The purpose of this essay is to examine how gender equality can be used in the workplace, its possible effects, and what collaboration can contribute to the subject of gender equality. A combination of legal sociological and legal dogmatic methodology has been used to examine the EU and Swedish law, how equality should be approached and what previous studies have concluded. An interview has been conducted to provide a clearer picture of how gender equality appears in practice, in the modern workplace.  An equality plan should be conducted every three years and applies to employers who are responsible for more than 25 employees. The manual should include a description of the measures considered necessary in the workplace in order to promote gender equality. How an equality plan should be developed is not specifically outlined in the current law, and thus this is left up to the employer to determine. The equality plan should be drawn up in collaboration with the employees, and usually in the presence of their union representatives.   According to current studies the general workforce has seen an increase in the number of gender equality plans carried out, since the Equality Act was established, however few correctional measures are implemented. It has also proven difficult for employers to see any immediate effects of implementing these measures. One of the reasons for this may be that employers do not need to act on the measures outlined in their equality plans, but solely identify the measures deemed necessary. Similarly, studies and the interview conducted revealed that cooperation regarding gender equality in many cases is limited.    A new investigation has suggested a more significant change in discrimination law, whereby the equality plan is replaced with systematic work on active measures. This systematic work seeks to clarify the legislation and make equality work a more liquid process that is continually evaluated and improved upon. Furthermore this approach aims to make active participation in equality promotion an obligation in the workplace.

<p>The purpose of this essay is to investigate and analyze how widely and intensive gender</p><p>equality issues are considered within Swedish companies. Qualitative interviews were</p><p>arranged with personnel managers within each company, and complemented with a</p><p>questionnaire amongst the employees. The collected information was analysed on the basis of</p><p>gender theory, organization and change theory, theory of equal opportunities and historical</p><p>statistics. The outcome of the analysis indicates that companies find gender equality of high</p><p>interest, and important to address within the daily work. However the analysis also shows that</p><p>even though the companies find gender equality important it is only adopted within few areas,</p><p>and not across all departments. Much of the work done on gender equality is done</p><p>unconsciously by the company. They do not reflect on why they need to work with gender</p><p>equality issues. The companies are unaware of and have not reflected over the majority of the</p><p>intense work within gender equality.</p> / <p>Syftet med denna uppsats är att undersöka hur brett och intensivt tre privata företag i Sverige bedriver jämställdhetsarbete. För att närma oss undersökningsområdet genomförde vi en djupintervju med ansvarig chef på varje företag samt delade ut en enkät till de anställda. Vi analyserade det insamlade materialet med hjälp av genusteori, organisations- och förändringsteori, teorier kring jämställdhetsarbete och med hjälp av statistik från tidigare forskning. Det resultatet visar på i studien är att alla företagen anser att jämställdhet är viktigt och det är viktigt att arbeta med jämställdhet. Företagen arbetar intensivt med jämställdhet inom några få områden men de saknar en bredd i jämställdhetsarbetet. Mycket av det intensiva arbete som bedrivs är idag omedvetet och företagen reflekterar inte över varför ett jämställdhetsarbete ska bedrivas.</p>

The purpose of this essay is to investigate and analyze how widely and intensive gender equality issues are considered within Swedish companies. Qualitative interviews were arranged with personnel managers within each company, and complemented with a questionnaire amongst the employees. The collected information was analysed on the basis of gender theory, organization and change theory, theory of equal opportunities and historical statistics. The outcome of the analysis indicates that companies find gender equality of high interest, and important to address within the daily work. However the analysis also shows that even though the companies find gender equality important it is only adopted within few areas, and not across all departments. Much of the work done on gender equality is done unconsciously by the company. They do not reflect on why they need to work with gender equality issues. The companies are unaware of and have not reflected over the majority of the intense work within gender equality. / Syftet med denna uppsats är att undersöka hur brett och intensivt tre privata företag i Sverige bedriver jämställdhetsarbete. För att närma oss undersökningsområdet genomförde vi en djupintervju med ansvarig chef på varje företag samt delade ut en enkät till de anställda. Vi analyserade det insamlade materialet med hjälp av genusteori, organisations- och förändringsteori, teorier kring jämställdhetsarbete och med hjälp av statistik från tidigare forskning. Det resultatet visar på i studien är att alla företagen anser att jämställdhet är viktigt och det är viktigt att arbeta med jämställdhet. Företagen arbetar intensivt med jämställdhet inom några få områden men de saknar en bredd i jämställdhetsarbetet. Mycket av det intensiva arbete som bedrivs är idag omedvetet och företagen reflekterar inte över varför ett jämställdhetsarbete ska bedrivas.

