Zweigendernde Diskurse bilden die Basis für den gesellschaftlichen Umgang mit Intergeschlechtlichkeit auf den Ebenen der Medizin, des Rechts, der Politik und in großen Teilen der Wissenschaft. Inter* Personen und ihre Organisationen kritisieren seit langem die hieraus entstehenden Diskriminierungen und Pathologisierungen. Auch Gremien der Europäischen Union, wie der Ethikrat, mahnen Deutschland wiederholt für den rechtlichen und medizinischen Umgang mit inter* Personen ab. Die deutsche Bundesregierung kündigt in ihrem Koalitionsvertrag von 2018 ein Verbot von nicht konsensualen Operationen an intergeschlechtlichen Minderjährigen an. Sie hat zum Januar 2019 aufgrund eines Beschlusses des Bundesverfassungsgerichts einen dritten optionalen Personenstand divers für intergeschlechtliche Personen eingeführt. Diese Arbeit untersucht die Diskrepanzen zwischen Denk- und Handlungsweisen, denen der hegemonialen Geschlechterdiskurs zugrundeliegt, auf der einen und Diskursen geschlechtlicher Vielfalt sowie den Einstellungen und Forderungen der Inter*Bewegungen auf der anderen Seite. Zudem werden die Wechselwirkungen der Diskursebenen Medizin, Recht, Politik und Wissenschaft herausgearbeitet. Hierzu werden Gesetze, Antidis-kriminierungsrichtlinien, medizinwissenschaftliche Theorien und Vorgehensweisen sowie Ansätze aus Psychologie, Bildungs- und Beratungsarbeit untersucht. (Post)identitäts- und bündnispolitische Strategien und Aspekte der Biopolitik werden im Kontext von Anpassung und Widerstand analysiert. Darüber hinaus wird die Verwobenheit struktureller Diskrimini-erungsformen einbezogen. Partizipative intersektionale Forschungsansätze werden im Zusammenhang mit Intergeschlechtlichkeit aufgezeigt. Die Arbeit hat das Ziel, herauszuarbeiten, welche Denk- und Handlungsoptionen Diskurse geschlechtlicher Vielfalt zukünftig bestärken können, und wie Forderungen von Inter*Be-wegungen sowie menschenrechtliche, antipathologisierende und antidiskriminierende Aspekte hierbei beachtet werden können. / Discourses about gender binary form the basis for the social interaction with intersex on the levels of medicine, law, politics and in large parts of science. Inter*persons and their organizations have long criticized the resulting discrimination and pathologies. In addition, committees of the European Union, as the Ethics Council, remind Germany repeatedly for the legal and medical dealing with inter*persons. The German government announced in its coalition agreement of 2018 a ban on non-consensual operations on intersex minors. In January 2019, it introduced a third optional civil status divers for intersex persons on the basis of a decision of the Federal Constitutional Court. The present thesis investigates the discrepancies between modes of thinking and acting that underlie the hegemonic gender discourse, discourses of gender diversity, and the attitudes and demands of the inter*movements. In addition, the interactions of the disciplines of medicine, law, politics and science are worked out. For this purpose, laws, anti-discrimination guidelines, medical science theories and approaches as well as approaches from psychology, education and consulting work are examined. (Post) identity and alliance policies and aspects of biopolitics are analyzed in the context of adaptation and resistance. Furthermore, it includes the interweaving of structural forms of discrimination. Participatory intersectional research approaches are presented in the context of intersex. The aim of the paper is to work out which options for thought and action can encourage discourses of gender diversity in future, and how demands of inter*movements as well as human rights, antipathologizing and anti-discriminatory aspects can be considered.

No description available.

