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The purpose of this study has been to examine how reverse mentorship could be used as a tool to foster diversity within male-dominated organisations. This has been done by analysing male- dominated organisations’ perceptions and attitudes towards implementing reverse mentorship. Additionally, the authors investigated potential challenges and success factors with the reverse mentoring model along with the outcomes that the programme could generate. With the forthcoming generational shift, traditional mentorship has started to lose its relevance which has resulted in an increased demand for alternative mentoring models that could be used to utilise the diversity that the shift could contribute with. A qualitative research approach was applied, where the primary data collection process was initiated with ten semi-structured interviews with the male-dominated organisations: Volvo Cars, Volkswagen Group Sverige, and Spot On. Volkswagen Group Sverige represented the perspective of practical experience from their reverse mentoring programme. Volvo Cars and Spot On, on the other hand, contributed with their theoretical perceptions and understanding of the phenomena since they had not implemented the concept yet. The research recognised six themes where the authors could distinguish significant insights that enabled them to draw conclusions and extend the conceptual framework. In particular, the findings generated new perspectives of the challenges with reverse mentorship and how they could be translated into success factors if utilising them in an efficient manner. Consequently, a reverse mentoring programme could derive positive outcomes for the individual as well as for the organisation as a whole. The findings and analysis further indicated that the concept could be used as a tool to foster diversity, not only within male-dominated organisations but also within other organisations, as diversity is an everlasting topic.

Research shows that women face a lot of obstacles in working life, but how do male employees really view female leadership? The purpose of this study is to investigate what beliefs and experiences men in a male-dominated industry have of female leadership. A deeper understanding wants to be reached about why male employees have beliefs about female leadership. Furthermore, female leadership is studied in relation to male leadership to highlight any hidden beliefs. The previous research highlights gendered leadership, how men are perceived to lead and how women are perceived to lead. Then there is the issue of female leadership in male-dominated industries as well as obstacles and notions of female leadership. Thus, it would be interesting to study male employees' performances and experiences of female leadership in male-dominated industries. To highlight hidden beliefs, the transition from a male to a female boss is studied in a male-dominated industry.The study is based on qualitative semi-structured interviews. The results of the study show that there are notions of female leadership. Where gender norms and gender structures can be an influence factor in men's negative beliefs. There are also results of informants feeling that female and male leadership differ. The woman is perceived more relationship-oriented and the man more goal-oriented. Thus, these notions of female leadership seem to form the basis of how men interpret and experience the leadership of their female bosses. / Forskning visar att kvinnor möter en hel del hinder i arbetslivet, men hur ser manligt anställda egentligen på kvinnligt ledarskap? Syftet med denna studie är att undersöka vilka föreställningar och upplevelser män i en mansdominerad bransch har av kvinnligt ledarskap. En djupare förståelse vill nås om varför manliga anställda har föreställningar kring kvinnligt ledarskap. Vidare studeras kvinnligt ledarskap i relation till manligt ledarskap för att synliggöra eventuella dolda föreställningar. Den tidigare forskningen belyser könat ledarskap, hur män uppfattas leda och hur kvinnor uppfattas leda. Sedan tas det upp om kvinnligt ledarskap i mansdominerade branscher samt hinder och föreställningar om kvinnligt ledarskap. Därmed vore det intressant att studera manliga anställdas föreställningar och upplevelser av kvinnligt ledarskap i mansdominerade branscher. För att synliggöra dolda föreställningar studeras övergången från en manlig till en kvinnlig chef i en mansdominerad bransch.Studien baserar sig på kvalitativa semistrukturerade intervjuer. Resultatet i studien visar på att det finns föreställningar om kvinnligt ledarskap. Där könsnormer och könsstrukturer kan vara en påverkningsfaktor till männens negativa föreställningar. Det förekommer även resultat på att informanterna upplever att kvinnligt och manligt ledarskap skiljer sig åt. Kvinnan uppfattas mer relationsorienterad och mannen mer målorienterad. Således verkar dessa föreställningar om kvinnligt ledarskap ligga till grund för hur män tolkar och upplever deras kvinnliga chefers ledarskap.

The labour market in Sweden is highly gender segregated. One of the sectors where this is visible is within the forestry sector, whereas of 2020, only 11 percent of the working force were female. Research has shown that in male dominated sectors, male domination is upheld through organizational structures, norms, processes, and relations. In these sectors, women are controlled and subordinated by various means. In the Swedish forestry industry, women established a non-male network after their Me Too hashtag #slutavverkat as a way to keep the focus on the question of gendered structures. This study examines how women experience working in the Swedish forestry sector and how a network for non-males influences this experience. A phenomenological approach inspired the study. The data consists of 10 interviews with women, working or who have recently worked, in the forestry industry and all members of the non-male network. The theoretical framework consists of Acker (2012) and Ahmed (2006), which unfold a deeper sociological understanding of gendered structures and belonging, passing and non-passing in organizational spaces. The results show that women experience belonging due to the shared interest in the forestry sector but need to relate to the male dominance of the sector in different ways. Moreover, women experience problems to pass without being stopped or questioned and need to manage situations individually due to the male dominating processes in the sector. By participating in a non-male network women can negotiate the female body and reframe their experiences, making them feel more accepted in the sector and less alone.

