This research attempts to identify factors that influence wage and gender-related wage differentials across organizations. Specifically, the purpose was to investigate the role of ability to pay, willingness to pay, and organizational characteristics in wage determination and the development of gender-related wage differentials at the organizational level. The sample chosen for the study included 160 doctoral-granting, public universities across the United States. Average wages at three levels of full, associate and assistant professor ranks were examined. Results of the study indicate that ability to pay and willingness have a significant positive impact on wages across organizations. The organizational characteristics of size, geographic location and unionization also have a significant impact on wage determination. Results also indicate that even after accounting for the influence of ability and willingness to pay and organizational characteristics on wages, the percentage of women in the organization still has a significant negative effect on wages at all ranks, and on the wages of both men and women. Findings further suggest that there is a significant differential between the average wages of men and women both within and across the universities that is not accounted for by the structural characteristics of the organization. / Ph. D.

On 13 November 1942, Thelma E. Page, a black high school teacher in Dallas, Texas, brought suit against the Dallas Board of Education in order to bring about the equalization of black and white teachers' salaries. This suit was part of a national movement of blacks, under the direction of the NAACP, and was an indirect attack upon segregation. Most of these suits were filed against large city school systems, in the South, in order to effect the greatest possible number of black teachers. This suit was won by the plaintiff and brought about equalization.

Finns det några skillnader mellan kön? Mellan det manliga och kvinnliga, att vara en mamma eller pappa? Finns det även skillnader i att vara en kvinnlig eller manlig socialarbetare? Svaret på dessa frågor enligt en del forskning är att, ja, det finns skillnader. Den här studiens resultat tyder på att de finns skillnader i både samhället och inom socialtjänsten. Dessa skillnader kan ta sig i uttryck hur handläggare inom socialtjänsten tänker kring könsroller i hemmet, vilka förväntningar som finns på ensamstående pappor respektive mammor eller hur den enskilde individen inte passar in i den förväntade rollen eller den mall som är satt för dem. Handläggare inom socialtjänsten behöver ha organisatoriska förutsättningarna för att lägga vikt vid ett genustänk. Handläggare behöver ha tid för reflektion samt synliggöra arbetet av genusmedvetenhet i sitt arbete. Den aktuella forskningen inom området behöver lyftas än mer för att verkligen skapa förändring och medvetenhet inom socialtjänsten. För att enskilda individer som söker stöd inte ska komma att feltolkas eller bemötas på felaktiga grunder när det kommer till att bevilja bästa möjliga insatser eller bistånd för den enskilde. Vår studie syftar till att fördjupa kunskapen om hur socialtjänsten arbetar med genusfrågor i relation till att säkerställa att den sökandes behov ligger i fokus, med stöd av arbetssätt som hjälper handläggaren att inte präglas av könsstereotypiska föreställningar i bedömningen. Uppsatsen stödjer sig i kvalitativa intervjuer och vi har använt oss av grundad teori som metodval utifrån studiens syfte och frågeställningar. Resultaten som sedan blev grund till den genomförda analysen, blev kategorierna 1) faktorer som kan påverkar en jämställd bedömning 2) upplevda fördelar med könsneutrala ärendedragningar 3) svårigheter med könsneutrala ärendedragningar, 4) könets betydelse och 5) organisatoriska hinder. De slutsatser som har dragits är att det kan finnas skillnader i bedömningarna i ärendedragningar där handläggare berättar kön kontra där kön inte nämns. Det kan ses som viktigt att inte nämna kön för att arbete mer rättssäkert. Handläggare som arbetar med genustänk ger effekter och har betydelse i handläggningen. Därutöver så dras slutsatsen att det krävs organisatoriska förutsättningar för att använda sig av detta arbetssätt. / This paper aims to examine the use of gender-neutral case- and errand managements in different units of the social services. The results of this study indicate that there are differences in both society and the social services. These differences can be expressed in how social service administrators think about gender roles in the home, what expectations there are of single fathers and mothers or how the individual does not fit into the expected role, or the template set for them. Administrators in the social services need to have the organizational conditions to emphasize gender thinking and they also need the time for reflection and to make the work of gender awareness visible in their work. Current research in the field needs to be highlighted more to really create change and awareness in the social services, so that individuals seeking support will not be misinterpreted or treated on incorrect grounds when it comes to granting the best possible efforts for the individual.Our study aims to deepen the knowledge of how the social services work with gender issues in relation to ensuring that the applicant's needs are in focus, with the support of working methods that help the administrator not to be characterized by gender stereotypical notions in the assessment. The results then became the basis for the analysis, became the categories 1) Factors that can influence the administrator's assessment, 2) Perceived benefits of gender-neutral case-drawing, 3) Difficulties with gender-neutral case-drawing, 4) Gender significance and 5) Organizational barriers.The conclusions that's been drawn is that there may be differences in the assessments in case cases where one tells gender versus where one does not tell gender. It can be seen as important not to mention gender in order to work with legal certainty. The administrators in the social services who work with gender-thinking, have noticeable effects and are important in case management. In addition, it is concluded that organizational conditions are required to use this way of working.

