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This thesis includes a theoretical background of the historical and biological nature to the Diversity management in organizations due to gender, as well as the controversy with the well-established bases of diversity management and equal opportunities. Thesis also contains a questionnaire survey on this topic conducted among respondents within the three selected organizations operating in the Czech republic.

Increasing urbanisation has increased waste generation. This has led to an increase in waste being left uncollected in certain areas of low-income countries. With the inability of municipal authorities to provide the required collection services, there has been the emergence of private sector initiatives in waste management. Nonetheless, this does not offer a complete solution as waste still adorns many of these streets. This however, provides sources of livelihood for the urban poor, both men and women. They can be found in virtually all cities in low-income countries occupied in collecting, recovering, sorting, and recycling waste materials. Their activity not only creates a means of livelihood for them but also ensures sustainability in solid waste management. In most low-income countries, women still enjoy fewer rights and access to assets and resources than men. Accordingly in Nigeria, women are highly represented in low paid employment. The emphasis in development on issues of equity and inclusion, and women s autonomy and empowerment shows that women still count among the most vulnerable and excluded social groups. This doctoral study examines the issue of women in solid waste livelihoods in Lagos, Nigeria. The focus of the study is to identify gender and other socially-related constraints to participation by men and women in solid waste livelihoods in five Lagos dumpsites. It also analyses how these constraints affect their income levels. The research draws on a feminist approach using mixed methods of participant observation, questionnaire survey and interviews. The fieldwork commenced with identification of waste workers activities on the five dumpsites through participant observation. This was followed by the questionnaire survey which was piloted, refined and administered face to face to 305 dumpsite workers. Findings from the questionnaire survey revealed gender differences amongst waste scavengers, waste buyers and waste merchants according to the following criteria: age, marital status, other income-earning household members, hours worked daily, years spent working, education level, and number of dependent children. These factors also further reinforce gender differences in income generation. Further enquiry through qualitative interviews highlighted gender differences in tool usage and the types of waste resources handled. Inequality was also evident in terms of social equality, political power and decision making. The results also highlight childcare as one of the most important challenges that women alone face. Other findings include the impact of current modernisation policies on women s financial security, autonomy, and well-being. The waste livelihood activities observed offer positive economic benefits, and incomes higher than the minimum wage. However, it is important for those engaged in modernisation policy to understand the potential impact of these measures on the livelihood of waste workers, and to ensure their commitment to change will not reinforce inequality.

The aim was to find out about the gender stereotypes and prejudices among future managers. In this particular case, I dealt with female and male students of Enterprise Management and Economics. The opinions and stereotypical ideas of students in individual classes were compared. During field data collection, the semantic differential technique was used.

Via the submission of six published papers, this thesis draws together the body of work by Broadbridge on retail management and women’s careers. It reveals the factors that continue to be problematic for women’s careers and why in 2010 they continue to be under-represented in the retail management hierarchy. A contextual background to the selected papers is provided in three chapters which summarise some wider issues for the non specialist reader: an introduction to career development models, the gendered processes in management and a contemporary overview of retail employment in the UK. Of the six papers presented, each adopts a different theoretical perspective and so cumulatively a comprehensive understanding of the reasons for women’s continued under-representation in retail management positions is gained. The overall findings from the papers indicated that the main reasons for women’s and men’s differential experience in the retail management hierarchy can be located in issues of male control. Retail management is male dominated, male identified and male centred. This can present itself in a variety of different ways, and through overt or covert means of behaviour and underlying organisational cultures. Key theoretical contributions to the thesis are located in three sets of theory: the sexual division of labour and the organisation of retail work; the gendered retail career, and work-life balance and multiple role demands. Empirical and methodological contributions come from the corpus of data and the use and refinement of a mixed methods approach to understanding the subject area.

Trots att industrin står för hela 20 % av den totala sysselsättningen i Sverige, utgörs 80 % av branschens anställda av män. I denna kvalitativa studie av det multinationella företaget Stora Enso, undersöktes företagets arbete med Gender Diversity Management på marknader med olika typer av nationell kultur. Teorier som berör International Human Resource Management, Gender Diversity Management och nationell kultur utgör studiens teoretiska referensram. Fem intervjuer har genomförts med informanter från Stora Ensos olika avdelningar. Studien visade att Stora Enso har en del lokala policys gällande GDM, men att detta bör arbetas mer konkret med på central nivå, då de anställda upplevde att företaget i vissa avseenden brast inom ämnet. Då det fanns både fördelar och nackdelar med Stora Ensos arbete med GDM på såväl hemmamarknaderna som värdmarknaden finns det inga tydliga indikationer på att olika typer av nationell kultur har varit avgörande för företagets möjlighet att bedriva GDM.

