El presente trabajo de investigación consiste en analizar la situación actual de las mujeres audiovisuales peruanas. La problemática surgió porque la industria cinematográfica ha sido por muchos años un territorio de varones. Entonces, con el incremento de las mujeres en la industria, en estos años, demostrando su capacidad y el valor que tiene una obra hecha por una mujer. Se quiere conocer los crecientes cambios en la forma de hacer cine, en todas las áreas audiovisuales, desde que las mujeres tienen una mayor visibilidad en el mundo audiovisual peruano. Es por ello, que el objetivo de esta investigación es analizar el rol de la mujer en la realización cinematográfica de las películas peruanas en los últimos 10 años. Asimismo, esta investigación se realizo desde la perspectiva del proceso creativo y con la finalidad de dar conocer las condiciones actuales de las mujeres audiovisuales peruanas. La metodología que se utilizo es el constructivismo como tipo de investigación, pues se constituye como construcción de la realidad. Lo cual, se utilizo para el análisis narrativo a las obras cinematográficas de las directoras peruanas. Donde, se analizaron tres criterios: estilo, originalidad y expresividad. Asimismo, para cumplir con los objetivos de la investigación, se realizaron entrevistas a profesionales del mundo audiovisual peruano. Finalmente, se concluye que las mujeres han revolucionado el cine peruano, pues influyen de forma positiva a la audiencia y a la industria cinematográfica peruana. Debido, a la particularidad que le agregan a sus obras. / The present research work consists of analyzing the current situation of Peruvian audiovisual women. The problem arose because the film industry has been a man's territory for many years. So, with the increase of women in the industry, in these years, demonstrating their capacity and the value that a work made by a woman has. You want to know the growing changes in the way of making cinema, in all audiovisual areas, since women have greater visibility in the Peruvian audiovisual world. That is why the objective of this research is to analyze the role of women in the cinematographic realization of Peruvian films in the last 10 years. Likewise, this research was carried out from the perspective of the creative process and with the aim of making known the current conditions of Peruvian audiovisual women. The methodology that was used is constructivism as a type of research, since it is constituted as a construction of reality. Which was used for the narrative analysis of the cinematographic works of the Peruvian directors. Where, three criteria were analyzed: style, originality and expressiveness. Also, to meet the research objectives, interviews were conducted with professionals from the Peruvian audiovisual world. Finally, it is concluded that women have revolutionized Peruvian cinema, as they positively influence the audience and the Peruvian film industry. Due to the particularity that they add to their works. / Trabajo de investigación

The importance of actions towards sustainable operations and corporate social responsibility has increased over the years, and the awareness of the phenomenon has increased. Good environmental-, economic- and social actions are all essential in order to achieve sustainable development. Social sustainability as a part of sustainable development seems to be overlooked or underrepresented area in the field of sport and exercise research, especially in Finland. In this research gender equality is seen as an aspect within social sustainability, and the deeper focus is in it. In Finland, gender equality has gone far, but issues have also raised and for instance women are minority when it comes to decision-making regarding sport and physical activity. This research aims to examine and problematize how and if social sustainability, with a focus on gender equality is perceived and experienced in Finnish sport organisations and their practices. Furthermore, this study examines the role and possible potential of Finnish Olympic Committee’s guidelines regarding equality and equal opportunity in sport. The research follows a qualitative case study approach. Five people working in different Finnish sport organizations participated in the research. Semi structured written interviews were conducted to obtain data, and thematic analysis was used to interpret the data from the interviews. The concepts of social sustainability, gender equality and gender theory by Meyerson and Kolb was applied as a theoretical framework. In the Finnish sport field, social sustainability and its aspects are acknowledged and perceived important regarding responsible actions in and towards communities and society. Organizational practices are perceived equal, but issues are recognized in sport practices and sports themselves. The direction seems to be towards neutralizing gender and seeing and treating everyone as individuals over genders. Guidance is perceived important and useful, but more different level cooperation is hoped, especially when considering larger issues like gendered sports. The imbalanced numbers in representation of genders does not seem to impact on how the practices within the sport organizations are perceived. The main gender issues are caused by gender norms in sport, and in order to shape those, it requires larger push from more powerful operators.

