Este trabalho discute a leglslação brasileira que atualmente garante à mulher trabalhadora o direito de amamentar seus filhos, e sua aplicação no cotidiano de patrões e trabalhadoras. Procedeu-se a uma revisão da legislação internacional e nacional e de seus antecedentes históricos. Para ilustrar a aplicação das leis brasileiras foi feito um estudo de caso em que se levantaram informações de trabalhadoras, empregadores e creches conveniadas, que permitiram identificar algumas das barreiras que enfrentam as trabalhadoras que querem amamentar. A discussão da legislação brasileira leva a concluir por sua ambiguidade e inadequação em relação àquele que seria seu objetivo precípuo: garantir que as trabalhadoras possam amamentar seus filhos enquanto trabalham. Entretanto, apesar das deficiências legais, as mulheres ainda se propõem a amamentar e algumas o conseguem, mesmo que por pouco tempo, conforme verificado no estudo de caso. / Current Brazilian legislation that guarantees an employed woman\'s right to breastfeed her children, and the daily application of this legislation is discussed. International and national legislation as well as its historical background are reviewed. To ilustrate the application of Brazilian laws a case study was carried out. Female employees, employers and day care center personnel were interviewed. This data allowed the identification af some barriers faced by wornen who want to breastfeed. The analysis of Brazilian laws shows their ambiguity and unsuitability as a mode to guarantee that employed women may nurse their babies during working hours. Nevertheless, is spite of the legal deficiencies, women are interested in breastfeeding and some manage to do so, even during a shart time, as shown in the case study.

The purpose of this study was to compare working women, career women, and homemakers on the variable of self-concept, locus of control, and attitudes toward women; to determine the relationship between group membership and age, marital status, education, income level, number of children, age of youngest child, maternal education, maternal training, and maternal work history; and to predict self-concept from a linear combination of locus of control, attitudes toward women, group membership, and all the other variables.

Clothes are not only for body protection and covering, but they also have social and emotional aspects attached to them. For them to be appealing, they need to have a proper fit while remaining fashionable and aesthetically pleasing to the eye (Anderson, Brannon, Ulrich, Presley&Woronka, Grasso&Gray,2000; Yoo, 2003). Swaziland has a large population of plus-size women who are working in different departments and need to dress for the job on a daily basis. Their apparel sizing and fit preferences and problems are not known. This research investigates apparel sizing and fit preferences and problems of the plus-size Swazi working women. It concentrates specifically on the functional, aesthetic and economic fit preferences, as well as on determining size labelling preferences, knowledge and clothing styles preferences and problems. This was a descriptive study using a quantitative approach. Purposive sampling was used. This design was chosen as it focused on studying plus-size working women who were experiencing fit problems with the apparel they bought from local apparel retail shops. A survey using a questionnaire to collect data was done in exploring apparel sizing and fit problems and preferences of plus-size working women of Swaziland. A sample of plus-size Swazi working female teachers (n = 249) between the ages of 25 and 60 years who had indicated that they wore clothes of size 16 to 28+ or size 40 to 52+ participated in the study. A self-administered questionnaire was used to answer set objectives. The results of the study indicated that the plus-size Swazi working women preferred clothes that were functionally comfortable, fitted well and were made in comfortable fabric. They also indicated that they preferred clothes that were well sized, had a fit that was functional, sensually and emotionally pleasing in respect of style, the fabric used and comfort. The study also reflected that plus-size Swazi working women experienced sizing and fit problems in most of the apparel they bought from local retail outlets. A high number of the plus-size women consumers reported experiencing difficulty in finding clothes that were aesthetically pleasing. They could not find clothes that were fashionable in their size nor clothes that could satisfy their emotional and symbolic egos. A high number of respondents also indicated that they experienced a lot of fit problems on several areas of their bodies. The waist, hips, buttocks, abdomen and upper arms seemed to be the most problematic body areas respondents reported to be having fit problems. The lengths were also a challenge as most had problems with sleeve and pants length. Findings in this study also reflected that sizing in clothes was still a major problem for most of the plus-size consumers. Many of the respondents had problems understanding information on the size tags. The sizing systems were most probably confusing for the consumer as some came in varying numbers and letters. This study may contribute to a better understanding of sizing and fit preferences and problems experienced by the plussize Swazi working women with regard to work apparel. Consumers come in different shapes and sizes. The clothing producer has a task of ensuring that clothes are made to fit most of the prevailing figure types, rather than the common ideal figure. / Dissertation (MConsumer Science)--University of Pretoria, 2010. / Consumer Science / unrestricted

No description available.

