Despite it being over a century since the first woman gained a pilot s licence, piloting remains a male-dominated profession. Worldwide, only 3% of airline pilots are women and, of these, only 450 hold the rank of Captain, a number who could easily be seated within a single A380. UK airlines are recognising that the low number and proportion of female pilots is an issue and some carriers, including easyJet, have introduced initiatives to promote gender diversity on the flightdeck. However, as there are few female pilots qualifying and applying for airline jobs, there is a compelling need to both examine why relatively few women consider a career as a pilot and then understand the challenges those who do make a non-traditional career choice and enter the profession face during their initial (ab initio) training in reconciling their developing professional identity as a pilot with their gender identity as a woman. The aim of this thesis is to explore the effects of women ab initio pilots minority status on their gender and professional identities. To address this aim, the thesis utilises the Theory of Tokenism, together with concepts of Gender Performativity and Professional Identity, to explore the experiences of ab-initio pilots at two UK-based Flight Training Schools. New empirical evidence, derived from in-depth interviews and surveys, found that female cadets perceive elements of their professional identities differently from men, and women cadets adopt a range of strategies to negotiate conflicts between their developing professional and gender identities. The research examines the experiences of these cadets to make both theoretical and empirical contributions to existing studies of gender-dominated professions as well as offering practical recommendations to airlines and flight training schools who are seeking to encourage more women to qualify as commercial airline pilots.

Även om Sverige rankas bland topp tio av världens mest jämställda länder så dominerar män bland chefspositionerna. Studier visar att individer oavsett kön föredrar män som chefer framför kvinnor. Denna kvalitativa intervjustudie syftar till att skapa fördjupad förståelse i hur det är att vara kvinna och chef genom att uppmärksamma upplevda motstånd, utmaningar och svårigheter vilka relaterar till stereotypa uppfattningar om kvinnliga egenskaper. Utifrån de primära teoretiska utgångspunkterna “att göra kön”, “tokenism” och “rollkongruens” har datamaterial insamlat via intervjuer med sex kvinnor i chefsrollen analyserats. Studiens resultat visar att kvinnor i chefsposition stöter på utmaningar och motstånd vilka kan kopplas till stereotypa uppfattningar om den kvinnliga könsrollen. Ett av studiens viktigaste fynd som kan vara en förklaring till detta är att könsstereotypa strukturer är djupt rotade varför de ofta går obemärkt förbi och reproduceras via social interaktion. / Even though Sweden is ranked among the top ten of the world's most equal countries, men dominate among the managerial positions. Studies show that individuals regardless of gender prefer men as managers over women. This qualitative study based on interviews aims to create an in-depth understanding of what it is like to be a woman and a manager by paying attention to perceived resistance, challenges and difficulties which relate to stereotypical perceptions of female characteristics. Based on “doing gender”, “tokenism” and “role congruity theory” as primary theoretical perspectives, data-material collected through interviews with six women in the managerial role has been analyzed. The results of the study show that women in managerial positions encounter challenges and resistance which can be linked to stereotypical perceptions of the female gender role. An important finding that may be an explanation is that gender stereotyped structures are established, which is why they go unnoticed and are reproduced in social interaction.

Räkenskapsåret 2017 blev hållbarhetsrapporteringen för större bolag lagstadgad i Sverige men som fenomen saknas standardiserade definitioner och gemensamma globalaramverk. Idag existerar det endast riktlinjer och rekommendationer förhållbarhetsrapporteringen som till exempel skapats av Global Reporting Initiative (GRI). Det har skapat plats för tolkningsutrymme vid upprättandet av hållbarhetsrapporter som resulterat i varierad och bristande kvalitet, vilket betraktas som ett stort problem på vägen mot en bättre och mer hållbar värld. Studien ämnar därför att förklara om kvinnliga styrelseledamöter och oberoende styrelseledamöter kan vara lösningen för att upprätta och bibehålla hållbarhetsrapporter av hög kvalitet.  Metoden som har använts är en tvärsnittsstudie, med deduktiv ansats som undersöks genom ett kvantitativt tillvägagångssätt. Hypoteserna bygger på GRI-standarder i kombination med upper echelon teori, social identitetsteori, tokenism, kritisk massa och agentteorin. Resultaten leder fram till accepterande av hypotes H1, H1a, H1b, H1c. och H2. Studien visar således samband för andel kvinnliga styrelseledamöter och kvalitet på hållbarhetsrapporter. Hypotes H3 förkastas, inget signifikant samband går att finna mellan andel oberoende styrelseledamöter och kvalitet på hållbarhetsrapporter. / In the financial year 2017, sustainability reporting became statutory in Sweden but as a phenomenon there is a lack of standardized definitions and common global frameworks.Today, there are only guidelines and recommendations for sustainability reporting, created bythe Global Reporting Initiative (GRI). This fact has created room for interpretation that has resulted in varied quality in the sustainability reports, which is considered a major problem on the road to a better and more sustainable world. Therefore, the study intends to investigate whether female board members and independent board members can be the solution for preparing and maintaining high-quality sustainability reports. The method that has been used is a cross-sectional study, with a deductive approachthat is examined through a quantitative approach. The hypotheses are based on the GRI-standards in combination with upper echelon theory, social identity theory, tokenism, critical mass and agency theory. The results lead to acceptance of hypothesis H1, H1a, H1b, H1c.and H2. The study finds a relation between the proportion of female board members and the quality of sustainabilityreporting. Hypothesis H3 is rejected, because no relation can be found when there is a higherproportion of independent board members.

