This study focuses on the experiences of women wearing hijab in the Swedish labour market. Semi-structured interviews have been conducted with six veiled women who have managed to find their ways to the labour market in Sweden. The study shows that, although the hijab is an important part of a woman´s identity in terms of her religious belief and practice, it is still hard for a woman wearing hijab to be accepted in the Swedish labour market and the Swedish society as a whole. This type of prejudice leads to discrimination and prejudice and deteriorating psychosocial work environments for veiled women. Postcolonial and intersectional perspectives which have been used at the macro level constitute the main theoretical approaches in the study. The analysis has produced results which show that discrimination against veiled women is very extensive in the Swedish labour market and in the Swedish working life. It has also become apparent in the study that veiled women have minimal trust in the labor market due to their experiences of discrimination. A side outcome of the study is the veiled women’s feelings of not being welcomed by feminist groups in Swedish society. Based on the analysis, it has also emerged that women who wear headscarves in our interviews do not feel welcome in feminist groups because of the hijab.

This report presented national findings for Germany, which emanated from a quantitative and qualitative study conducted as part of the two-year EU-funded Erasmus + research project New Age of Sport Management Education in Europe (NASME), which has been conducted in nine different European countries. The main objective of the project was to gain insights into the requirements of the sport labour market concerning the qualifications and competencies of sport management graduates. The sport labour market is characterised by a strong heterogeneity as a result of increasing functional differentiation and a rapid growth, which is fostered by global mega-trends, such as digitalisation, commercialisation and internationalisation. As a result, higher education institutions at national and European level will be presented recommendations for curriculum development, in order to better prepare their students for the requirements of the labour market. The quantitative study has been conducted between December 2017 and April 2018. In total, 54 experts in the sport labour market in Germany participated in the survey. These experts filled leading positions in the field of sport management and included top tier managers (50 %) and other specialists with responsibilities for human resource management in their organisations. The main research questions for the quantitative study included: • Which positions including their tasks, roles and activities exist currently and in the future in the sport labour market? • Which competency requirements do the employers address currently and in the future to (prospective) job holders? • How do these aspects affect recruitment processes currently and in the future? Subsequently, 12 semi-structured interviews were conducted with sport labour market experts of the different fields. It was the objective of the qualitative study to gain a deeper understanding of the results of the previous quantitative study, in particular concerning trends, competencies, job development and recruitment. The report derives implications for curriculum development at higher education institutions and organisations in the sport labour market in Germany and discusses these critically.:1 Introduction 2 Sport (management) in Germany 2.1 Sport structure and culture 2.1.1 Legal framework of sport 2.1.2 Main sources of funding for sport 2.1.3 Sport culture 2.2 Sport management education 2.3 Labour market in the area of sport management 3 Method and data collection 3.1 Quantitative data collection and analysis 3.2 Qualitative data collection and analysis 4 General findings and results 4.1 Results from quantitative data analysis 4.1.1 Changes in working life 4.1.2 Cooperation 4.1.3 Recruitment 4.1.4 Competencies 4.1.5 Sector analysis 4.2 Results from qualitative data analysis 4.2.1 Trends in sport management in Germany 4.2.2 Competencies 4.2.3 Job development, qualifications and recruitment 5 Conclusion, implications and outlook 5.1 Conclusion 5.2 Recommendation for the future sport management curriculum 5.3 Implementation of findings in sport management curriculum at Leipzig University 5.4 Requests to sport labour market 5.5 Limitations 5.6 Outlook 6 References Annex

This diploma thesis deals with social policy towards single-parent families in the Czech Republic with focus on alimony policy. I deal more closely with the standard of living by single-parent families and obligated parents. This problem is explored on the basis of theoretical framework called social construction of the target populations. Social policy towards single-parent families does not reflect their needs at the right time. Different approach could lead to improvement of their standard of living. The Czech society has not come with an agreement on reforming the social system to more benefit the single-parent families. Despite the fact that the concept of supporting single-parent families has been formally accepted by European Union and Czech government as one of the top priorities, this proclamation has not brought any real change to the single-parent families` standard of living. I try to understand a present situation/image of social policy towards single-parent families in regard to alimony policy with an application of theoretical framework social construction of the target population basis. For this purpose, I identify the real social construction of single-parent families and obligated parents in the political discourse. I examine the policy suggestions on alimony, and the...

The Diploma Thesis "The Factors Affecting the Low Numbers of Women Working as IT Professionals in Czech Republic" does focus on the issue of disproportion of men and women working in IT field in the Czech labor market. The theoretical background reaching up to 1980's is presented on the first pages . I slightly come across the issue of low numbers of women working as IT professionals in the Czech Republic, but I also briefly comment on international findings for solution of this situation. The important part of the text is the description of current situation of the Czech Republic labour market. Last but not least I debate on factors influencing womens decisions when choosing future profession and what stops them from choosing the information technology field. Part of the thesis is also survey which provides detailed information of the experience of women working as IT professionals in Czech Republic. The theoretical point of the thesis is the gender concept, according to this concept the skills and abilities of women and men aren't biologically given as we often stereotype, but they are formed socially.

The Diploma Thesis "The Factors Affecting the Low Numbers of Women Working as IT Professionals in Czech Republic" does focus on the issue of disproportion of men and women working in IT field in the Czech labor market. The theoretical background reaching up to 1980's is presented on the first pages . I slightly come across the issue of low numbers of women working as IT professionals in the Czech Republic, but I also briefly comment on international findings for solution of this situation. The important part of the text is the description of current situation of the Czech Republic labour market. Last but not least I debate on factors influencing womens decisions when choosing future profession and what stops them from choosing the information technology field. Part of the thesis is also survey which provides detailed information of the experience of women working as IT professionals in Czech Republic. The theoretical point of the thesis is the gender concept, according to this concept the skills and abilities of women and men aren't biologically given as we often stereotype, but they are formed socially.

