This study focuses on investigating the question of how gender can be made seen in already organized archives. This is done in order to provide answers to the thesis aims which is to broaden the knowledge of visualizing marginalized groups within archives, and to contribute with knowledge to the field of gender studies within Swedish archival studies. This will be achieved through a case-study framework and a document analysis where the Gender and Work project’s database and complementary documents is studied. The Gender and Work being a project aiming at collecting information regarding gender and work during the early modern period. A theoretical framework has been used where archives are understood as part of a process of power, where certain groups are given a voice whilst others are silenced. Here it is clear that visualizing can involve several steps. The study shows that the GaW database consists a vast use of metadata, in which gender is present, and both men and women are searchable. Therefore, the database presents a way through which gender can be visualized, by using a database. However, gender is not visualized at large. The database fails by not using a larger set of records which allows individuals to speak for themselves, and when sex is used as a search way individuals not registered as performing work cannot be located. It therefore mainly visualizes gender in relation to work. Even though the Gender and Work database do provide new insights to the field of gender and archive, there is still much to do in order to visualize gender within archives. This is a two years master’s thesis in Archive, Library and Museum studies. / Denna studie fokuserar på att undersöka frågan om hur genus kan synliggöras i redan förtecknade arkiv. Detta är gjort för att ge svar till de bredare syften som är att öka kunskapen av att synliggöra marginaliserade grupper inom arkiv, samt bidra med kunskap till genusfältet inom svensk arkivvetenskap. Detta ska uppnås genom ett fallstudieramverk och en dokumentanalys där Genus och Arbete projektets databas, och komplementära dokument, är studerade. Genus och Arbete är ett projekt som syftar på att samla information om genus och arbete under den tidigmoderna perioden. Ett teoretiskt ramverk har använts där arkiv är förstådda som en del av en maktprocess, genom vilket vissa grupper blir givna en röst medan andra tystade. Här är det tydligt att synliggöra innehåller flera steg. Studien visar att Genus och Arbete databasen består av en stor användning av metadata, genom vilket genus är närvarande samt både män och kvinnor är sökbara. Databasen presenterar därför ett sätt genom vilket genus kan visualiseras, genom användning av en databas. Emellertid är genus inte synliggjort i stort. Databasen misslyckas i att inte använda en större uppsättning av handlingar vilket tillåter individer att tala för sig själv, och när kön används som sökväg går det inte att lokalisera individer som har registrerats att inte utföra arbete. Därmed synliggör den huvudsakliga genus i relation till arbete. Även om Genus och Arbete databasen tillhandahåller ny insikter till fältet av genus och arkiv finns det fortfarande mycket att göra för att synliggöra genus inom arkiv. Detta är en tvåårig master uppsats inom arkivvetenskap, biblioteks- & informationsvetenskap samt musei- & kulturarvsvetenskap.

