, a importância e atualidade do tema, um estudo sobre ele se mostra sempre relevante. / This study presents an analysis of the principle of equality and its application by the american Supreme Court and the brazilian Supreme Federal Court. It analyzes, on the one hand, the current test standards adopted by the Supreme Court to apply the principle of equality and, on the other hand, the absence of criteria by the Supreme Federal Court for the same purpose. Among the many measures that have been adopted in the pursuit of the realization of the principle of equality, public policies, among which stands out the quota policy, deserve greater attention. Although, at first, the quota policy may appear to have a good purpose, to look at it more critically, can see that this is a temporary alternative. So another solution must be considered. And since the american Supreme Court's testing standards do not find applicability in the brazilian reality, the best alternative, to the brazilian context, seems to pass for equal opportunities, this fundamental trait of the welfare state, which finds support in the brazilian Federal Constitution. Considering, then, the importance and timeliness of the topic, a study it shows it is always relevant.

The present doctoral thesis deals with diversity management and clarifies its concepts. The objectives of the thesis include comprehensive characterisation of diversity management as an element of corporate culture, description of roles of managers, departments of human resources and the role of the top management. Additional goals include charting the current scheme of diversity training and describing the inter-relations between corporate culture and diversity management. The chapter devoted to concrete case studies in companies which are focusing on diversity management or equal opportunities explores the current situation in the field with the aim to provide its analysis and evaluation. The thesis consists of two sections (focused on the theoretical framework and the research (case studies itself) and comprises seven thematic chapters. Throughout the thesis, interrelationships with management of human resources, corporate culture, management-oriented training, as well as the appreciation of diversity are highlighted. The thesis provides comparison between equal opportunities policies and diversity management and examines organisational development from the viewpoint of diversity development and diversity in the workplace. The author analyzed in detail diversity management using semi-structured...

The work deals with the problems of employing people with disabilities and ethical aspects related to the problem. Describes their difficulties in finding an employment, problems of discrimination, difficulty with unemployment and also how unemployment affects the psyche of the people. It also deals with how the state helps people who have difficulty with finding employment and other ethical problems such as the problem of discrimination, solidarity in the welfare state, the right to work and so on. It also shows the status of people with disabilities in the society and whether their rights are always respected in society.

O presente estudo apresenta uma análise do princípio da igualdade e sua aplicação pela Suprema Corte americana e pelo Supremo Tribunal Federal brasileiro. Para tanto, analisa, de um lado, os atuais padrões de teste adotados pela Suprema Corte para aplicação do princípio da igualdade e, de outro lado, a ausência de critérios por parte do Supremo Tribunal Federal para a mesma finalidade. Dentre as inúmeras medidas que vem sendo adotadas, na busca da realização do princípio da igualdade, as políticas públicas, entre as quais destaca-se a política de cotas, merecem uma maior atenção. Muito embora, em um primeiro momento, a política de cotas possa parecer ter um bom propósito, ao olhar para ela de forma mais crítica, possível perceber que se trata de alternativa transitória. Por isso, uma outra solução precisa ser pensada. E, considerando que os padrões de teste da Suprema Corte americana não encontram aplicabilidade na realidade brasileira, a melhor alternativa, para o contexto brasileiro, parece passar pela igualdade de oportunidades, traço esse fundamental do estado social, que encontra amparo na Constituição Federal brasileira. Levando em conta, então, a importância e atualidade do tema, um estudo sobre ele se mostra sempre relevante. / This study presents an analysis of the principle of equality and its application by the american Supreme Court and the brazilian Supreme Federal Court. It analyzes, on the one hand, the current test standards adopted by the Supreme Court to apply the principle of equality and, on the other hand, the absence of criteria by the Supreme Federal Court for the same purpose. Among the many measures that have been adopted in the pursuit of the realization of the principle of equality, public policies, among which stands out the quota policy, deserve greater attention. Although, at first, the quota policy may appear to have a good purpose, to look at it more critically, can see that this is a temporary alternative. So another solution must be considered. And since the american Supreme Court's testing standards do not find applicability in the brazilian reality, the best alternative, to the brazilian context, seems to pass for equal opportunities, this fundamental trait of the welfare state, which finds support in the brazilian Federal Constitution. Considering, then, the importance and timeliness of the topic, a study it shows it is always relevant.