Self-employment has been considered an important part of recovering and growing economy as well as an area of interest of current governing bodies on national and supranational level. Therefore, this study aims to provide deeper understanding, what influences self-employment and how does such influence differ between men and women. Purpose of the study is threefold. First, to synthesize a model of influential factors based on current academic debate. Second, to analyze the case of the Czech Republic (exceptional in higher self-employment growth rates for women than men) to understand whether gender difference phenomenon is universal or only limited to time/space/industry. And third, to analyze what are factors driving self-employment. To answer the question ​How does influence of factors on self-employment differ between genders? ​correlation research design is introduced to examine relationships between micro- and macro-environment factors (explanatory variable) and gender specific self-employment rate (response variable). To analyze these relationships, secondary data collected from online open source platforms of national and supranational public institutions are utilized. Firstly, comparability analysis is conducted between male and female (self-)employment development in Czechia. Secondly,...

The aim of the study is to examine how the labour market is depicted in course booksfor Sweden's upper secondary social studies courses, by comparing textbook contentfor different educational tracks. The case study is based on qualitative text analysiscombined with some quantitative elements. It investigates themes, language andassignments as well as the extent and depth of depictions of the labour market. Thetheoretical lens used draws on Basil Bernstein's concept of knowledge organisation;the distinction between vertical and horizontal knowledge structures.Although the results show some similarities between the tracks, the findings point todifferences in expectations placed on students in different tracks in terms of languageproficiency, cognitive load and their expected societal roles. The study aligns withprevious research within the field suggesting that tracking contributes to sustainingsocial divisions. / <p>21-01-20</p>

The Czech Republic underwent considerable social, political and economic changes after 1989. An important step was the creation of the labor market where jobs and wages were created based on market supply and demand. Due to effects of these market forces, unemployment was an unavoidable consequence. . Closely related to this was workforce flexibility which over the years became increasingly important. People migrating for work also had an effect on the housing market. The main objective of this thesis is to analyze the labor market in the Plzeň Region and the related spatial mobility since 2000 (with a brief development in the 90's). Another important objective is to determine to what extent the migration of the population is affected by the labor market situation and developments in the housing market. Two major institutions were used as the data source for processing thse reviews. The Labour Market in the Plzeň Region was mapped on the basis of data from the Labour Office in Plzeň. Data on development of spatial mobility and the housing market was gained from the Czech Statistical Office online databases and also from the Regional Office of CSO in Plzen. Key words: migration, labour market, housing market, Plzen

With the recent influx of foreign-born individuals migrating to Sweden, this study aims to answer the question, “do high skilled foreign-born individuals relate positively to average wages in Sweden?”. We specifically observe high skilled foreign-born individuals and their contribution to the average wage across different municipalities in Sweden between the years 2011 and 2018. The method carried out in this study consisted of an empirical analysis where the significance of economic factors was interpreted in order to understand the variation in wages. The data was extracted from Statistics Sweden. The relationship of the share of highly educated foreign-born individuals has proved to be insignificant with respect to average wages in Sweden. Different theories are discussed in this paper in order to identify the key labour market outcomes due to the labour supply shock. Our findings disclose that differences in wages are present, meaning that natives and foreign-born individuals are complements in the short run

Team composition in the workplace is a popular topic where there are no clear answers to how the most productive and efficient team should be composed. There are many variables combined determines which candidate and which factors are best considered to predict job performance. The purpose of this study was through an experiment investigate whether age, education and the team's age composition have an impact when assessing suitability assessment in a recruitment context. The experiment was answered by 55 respondents with experience of recruitment in their capacity as manager, recruitment consultant or HR employee. The results show that the age composition of the existing team has no effect on how the respondents assessed the suitability of the candidates as the same candidate was most attractive regardless of team composition. The candidates' academic level of education had a negative impact as candidates without academic education were considered more suitable. The results also showed an interaction effect of age*education, which states that higher education is considered appropriate for the older candidates, while education has the opposite effect for younger candidates, which was concluded through a t-test. / Teamsammansättning är ett ämne där entydiga svar saknas kring hur det mest produktiva och effektiva teamet bör vara sammansatt. Många variabler påverkar valet av kandidat och vilka faktorer som bäst anses predicera arbetsprestation. Syftet med denna studie var att genom ett experiment undersöka om ålder, utbildning och teamets åldersmässiga sammansättning har en påverkan vid bedömning av lämplighetsbedömning i rekryteringssammanhang. Experimentet besvarades av 55 respondenter med erfarenhet av rekrytering i egenskap av chef, rekryteringskonsult eller HR-medarbetare. Resultatet visade att det befintliga teamets ålderssammansättning inte hade någon inverkan på hur respondenterna bedömde lämpligheten på kandidaterna då samma kandidat varit mest attraktiv oaktat teamsammansättning. Kandidaternas akademiska utbildningsnivå hade en negativ inverkan då kandidater utan akademisk utbildning ansågs mer lämpliga, även om det fanns en, genom t-test bekräftad statiskt signifikant interaktionseffekt av ålder*teoretisk kompetens som säger att hög utbildning ansågs lämplig hos de äldre kandidaterna.