In Sweden, it is prohibited to discriminate because of transgender identity or expression. However, research shows that transgender people often face discrimination in society including the health care sector. The aim of this work is to increase the understanding of the transgender experience in the meeting with caregivers. In the study some basic concepts are reviewed, such as different ways of defining sex. Sexuality, transgender, gender identity and expression are defined and discussed and the transgender health situation is described. As theoretical basis the term life world is introduced. The problem statement shows that transgender people are largely suffering from mental illness and that they, because of the risk of being offended or badly treated, refrain from seeking medical care. The methodology used in the study is a literature review of previously conducted qualitative research in the field. This research is compiled into a new entirety with the intent to increase the understanding of the phenomenon and translate it into practical knowledge in health care work. The result of the literature review of the transgender experience when meeting with health care can be summarized in three main groups: Standing outside the norm, Getting inadequate care and Being discriminated. In conclusion, the results indicate that the conception that there are only two genders together with the heteronormativity prevent transgender to get a good treatment and adequate care. The result and the method are discussed in the report.

This study is a bachelor thesis for the Human Recourse program at Umeå University. It is an interview study with section leaders at the Swedish Government Offices about their view on diversity and an inclusive approach. The objective is to identify their interpretation and perception of diversity and an inclusive approach, further, how it influences their work and their sections. The objective is reached by interviewing six section leaders and discussing how they perceive their work with diversity at The Government Offices, their section, additionally, how they pensive the meaning of the words diversity and inclusion. The results have been divided in to three parts; Relationship and definition, Work and Future. The most important part is the data that came from the six interviews. Interesting points in the discussion is also the Swedish laws about government employment and discrimination, the Government Offices  ‘Plan for equal rights and opportunities’ and The Department of Integration model for working with diversity. The tendencies are that they have problems in regards to defining diversity and inclusive approach but yet there are similarities in the descriptions both with each other and the official definition. What the section leaders experience as problems are mostly the timeframe, recruitment and how much working with these questions is valued. The report ends with a discussion and analysis where the results and arguments are debated.

Hugh Lafollette’s theoretical justification of parental licensing hinges upon consideration of the harms associated with raising children. If we understand Lafollette’s stance as one in which the moral status of children is equal to that of other human beings, we must consider what such a commitment might require of social institutions such as the family. Unlike other licensing programs, I argue that Lafollette’s parental licensing program serves as a tool by which fair equality of opportunity can be acquired for those living within a given society. I attempt to demonstrate how the normative views as to the sovereignty of parents serve to discount the moral status of children, thus limiting the protections offered against child maltreatment. I will show how Lafollette’s theoretical justifications align with concerns addressed in John Stuart Mill’s harm principle and Rawlsian views as to the importance of access to fair equality of opportunity.

This paper compared the South African concepts of pay equity and equal pay for work of equal value with those of industrialised countries, including the United States, the United Kingdom, Australia and Canada. The study considered how South Africa recognized the right to promote equal pay, in the absence of a proper legal framework which expressly includes such a right. The paper also focused on the impact of statutes and case law on the developments of equal pay in the aforementioned industrialized countries. It also considered the impact of the decisions of the European Court of Justice on such developments as well as it impact on the interpretation of equal pay in these industrialised countries. The purpose of such comparison was not to transplant the legal system of these industrialised countries but to assist South Africa in remedying its weaknesses by creating legal rules for the promotion of equal pay for work of equal value.