O presente estudo apresenta uma análise do princípio da igualdade e sua aplicação pela Suprema Corte americana e pelo Supremo Tribunal Federal brasileiro. Para tanto, analisa, de um lado, os atuais padrões de teste adotados pela Suprema Corte para aplicação do princípio da igualdade e, de outro lado, a ausência de critérios por parte do Supremo Tribunal Federal para a mesma finalidade. Dentre as inúmeras medidas que vem sendo adotadas, na busca da realização do princípio da igualdade, as políticas públicas, entre as quais destaca-se a política de cotas, merecem uma maior atenção. Muito embora, em um primeiro momento, a política de cotas possa parecer ter um bom propósito, ao olhar para ela de forma mais crítica, possível perceber que se trata de alternativa transitória. Por isso, uma outra solução precisa ser pensada. E, considerando que os padrões de teste da Suprema Corte americana não encontram aplicabilidade na realidade brasileira, a melhor alternativa, para o contexto brasileiro, parece passar pela igualdade de oportunidades, traço esse fundamental do estado social, que encontra amparo na Constituição Federal brasileira. Levando em conta, então, a importância e atualidade do tema, um estudo sobre ele se mostra sempre relevante. / This study presents an analysis of the principle of equality and its application by the american Supreme Court and the brazilian Supreme Federal Court. It analyzes, on the one hand, the current test standards adopted by the Supreme Court to apply the principle of equality and, on the other hand, the absence of criteria by the Supreme Federal Court for the same purpose. Among the many measures that have been adopted in the pursuit of the realization of the principle of equality, public policies, among which stands out the quota policy, deserve greater attention. Although, at first, the quota policy may appear to have a good purpose, to look at it more critically, can see that this is a temporary alternative. So another solution must be considered. And since the american Supreme Court's testing standards do not find applicability in the brazilian reality, the best alternative, to the brazilian context, seems to pass for equal opportunities, this fundamental trait of the welfare state, which finds support in the brazilian Federal Constitution. Considering, then, the importance and timeliness of the topic, a study it shows it is always relevant.

Submitted by Marcia Bacha (marcia.bacha@fgv.br) on 2013-10-15T13:42:36Z No. of bitstreams: 1 sergio_bezerra.pdf: 415543 bytes, checksum: 7b0aedfe78cc18eb9f9b0bcc6506f594 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-10-15T13:42:51Z (GMT) No. of bitstreams: 1 sergio_bezerra.pdf: 415543 bytes, checksum: 7b0aedfe78cc18eb9f9b0bcc6506f594 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-10-15T13:44:13Z (GMT) No. of bitstreams: 1 sergio_bezerra.pdf: 415543 bytes, checksum: 7b0aedfe78cc18eb9f9b0bcc6506f594 (MD5) / Made available in DSpace on 2013-10-15T13:47:49Z (GMT). No. of bitstreams: 1 sergio_bezerra.pdf: 415543 bytes, checksum: 7b0aedfe78cc18eb9f9b0bcc6506f594 (MD5) Previous issue date: 2010 / This descriptive study provides insights into the promotion equal opportunities to mentally challenged workers in the context of modern organizations, taking rationality as a guiding principle of their practices. Management practices of those who promote equal opportunities were analyzed through adaptations made in the communication and description of job vacancies for mentally challenged people. Therefore, indicators of recruitment and selection processes, trainings, performance assessments, job analyses, and attributes of instrumental and substantive rationality that oriented these adaptations were examined. Results show that the management practices of theses workers are based on instrumental rationality, which represents a major obstacle to the promotion of equal opportunities in organizations. The conclusion is that this group does not have acess to the same job opportunities and that human resources practices should change this reality in order to promote equality. This work might contribute to these changes. / O objetivo deste estudo descritivo é gerar algum conhecimento sobre a promoção da igualdade de oportunidades para trabalhadores com deficiência intelectual no contexto das organizações modernas, tomada do ponto de vista da racionalidade como orientadora das suas práticas. Foram analisadas as práticas de gestão de pessoas como promotoras dessa igualdade por meio das adaptações realizadas na comunicação e na descrição de cargo para inserção do deficiente intelectual no mercado de trabalho. Tendo isso em vista, foram investigados os indicadores de recrutamento e seleção, de treinamento, de avaliação de desempenho e de análise de cargo, bem como os atributos das racionalidades instrumental e substantiva que orientaram essas adaptações. Os resultados mostram que as práticas de gestão desses trabalhadores têm como base a racionalidade instrumental, constituindo-se num entrave para a promoção da igualdade de oportunidades para esse público nas organizações do trabalho. Conclui-se que não há igualdade de oportunidades para essas pessoas no mercado de trabalho e que as práticas de recursos humanos precisam se modificar para serem promotoras dessa igualdade. Acredita-se que este estudo possa contribuir para tal mudança.

<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. <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. <b>Method</b>: A research method of textual analysis has been used combined with an analysis of structure of arguments. <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. <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.