In Stockholm there are currently five women, out of a total of 102 employees, working in public sports arenas. In sports arenas men are numerically superior amongst the workers as well as the visitors. These arenas are in many ways male dominated, masculinized environments. In this essay I investigate the reasons behind the uneven distribution, in terms of gender, among sports arena workers. I do this by interviewing seven female sports arena workers (the five current and two former), and by observing their workplaces. Through discourse analysis of their narratives, I seek to use these women’s experiences, as being part of a minority, as a way to render sports arenas more available for a larger public. In the study I have a feminist, post-structural standpoint, and I relate my results to theories on gender and organization as well as research on gender and sports. From a doing gender perspective I focus on how the women that I have interviewed talk about themselves, their workplaces and their choices of profession, as well as how they talk about gender and gender equality. The aim of this study is to present these women’s perspectives on sports arenas as organizations, and to draw links between these particular workplaces and larger social discursive patterns. Another aim with the study is to problematize the very effort to achieve (numerical) equality between the sexes, and to uncover underlying biases. Except for gender biases I also consider intersections between gender and age, social class and sexuality. One of my main findings is that there are quite specific discourses surrounding this profession, reproducing it as masculine. An equalization of the distribution in terms of gender among the employees is not necessarily the entire solution to the inequality problem. A more qualitative effort is needed, for instance a redistribution of power resources within the organization. In the essay I present a list of concrete proposals on how to diversify the personnel in the future, based on the interviews. The main goal with this work is to destabilize the gender based gap in the Swedish labor market, and to increase the availability to all spheres in society, for everyone, on equal terms.

Though successively decreasing over time, gender wage gaps are still large in all western countries. When gender wage gaps exist, there is an unequal distribution of economic power between men and women. This paper examines variables that significantly relate to the differences in the size of the gender wage gap across Swedish municipalities. With data gathered from Statistics Sweden and the Swedish Social Insurance Agency for the year 2011, a series of OLS regressions are performed. By examining what variables are statistically related to variations in the gender wage gap over municipalities, for example, average wage, human capital, gender segregation and work absence, the aim is to further contribute to the field of gender economics. The results in this paper show that the gender wage gap exists in all 290 Swedish municipalities. It varies greatly with women earning only 56 percent of men’s wages in Danderyd to women earning 87 percent of men’s wages in Haparanda. In municipalities where average wages are high the gender wage gap is large. Long-term illness and lowered capacity to work are strong factors negatively affecting the gender wage gap. In municipalities where women are more affected by long-term illness and lowered capacity to work than men the gender wage gap is larger. Furthermore, there is a significant relation between the gender wage gap and human capital. The gender wage gap is larger in municipalities where a large share of the population has a higher education.

Human Resources (en benämning för personalarbetet) är ett yrke som idag blir allt populärare. Trots detta visar statistik att en majoritet av kvinnor både studerar och arbetar med personalfrågor. Studien har därför som syfte att undersöka varför Human Resources branschen har en ojämn könsfördelning. Detta görs genom en historisk inblick i branschens utveckling i relation till samhällets förändringar, där en analys av texter ger en bild av dagens personalarbete. De teoretiska utgångspunkterna består dels av socialkonstruktivism och dels av begreppen mjuk och hård Human Resources Management. Det mjuka begreppet förknippas med kvinnlighet, medan det hårda begreppet framhäver en manlig bild av yrket. Undersökningen kommer fram till att historiskt har främst det mjuka begreppet varit i fokus, men det hårda perspektivet har gjort framsteg de senast årtiondena och framhävs idag lika mycket som det mjuka. Utöver detta visar även studien på att könsfördelningen kan komma att förändras i framtiden om den utvecklingstendens som finns idag fortsätter. Yrket får allt mer status, inflytande och makt samtidigt som den hårda bilden av yrket framhävs allt mer. Dessa aspekter förknippas, enligt forskning, oftast med män. Dessvärre visar inte högskoleutbildningarna inom personalvetenskap på samma förändring, utan dessa domineras fortfarande av kvinnor. Det behövs därför ett aktivt arbete med könsfördelningen om en jämn könsfördelning ska uppnås.

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

Hlavním cílém této diplomové práce bylo analyzovat současnou situaci žen ve vyšším managementu ve vybraných společnostech s hlavním zaměřením na Českou republiku. Dále prozkoumat baríery, kterým ženy čelí pří jejich cestě na manažerské pozice a poskytnout doporučení budoucím manažerkám. Tato práce se skládá ze dvou částí a to části teoretické a praktické. V první části jsou analyzovány teoretické pojmy spojené s termínem gender, současná situace žen v managementu a ženský styl vedení. Praktická část diplomové práce je rozdělěna na dvě další části. V první části jsou provedeny rozhovory s ženami z vyššího managementu, které pocházejí z různých společností. V druhé části je tato problematika analyzována z pohledu odborníku ze společnosti Hays Česká republika.