No description available.

Este trabalho se constitui em uma contribuição à análise empírica da discriminação salarial contra as mulheres que possuem ao menos o nível superior completo no Brasil e no México. A escolha do tema deve-se ao fato de que a discriminação salarial negativa contra as mulheres no mercado de trabalho diminuiu lentamente nos últimos 20 anos, mas persiste na maioria dos países a despeito do aumento expressivo de mulheres no mercado de trabalho, inclusive ocupadas que possuem formação educacional de nível superior. Os países em tela, por sua vez, foram selecionados por dois motivos. O primeiro em virtude de ambos apresentarem economias dinâmicas e estruturas produtivas diversificadas, mas com elevadas desigualdades sociais e de gênero. O segundo motivo refere-se à disponibilidade de fontes de microdados compatíveis que permitem a construção de amostras comparáveis entre os dois países, em período e categorias de análise similares - da Pesquisa Nacional por Amostra de Domicílios (PNAD) e Encuesta Nacional de Ocupación y Empleo (ENOE) no ano de 2008. Esse fato possibilitou mensurar os determinantes e impactos da discriminação por sexo no mercado de trabalho. Aplicou-se a técnica de Oaxaca-Blinder para a estimativa do grau de discriminação em cada um dos países, e os principais resultados revelam que, para ambos os países, o componente de discriminação é menor entre os trabalhadores com ensino superior completo do que para o restante da população, apesar dessa categoria apresentar hiatos de renda superiores perante os demais trabalhadores. Ademais, verificou-se que a discriminação entre os trabalhadores ocupados em postos compatíveis com sua qualificação é relativamente inferior, sobretudo no México. / This work constitutes a contribution to the empirical analysis of wage discrimination against women who have at least a bachelor\'s degree in Brazil and Mexico. The choice of this issue was due to the fact that the negative wage discrimination against women in the labor market slowly declined over the past 20 years, but persists in most countries despite the significant increase of women in the labor market, including who have higher educational level. The countries, in turn, were selected for two reasons. The first one is because both exhibit dynamic economies and diversified production structures, but with high social and gender inequalities. The second reason relates to the availability of compatible sources of microdata that allow the construction of samples comparable between the two countries in the same period and similar categories of analysis Pesquisa Nacional de Amostra de Domicílios (PNAD) and Encuesta Nacional de Occupación y Empleo (ENOE) in 2008. This fact made it possible to measure the determinants and impacts of sex discrimination in employment. The method applied to estimate the degree of discrimination in each country, was based on the Oaxaca-Blinder technique and the main results show that for both countries the discriminations coefficient is lower among workers with higher educational level, although they have a higher wage differential. Moreover, it was found that discrimination is lower among the workers in occupations compatible with their academic degree, especially in Mexico.