[pt] Este estudo objetiva mapear e analisar os casos de violências contra a diversidade sexual e de gênero registrados através de Boletins de Ocorrências (B.Os.) em delegacias da Secretaria de Segurança Pública do Estado de Sergipe (SSP/SE) entre os anos de 2015 e 2018, verificando de que forma esses tipos de violência se apresentam na realidade sergipana, como são notificados e encaminhados pela Polícia Civil. O mapeamento foi realizado no sistema da intranet da SSP/SE com a utilização de 32 palavras-chave que serviram como fonte de busca, onde foram encontradas 5.100 denúncias oficiais notificadas em 71 delegacias (especializadas e não especializadas) da SSP/SE. Após o processo de triagem e filtragem dos dados, foram selecionados 305 B.Os. com violências de caráter homofóbico, transfóbico e homotransfóbico. O caminho metodológico utilizado pautou-se em uma análise quali-quantitativa, descritiva e documental centrada teoricamente nos conceitos de habitus, campo e capital de Pierre Bourdieu e em autores que discutem violência homotransfóbica, segurança pública e diversidade sexual e de gênero. Como resultados, observa-se que a maioria das denúncias aqui analisadas foi notificada em delegacias especializadas, apresentando 9 tipos diferenciados de opressão interseccionais, a saber: sexismo, aporofobia, racismo, sorofobia, gordofobia, preconceito contra pessoas com deficiência, ageísmo e xenofobia. Na grande maioria dos casos, a violência é reincidente de diversas tipologias e provoca graves consequências em suas vítimas e noticiantes não vítimas, atingindo a todos os agentes sociais, independentemente de sua orientação sexual, identidade de gênero características sexuais e/ou expressões de gênero. A homotransfobia é reproduzida socialmente através do habitus cis-heteronormativo sócio-historicamente construído, só podendo ser desconstruída quando vista como um problema de caráter social que demanda de todos o papel de protagonistas neste processo, demonstrando a necessidade de mudanças para muito além do que se pode operar, a partir de políticas de segurança pública. / [en] This study aims to map and analyze cases of targeted and gender diversified violence recorded through the police reports of the State Public Security Service (SSP/SE) of the State of Sergipe between the years of 2015 and 2018, verifying how these types of violence present themselves in Sergipe s reality and how they are notified and forwarded by the civil police. The mapping was carried out on the SSP / SE intranet system with the use of 32 keywords that served as a search source, where 5100 official complaints were found in 71 SSP / SE police stations (specialized and non-specialized). After sorting and filtering the data, 305 police reports with homophobic, transphobic and homotransphobic character were selected. The methodological approach used was based on a qualitative-quantitative, descriptive and documentary analysis theoretically centered on the concepts of habitus, field and capital by Pierre Bourdieu and on authors who discuss homotransphobic violence, public security and sexual and gender diversity. As a result, it was observed that most of the complaints here analyzed were notified in specialized police stations, presenting 9 different types of intersectional oppression as: sexism, aporophobia, racism, serophobia, fatphobia, ableism, ageism and xenophobia. In the vast majority of cases, violence is recurrent, occurs in several different forms and causes serious consequences for its victims and non-victim denouncers, affecting all social agents regardless of their sexual orientation, gender identity and/or sexual characteristics. Homotransphobia is socially reproduced through the sociohistorically constructed cisheteronormative habitus, which can only be deconstructed when viewed as a social problem which demands everyone s role as protagonists in this process, demonstrating the need for changes far beyond of what can be operated from public security policies.

No description available.

[pt] Mais do que um ambiente de aprendizagem acadêmica, a escola é também espaço onde as e os jovens se desenvolvem comportamental, emocional e cognitivamente e estabelecem relacionamentos sociais positivos. Atitudes preconceituosas, como a homofobia e a misoginia, vão de encontro com os objetivos educacionais e impactam negativamente no aspecto relacional que compõe o clima escolar. A presente pesquisa busca compreender este impacto através de um estudo sobre as relações existentes entre climas escolares distintos com ambientes menos ou mais preconceituosos em relação à diversidade sexual e de gênero. Para cumprir estes objetivos, traçamos um desenho de investigação quantitativo a partir das respostas de estudantes a dois questionários. O primeiro, inserido em uma pesquisa maior sobre preconceito, forneceu dados sobre as atitudes contra a diversidade sexual e de gênero na visão de estudantes do sétimo ano de dez escolas públicas localizadas no município do Rio de Janeiro. A partir destes dados, selecionamos duas escolas com posicionamentos distintos, a Escola Iracema e a Escola Hora da Estrela, e aplicamos um segundo questionário, dessa vez voltado para todo o segundo segmento do Ensino Fundamental, com questões acerca do clima da escola, além de mais itens sobre preconceito em relação à diversidade sexual e de gênero. A partir da elaboração de índices, observamos que apesar de estarem geograficamente próximas e possuírem um corpo discente social e culturalmente parecido, oriundo dos mesmos bairros do entorno, as duas escolas possuem diferenças marcadamente significativas em relação ao clima e às visões e atitudes preconceituosas: as alunas e os alunos da Escola Iracema percebem um clima escolar menos positivo e indicam apresentar pensamentos mais preconceituosos contra a diversidade sexual e de gênero do que as e os estudantes da Escola Hora da Estrela. Observamos que as visões preconceituosas quanto à diversidade sexual e de gênero das e dos estudantes se associam positivamente com o bom relacionamento com seus pares e negativamente com: (i) a percepção do respeito à diversidade pela comunidade escolar; (ii) a compreensão do papel da gestão na resolução dos conflitos escolares; (iii) o comportamento e os sentimentos de engajamento e pertencimento na escola e (iv) a violência sofrida por bullying. Conclui-se que um ambiente escolar marcado por um clima mais positivo pode apresentar, ao mesmo tempo, estudantes menos misóginos e homofóbicos. / [en] More than an academic learning environment, the school is also a place where young people develop behaviorally, emotionally and cognitively and form positive social relationships. Prejudiced attitudes such as homophobia and misogyny are opposed to educational goals and negatively impact the school climate relational aspect. This research aimed to understand this impact through the relationships between different school climates with less or more prejudiced environments in terms to sexual and gender diversity. To fulfill these goals, we draw a quantitative research design from student responses to two surveys. The first, integrating a larger research on prejudice, provided data on attitudes against sexual and gender diversity in the view of 7th grade students from ten Rio de Janeiro city public schools. From these data, we selected two schools with different positions, Iracema School and Hora da Estrela School, and applied a second questionnaire, this time focused on the entire second segment of elementary school, with questions about the school climate, and more items on prejudice against sexual and gender diversity. Despite geographically close and with socially and culturally similar student configuration, coming from the same neighborhoods, the two schools have markedly significant differences in relation to its school climate and prejudiced views and attitudes: from the established indices, it is concluded that Iracema School students perceive a less positive school climate whereas indicate more prejudiced thoughts against sexual and gender diversity than Hora da Estrela School students. We observed that the prejudiced students’ views regarding sexual and gender diversity are positively associated with good peer relationships and negatively associated with: (i) the perception of respect for diversity by the school community; (ii) the school management role on conflict resolution; (iii) the behavior and the feelings of engagement and belonging at school and (iv) the peer victimization through bullying. It is concluded that a school environment marked by a more positive climate can have, at the same time, less misogynist and homophobic students.