Esta pesquisa investiga os determinantes e a evolução recente no Brasil do trabalho remunerado feminino exercido no próprio domicílio ou simplesmente trabalho domiciliar. Quase 10% da população feminina ocupada, aproximadamente 4,5 milhões de mulheres, tem esse tipo de ocupação. Constatando a inexistência de estudos sobre o tema com dados quantitativos abrangentes, a presente pesquisa utiliza informações da Pesquisa Nacional por Amostras Domiciliares (PNAD) de 1992 a 2005 para analisar como evoluiu a proporção de trabalhadoras domiciliares no total da população ocupada. As mais importantes hipóteses delineadas na literatura a partir de estudos de caso são discutidas pela confrontação com os dados. Sob a ótica da demanda por essa forma de trabalho, analisa-se os setores que mais fazem uso do trabalho domiciliar feminino e as mudanças nessa composição, bem como sua relação com as transformações no mundo do trabalho decorrentes da reestruturação empresarial. Quanto à oferta por trabalho domiciliar, investiga-se como atributos individuais e familiares afetam as chances da mulher estar nesse tipo de condição de ocupação. É debatido como as transformações na inserção produtiva feminina afetaram a importância relativa do trabalho domiciliar. Constrói-se um modelo Logit Multinomial no Stata a partir dos dados da PNAD para comparar como mudou no tempo o impacto de cada atributo sobre a probabilidade de que uma mulher seja trabalhadora domiciliar. / This research investigates the determinants and recent developments of female home-based work in Brazil. Almost 10% of the occupied female population, approximately 4.5 million women, has this kind of occupation. Noting the lack of studies on the topic with comprehensive quantitative data, the present research uses information from PNAD beginning on 1992 until 2005 to evaluate how the proportion of female home-based workers on occupied population evolved. The most important assumptions outlined in the literature from case studies are discussed by confrontation with the data. From the perspective of demand for this type of work, sectors that intensively use female home-based work are analyzed, as well as its relationship with the changes in the labor market resulting from firms restructuring. On the supply of home-based work, it is investigated how individual and family attributes affect the chances of a woman to be in this work condition. It is discussed how the changes on female\'s productive insertion affected the relative importance of home-based work. A Multinomial Logit model is built on Stata using the data from PNAD to compare how the impacts of each attribute on the probability of a woman being home-based worker changed over time.

No description available.

This study sets out to understand the position of Turkish women in gendered jobs and jobs with different levels of prestige from the 1980s to the 2000s, and to compare this position to that of women in similar countries where possible. Although Turkish women's enrolment rates in traditionally male subjects in higher education is above the Organisation for Economic Co-operation and Development (OECD) average and despite the fact that they exceed their male counterparts in their graduation rates in most of the university subjects, this success is not reflected in the labour market. Turkish women are mostly trapped in female occupations with medium level of prestige and are particularly excluded from top-ranked jobs. This study argues that the vicious circle of society's expectations of women in the private sphere and the statistical discrimination based on the fulfilment of these expectations affect women's likelihood to be in these jobs negatively. While increasing educational level strongly improves women's position in male-dominated jobs (within 'professional, scientific and technical jobs' category in particular) and their prestige levels, evidence also shows that there is still a drastic lost potential in respect of highly qualified women's employment considering that still in 2010s, there is a remarkable proportion of highly educated women who are not in paid work. It is observed that in 2012, women expanded their attainment in relatively low-prestige jobs and increased their participation further in professional jobs in accordance with their rising higher educational attainment, yet still only 3% of working women are in managerial jobs (TurkStat, 2012). This implies that the prescribed gender roles that saddle women with the heavy burden in the private sphere, which also affect highly educated women's career trajectories, could even be more persisting than the influence of the traditional social structure on women's work that is expected to cause low qualified women to be represented at low rates in (less prestigious) jobs with non-traditional conditions. Considering that women withdraw from the labour market mostly due to marriage, and the findings show that marriage and having children have a negative impact on women's careers at large, attention should be focused on the private sphere. Looking at Turkish households, it is found that the gender segregation at work is reflected in the private sphere: women undertake the demanding traditionally female housework and while there are more potential sources of support for childcare compared to household chores, women's employment status and level of income also do not make a substantial difference in terms of the former also the unbalanced domestic division of labour unlike it is for the latter. Results demonstrate that Turkish men do not have a particularly traditional gender ideology regarding women's paid work. However, their lack of involvement in female chores creates a barrier for women's careers in a semi-direct pattern. The findings refer to the need for a faster increase in Turkish women's higher educational attainment and a stronger external support system via social policies at work and at home. It is also important to reinforce a more egalitarian gender ideology regarding men's roles as spouses and fathers as well as to promote the importance of women's different roles in private and public spheres, not only as wives and mothers but also as individuals, citizens and employers/employees.

