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The following Bachelor thesis is analysing how the Swedish armed forces promotes women in order to attract them to their organisation. Specifically it investigates (1) "How does the Swedish armed forces break the social norms of what it means to be a soldier?" (2) "How do they present a gender equal division of labour?" (3) "How do they try to affect women´s attitude towards the organisation?" This study investigates the Swedish armed forces, an organisation with a great underrepresentation of women. The underrepresentation of women is something that the Swedish armed forces openly tries to change through their marketing. This thesis is a single case study with both qualitative and quantitative approach, using Harding´s gender process theory in a descriptive design. By gathering television commercials from the Swedish armed forces user page on YouTube, I explore how the Swedish armed forces tries to minimize the underrepresentation of women. Their strategies are analysed by using Harding´s three gender processes. The results show that the organisation is active in all three processes, but focuses on breaking the social norms of what it means to be a soldier.

Amelia Earhart opened the skies for many female pilots in the 1930s. It was because of her that many young women followed their reverie to becoming a pilot. This dream led many to answer the call when the United States Army Air force needed ferrying pilots when World War II began. Female aviators were contracted as civil service personnel and placed in different units to ferry planes across the country and to tow targets during live ammunition practice by combat soldiers. These units were later combined to form the Women Air force Service Pilots (WASPs). The anomaly of the WASPs was that they were the only women’s unit who joined a men’s only division of the Army, though they were not considered to be full military personnel. Never before had the United States government allowed female pilots to participate in the military. While providing aerial support services for the United States Air Force, the WASPs were not granted military benefits, nor were they considered part of the military, despite being required to follow all military protocols. In 1977, after Congressional hearings, the WASPs were finally granted full military honors. This dissertation examines the experiences of those women within the context of the institutions of higher education where they were trained and in terms of the varied forms of discrimination that they faced, highlighting the ways in which they navigated those challenges.

Thesis (Ph.D.)--Texas Christian University, 2009. / Title from dissertation title page (viewed June 9, 2009). Includes abstract. Includes bibliographical references.

Thesis (Ph. D.)--University of Washington, 1999. / Vita. Includes bibliographical references (leaves 167-172).

Thesis (M. A.), Memorial University of Newfoundland, 1998. / Bibliography: leaves 75-86.

Thesis (Ph. D.) -- University of Maryland, College Park, 2004. / Thesis research directed by: Education Policy, and Leadership. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

Thesis (Ph.D. in Nursing) -- University of Colorado, 2006. / Typescript. Includes bibliographical references (leaves 177-185). Free to UCDHSC affiliates. Online version available via ProQuest Digital Dissertations;

With the advent of the Global War on Terror in 2001, more than 2 million troops have deployed in support of contingency operations throughout the world. During this time, the divorce rates have increased throughout the military, hitting an all-time high in 2011, and dropping slightly thereafter. Enlisted members on active duty in the United States Air Force exhibited a higher rate of divorce than did their counterparts in any other branch of military service. At present, the reasons for the heightened Air Force divorce rates are still unknown. Perhaps more importantly, research has not identified which specific subgroups within the Air Force stand at the highest risk of divorce. Current research has identified several factors that contribute to divorce in military personnel. These factors include career group, gender, race, and deployments. The purpose of this archival quantitative study, based on the stress hypothesis, was to describe, compare, analyze, and explore divorce status of the active duty enlisted corps of the U.S. Air Force in 2011 (N = 247,644), the year in which military divorce rates peaked. Research questions were answered using tables, bar graphs, and chi-square tests to explore associations among the variables. The study examined four independent variables, Air Force specialty, career group, gender, and race and found a statistically significant correlation between each of the independent variables and divorce rates. A weak association was found between deployments and divorce, with the greatest association found between gender and divorce. Among Air Force servicemembers, females were more than twice as likely to be divorced than males. This study may contribute to positive social change by reducing the rates of marital dissolution in the Air Force.

This research tested the hypothesis that militarization of societies, as defined by the percent of national budgets spent on military expenditures, has adverse effects on women's economic status relative to men's. This study also examined other predictor variables known to affect women's status. Data from sixty different nations were analyzed by means of multiple regression techniques. Results show that the militarization variable increased women's share of agriculture, which suggests that as men are mobilized into military activities, women are left to produce food for the country, a situation which can have contradictory effects on women's economic status. What is more important than militarization in predicting women's economic status relative to men's are high birth rates and sex ratios, which clearly depress women's economic opportunities.