The American Dream promised success to Americans in the nineteenth century. This study analyzes the possibilities for average individuals to succeed in rapidly growing Dallas, Texas from 1880 to 1910. Success is measured in terms of occupational, property, and geographical mobility. Available materials dealing with average persons from Dallas: tax rolls, city directories, and the manuscript census for 1880 are evaluated, The focus of this study is primarily on the black population, but for comparison whites and immigrants were also studied. A sample of 216 whites, 212 immigrants, 210 blacks, and 81 mulattoes was randomly drawn from the 1880 census schedules. These men were traced through directories and tax rolls for the period from 1880 to 1910. Information was also tabulated on the female heads of household in Dallas in 1880.

Socionomer utgör en yrkesgrupp som vanligtvis jobbar nära människor i olika utsatta livssituationer. Därför är det av stor vikt att som socionom ha ett bra bemötande där kunden ges samma förutsättningar oavsett till exempel etnicitet, sexuell läggning eller kön. Men, hur ser det ut på arbetsplatserna för socionomer, värderas allas lika värde där? Denna studie fokuserade på internt jämställdhetsarbete ur två olika perspektiv - första linjens chefer och arbetstagare. Syftet var att undersöka yrkesverksamma socionomers erfarenheter av vad som förändrar eller reproducerar ojämställdhet och undersöka deras erfarenheter av det interna jämställdhetsarbetet på arbetsplatser inom socialtjänsten. Syftet undersöktes kvalitativt genom sex intervjuer, med tre informanter från respektive perspektiv. Den insamlade empirin analyserades utifrån olika teoretiska begrepp samt Hirdmans genusteori, som varit det huvudsakliga perspektivet. I intervjuerna framkom att stereotypa föreställningar utifrån kön var förekommande på arbetsplatserna. Arbetstagarna vittnade även om att det inte stannade vid enbart föreställningar, då dem uppfattade att särbehandling utifrån kön förekom där männen premierades framför kvinnorna. Denna uppfattning skilde sig mellan perspektiven, där första linjens chefer inte såg någon särbehandling utifrån kön. Framträdande resultat var även att majoriteten av informanterna inte hade ett integrerat internt jämställdhetsarbete på sina arbetsplatser. Samtliga informanter uppgav att de såg ett behov av detta arbete, men det beskrevs generellt inte vara något som prioriterades. Således drogs slutsatsen att det fanns ett behov av ett ökat internt jämställdhetsarbete inom socialtjänsten. / Social workers are an occupational group who usually work close to people in different vulnerable life situations. Therefore, it is of great importance to have a good approach as a social worker, where the customer is given the same conditions regardless of, for example, ethnicity, sexual orientation or gender. But what does it look like in the workplaces for social workers, are everyone equally valued there? This study focused on internal gender equality work from two different perspectives - first-line managers and employees. The purpose was to examine the professional social workers experiences in what changes or reproduces inequality and examine their experiences of the internal gender equality work in workplaces within the social services. The purpose has been examined qualitatively through six interviews, with three informants from each perspective. The collected data has been analyzed based on various theoretical concepts as well as Hirdman's gender theory, which has been the main perspective. The interviews showed that stereotypical beliefs based on gender was prevalent in the workplaces. The employees testified that it did not stop at beliefs alone, as they found that special treatment based on gender occurred where the men was rewarded ahead of the women. This experience differed between the perspectives, where first-line managers did not see any special treatment based on gender. Prominent results were also that the majority of the informants did not have integrated internal gender equality work at their workplaces. All informants stated that they saw the need for this work, but generally it was not described as being a priority. Our conclusion was that there was a need for increased internal gender equality work within the social services.