Approved for public release, distribution is unlimited / This thesis investigates how perceptions of military opportunities affect the intentions of racial/ethnic minorities to remain in the U.S. Navy. The study uses responses of Navy personnel on the 1996 Armed Forces Equal Opportunity Survey to assess minority perceptions of equal opportunity. Logistic regression models are developed for male and female enlisted personnel and officers to determine the relationship between perceptions that opportunities are better in the military and the decision to stay on active duty or leave the Navy. The results of the quantitative analysis show that the positive perceptions about training opportunities and quality of life were significant most often, across all racial/ethnic groups and models. Further, the results show that, among racial/ethnic groups, blacks were most strongly influenced by perceptions in their retention plans. It is recommended that further research examine the relationship between racial/ethnic group and job assignments, or selection, along with the corresponding impact on perceptions and the effect of visible versus non-visible minority status on views of equal opportunity in the military. / Lieutenant Commander, United States Navy

Políticas de igualdade racial como a ação afirmativa, ao exigirem direitos coletivos e a identificação racial dos grupos beneficiados, perturbam não apenas a noção moderna de igualdade e justiça, segundo a qual a distribuição de bens e posições sociais seria baseada no indivíduo e em seus méritos e talentos naturais, mas também a ideologia brasileira da mestiçagem e da democracia racial, constitutiva de nossa identidade e unidade nacionais, onde não haveria espaço para divisões ou diferenciações de raça. Analisa-se, então, como têm sido recebidas as experiências de ação afirmativa implementadas no Brasil, especialmente no ensino superior, local da excelência e meritocracia. Contextualiza-se, inicialmente, o desenvolvimento das preocupações com a igualdade nas oportunidades de acesso à educação superior, para em seguida confrontar, em termos normativos, os argumentos universalistas e particularistas construídos no debate de tais propostas. No intuito de analisá-las com mais detalhes, observa-se seu desenvolvimento nos Estados Unidos, reconstituindo-se seu contexto histórico, as formas assumidas e avaliando-se alguns dos resultados alcançados, através do estudo de caso da Universidade da Califórnia. Nos dois últimos capítulos, apresenta-se as principais teorias norte-americanas e brasileiras sobre políticas de ação afirmativa, confrontando-as às percepções sobre o tema observadas entre os estudantes entrevistados em um survey realizado na cidade de São Paulo. Percebe-se existir, para além das explicações sobre identidade nacional e racismo velado, múltiplos fatores a influenciar e motivar os estudantes no apoio ou rejeição a tais políticas, como o status universitário, indicando a necessidade de aprofundarmos os estudos sobre relações raciais na área da política.

Políticas de igualdade racial como a ação afirmativa, ao exigirem direitos coletivos e a identificação racial dos grupos beneficiados, perturbam não apenas a noção moderna de igualdade e justiça, segundo a qual a distribuição de bens e posições sociais seria baseada no indivíduo e em seus méritos e talentos naturais, mas também a ideologia brasileira da mestiçagem e da democracia racial, constitutiva de nossa identidade e unidade nacionais, onde não haveria espaço para divisões ou diferenciações de raça. Analisa-se, então, como têm sido recebidas as experiências de ação afirmativa implementadas no Brasil, especialmente no ensino superior, local da excelência e meritocracia. Contextualiza-se, inicialmente, o desenvolvimento das preocupações com a igualdade nas oportunidades de acesso à educação superior, para em seguida confrontar, em termos normativos, os argumentos universalistas e particularistas construídos no debate de tais propostas. No intuito de analisá-las com mais detalhes, observa-se seu desenvolvimento nos Estados Unidos, reconstituindo-se seu contexto histórico, as formas assumidas e avaliando-se alguns dos resultados alcançados, através do estudo de caso da Universidade da Califórnia. Nos dois últimos capítulos, apresenta-se as principais teorias norte-americanas e brasileiras sobre políticas de ação afirmativa, confrontando-as às percepções sobre o tema observadas entre os estudantes entrevistados em um survey realizado na cidade de São Paulo. Percebe-se existir, para além das explicações sobre identidade nacional e racismo velado, múltiplos fatores a influenciar e motivar os estudantes no apoio ou rejeição a tais políticas, como o status universitário, indicando a necessidade de aprofundarmos os estudos sobre relações raciais na área da política.