This thesis is a critical history of managerial and professional men in post-Second World War Australia. The attention that I have given managerial and professional men has been determined by my own political desire to problematise the continued accomplishment of hegemony. As subjects, these men and their discursive practices enable scrutiny of the regenerative labour necessary to sustain power and necessary to realise the material results that accrue to those performing such work. My thesis examines the practices of particular groups of managerial and professional men within four discrete social settings or terrain during the post-war period. I interrogate the operations of managerial and professional men in personnel management (the terrain of work), in market research (the terrain of the market), in parenting and marriage guidance (the terrain of the family) and in the service club Rotary (the terrain of the civic). In each of these terrains I find managerial and professional men framing problems and enacting solutions. A process or intervention that makes natural the connections of interest (of advantage or disadvantage) being constantly recreated; an intervention that expresses a comfort with the mechanics and entailments of hegemony. To enable my critical history I apply, in each terrain, a framework comprising three core elements. I historicize the accomplishment of hegemony; testing the emergence of government and positive expressions of power during post-war modernisation in the local contexts of managerial and professional men�s interventions. I people hegemony; identifying the practices of managerial and professional men as resources for doing social relations (in particular the relations of gender and class) and crucial to the operation of hegemony. And, thirdly, I demonstrate the interventions of these men to be interested; unravelling the possessive investments managerial and professional men make through their interventions. My scrutiny of managerial and profession men and their practices, my choice of terrains in which to study them, my analysis of the process enacted in these terrain and the sources that I have utilised are not intended to assemble a biography of men�s experiences or ideal masculinities. Rather, my thesis provides a biography of interventions in order to disassemble that which appears not to be anything in particular: the ordinary regeneration of hegemony by ordinary men doing ordinary things.

This thesis is a critical history of managerial and professional men in post-Second World War Australia. The attention that I have given managerial and professional men has been determined by my own political desire to problematise the continued accomplishment of hegemony. As subjects, these men and their discursive practices enable scrutiny of the regenerative labour necessary to sustain power and necessary to realise the material results that accrue to those performing such work. My thesis examines the practices of particular groups of managerial and professional men within four discrete social settings or terrain during the post-war period. I interrogate the operations of managerial and professional men in personnel management (the terrain of work), in market research (the terrain of the market), in parenting and marriage guidance (the terrain of the family) and in the service club Rotary (the terrain of the civic). In each of these terrains I find managerial and professional men framing problems and enacting solutions. A process or intervention that makes natural the connections of interest (of advantage or disadvantage) being constantly recreated; an intervention that expresses a comfort with the mechanics and entailments of hegemony. To enable my critical history I apply, in each terrain, a framework comprising three core elements. I historicize the accomplishment of hegemony; testing the emergence of government and positive expressions of power during post-war modernisation in the local contexts of managerial and professional men�s interventions. I people hegemony; identifying the practices of managerial and professional men as resources for doing social relations (in particular the relations of gender and class) and crucial to the operation of hegemony. And, thirdly, I demonstrate the interventions of these men to be interested; unravelling the possessive investments managerial and professional men make through their interventions. My scrutiny of managerial and profession men and their practices, my choice of terrains in which to study them, my analysis of the process enacted in these terrain and the sources that I have utilised are not intended to assemble a biography of men�s experiences or ideal masculinities. Rather, my thesis provides a biography of interventions in order to disassemble that which appears not to be anything in particular: the ordinary regeneration of hegemony by ordinary men doing ordinary things.

The present study empirically examined working behaviors of men and women within a self-managed working environment. Three models of women and work were studied. Results indicated women exhibited higher levels of job meaning and continuance commitment. The more self-managed production team exhibited higher levels of growth need strength, support from co-workers, continuance commitment, task significance and lower levels of role conflicts. Support teams exhibited higher levels of autonomy and satisfaction with pay. Path analysis, testing a model based on Astin's sociopsychological model indicated direct effects from expectancy to general satisfaction, from gender to expectancy, and task significance to gender. An alternative model showed direct effects between general satisfaction and expectancy, satisfaction with pay, task significance and expectancies, and between satisfaction with pay and teams.

The master’s thesis analysis possibilities for work-life balance of women and men in leadership in academic sphere. It specifies gender roles, labor market segregation, stereotypes in population and outlines the benefits of implementation of equal opportunities for employers. The empirical part focuses in accord with the aim of the thesis on the issue of harmonization of work and family, and analyzes in detail the differences between men and women, their mutual cooperation and the reasons for the low representation of women in management positions.