On the Swedish labor market, there is gender segregation within various professions and a dominance of men in leadership positions. Female leadership in male-dominated industries has increased recently, which has brought challenges as these industries and work roles are traditionally associated with male norms. The purpose of this study is to examine how female leaders experience that they behave and how they experience and handle the treatment at four male-dominated industrial companies. Previous research mainly emphasizes the challenges faced by women in male-dominated industries and leadership positions, and reflects few benefits. This qualitative study is based on material collected through semi-structured interviews with six female leaders in male-dominated industries. The results show that how the female leaders experience that they behave and are treated by colleagues and customers at male-dominated industrial companies differs, but that the majority feel that they adapt to the male norm and are treated differently because they are women. The empirical data also shows that the female leaders' use of different strategies in some cases indicates that they challenge the male norm within the industrial company. / På den svenska arbetsmarknaden finns en könssegregering inom olika yrken och en dominans av män inom ledarskapspositioner. Kvinnligt ledarskap på mansdominerade industriföretag har ökat på senare tid vilket har medfört utmaningar då dessa industrier och arbetsroller traditionellt sett förknippas med manliga normer. Syftet med denna studie är att undersöka hur kvinnliga ledare upplever att de beter sig och hur de upplever och hanterar bemötandet på fyra mansdominerade industriföretag. Tidigare forskning betonar främst den problematik som finns i mansdominerade branscher och inom ledarskapspositioner för kvinnor, och skildrar få fördelar. Denna kvalitativa studie baseras på material insamlat via intervjuer med sex kvinnliga ledare på fyra olika mansdominerade industriföretag. Resultatet visar att hur de kvinnliga ledarna upplever att de beter sig och blir bemötta av kollegor och kunder på mansdominerade industriföretag skiljer sig åt, men att majoriteten upplever att de anpassar sig till mansnormen och blir bemötta annorlunda på grund av att de är kvinnor. Empirin visar även att de kvinnliga ledarnas användning av olika strategier i vissa fall indikerar att de utmanar mansnormen inom industriföretaget.

In December 2015, the United States' Secretary of Defense, Ash Carter, issued a directive that each branch of military avail every position to women (Pellerin, 2015). Given this and the dearth of literature on women's leader development in military environments, it was imperative to research if and how these environments shape and influence leadership development among college aged women. Specifically, this study sought to reveal women's view of self as leader in the context of a military training environment at a senior military college. The Leadership Identity Development (LID) model developed by Komives, Owen, Longerbeam, Mainella, and Osteen (2005) served as a framework for this study that utilized constructivist grounded theory methods for data collection and analysis as described by Charmaz (2014). The participants in this study were 21 college students who identified as women participating in a 24-hour military training program between the ages of 19 to 23 and agreed to participate in individual face-to-face interviews. Through interviews and analysis of the data, eight themes emerged from the women's experiences that revealed how they developed as leaders in the environment, and conditions that both promoted and inhibited their leader development. These themes are leadership defined, internal dialogue, strategies for managing influences, practicing leadership, context for learning leadership, external influences, internal influences, and experiences. These findings have implications for future research and practice. / Doctor of Philosophy / It is important to understand how college aged women develop a leadership identity in a military training environment that has historically been male-dominated. This study sought to better understand the experiences of 21 women who learned leadership in a military training environment that was a 24-hour live in experience on a campus of higher education. The women agreed to meet for a face-to-face interview that lasted approximately one hour to share their experiences. Constructivist grounded theory methods for data collection and analysis (Charmaz, 2014) were utilized in this study, and the Leadership Identity Development (LID) model developed by Komives, Owen, Longerbeam, Mainella, and Osteen (2005) served as a framework. I share the findings of this study and implications for future research and practice.

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.