This study is concerned with the political impact of the Supreme Court's decisions concerning state legislative apportionment. First, an attempt is made to describe the political environment in which they were made, with special reference to the existing bases of representation in the states and the political reaction to the decisions. Secondly, the study traces the major issues relating to judicial enforcement of the apportionment standards enunciated by the Supreme Court and the modification and development of those standards that followed the initial decisions. Finally, the extent to which reapportionment has been successfully enforced by the courts may suggest some tentative conclusions about the viability and utility of the equal population doctrine as a constitutional standard, as well as some of the possible political consequences of enforcement of that standard.

During the traditional manufacturing route, there are large amount of titanium alloys wasted in the form of machining chips. The conventional recycling methods require high energy consumption and capital cost. Equal channel angular pressing (ECAP), one of the severe plastic deformation techniques, has been developed to recycle the metallic machining chips. The purpose of the PhD work is to realize the ECAP recycling of titanium alloys, in particular Ti-6Al-4V and Ti-15V-3Cr-3Al-3Sn, and investigate the effects of processing parameters on the resultant relative density, microstructure evolution, texture development and microhardness homogeneity. The microstructures of Ti-6Al-4V and Ti-15V-3Cr-3Al-3Sn machining chips obtained from conventional turning (CT) and ultrasonically assisted turning (UAT) were initially investigated. It was found that ultrafine grains were formed in the primary and secondary shear zones. For Ti-6Al-4V chips, the β phase in the shear zones was refined into nano-sized equiaxed grains and aligned up to form banded structures. For Ti-15V-3Cr-3Al-3Sn chips, the nano-crystalline grains were enveloped in the shear zones and have clear boundaries to the surrounding matrix. It was observed that in terms of microstructure, there is no significant difference between CT and UAT chips. Recycling of Ti-6Al-4V machining chips was carried out at moderate temperatures with various back-pressures. For single-pass samples, the relative density was increased with the applied back-pressure and operating temperature. It was found that after multiple passes, near fully dense recycled Ti-6Al-4V can be fabricated. The microstructure observations showed that the nano-sized equiaxed and elongated grains co-existed with relatively coarser lamellar structures which were initially refined after the first pass. In the subsequent passes, the fraction of equiaxed nano-grains increased with the number of passes. The original β phase banded structures were fragmented into individual nano-sized grains randomly distributed within α matrix. The chip boundaries were eliminated and nano-crystalline microstructure region was observed at the chip/chip interface after multiple passes. In the sample processed at 550 °C, < a →+c → > type dislocations were observed and oxide layer at chip/chip interface was detected. The texture evolution was investigated using electron backscatter diffraction. It was found that the recycled samples performed a strong basal texture along the normal to ECAP inclination direction after the first pass. After multiple passes, in addition to the normal to inclination direction, the recycled Ti-6Al-4V exhibits a basal texture towards the transverse direction. Microhardness mapping showed that the average hardness and degree of homogeneity were increased with number of passes, while the imposed back-pressure had little effect on the average value and homogeneity. Recycling of Ti-15V-3Cr-3Al-3Sn machining chips was implemented using similar ECAP conditions. The effects of processing parameters, such as back-pressure, operating temperature and number of passes, on the relative density were similar to those for Ti-6Al-4V. Microstructural characterization showed that equiaxed instead of needle shaped α precipitates formed in the β matrix due to the high dislocation density and sub-grain boundaries introduced during ECAP. In terms of microhardness, the maximum hardness was obtained at the specimen pressed at 450 °C. It was found that the applied back-pressure and number of passes enabled to improve the homogeneity, but had little effect on the average hardness.

The thesis is devoted to discrimination in the labor market with the stress on the gender pay gap. The aim of the thesis is to assess the status of women in the Czech labor market with respect to different social categories and the analysis of wage differences in different job categories and types of jobs. The main focus of the text is a summary of various theoretical assumptions and concepts that are used to explain discrimination against women and finding the links with the recent demographic data. The text results in analysis of the above mentioned models it terms of their application to explain gender discrimination in the Czech Republic. The thesis results in the answer to the question whether discrimination in the labor market represents major social problem in the Czech Republic. At the end of this text various measures that, in my opinion, could lead to solution of discrimination against women in the labor market are described.