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012 / Indirect discrimination is a concept which originated from the United States of America. The concept came about after the failure of anti- discrimination legislation to improve the position of Black Americans, particularly in the employment field. The legislature realized that there are structural practices and policies, in the employment field which affect certain racial groups negatively. These practices of discrimination were not clearly defined hence the meaning and interpretation of the concept was left to the administrative body, the Equal Employment Opportunity Commission (EEOC) and the courts. The concept was imported into the South African jurisprudence after the inception of the government of National unity in 1994. The new government was committed to bring to an end all forms of discrimination which were in the past practiced against the Black community. Section 9(3) of the Constitution of South Africa Act 1996 (Act 108 of 1996) proscribed direct and indirect discrimination. These sections served as the basis for sections 6(1) of the Employment Equity Act 1998 (Act 55 of 1998) which proscribes “unfair direct and indirect discrimination” in any employment policy or practice. Its scope is wide and allows Plaintiffs to prove their claims in jurisdictions where it could have been very difficult for them to do so. While in the United States, statistical evidence is required to prove indirect discrimination, this is not the case in South Africa as seen in the landmark case of v Leonard Dingler Employee Representative Council v Leonard Dingler (PTY) LTD (1998) 19 ILJ 285 (LC). In this case when the Court gave its decision it simply relied on the facts of the case instead of complicated statistical evidence. Seemingly this will apply only in more obvious cases. In more complicated cases, Plaintiffs will still need to submit statistics to prove their claim.

Uppsatsens har som avsikt att behandla ämnet könsfördelning inom ledningsgrupper i bolag.Detta genom att belysa de läckor som teorin “The leaky pipeline” tar upp som orsaker till attkvinnor i större utsträckning än män inte når de högre positionerna inom organisationer. Vilkametoder som skall användas för att nå en jämnare könsfördelning är en fråga som ständigtdiskuteras och debatteras. Det råder delade meningar om hur man bör gå till väga och ämnetär på många sätt högaktuellt. Då ingen av sidorna hittat ett tillräckligt bra tillvägagångssätt föratt lösa situationen anser vi att det vore intressant med en fördjupning i detta ämne. Vi harupprättat en litteraturgenomgång, teori samt en kvalitativ studie för att finna samband och eneventuell lösning.Syftet med uppsatsen är att med hjälp av individer på ledande positioner i organisationer få enförståelse kring orsaken till att kvinnor faller bort i sin karriär oftare än män, samt hur dettakan motverkas. Resultatet av vår studie visar de olika läckor som återfinns i teorin “The leakypipeline” och de tillvägagångsätt som kan användas för att motverka dessa. Vi identifierar deredan givna läckorna: exkludering, brist på motivation och stöttning från organisationen, menser även att läckan, brist på erfarenhet, bör finnas i teorin. Den läckan som beskriver bortfalltill följd av barnafödande och familjeliv ser vi blir svagare vilket tyder på att gamla strukturersuddas ut. / This paper seeks to address the topic “gender distribution in corporate management teams”and highlight the leaks in the theory "The leaky pipeline". The theory brings up reasons towhy more men then women reach the higher positions within organizations. Which methodsthat should be used to achieve a better gender balance is an issue that is constantly discussed.There are differing views on how to reach a solution. Since it is such a highly topical subjectthat is still not solved we felt it would be interesting to delve into it. We have chosen toprepare a literature review and theory to try to find a connection with the qualitative study wehave done in the context of the essay.The purpose of this paper is that with the help of individuals in leadership positions inorganizations gain an understanding of why women fall out in their career more often thanmen, and how it can be countered. The results of our study show the various leaks appearingin the theory The leaky pipeline and the procedures that can be used to counter them. Weidentify the already given leaks: exclusion, lack of motivation and jacking from theorganization, but also see that the leak “lack of experience” should be included in the theory.The leak that addresses failures due to childbearing and family life are become weaker,suggesting that old structures are being blurred.This paper is written in Swedish.