Este trabalho se constitui em uma contribuição à análise empírica da discriminação salarial contra as mulheres que possuem ao menos o nível superior completo no Brasil e no México. A escolha do tema deve-se ao fato de que a discriminação salarial negativa contra as mulheres no mercado de trabalho diminuiu lentamente nos últimos 20 anos, mas persiste na maioria dos países a despeito do aumento expressivo de mulheres no mercado de trabalho, inclusive ocupadas que possuem formação educacional de nível superior. Os países em tela, por sua vez, foram selecionados por dois motivos. O primeiro em virtude de ambos apresentarem economias dinâmicas e estruturas produtivas diversificadas, mas com elevadas desigualdades sociais e de gênero. O segundo motivo refere-se à disponibilidade de fontes de microdados compatíveis que permitem a construção de amostras comparáveis entre os dois países, em período e categorias de análise similares - da Pesquisa Nacional por Amostra de Domicílios (PNAD) e Encuesta Nacional de Ocupación y Empleo (ENOE) no ano de 2008. Esse fato possibilitou mensurar os determinantes e impactos da discriminação por sexo no mercado de trabalho. Aplicou-se a técnica de Oaxaca-Blinder para a estimativa do grau de discriminação em cada um dos países, e os principais resultados revelam que, para ambos os países, o componente de discriminação é menor entre os trabalhadores com ensino superior completo do que para o restante da população, apesar dessa categoria apresentar hiatos de renda superiores perante os demais trabalhadores. Ademais, verificou-se que a discriminação entre os trabalhadores ocupados em postos compatíveis com sua qualificação é relativamente inferior, sobretudo no México. / This work constitutes a contribution to the empirical analysis of wage discrimination against women who have at least a bachelor\'s degree in Brazil and Mexico. The choice of this issue was due to the fact that the negative wage discrimination against women in the labor market slowly declined over the past 20 years, but persists in most countries despite the significant increase of women in the labor market, including who have higher educational level. The countries, in turn, were selected for two reasons. The first one is because both exhibit dynamic economies and diversified production structures, but with high social and gender inequalities. The second reason relates to the availability of compatible sources of microdata that allow the construction of samples comparable between the two countries in the same period and similar categories of analysis Pesquisa Nacional de Amostra de Domicílios (PNAD) and Encuesta Nacional de Occupación y Empleo (ENOE) in 2008. This fact made it possible to measure the determinants and impacts of sex discrimination in employment. The method applied to estimate the degree of discrimination in each country, was based on the Oaxaca-Blinder technique and the main results show that for both countries the discriminations coefficient is lower among workers with higher educational level, although they have a higher wage differential. Moreover, it was found that discrimination is lower among the workers in occupations compatible with their academic degree, especially in Mexico.

Apesar da crescente participação das mulheres no mercado de trabalho nos últimos cinquenta anos, a baixa representatividade feminina em cargos de alto nível hierárquico persiste. Tendo em vista o papel das relações de gênero na reprodução de desigualdades no mercado de trabalho, a presente pesquisa investiga os desafios de conciliação trabalho-família de mulheres que ocupam posições de alta responsabilidade em organizações privadas sediadas em São Paulo. Com base na compreensão do Construcionismo Social do cotidiano como espaço privilegiado de análise da relação entre indivíduo e sociedade, foram realizadas entrevistas narrativas nas quais as entrevistadas falaram livremente sobre os desafios que enfrentaram ao longo da carreira por serem mulheres, mães e casadas. As entrevistas foram discutidas a partir dos seguintes aspectos das experiências compartilhadas pelas entrevistadas: a percepção de que as mulheres ainda precisam se afirmar no mundo do trabalho; a diferença de tratamento dispensada a elas nas relações de trabalho; os aspectos que parecem impactar o desenvolvimento de carreira das mulheres, mas não dos homens; o esforço diário para uma gestão eficaz do tempo; e os efeitos da insuficiência de práticas e equipamentos coletivos de conciliação trabalho-família. O equilíbrio entre trabalho e responsabilidades familiares é considerado pela Organização Internacional do Trabalho ponto chave para o estabelecimento de maior igualdade entre homens e mulheres, tanto no que diz respeito à realização profissional quanto ao direito de exercer as atividades de cuidado. Observa-se, no entanto, que as organizações se constituem como instituições atravessadas pelas relações de gênero, assim como de raça e classe, e reproduzem desigualdades à medida que operam as normas e processos internos, contribuindo para a manutenção da segregação das mulheres no mercado de trabalho. A escassez de políticas de conciliação oferecidas pelo Estado e pelas empresas perpetuam a noção de que os indivíduos devem se responsabilizar pelo equilíbrio entre as atividades produtivas e reprodutivas, favorecendo, portanto, a manutenção dos estereótipos de gênero / Despite the increasing participation of women in the labor market in the last fifty years, the low female representation in positions of high hierarchical level persists. Considering the role of gender relations in the reproduction of inequalities in the labor market, the present research investigates the challenges of work-family conciliation of women occupying positions of high responsibility in private organizations based in São Paulo. Based on the understanding of Social Constructionism of everyday life as a privileged space for analyzing the relationship between individual and society, narrative interviews were conducted in which the interviewees spoke freely about the challenges they faced during their career as women, mothers and married women. The interviews were discussed based on the following aspects of the experiences shared by the interviewees: the perception that women still need to affirm themselves in the working world; the difference of treatment given to them in the labor relations; the aspects that seem to impact the career development of women, but not of men; the daily effort for effective management of time; and the effects of the inadequacy of policies and collective practices for work-family conciliation. The balance between work and family responsibilities is considered by the International Labor Organization as a key point in establishing greater equality between men and women, both with regard to professional fulfillment and the right to exercise care activities. It is observed, however, that organizations are constituted as institutions crossed by gender relations, as well as by race and class, and reproduce inequalities as internal norms and processes are operated, contributing to the maintenance of the segregation of women in the labor market. The small presence of conciliation policies offered by the state and by private companies perpetuates the notion that individuals should be responsible for the balance of productive and reproductive activities, thus favoring the maintenance of gender stereotypes