The relationship between disclosure about sustainability, financial performance, andcorporate governance deserves more attention in the modern business environment. Thisthesis investigates the complex variations in this relationship in the case of Swedish listedcompanies. This study intends to provide insight on the mechanisms by which governancestructures influence the financial consequences of sustainability initiatives byinvestigating how corporate governance functions as a mediator between sustainabilitydisclosure and financial performance. Utilizing data from the NASDAQ Stockholm via the REFINITIV EIKON Database, thestudy investigates the implicit impact of corporate governance components such as boardgender diversity and CEO-Chairman duality on determining the relationship betweensustainability practices and financial performance. The study's systematic search strategyand methodical analysis aim to provide significant insights for companies, investors, andregulators on how to use governance frameworks to generate sustainable andadvantageous business models. This study contributes to the broader conversation on corporate sustainability andgovernance practices by addressing a knowledge gap about how governance structuresregulate the relationship between sustainability disclosure and financial performance. Thefindings are meant to inspire stakeholders about the crucial role that governance plays inpromoting sustainable business practices in the Swedish corporate landscape, as well as tohave practical implications for companies looking to enhance their financial performanceand sustainability strategies.

No / This paper seeks to contribute to the existing business strategy and the environment literature by examining the effect of governance structures on environmental performance within a unique context of improving environmental governance, policies, regulations and management. Specifically, we investigate the extent to which corporate board gender diversity, including the proportion, age and level of education of female directors, affect environmental performance of Chinese publicly listed corporations. Using one of the largest Chinese datasets to-date, consisting of a sample of 383 listed A-shares from 2011 to 2015 (i.e., observations of 1,674), our findings are three-fold. First, we find that the proportion and age of female directors have a positive effect on the overall corporate environmental performance. Second, our findings indicate that the proportion and age of female directors also have a positive effect on the three individual environmental performance components, namely environmental (i) strategy, (ii) implementation and (iii) disclosure, respectively. Finally, and by contrast, we do not find any evidence that suggests that the level of education of female directors has any impact on environmental performance, neither the overall environmental performance measure nor its individual components. Our findings have important implication for regulators and policy-makers. Our evidence is robust to controlling for alternative measures, other governance and firm-level control variables, and possible endogeneities. We interpret our findings within a multi-theoretical framework that draws insights from agency, legitimacy, neo-institutional, resource dependence, stakeholder, and tokenism theoretical perspectives.