<p>This paper is about research carried out at a hospital at which managers had taken a course in gender equality. The aim was to get a deepened understanding of them and their work on gender equality. I wanted to find out if they themselves felt that they had obtained any new knowledge and if they had changed anything at their workplace because of this new knowledge. I also wanted to know if they had experienced any problems in this process. I found that the course has been more or less decisive in order for them to start working with questions concerning gender equality. I also found that the awareness of the shortcomings and the conditions concerning gender equality at the hospital is good, and that there is a willingness to change this. However, there seem to be some difficulties at the hospital in knowing how to move forward with information retrieved in local surveys at the hospitals about whether or not male and female patients are treated equally. Difficulties also arise from the fact that the work on gender equality is carried out in a area of work – health care – that is based to a large extent on sex and the human body. Here, the will to give the best possible care to both men and women collides with gender stereotypes among the medical staff. There is an awareness of this but at the same time they say that it is important for the balance in the workgroups that there are both men and women. In society in general there are discussions about the importance of quantitative equality, which is reflected in the work done on gender equality at the hospital. As the idea that time in it self will rectify problems concerning gender equality. Their role as managers becomes prominent as the importance of them showing the significance of gender equality.</p> / <p>Denna uppsats är en studie på ett sjukhus där chefer har gått en jämställdhetsutbildning. Syftet var att få en fördjupad förståelse av chefer som gått den certifierade jämställdhetsutbildningen och deras arbete med jämställdhet. Jag ville ta reda på om de upplever att de erhållit nya kunskaper, om det kan vara så att de har förändrat något på sin arbetsplats eller om de upplevt eventuella problem. Det jag fann var att jämställdhetsutbildningen förefaller mer eller mindre avgörande för att informanterna började arbeta med jämställdhet. Det finns en ganska god medvetenhet om vilka brister, möjligheter och förutsättningar som finns på sjukhuset och en vilja att förändra detta. Däremot förefaller det lite mer problematiskt att veta hur man ska gå vidare med resultat från lokala undersökningar där man studerat om män och kvinnor får olika vård. Problemet ligger också i att jämställdhetsarbetet finner sig i ett yrkesområde, sjukvården, som baserar mycket av sitt arbete på just kroppen. Här krockar viljan att ge den bästa vården för män och kvinnor med föreställningar om att könen står för ganska olika saker. Det finns en form av medvetenhet runt detta samtidigt som man säger att det är viktigt för balansen i arbetsgrupperna att det finns både män och kvinnor. I samhället i stort talas det mycket om kvantitativ jämställdhet, dvs. antalet kvinnor och män, vilket avspeglas på sjukhuset. Likaså att tiden ska avhjälpa jämställdhetsproblem. Chefskapet blir framträdande i jämställdhetsarbetet och informanterna pekar på vikten av att chefen visar att jämställdhetsarbetet är angeläget.</p>

<p>The essay discusses how to look at a equality plan of a academic department experiences the, gender equality in general and how power is portrayed from a gender perspective in the academic department. Through the use of qualitative interviews and a short survey the results have shown that few of the staff members have knowledge about the equality plan and few are familiar with its contents. Furthermore results show that the academic department is run hierarchyilly and that both vertical and horizontal gender segregation exists.</p><p>The climate at the academic department is characterized by the will to work with gender equality but so far there have only been few exercised or planned efforts to do so. The gap between theory and practise is wide, the will to be seen as an equal academic department concerning equality of men and women seems important. The conscious or unconscious strategy of covering up the real gender equality seems to be done by focusing on the numerical equality.</p> / <p>Syftet i uppsatsen är att se på hur jämställdhetsplanen, jämställdhet upplevs och hur makt yttrar sig på institutionen ur ett genusperspektiv. Genom kvalitativa intervjuer och en kortare enkät visade det sig att institutionen har problem med att jämställdhetsplanen är ointegrerad och att ytterst få i personalen har kunskap om den eller är insatta i dess innehåll. Vidare visade det sig att institutionen är väldigt hierarkiskt styrd och att vertikal och horisontell könssegregering finns.</p><p>Klimatet på institutionen präglas av en vilja till jämställdhetsarbete men med hittills endast ett fåtal utförda eller planerade punktinsatser. Glappet mellan teori och praktik verkar existera och att vilja vara numeriskt jämställda utåt sett förefaller vara av stor vikt. Att täcka upp den reella ojämställdheten med en jämn könsfördelning verkar vara en medveten eller omedveten strategi.</p>