In this analysis, I examine how stereotypes of working women function in some of the most popular film and television shows made in past thirty years. A study of films such as Working Girl and Disclosure and television shows such Ally McBeal and Sex and the City within a second-wave and postfeminist framework ultimately reveals that Hollywood stereotypes of working women have evolved very little and simply become more creatively disguised.

Apesar da crescente participação das mulheres no mercado de trabalho nos últimos cinquenta anos, a baixa representatividade feminina em cargos de alto nível hierárquico persiste. Tendo em vista o papel das relações de gênero na reprodução de desigualdades no mercado de trabalho, a presente pesquisa investiga os desafios de conciliação trabalho-família de mulheres que ocupam posições de alta responsabilidade em organizações privadas sediadas em São Paulo. Com base na compreensão do Construcionismo Social do cotidiano como espaço privilegiado de análise da relação entre indivíduo e sociedade, foram realizadas entrevistas narrativas nas quais as entrevistadas falaram livremente sobre os desafios que enfrentaram ao longo da carreira por serem mulheres, mães e casadas. As entrevistas foram discutidas a partir dos seguintes aspectos das experiências compartilhadas pelas entrevistadas: a percepção de que as mulheres ainda precisam se afirmar no mundo do trabalho; a diferença de tratamento dispensada a elas nas relações de trabalho; os aspectos que parecem impactar o desenvolvimento de carreira das mulheres, mas não dos homens; o esforço diário para uma gestão eficaz do tempo; e os efeitos da insuficiência de práticas e equipamentos coletivos de conciliação trabalho-família. O equilíbrio entre trabalho e responsabilidades familiares é considerado pela Organização Internacional do Trabalho ponto chave para o estabelecimento de maior igualdade entre homens e mulheres, tanto no que diz respeito à realização profissional quanto ao direito de exercer as atividades de cuidado. Observa-se, no entanto, que as organizações se constituem como instituições atravessadas pelas relações de gênero, assim como de raça e classe, e reproduzem desigualdades à medida que operam as normas e processos internos, contribuindo para a manutenção da segregação das mulheres no mercado de trabalho. A escassez de políticas de conciliação oferecidas pelo Estado e pelas empresas perpetuam a noção de que os indivíduos devem se responsabilizar pelo equilíbrio entre as atividades produtivas e reprodutivas, favorecendo, portanto, a manutenção dos estereótipos de gênero / Despite the increasing participation of women in the labor market in the last fifty years, the low female representation in positions of high hierarchical level persists. Considering the role of gender relations in the reproduction of inequalities in the labor market, the present research investigates the challenges of work-family conciliation of women occupying positions of high responsibility in private organizations based in São Paulo. Based on the understanding of Social Constructionism of everyday life as a privileged space for analyzing the relationship between individual and society, narrative interviews were conducted in which the interviewees spoke freely about the challenges they faced during their career as women, mothers and married women. The interviews were discussed based on the following aspects of the experiences shared by the interviewees: the perception that women still need to affirm themselves in the working world; the difference of treatment given to them in the labor relations; the aspects that seem to impact the career development of women, but not of men; the daily effort for effective management of time; and the effects of the inadequacy of policies and collective practices for work-family conciliation. The balance between work and family responsibilities is considered by the International Labor Organization as a key point in establishing greater equality between men and women, both with regard to professional fulfillment and the right to exercise care activities. It is observed, however, that organizations are constituted as institutions crossed by gender relations, as well as by race and class, and reproduce inequalities as internal norms and processes are operated, contributing to the maintenance of the segregation of women in the labor market. The small presence of conciliation policies offered by the state and by private companies perpetuates the notion that individuals should be responsible for the balance of productive and reproductive activities, thus favoring the maintenance of gender stereotypes