<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>

The starting point for this thesis is to problematize the male-dominated language of The Swedish Hymnal and the understanding of gender it involves. The purpose has been: to clarify the understanding of gender and ecclesiology in The Swedish Hymnal and in the Swedish Church's General Synod and to develop an understanding of gender for the church in an equal society. To this end I have examined the understanding of gender of the hymn texts from a gender perspective as well as an ecclesiological perspective. I have also studied the meaning of the understanding of gender of the hymn texts in their wider cultural and social context. I have made use of theoretical approaches and strategies from feminism, feminist theology, ecclesiology, and theories about the importance of language in relation to the society in which it operates. The main result is that the understanding of gender of the hymn texts is markedly dichotomous and value discriminatory to women's disadvantage, and must be regarded as an obstacle to equality. With regard to the ecclesiology of the hymn texts I have used the model of the church - a community for the same conditions as an interpretative key. This has shown that even the ecclesiology of the texts is asymmetric to advantage of men. As regards the understanding of gender and ecclesiology in the Synod, I have found that the category of gender almost never is linked to equality. When placing the understanding of gender of the hymn texts in a wider cultural and social context it appears that the understanding of gender of the hymn texts underpins an understanding of gender that claims the specificity of each gender and a society where only words that connotes male human beings become a model for this community. This has epistemological implications. Finally, with a foundation in the survey results and the theoretical perspectives, I have developed a language without a dichotomous and value discriminatory understanding of gender. This language is characterized by the presentation of women and men in such a way that eliminates gender stereotypes and above all that the deity so as to connote both women and men. The main conclusion of my studies is that the problems with the gender understanding of the hymn book is a consequence of expressing the deity with markers that connotes male human beings, so that divine and manly interplay. In addition, a significant gender-blindness in the decision-making body of the church is a cause. Another conclusion is that the understanding of gender in The Swedish Hymnal has a structuring effect on society at large.Keywords: understanding of gender, equality, feminist theology, feminist ecclesiology, worship and equality, worship and language.

Utifrån ett genusvetenskapligt perspektiv undersöktes i uppsatsen vilka möjligheter och hinder som finns för jämställdhetsarbete på ett IT-företag. En enkätundersökning utifrån en bearbetning av ett enkätförslag från JämO kompletterades med kvalitativa intervjuer och relaterades till koncernens jämställdhetsplan och personalpolicy. Att organisationen bestod av tjänstemän och hade en platt organisationsstruktur var två faktorer som antogs prägla dess genuskontrakt, ett begrepp som hämtades från Hirdmans teoribildning. För att undersöka skillnaden mellan det samhälleliga jämställdhetsidealet och jämställdhet som praktik användes två teman, arbetsmiljö relaterat till genus och attityder till jämställdhet. Resultaten visade en organisation där jämställdhet var ett outtalat ideal, medan praktiskt jämställdhetsarbete saknades. Stort individuellt ansvar och hög grad av informell arbetsdelning var delar av de interna rutinerna. De främsta möjligheterna för aktivt jämställdhetsarbete var att det fanns kvinnor och män på alla nivåer och att individens kompetens värderades mycket högt. När det gällde hinder för jämställdhetsarbete var det för det första komplicerat för såväl chefer som medarbetare att över huvud taget definiera problem i termer av genus- och jämställdhetsfrågor. För det andra riskerade den som påtalade jämställdhetsproblem att mista viktiga kontakter och uppdrag. För det tredje fick medarbetarna själva på grund av den ständiga tidspressen och bristen på ledningsinitiativ i jämställdhetsfrågor hantera genusrelaterade problem individuellt, i mån av egen tid och kraft. Paradoxalt nog medförde anammandet av jämställdhetsidealet och företagets fokus på individens kompetens att genus inte tilläts bli en uttalad faktor som kunde påverka arbetsmiljön. På grund av det doldes ojämställdhet och därigenom även vikten av praktiskt jämställdhetsarbete. / In this essay, the opportunities and obstacles of gender equality work were examined from a gender theory perspective. A survey was used, based on a questionnaire from the Equal Opportunities Ombudsman (JämO), which was complemented by qualititative interviews. The data was then analyzed in relation to the equal opportunities policy and staff policy of the corporation head quarters. The organization had a non-hierarchical structure and consisted of salaried employees, which was asumed to influence its gender contract – a concept derived from the theories of Hirdman. In order to examine the difference between the ideal of gender equality in the Swedish society and the gender equality in practice, two themes were used, the work environment in relation to gender and attitudes towards gender equality. The result showed an organization where gender equality was an unspoken ideal, while active work for it was lacking. In the company, a high degree of individual responsibility and an informal distribution of work were parts of the internal routines. The foremost opportunities for actively working for gender equality were the fact that both men and women were found at all levels of the company, and that individual competence was highly valued. Three obstacles were identified. Firstly, it was complicated for both managers and staff to define problems in terms of gender and gender equality issues. Secondly, those who called attention to problems risked losing important contacts and commissions. Thirdly, due to the constant time pressure and the lack of initiative from management in gender equality issues, the employees had to handle problems arising relating to gender on their own, depending on their own time and energy. Paradoxically, the adopting of the ideal of gender equality and the focus on individual competence prevented gender being seen as a factor that could affect the work environment. By that, inequalities relating to gender were hidden and thereby also the importance of active gender equality work.