This paper is about research carried out at a hospital at which managers had taken a course in gender equality. The aim was to get a deepened understanding of them and their work on gender equality. I wanted to find out if they themselves felt that they had obtained any new knowledge and if they had changed anything at their workplace because of this new knowledge. I also wanted to know if they had experienced any problems in this process. I found that the course has been more or less decisive in order for them to start working with questions concerning gender equality. I also found that the awareness of the shortcomings and the conditions concerning gender equality at the hospital is good, and that there is a willingness to change this. However, there seem to be some difficulties at the hospital in knowing how to move forward with information retrieved in local surveys at the hospitals about whether or not male and female patients are treated equally. Difficulties also arise from the fact that the work on gender equality is carried out in a area of work – health care – that is based to a large extent on sex and the human body. Here, the will to give the best possible care to both men and women collides with gender stereotypes among the medical staff. There is an awareness of this but at the same time they say that it is important for the balance in the workgroups that there are both men and women. In society in general there are discussions about the importance of quantitative equality, which is reflected in the work done on gender equality at the hospital. As the idea that time in it self will rectify problems concerning gender equality. Their role as managers becomes prominent as the importance of them showing the significance of gender equality. / Denna uppsats är en studie på ett sjukhus där chefer har gått en jämställdhetsutbildning. Syftet var att få en fördjupad förståelse av chefer som gått den certifierade jämställdhetsutbildningen och deras arbete med jämställdhet. Jag ville ta reda på om de upplever att de erhållit nya kunskaper, om det kan vara så att de har förändrat något på sin arbetsplats eller om de upplevt eventuella problem. Det jag fann var att jämställdhetsutbildningen förefaller mer eller mindre avgörande för att informanterna började arbeta med jämställdhet. Det finns en ganska god medvetenhet om vilka brister, möjligheter och förutsättningar som finns på sjukhuset och en vilja att förändra detta. Däremot förefaller det lite mer problematiskt att veta hur man ska gå vidare med resultat från lokala undersökningar där man studerat om män och kvinnor får olika vård. Problemet ligger också i att jämställdhetsarbetet finner sig i ett yrkesområde, sjukvården, som baserar mycket av sitt arbete på just kroppen. Här krockar viljan att ge den bästa vården för män och kvinnor med föreställningar om att könen står för ganska olika saker. Det finns en form av medvetenhet runt detta samtidigt som man säger att det är viktigt för balansen i arbetsgrupperna att det finns både män och kvinnor. I samhället i stort talas det mycket om kvantitativ jämställdhet, dvs. antalet kvinnor och män, vilket avspeglas på sjukhuset. Likaså att tiden ska avhjälpa jämställdhetsproblem. Chefskapet blir framträdande i jämställdhetsarbetet och informanterna pekar på vikten av att chefen visar att jämställdhetsarbetet är angeläget.

The essay discusses how to look at a equality plan of a academic department experiences the, gender equality in general and how power is portrayed from a gender perspective in the academic department. Through the use of qualitative interviews and a short survey the results have shown that few of the staff members have knowledge about the equality plan and few are familiar with its contents. Furthermore results show that the academic department is run hierarchyilly and that both vertical and horizontal gender segregation exists. The climate at the academic department is characterized by the will to work with gender equality but so far there have only been few exercised or planned efforts to do so. The gap between theory and practise is wide, the will to be seen as an equal academic department concerning equality of men and women seems important. The conscious or unconscious strategy of covering up the real gender equality seems to be done by focusing on the numerical equality. / Syftet i uppsatsen är att se på hur jämställdhetsplanen, jämställdhet upplevs och hur makt yttrar sig på institutionen ur ett genusperspektiv. Genom kvalitativa intervjuer och en kortare enkät visade det sig att institutionen har problem med att jämställdhetsplanen är ointegrerad och att ytterst få i personalen har kunskap om den eller är insatta i dess innehåll. Vidare visade det sig att institutionen är väldigt hierarkiskt styrd och att vertikal och horisontell könssegregering finns. Klimatet på institutionen präglas av en vilja till jämställdhetsarbete men med hittills endast ett fåtal utförda eller planerade punktinsatser. Glappet mellan teori och praktik verkar existera och att vilja vara numeriskt jämställda utåt sett förefaller vara av stor vikt. Att täcka upp den reella ojämställdheten med en jämn könsfördelning verkar vara en medveten eller omedveten strategi.