<p>Ämnet för den här uppsatsen är utformandet av Energibolagets jämställdhetsplan. Syftet med utredningsarbetet var att undersöka vad de anställda vid moderbolaget Energi inom Energikoncernen har för attityder till jämställdhet generellt på arbetsplatsen. Som metod använde vi enkäter i genomförandet av vår studie. Utifrån de anställdas attityder utarbetade vi en konkret jämställdhetsplan. Vi kom fram till att det finns mycket för Energibolaget att arbeta med vad det gäller jämställdhetsfrågor i organisationen. Jämställdhetsplanen kan vara till stor hjälp för Energibolaget, om den används, och då kan den även fungera som en handlingsplan.</p> / <p>The subject for this essay is the making of a gender equality plan for the Energicompany. The purpose with this inquiry was to investigate the employees attitude to equality between the sexes, at the workplace at the parent company Energi in the Energigroup. We were using questionnaire as method in our study. The main research findings are that there is a lot of work to be done considering gender equality in the organisation. We think that the gender equality plan also can be very useful for Energibolaget as it can be used as an action plan.</p>

<p>This essay reflects upon how recruiters working at a recruitment-agency interpret their gender equality plan and their understanding of the term gender equality. This was done by semi-structured interviews with five recruiters. Through theories concerning the gender system, organization theory with a gender perspective and the doing-gender-perspective we have come to the conclusion that the employees of the company lack a coherent interpretation of gender equality. Concerning the gender equality plan there were diverse understandings of its meaning and the application of the plan is partly insufficient. As a recruitment agency there are a number of specific difficulties related to working towards gender equality. The employees are scattered between many different companies with different cultures, which makes it difficult to affect their situation actively. A recruitment agency must also constantly adjust to the degree of interest towards gender equality their clients have. Due to the lack of coherent meaning of the equality plan among the recruiters, the work towards equality is made more difficult. By giving more attention to the equality plan in formal meetings and increase the awareness of gender equality, the company can improve their strive for gender equality.</p> / <p>Uppsatsen belyser hur rekryterarna på ett bemanningsföretag tolkar sitt företags jämställdhetsplan och vilken förståelse de har av jämställdhetsbegreppet. Detta gjordes genom halvstrukturerade intervjuer med fem rekryterare. De teoretiska utgångspunkterna är bland annat genusordningen, organisationsteori med ett könsperspektiv och doing gender- perspektivet. Vi har kommit fram till att det inte finns någon enhetlig förståelse av vad jämställdhet är på Företaget. Även beträffande jämställdhetsplanen fanns skilda tolkningar och tillämpandet av planen är delvis bristfällig. Som bemanningsföretag möter man en rad specifika problem i relation till jämställdhetsarbete. Personalen är utslussad på olika företag med olika kulturer och det kan därför vara svårt att förfoga aktivt över sin personal. Ett bemanningsföretag måste också ständigt anpassa sig till kundens intresse av jämställdhet. Eftersom rekryterarna inte har en klar konsensus kring sin jämställdhetsplans betydelse försvåras jämställdhetsarbetet. Genom att ge jämställdhetsplanen mer utrymme i formella sammanhang och öka medvetenheten kring genus och jämställdhet kan företaget förbättra sitt jämställdhetsarbete.</p>

<p>The aim of this investigation work " What was it called...Equality...? is to study a clinics current gender equailty plan from a gender approach and by a field survey see if, and in that case, how it can be improved. A connection between existing gender norms and gender power strukctures is applied in the results of this survey in order to illustrate their significance from an individual as well as a structural perspektive.</p><p>The survey has been carried through by a field survey as well as a discourse analysis as method. Yvonne Hirdmans gender power system is on of the main theoretical points of departure.</p><p>The results that I have achieved in this essay is that gender can be looked at in different ways within the labour market where women have the main responsibility over the family and are considered more nursing then men. Men on the other hand are thinking of their carriers and have higher salary requirements. Gender rolls and their maintanace are the reason of the existing gender segregation on the labour market. The importance of an increased knowledge of how gender is created and recreated within the organisation are necessary to make a difference and that knowledge are important for men as well as for women.</p>