This study analyzes the under-representation of women in engineering occupations and investigates different types of discrimination that drive women from engineering careers. A male/female interaction continuum created by New Dynamics Consulting is introduced to provide a visual representation of the range of behaviors exhibited by both men and women. The continuum shows a progressive path that describes a range of non-collaborative to collaborative behaviors which begin with dominant and subordinate stereotypes and transitions to mutual colleagueship between the genders. By understanding how an organization falls on the continuum, corrective actions may be established for individuals and groups in an effort to modify and eliminate the behaviors that do not support colleagueship and that contribute to the attrition of women engineers. The national gender wage gap between men and women is analyzed and further broken down into its main contributors and is offered as a metric to be used to determine the success of eliminating inherent gender discrimination. A root cause is then presented based on men’s core beliefs and attitudes towards women in the technical workplace. Suggested corrective actions are itemized to prevent extensive litigation such as the nation’s largest class action gender discrimination lawsuit against Wal-Mart. / text

In this dissertation, I explore the experiences of immigrant (i.e. foreign-born) faculty in the U.S. academy, especially during a trying period of time—Donald Trump’s presidency—when anti-immigrant sentiments and rhetoric have heightened in America. Specifically, I explore how in the Trump era, gender, race, ethnic (national) origin, cultural background, and foreign-born status intersect to shape immigrant faculty’s experiences at the individual, interpersonal, and organizational level, including the privileges they enjoy and/or the penalties they pay based on their multiple social locations and ethnic culture—a group occasionally studied. Finally, I explore how the organizational and departmental culture of diversity enables the faculty to make sense of their overall satisfaction and/or stress at work—rarely considered. Overall, the goal of this study is to understand how different social identities, cultural background, and immigrant status intersect to shape the professional and social standing of a highly skilled group of immigrant professionals in a foreign country and especially in a high-status occupation, such as professorship. Most importantly, this study attempts to understand how structural inequalities are produced and reinforced in the academy that is supposedly a haven for social consciousness and ethical conduct. For the purpose of my study, I conducted 66 in-depth interviews with immigrant faculty, search committee members, administrators (department chairs, interim directors of programs, college deans, and chancellors), and administrative personnel (staff members of Affirmative Action, Equity and Compliance, and Human Resources) at a large public university in the rural Midwest. I also conducted approximately 42 hours of observations in the faculty meetings and class lectures that my immigrant participants attended and delivered respectively. I noted faculty-faculty and faculty-student interactions, including their verbal and non-verbal exchanges. I used an intersectional lens grounded in the theories on tokenism to analyze my findings.Two overarching themes emerged in the data. The first one reveals the stereotypes (negative as well as positive), performance pressures, and professional marginalization my immigrant participants encounter at work. The second one shows that cultural contrasts result in my immigrant participants’ ethnic othering or exoticization at work, as well as heighten boundaries between them and their U.S.-born colleagues and students. These, in turn, affect my participants’ legitimacy, interpersonal communications, productivity, and career growth in the academy. Overall, I conclude that immigrant faculty are cultural tokens—held up against local hegemonic gendered and ethnic norms and racial stereotypes—in the U.S. academy, whose tokenization—scrutiny, performance pressures, and isolation—is shaped by their multiple social locations, cultural background, and the organizational and departmental culture of diversity. Lastly, keeping my study findings in mind, I make recommendations for diversity and inclusion in higher education in order to prevent women and racial and ethnic minorities from becoming tokens at work.

The aim of this study was to examine whether male and female sport journalists in Sweden differ in their view of gender equality in sport editorials and how it could be achieved. Qualitative interwievs were conducted with seven men and women working as sport journalists in Sweden. The theoretical framework used are Kanter’s theory of tokenism, a theory about Suppression techniques and a Gender theory. The result shows that men and women have different perceptions of how to achieve gender equality in sport editorials. The majority of the female respondents experience the masculine culture as the reason why there is such a male dominance in the business. The male respondents experience the same issue, but claims that the male culture is not that comprehensive as before.

No description available.

No description available.

No description available.

The tenets of representative bureaucracy suggest that the composition of the bureaucracy should mirror the people it serves including women in order to influence the name, scope, and implementation of public policies. Women are still underrepresented in mid-to-upper management in male-dominated occupations. When women are under-represented in mid-to-upper levels of management in government, there are implications regarding representative bureaucracy. This study examined the career progression experiences of women who were successful in reaching mid-to-upper levels of management in male-dominated occupations in state government. Specifically, the study explored how women perceive various occupational factors including their rates of participation, experiences, gender, roles within the bureaucracy, interactions with their coworkers, leaders and organizational policies, personal influence, and decision-making abilities. The findings revealed that women experience various barriers to career progression in male-dominated occupations, but find mechanisms to navigate obstacles imposed by the negative consequences of tokenism. The findings indicate that although women have been successful in reaching mid-to-upper level management in male-dominated occupations, they do so in institutions, regional, district, field or offices with fewer overall employees where they have less opportunity to have influence on overall agency-wide policy decisions. The decision-making power is limited to implementation strategies of agency-wide policies within their smaller domains or geographical area of responsibility.