Bakgrund: Tidigare studier belyser hur jämställdhet inte blir till verkliga handlingar i organisationer. Vi konstaterar i denna studie att chefer är aktörer för verkställandet av jämställdhet till reella handlingar till följd av att det finns lagkrav på arbetsgivare att arbeta för att främja jämställdhet. Det som görs beträffande jämställdhet av chefer i organisationer idag kan förklaras som ojämställt därför undersöker denna studie; hinder, utmaningar och möjligheter i chefers verkställande av jämställdhet, vilket mynnar ut i följande problemformulering: Vilka hinder, utmaningar och möjligheter upplever chefer i sitt lagstadgade arbete med att verkställa och göra jämställdhet? Syfte: Denna studie syftar till att genom ett aktörs- och verksamhetsnära perspektiv, undersöka chefers lagstadgade arbete i att verkställa jämställdhet samt vilka hinder och utmaningar jämställdhetsarbete består av, genom tre feministiska teoribildningar presenterade av Kanter, Butler och Cavarero samt vad jämställdhetsarbete definieras som. Metod: Studien har genomförts med kvalitativ metod genom sex intervjuer med sju informanter i skilda branscher i Västra Götalandsregionen. Empiriska resultat och tolkning: Trots varierande förutsättningar i de olika branscherna studien undersöker, förekommer gemensamma karaktärsdrag. Informanterna i studien lägger vikt vid att strukturer i organisationen bör skapa jämställda möjligheter i karriären för såväl kvinnor som män. Samtliga informanterna anser att en jämn könsfördelning berikar arbetsgruppen genom att utöka med flera perspektiv. Ledarskapet är av stor vikt vid verkställandet av jämställdhet. Slutsatser: Hinder och utmaningar för jämställdhet utgörs av såväl strukturella- som könsbarriärer. Ett relationellt och individanpassat ledarskap öppnar upp för möjligheter av jämställdhet. / Background: Earlier studies illustrate how gender equality does not become real acts in organizations. We note in this study that executives are actors of the implementation of gender equality into real actions as a result of the legal requirements for employers to work to promote gender equality. What is being done about gender equality by managers in organizations today can be explained as gender inequality, hence this study examines; obstacles, challenges and opportunities in managers' implementation of gender equality, which emerges in the following problem formulation: What obstacles, challenges and opportunities do executives experience in their statutory work on implementing and equality? Purpose: This study aims at investigating the legislative work of managers in implementing gender equality and the obstacles and challenges of gender equality work through three feminist theories presented by Kanter, Butler and Cavarero, as well as what gender equality work is defined as. Method: The study has been conducted with qualitative method through six interviews with seven informants in different industries in the region of Västra Götaland, Sweden. Empirical results and interpretation: Despite the varied conditions in the different industries the study examines, there are common characteristics. The informants in the study emphasize that structures in the organization should create equal opportunities in the career of both women and men. All informants believe that an even gender structure enriches the working group by expanding with several perspectives. Leadership is of great importance in the implementation of gender equality. Conclusions: Obstacles and challenges for gender equality consist of both structural and gender barriers. Relational and individualized leadership opens for opportunities for gender equality.