Sverige är andelen kvinnor på chefspositioner liten. I många organisationer arbetar man med att försöka förändra detta. En vanlig förändringsmetod är ledarutvecklingsprogram för kvinnor. Det är vad som händer inom ramen för ett sådant program - ett ledarutvecklingsprogram med syfte att öka andelen kvinnor på chefspositioner - som studeras i dennabok. Frågor som diskuteras är: Hur kan ett sådant program vara utformat?Vilka föreställningar om ledarskap, manlighet och kvinnlighet återskapas inom ramen för programmet och hur går detta till? Öppnar programmet upp för ett ifrågasättande och en förändring av mansdominerade strukturer, eller bidrar de snarare till att återskapa dessa? Vad säger detta i så fall om jämställdhetsarbete i organisationer? Boken grundar sig på en fallstudie av ett ledarutvecklingsprogram som bestod av ett tiotal 2-5 dagar långa utbildningar som handlade om ledarskap och/eller kön, samt ett mentorprogram. Beroende på könsfördelningen bland deltagarna och hur innehållet behandlar (eller inte behandlar) kön, ger de olika delarna upphov till olika föreställningar om ledarskap och kön. En del av föreställningarna innebär ett ifrågasättande, medan andra innebär ett återskapande av organisationens könsordning. Bokens titel, Stridspiloter i vida kjolar, syftar på de delvis motsägelsefulla föreställningar som återfinns inom ramen för programmet. I studien framkommer hur ledarutvecklingsprogram för kvinnor kan förstås som en kompromiss mellan traditionell ledarutveckling, med syfte att återskapa befintliga maktrelationer, och traditionellt jämställdhetsarbete, med syfte att ifrågasätta dessa. Studien visar i och med detta hur förändringsförsök som innebär att befintliga maktstrukturer ifrågasätts leder till både återskapande och förändring.   Innehåll: 1.  Problembakgrund och syfte2.  En skapad, könsmärkt verklighet3.  Organisation och kön4.  Jämställdhetsarbete i organisationer5.  Ledarutveckling i organisationer6.  Metod7.  Programmet - från början till slut8.  Programmet - deltagarnas reflektioner9.  Moduler med könsperspektiv10. Könsblinda moduler11. Ledarutveckling och jämställdhet12. Sammanfattning och slutsatserLitteraturförteckningEnglish SummaryBilaga 1Bilaga 2 / Diss. Stockholm : Handelshögsk., 2001

Tennessee is experiencing a budget crisis related to the dollar amount per-pupil expended on kindergarten- through 12th-grade education when compared to other states. Public schools across America are operating in a time of increased expectations. Recent legislative initiatives at both the state and federal level have created new systems of testing and performance standards that will hold schools and teachers accountable for students' achievement. Given the rapid changes that are being made, many state policymakers have noted the importance of designing better financial schemes for public schools with sufficient resources to meet the demand for better education; however, funding and accountability are difficult when creating an alignment between the two. Issues surrounding the financing of public education are complicated. Whereas a quality education is universally understood to be an essential component of students' development and social mobility, the specific policies surrounding the allocation of funds to school districts in Tennessee are complex and based on formulas that are often only understood by experts. The purpose of this qualitative study was to explore the perceptions of various school directors and administrators in both small and large systems across the state as to the best way to fund kindergarten- through 12th-grade education in a more adequate and equitable manner. Data were collected through audio-taped interviews and transcribed for inductive analysis. The participants' perceptions about their level of satisfaction of the current Basic Education Program's (BEP) funding of kindergarten- through 12th-grade education in Tennessee were very favorable. Fewer than 90% of school district officials agreed that there should be an established set of criteria that define a standard of adequacy. Because some schools need more money than others do, participants said this inability to raise sufficient revenue must be addressed through state legislation. All 20 participants stated that equity and adequacy remained a problem in the BEP and each gave suggestions and identified some areas in which to begin correcting the discrepancies. All 20 participants said that they thought the BEP was a much better funding mechanism, overall, than the old Tennessee Foundation Program (TFP) for both large and small systems.

The study sought to establish the effect of age, gender, job level and race on attitudes towards affirmative action. A research was conducted in a government organisation in the security cluster in one of the provinces in South Africa. Findings indicated that men and women’s disposition towards affirmative action was positive. Employees at different job levels and varying age groups were also positive towards affirmative action in general. There were significantly lower numbers of white participants and those on senior management levels such that this cannot be objectively reported. The generally positive regard employees have towards affirmative action is good for the organisation if it wants to build a cohesive culture that is non sexist and does not discriminate on the basis of job level and age. / Industrial and Organisational Psychology / (M. Com. (Industrial and Organisational Psychology))