[ES] Cada vez son más visibles las violaciones de derechos que en todo el planeta vivimos las personas LGTBIQ+. Poco a poco, el sector de la Cooperación es cada vez más sensible a estos sistemas de opresión y dominación, provocados por un modelo dominante que es neoliberal, etnocéntrico y heteronormativo. Así pues, he planteado una aproximación a este modelo que permita comprenderlo en su complejidad para que, las acciones de apoyo a las personas y organizaciones LGTBIQ+ que se lleven a cabo, puedan generar cambios transformadores. Para poder hacer frente a dicho modelo he elaborado un marco teórico que denomino Cooperación Transformadora no Normativa la cual, desde el enfoque de la interseccionalidad, incorpora la Diversidad sexual y de género. A partir de este marco teórico, he analizado las experiencias de tres organizaciones de Euskadi. El paradigma desde el que he llevado a cabo este proceso ha sido la Investigación Acción con una perspectiva de metodología de investigación feminista y desde el enfoque dialógico. Así pues, las organizaciones participantes han sido sujetos y no objetos de investigación. Además de profundizar sobre la incorporación de la Diversidad sexual y de género en las iniciativas de Cooperación y Educación para la Transformación Social que se llevan a cabo, también he abordado su incorporación a la cultura organizacional. Junto a estas tres organizaciones he podido identificar unas conclusiones, así como unas líneas de mejora, que pueden orientar futuras prácticas de Cooperación Transformadora no Normativa, para que se puedan generar procesos de cambio social, y no una reproducción del modelo dominante. / [CA] Cada vegada són més visibles les violacions de Drets que en tot el planeta vivim les persones LGTBIQ+. A poc a poc, el sector de la Cooperació és cada vegada més sensible a aquests sistemes d'opressió i dominació, provocats per un model dominant que és neoliberal, etnocèntric i heteronormatiu. Així doncs, he plantejat una aproximació a aquest model que permeta comprendre-ho en la seua complexitat perquè, les accions de suport a les persones i organitzacions *LGTBIQ+ que es duguen a terme, puguen generar canvis transformadors. Per a poder fer front a aquest model he elaborat un marc teòric que denomine Cooperació Transformadora no Normativa la qual, des de l'enfocament de la interseccionalitat, incorpora la Diversitat sexual i de gènere. A partir d'aquest marc teòric, he analitzat les experiències de tres organitzacions d'Euskadi. El paradigma des del qual he dut a terme aquest procés ha sigut la Investigació Acció amb una perspectiva de metodologia d'investigació feminista i des de l'enfocament dialògic. Així doncs, les organitzacions participants han sigut subjectes i no objectes d'investigació. A més d'aprofundir sobre la incorporació de la Diversitat sexual i de gènere en les iniciatives de Cooperació i Educació per a la Transformació Social que es duen a terme, també he abordat si s'incorpora a la cultura organitzacional. Així doncs, al costat d'aquestes tres organitzacions he pogut identificar unes conclusions, així com una línies de millora, que poden orientar futures pràctiques de Cooperació Transformadora no Normativa. Perquè es puguen generar processos de canvi social i no una reproducció del model dominant. / [EN] The violations of rights experienced by LGTBIQ+ people all over the world are becoming more and more visible. Little by little, the cooperation sector is becoming increasingly sensitive to these systems of oppression and domination, caused by a dominant model that is neoliberal, ethnocentric and heteronormative. Therefore, I have proposed an approach to this model that allows us to understand it in its complexity so that the actions carried out in support of LGTBIQ+ people and organizations can generate transformative changes. In order to address this model, I have developed a theoretical framework that I call Non-Normative Transformative Cooperation which, from the intersectionality approach, incorporates sexual and gender diversity. Based on this theoretical framework, I have analysed the experiences of three organizations in the Basque Country. The paradigm from which I have carried out this process has been Action Research with a feminist research methodology perspective and from a dialogical approach. Thus, the participating organizations have been subjects and not objects of research. In addition to exploring the incorporation of sexual and gender diversity in the initiatives of Cooperation and Education for Social Transformation that are carried out, I have also addressed whether it is incorporated into the organizational culture. Thus, together with these three organizations, I have been able to identify some conclusions, as well as lines of improvement, that can guide future practices of non-normative Transformative Cooperation. So that processes of social change can be generated and not a reproduction of the dominant model. / Altamira Basterrechea, JF. (2024). Oportunidades para una cooperación transformadora no normativa. Un análisis desde la perspectiva interseccional de los proyectos de diversidad sexual y de género de las Organizaciones no gubernamentales para el desarrollo [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/202741