This essay reflects upon how recruiters working at a recruitment-agency interpret their gender equality plan and their understanding of the term gender equality. This was done by semi-structured interviews with five recruiters. Through theories concerning the gender system, organization theory with a gender perspective and the doing-gender-perspective we have come to the conclusion that the employees of the company lack a coherent interpretation of gender equality. Concerning the gender equality plan there were diverse understandings of its meaning and the application of the plan is partly insufficient. As a recruitment agency there are a number of specific difficulties related to working towards gender equality. The employees are scattered between many different companies with different cultures, which makes it difficult to affect their situation actively. A recruitment agency must also constantly adjust to the degree of interest towards gender equality their clients have. Due to the lack of coherent meaning of the equality plan among the recruiters, the work towards equality is made more difficult. By giving more attention to the equality plan in formal meetings and increase the awareness of gender equality, the company can improve their strive for gender equality. / Uppsatsen belyser hur rekryterarna på ett bemanningsföretag tolkar sitt företags jämställdhetsplan och vilken förståelse de har av jämställdhetsbegreppet. Detta gjordes genom halvstrukturerade intervjuer med fem rekryterare. De teoretiska utgångspunkterna är bland annat genusordningen, organisationsteori med ett könsperspektiv och doing gender- perspektivet. Vi har kommit fram till att det inte finns någon enhetlig förståelse av vad jämställdhet är på Företaget. Även beträffande jämställdhetsplanen fanns skilda tolkningar och tillämpandet av planen är delvis bristfällig. Som bemanningsföretag möter man en rad specifika problem i relation till jämställdhetsarbete. Personalen är utslussad på olika företag med olika kulturer och det kan därför vara svårt att förfoga aktivt över sin personal. Ett bemanningsföretag måste också ständigt anpassa sig till kundens intresse av jämställdhet. Eftersom rekryterarna inte har en klar konsensus kring sin jämställdhetsplans betydelse försvåras jämställdhetsarbetet. Genom att ge jämställdhetsplanen mer utrymme i formella sammanhang och öka medvetenheten kring genus och jämställdhet kan företaget förbättra sitt jämställdhetsarbete.

The aim of this investigation work " What was it called...Equality...? is to study a clinics current gender equailty plan from a gender approach and by a field survey see if, and in that case, how it can be improved. A connection between existing gender norms and gender power strukctures is applied in the results of this survey in order to illustrate their significance from an individual as well as a structural perspektive. The survey has been carried through by a field survey as well as a discourse analysis as method. Yvonne Hirdmans gender power system is on of the main theoretical points of departure. The results that I have achieved in this essay is that gender can be looked at in different ways within the labour market where women have the main responsibility over the family and are considered more nursing then men. Men on the other hand are thinking of their carriers and have higher salary requirements. Gender rolls and their maintanace are the reason of the existing gender segregation on the labour market. The importance of an increased knowledge of how gender is created and recreated within the organisation are necessary to make a difference and that knowledge are important for men as well as for women.

Ämnet för den här uppsatsen är utformandet av Energibolagets jämställdhetsplan. Syftet med utredningsarbetet var att undersöka vad de anställda vid moderbolaget Energi inom Energikoncernen har för attityder till jämställdhet generellt på arbetsplatsen. Som metod använde vi enkäter i genomförandet av vår studie. Utifrån de anställdas attityder utarbetade vi en konkret jämställdhetsplan. Vi kom fram till att det finns mycket för Energibolaget att arbeta med vad det gäller jämställdhetsfrågor i organisationen. Jämställdhetsplanen kan vara till stor hjälp för Energibolaget, om den används, och då kan den även fungera som en handlingsplan. / The subject for this essay is the making of a gender equality plan for the Energicompany. The purpose with this inquiry was to investigate the employees attitude to equality between the sexes, at the workplace at the parent company Energi in the Energigroup. We were using questionnaire as method in our study. The main research findings are that there is a lot of work to be done considering gender equality in the organisation. We think that the gender equality plan also can be very useful for Energibolaget as it can be used as an action plan.

Alarming statistics provides that only 10,2 percentage of companies listed on the Swedish stock exchange has achieved gender equality in their top management. The fact is that women being discriminated, since men dominates these positions of power. The study is of a qualitative nature and aims to achieve a deeper understanding and knowledge contribution of how gender equal companies´ has achieved this gender diversity in their top management. Sweden's highest ranking business leaders has been interviewed in order to obtain their view, and the companies they represent, in order to get an answer to what the most important requirements has been in the achievement. The study's main result has shown that strong core values and corporate culture are basic and required condition for a successful gender equality strategy. A deliberate or emergent strategy can then be successfully implemented, and it is mainly the impact of structural barriers that determine which strategy a company uses. At a deliberate strategy, following measures are in additional to core values and corporate cultural crucial; commitment towards gender equality, a specific plan with clear objectives, and a conscious objective recruitment process. The result found aboute these two factors and three measures also identified a required specific order to follow in order to achieve gender diversity in top management. These findings, which in a near future, aims to contribute to a more gender equal Sweden.