Submitted by Izabel Franco (izabel-franco@ufscar.br) on 2016-10-10T19:58:54Z No. of bitstreams: 1 DissGBD.pdf: 1314199 bytes, checksum: 2fd27cb786e906ff5d3e5771b7b394e8 (MD5) / Approved for entry into archive by Marina Freitas (marinapf@ufscar.br) on 2016-10-21T12:04:10Z (GMT) No. of bitstreams: 1 DissGBD.pdf: 1314199 bytes, checksum: 2fd27cb786e906ff5d3e5771b7b394e8 (MD5) / Approved for entry into archive by Marina Freitas (marinapf@ufscar.br) on 2016-10-21T12:04:17Z (GMT) No. of bitstreams: 1 DissGBD.pdf: 1314199 bytes, checksum: 2fd27cb786e906ff5d3e5771b7b394e8 (MD5) / Made available in DSpace on 2016-10-21T12:04:23Z (GMT). No. of bitstreams: 1 DissGBD.pdf: 1314199 bytes, checksum: 2fd27cb786e906ff5d3e5771b7b394e8 (MD5) Previous issue date: 2016-06-09 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / This master's research aimed to understand and analyze the ways of policing the institution face to female labor transformation processes in the Police of São Paulo State Military (PMESP). The secondary objectives were to understand the discourses of the military police operations in PMESP, understanding the perception of these on their own performance and analyze the conflicts that gender differences causes in the various spheres that compose the institution. To accomplish these objectives we conducted qualitative interviews semi structured with military police officers (men and women) from the state institution of several patents and functions. Thus considerable part of the research was structured based on the analysis of experiences and professional female police trajectories of different generations. Also they were gathered press texts that bring the image and role of women in PMESP, seeking to understand the representations involving the image of women in the institution, using document analysis. The research had as main findings the process of transformation of own police work, from the analysis of female labor over the years. The ostensible policing, aimed at combating crime (especially crimes against property), no longer exclusively male work and becomes the focus of police activities as a whole. We could also point out as a result of the differences and disputes about the "real police work" in which the work "street" is more recognition that the "administrative work ". Finally, about the discourse on women, we highlight the changes to look the work of female police officers from the perspective of care for the design of the warrior police and finally the discursive tendency to erase the differences and classify all while police. / A presente pesquisa de mestrado teve como principal objetivo compreender e analisar os padrões de policiamento da instituição face aos processos de transformação do trabalho feminino na Polícia Militar do Estado de São Paulo (PMESP). Os objetivos secundários foram compreender os discursos acerca da atuação das policiais militares na PMESP, compreender a percepção destas sobre sua própria atuação e analisar os conflitos que as diferenças de gênero ocasionam nas diversas esferas que compõe a instituição. Para cumprir tais objetivos foram realizadas entrevistas semiestruturadas em profundidade com policiais militares (homens e mulheres) da instituição paulista de diversas patentes e funções. Desta forma parte considerável da pesquisa foi estruturada a partir da análise das experiências e trajetórias profissionais de policiais femininos, de diferentes gerações. Também foram reunidos textos de imprensa que trazem a imagem e atuação de mulheres na PMESP, buscando entender as representações que envolvem a imagem da mulher na instituição, a partir de análise documental. A pesquisa teve como principais achados o processo de transformação do próprio trabalho de polícia, a partir da análise do trabalho feminino ao longo dos anos. O policiamento ostensivo, voltado ao combate ao crime (principalmente crimes contra o patrimônio), deixa de ser exclusividade do trabalho masculino e passa a ser o foco de atuação da polícia como um todo. Pudemos também destacar como resultado as diferenças e disputas acerca do “verdadeiro trabalho de polícia”, no qual o trabalho “de rua” tem mais reconhecimento que o trabalho “administrativo”. Por fim, acerca dos discursos sobre o feminino, destacamos as mudanças em olhar o trabalho das policiais femininos sob a ótica do cuidado, para a concepção da policial guerreira e por fim, a tendência discursiva em apagar as diferenças e classificar todos enquanto policiais.