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.

Bakgrund Människor som utsätts för diskriminering löper större risk för psykisk och fysisk ohälsa. Diskrimineringslagen reglerar diskriminering, där bland annat kön är en av diskrimineringsgrunderna. Ett jämställt samhälle kan medverka till att könsskillnaderna i livstidshälsa minskar, och självrapporterade hälsobesvär är störst i ojämställda länder. Sveriges arbetsmarknad karaktäriseras av könsmässig segregering och det finns samband mellan könssegregering på arbetsplatsen och sjuklighet för båda könen. I Diskrimineringslagen står det också att arbetsplatser med minst 25 anställda måste ha en jämställdhetsplan. Syfte Syftet är att beskriva jämställdhetsplaner på arbetsplatser i offentlig verksamhet med utgångspunkt i Diskrimineringslagen. Metod Jämställdhetsplanerna har analyserats med hjälp av deduktiv kvalitativ innehållsanalys. Sex jämställdhetsplaner från olika arbetsgivare inom offentlig sektor har samlats in i en medelstor kommun i Sverige. Resultat De flesta planer följer riktlinjerna i Diskrimineringslagen. Alla anställda ska ha möjlighet att kombinera arbetslivet med familjelivet och ingen ska bli trakasserad på grund av kön. Ingen ska bli diskriminerad i arbetssökandet, men att viss positiv diskriminering får förekomma om det ena könet är underrepresenterat. Vidare ska inga osakliga löneskillnader förekomma. Diskussion Det kan finnas andra styrdokument som reglerar jämställdhetsarbetet på vissa av arbetsplatserna, och det kan därför saknas vissa delar i planerna. Socialt stöd och gruppidentifiering är skyddsfaktorer mot diskriminering, och borde ges större utrymme i planerna. Positiv diskriminering kan bli diskriminerande mot det kön som inte kvoteras in och detta skulle kunna lösas med att förändra genussystemet. För att jämställdhet ska ha en positiv effekt på folkhälsan bör även män anamma traditionellt sett kvinnliga roller. / Background People who are discriminated have an increased risk for poor mental and physical health. The discrimination law regulates discrimination, and in it it's written that gender is one of the discrimination foundations. A gender equal society makes gender differences in life expectancy smaller, and there are more self reported health inconveniences in countries who are not gender equal. Sweden's labour market is characterized by gender segregation, and there's a correlation between gender segregation at work and illness for both genders. In the discrimination law it's written that every workplace with at least 25 employees are obligated to have a plan for gender equality. Aim The aim is to describe plans of gender equality of workplaces in the public area with a base in the Swedish discrimination law Method The plans for gender equality have been analysed with deductive qualitative content analyzis. Six plans from different employers in the public area have been collected in a medium big municipality in Sweden. Result Most of the plans follow the directions in the discrimination law. Employees shall be able to combine family life with working life and no one should be harassed because of gender. No one should be discriminated in the process of job seeking, but some affirmative action can occur if one of the genders are underrepresented. There should be no irrelevant salary differences. Discussion There may be other policy documents which regulate the gender equality work at some of the workplaces, and therefore there could be some missing parts in the plans. Social support and group identification are factors of protection against discrimination, and should be given more space in the plans. Affirmative actions can be discrimination of the gender who is not prioritized and this could be solved with an elimination of the society based gender roles. In order for gender equality to have a positive effect on public health, men should adopt traditional female roles.

<p>The object of this essay is to discuss the relationship between the definition of the concept of gender equality and attitudes towards gender equality and their consequences for gender equality measures. The point of departure is feminist political theory and interviews about attitudes towards gender equality at a department at the University of Linköping. The conclusions of this study is that there are a wide range of definitions and attitudes, and these conceptions are not necessarily the same as those being pointed out in the official gender equality policy at the University of Linköping. In this study the opinions of measures for gender equality among the interviewed are widely spread. Some finding Swedish men and women already being equal and therefore there is no need for measures, since this would result in discrimination of men since women would gain advantages from being women. Others find measures for gender equality important since the society and the University is male-defined and therefore not equal. Following, there is a need for further discussions on the definition of, and measures for gender equality. The feminist perspective on the concept of gender equality highlights the need for consideration on how the measures are reproducing, reinforcing or reconceptualizing the signification of gender.</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. 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.