Syfte: Studien genomförs i syfte att undersöka om det finns ett samband mellan BGD (Board Gender Diversity) och total CSP (Corporate Social Performance) samt mellan BGD och miljödimensionen respektive den sociala dimensionen.   Metod: I studien antas en positivistisk forskningsfilosofi med hypotetiskt-deduktiv ansats. Två urval med olika bolagssystem undersöks. Totalt undersöks 403 europeiska bolag. 121 bolag med dualistiskt bolagssystem och 282 bolag med monistiskt bolagssystem. Studiens kvantitativa forskningsstrategi formas utifrån en longitudinell design vilken implementerats mellan åren 2008-2017. All data samlades in via Thomson Reuters Datastream och analyserades sedan i SPSS.   Resultat & slutsats: Studien finner ett signifikant positivt samband mellan BGD och total CSP samt mellan BGD och miljödimensionen respektive den sociala dimensionen. Företag med högre BGD tycks ha större benägenhet att investera i CSR. hållbarhetsprestation. Sambandet påvisas inom såväl det dualistiska som det monistiska bolagssystemet. BGD:s påverkanseffekt är dock starkare inom det monistiska bolagssystemet.   Examensarbetets bidrag: Med studien erhålls ny kunskap om relationen mellan BGD och total CSP samt mellan BGD och miljödimensionen samt den sociala dimensionen. Studien är bland de första att göra en jämförelse mellan det dualistiska och det monistiska bolagssystemet. Resultatet är relevant med hänsyn till att det ställs allt högre krav på företag att agera hållbart samt den pågående debatten om huruvida EU bör införa obligatorisk könskvotering i styrelser.     Förslag till fortsatt forskning: Ytterligare forskning på land- och branschnivå behövs då sambandet kan skilja sig åt mellan de olika länderna och branscherna, och således påverka logiken bakom obligatorisk könskvotering. Framtida forskning föreslås även inkludera det tredje bolagssystemet, mixed board structure. Vidare ges förslaget att titta närmre på företagsrisken och dess betydelse inom olika bolagssystem, dels med avseende på företagens hållbarhetsprestation, men även med avseende på BGD. Slutligen föreslås framtida forskning undersöka de enskilda CSP-dimensionerna närmre i syfte att utröna vad som kan ligga bakom BGD:s större inverkan på den sociala dimensionen. / Aim: The study is carried out in order to investigate whether there is a link between BGD (Board Gender Diversity) and total CSP (Corporate Social Performance) as well as between BGD and the environmental and social dimension respectively.   Method: In this study we adopt a positivist research philosophy with a hypothetical-deductive approach. Two samples with different board systems are studied. 403 European companies in total are studied. 121 companies with a two-tier board system and 282 companies with a one-tier board system. The quantitative research strategy is based on a longitudinal design implemented between 2008-2017. All data was collected through Thomson Reuters Datastream and then analyzed using SPSS.   Result & Conclusions: The study finds a significant positive relationship between BGD and total CSP as well as between BGD and the environmental dimension and the social dimension respectively. Companies with higher BGD seems to be more likely to invest in CSR. The relationship is found within the two-tier board system as well as the one-tier board system. However, the impact of BGD is stronger within the one-tier board system.   Contribution of the thesis: The study provides new knowledge about the relationship between BGD and total CSP as well as between BGD and the environmental dimension and the social dimension. The study is among the first to make a comparison between the two-tier board system and the one-tier board system. The result is relevant in view of the increasing demands on companies to act sustainably as well as the ongoing debate on whether the EU should introduce mandatory gender quotas on boards.   Suggestions for future research: Further research at country and industry level is needed as the relationship may differ between different countries and industries, thus affecting the logic behind mandatory gender quotas. Future research is also proposed to include the third board system, mixed board structure. Furthermore, the proposal to look more closely at the corporate risk and its importance within various board systems, partly with regard to the companies’ sustainability performance, but also with regard to BGD, is given. Finally, it is proposed that future research could investigate the individual CSP dimensions more closely in order to determine what may be behind BGDs greater impact on the social dimension.

In order to assess the continuing imbalance of top executives between genders, I examine the effects of gender diversity within top management teams on firm risk, performance, and executive compensation. Capitalizing on previous analysis, I apply three unique differentiators. First, I utilize current data from 2012 to 2017 from Compustat, CRSP, and ExecuComp. Second, I provide a unique subset view on a firm and individual performance of female CEOs to examine executive compensation. Third, my scope of analysis expands to S&P Composite 1500 companies. I use separate models to estimate the effect of gender diversity on firm risk by examining a firm’s beta and standard deviation of daily returns, on firm performance by examining a firm’s Tobin’sQ, and lastly on executive compensation by examining an executive’s natural logarithm of total compensation. My findings suggest gender diversity among executives appears to have an immaterial effect on a firm’s risk and performance. In turn, I also find that female executives continue to receive less compensation than their male colleagues. However, I find an average female CEO receives a higher level of compensation than an average male CEO. Lastly, I find as gender diversity increases among executives, specifically CEOs, the compensation differences between genders decreases.