I dagens samhälle förekommer könssegregering på arbetsmarknaden, vilket gör att kvinnor och män har skilda yrken. En del yrken betraktas som manliga och andra som kvinnliga. Trots detta väljer en del kvinnor ändå att arbeta inom mansdominerade arbetsplatser. Studiens syfte är att undersöka hur kvinnliga högskolelärare upplever arbetssituationen inom en mansdominerad sektion respektive en kvinnodominerad sektion, på en högskola. Vår studie belyser kvinnliga högskolelärares trivsel, vilka hinder och motstånd kvinnliga högskolelärare möter, kvinnliga högskolelärares samarbete med sina manliga kollegor och hur de hanterar dessa omständigheter, inom båda sektionerna. Studien bygger främst på två teorier, nämligen organisations- och genusteori. Studien utgår ifrån en hermeneutisk analys, och kvalitativa intervjuer med fem kvinnliga högskolelärare från den kvinnodominerade sektionen och fem kvinnliga högskolelärare från den mansdominerade sektionen. Studiens resultat visar att kvinnligare högskolelärare från båda sektionerna upplever bra bemötande och trivsel på arbetsplatsen, men att det i större utsträckning förekommer hinder och motstånd såsom att klättra upp i organisationens hierarki, makt och negativa kommentarer från manliga arbetskollegor, inom den mansdominerade sektionen. Detta gör att ojämställdhet kvarstår främst inom den mansdominerade sektionen. Att ständigt diskutera jämställdhetsfrågor är väldigt viktigt för att dessa könsrelaterade problem ska minska. / In today's society there is gender segregation in the labor market, which means that women and men have different professions. Some occupations are regarding as male and others as female. Despite this, some women choose working in male-dominated workplaces. The study aims to examine how female university teachers experience the work situation in a male- dominated section and in a female-dominated section at a college. Our study illustrates female university teachers’ well-being, what obstacles and hardships female university teachers face, female university teachers’ cooperation with their male colleagues and how they handle these circumstances, in both sections. The study is based on two theories, namely organizational perspective and gender theoretical perspectives. The study is based on a hermeneutic analysis, and interviews with five female university teachers from the female-dominated section and five female university teachers from the male-dominated section. The study’s results shows that women from both sections experienced good attitude and satisfaction at the workplace, but there are larger extent obstacles and resistance as to climb up in the organizational hierarchy,  power  and  negative  comments  from  male  colleagues,  in  the  male-dominated section. This means that the gender inequality remains mainly in the male-dominated section. To constantly discuss gender issues is very important so that these gender issues will be reduced.

Syfte och frågeställningar Syftet är att undersöka kvinnliga lärares erfarenheter och upplevelser av att arbeta inom det mansdominerade yrket specialidrottslärare. Studien kommer svara på dessa frågeställningar: <ul type="disc">Varför har dessa lärare valt att arbeta som specialidrottslärare? Hur påverkas lärarna av att det är få kvinnliga kollegor inom ämnet specialidrott? Hur påverkas lärarna av att arbeta i en miljö där det är en överrepresentation av män? Metod Åtta kvinnliga specialidrottslärare handplockades utifrån vissa kriterier. Studien använder en kvalitativ metod och semistrukturerade intervjuer. Historikern Yvonne Hirdmans genussystem och stereotypmodell användes för att analysera empirin. Resultat Resultatet visar att de kvinnliga respondenternas intresse för idrott har gjort att de arbetar som lärare i specialidrott. Kvinnorna påverkas inte av att det är få kvinnor inom ämnet specialidrott. De upplever att de är en minoritet i samband med föreningsidrotten. De tror att tjejer väljer att kliva av tränaryrket på grund av den jargong som finns samt att de endast kan utföra sitt arbete som en hobby. De trivs med sin nuvarande arbetssituation men påverkas av att arbeta i en mansdominerad miljö då de måste hävda sig för att bli accepterade. Om de hade varit män med sin nuvarande kompetens och erfarenhet, hade de på ett eller annat sätt arbetat inom sin idrott. Däremot var de inte lika övertygade om att de skulle arbeta inom skolan med specialidrott utan hade troligen kunnat erhålla en högre position inom föreningsidrotten, t ex förbundskapten eller sportchef.  Slutsats De åtta kvinnorna har valt att arbeta inom specialidrott då de har ett stort intresse för idrott. De påverkas inte av att de är få kvinnor inom yrket utan upplever att det är när de är verksamma inom föreningsidrotten som de det befintliga genussystemet inom idrotten blir märkbart. Rådande normsystem framträder inom både föreningsidrott och tränar- och ledarutbildningar. / Abstract The study aims to clarify female teachers knowledge and experience of working in a male dominated profession as a school sports teacher. The study will answer the following questions. Why have the teachers chosen to work as a school sports teacher? How do the teachers get affected by the fact that there are few female colleagues in the subject of school sports? How do the teachers get affected by working in an environment with an overrepresentation of men? Method Eight female school sports teachers were hand-picked with certain criterias. With a qualitative focus, this study used semi-structured interviews in order to reach a deeper understanding of the knowledge and experience of working in the subject of school sports. Historian Yvonne Hirdmans gender system and stereotypes model was used to investigate what happens when women enter the male dominated profession as school sports teacher. Results The results of the study showed that the teachers work with school sports because of their interest in sports. The women are not affected by the fact that there are fewer female than male teachers in the subject of school sports. They feel like a minority in club sports. The women highlight, the lack of interest in the profession among girls and correlates it to the existing jargon in club sports. The females are satisfied with their current working situation, but they get affected by working in a male dominated environment because they have to assert themselves. Also, some of the women believe that if they would have opposite sex, according to their knowledge and experience, they would work with sports, but they were not convinced that it would be in school sports and few of them believe that they probably would get offered other jobs in club sports, for example national head coach or club director. Conclusion The eight women chose to work in school sports because of their interest in sports. The women are not affected by the fact that there are few female teachers in the subject of school sports, but they feel like a minority during club sports.