Syftet med studien är att undersöka och analysera arbetssituationen för män och kvinnor i en könsintegrerad organisation utifrån ett genusperspektiv. Studien har genomförts på en enhet inom en könsintegrerad organisation i Sverige. Åtta respondenter varav fyra män samt fyra kvinnor från den studerade organisationen har medverkat genom digitala semistrukturerade intervjuer. Studiens teoretiska ramverk presenterar teorier och tidigare forskning gällande genus, könssegregation, möjlighetsstrukturer samt organisationskultur och normer. Resultatet visar att enheten har en jämlik möjlighetsstruktur och att organisationen arbetar med insatser för att öka inkluderingen samt jämställdheten. Dock visar även resultatet att det finns en könssegregation inom enheten samt en manlig kultur och norm som formar de manliga och kvinnliga medarbetarna. Tidigare forskning gällande arbetssituationen för män och kvinnor är till största del fokuserad på mansdominerade samt kvinnodominerade yrken. En slutsats av resultatet visar att könssegregering även förekommer i könsintegrerade organisationer. Ytterligare en slutsats av studiens resultat visar att den manliga kulturen samt den manliga normen ligger till grund för den könsmarkering som förekommer inom enheten. Denna studie bidrar till en grund för vidare forskning inom området, eftersom det finns en brist av forskning inom könsintegrerade organisationer är vidare forskning inom ämnet betydelsefullt för att belysa hur könsintegration påverkar män och kvinnors arbetssituation i en större utsträckning. / The purpose of the study is to investigate and analyze the work situation for men and women in a gender-integrated organization from a gender perspective. The study was conducted at a unit within a gender-integrated organization in Sweden. Eight respondents, of which four men and four women from the studied organization have participated through digital semi-structured interviews. The study's theoretical framework presents theories and previous research regarding gender, gender segregation, opportunity structures as well as organizational culture and norms. The results show that the unit has an equal opportunity structure and that the organization works with initiatives to increase inclusion and gender equality. However, the results also show that there is a gender segregation within the unit as well as a male culture and norm that shapes the male and female employees. Previous research regarding the work situation for men and women is largely focused on male-dominated and female-dominated occupations. A conclusion from the results shows that gender segregation also occurs in gender-integrated organizations. Another conclusion of the result from the study shows that the male culture and the male norm form the basis for the gender marking that occurs within the unit. This study contributes to a foundation for further research in the field, as there is a lack of research within gender-integrated organizations, further research in the subject is important to create an understanding of how gender integration affects men and women's work situation to a greater extent.

Syfte: Uppsatsen syftar till att inventera upplevelser från kvinnliga och manliga cheferangående deras karriärer i en bransch där deras biologiska kön är underrepresenterat. Metod: För att besvara uppsatsens frågeställning och ge utrymme för subjektiva upplevelser från respondenterna har en deduktiv forskningsansats implementerats inom ramen för kvalitativ forskningsstrategi. Semistrukturerade intervjuer har upprättats med tio respondenter. Slutsats: Samtliga respondenter har krossat glastaket och åkt glashissen, dock upplever majoriteten av de kvinnliga cheferna fler utmaningar och hinder kopplat till deras biologiska kön. De manliga respondenterna har erhållit förtroende fort i sina respektive anställningar, medan kvinnorna upplever att de behövt hävda sig och påvisa sin kompetens innan de erhåller respekt från intressenter. / Purpose: The purpose of this Bachelor Thesis is to do an inventory of male and female experiences in regards to making a career in an industry where their biological sex is underrepresented. Method: To be able to achieve the Bachelor Thesis purpose and simultaneously give room for the respondents subjective experiences we conducted a deductive research approach within a qualitative research strategy framework. Our ten respondents have contributed their knowledge through semi structured interviews. Conclusion: All respondents have broken the glass ceiling and ridden the glass escalator, however, the majority of the female managers experience more challenges and obstacles linked to their biological sex. The male respondents have gained confidence quickly in their respective employments, while the women feel that they need to assert themselves and demonstrate their skills before they gain respect.

Diploma thesis is focused on the issue of gender equality in labour relations in order to assess what role the trade unions can or could play in promoting gender equality. The theoretical part introduces the basic concepts of gender issues and outlines the historical development of unionization in the Czech lands. Attention is paid to legislative standards governing the conditions unionization and analysis of legal measures to promote equality in labour relations. The research focuses on analysis of the texts of collective agreements, and analyses semi- structured interviews performed with representatives of trade unions and the Committee on Equal Opportunities for Men and Women at Czech-Moravian Confederation of Trade Unions.

The thesis studies gender inequality in interpreting studies. In specific, gender imbalances in European interpreting institutions such as the Institute of Translatology of the Faculty of Arts of Charles University. At the Institute of Translatology, it investigates the gender ratios among master's and doctoral graduates and the gender ratios in individual language programs from 1989 to the present. Through a survey, it traces the opinions of lecturers and students at the institute regarding gender issues and ascertains their views on the causes and consequences of the high proportion of women in the interpreting studies program.

Syftet med studien är att med intresse för könssegregering undersöka diskurser om bibliotek, bibliotekarier ochkvinnors roll inom arbetslivet. Empirin för studien är dokument publicerade inom tidsperioden 1850-talet till 1910-talet och som berör uppsatsens teman. Dessa analyseras utifrån en diskurspsykologisk samt en kompletterandeidéanalytisk ansats för att synliggöra tolkningsrepertoarer och maktrelationer. Studiens resultat visar på två förhållningssätt till och tolkningsrepertoarer baserat på traditionella normer inom de empiriska dokumenten. Dels den upprätthållande tolkningsrepertoaren, dels den utmanande tolkningsrepertoaren. Vidare synliggjordes genussystemets och det ostabila genuskontraktets inverkan på bibliotekarieyrkets status. / The aim of the study is to, with an interest in gender segregation, examine discourses about libraries, librarians and the role of women in working life. The empirical material for the study is documents published within the time period from the 1850s to the 1910s that touch on the themes of the essay. These are analyzed based on a discourse-psychological and a complementary idea-analytical approach to make interpretation repertoires and power relations visible. The results of the study show two approaches to, and interpretation repertoires based on traditional norms within the empirical documents. Partly the maintaining interpretation repertoire, partly the challenging interpretation repertoire. Furthermore, the impact of the gender system and the unstable gender contract on the status of librarianship was made visible