The present study aimed to (1) examine whether there is an underrepresentation of educated female coaches in Swedish handball and (2) highlight the barriers that contribute to the underrepresentation of female coaches as well as the strategies that can facilitate female involvement in a male-dominated culture, by starting from the feminist theory. A mixed methods methodology with a combination of quantitive descriptive analysis and qualitative semi-structured interviews was utilized. The quantitative analysis included 4010 coaches (1710 women and 2300 men) and showed a clear underrepresentation of educated female elite coaches (17%). The qualitative semi-structured interviews included 6 female coaches between the age of 28 and 59 (M=40.2, SD=11.6) who have all completed the Swedish Handball Federations coach education training level 5 and 6, which is aimed to senior and elite coaches. The results showed that female coaches experienced three general categories of barriers (1) the organizational system (e.g., the recruitment process); (2) external life factors (e.g., economic conditions) and (3) lack of enviromental support (e.g., psychological safety and trust). In addition, the result demonstrated that a two-dimensional approach: organizational and individual, is needed to deal with the perceived barriers. Future research should place emphasis on the experiences of female coaches at the sub-elite level and to ensure interventions are implemented and evaluated to ensure appropriate strategies can be utilized to keep and advance women in coaching at the sub-elite through to the elite level.

One of the most talked about subjects in today's society is gender equality. Sport is a huge part of the Swedish society and gender equality issues are therefore also very evident in sports. The Swedish Sports Confederation have developed gender equality goals, but reports show that there seems to be a gap between theory and practice when it comes to these goals. Therefore, the aim of this study was to examine how leaders in ice hockey relate to gender equality work in their sport. To fulfill the purpose of this study I have also examined the leaders' understanding of gender equality. An online survey with a quantitative approach was sent out to ice hockey leaders all over Sweden. The study found that the majority of the leaders have a positive and united understanding of gender equality. In addition, they also have a more positive look on the ice hockey clubs gender equality work than the Swedish Ice Hockey Associations’ gender equality work. The leaders have split opinions when it comes to how much the ice hockey club and the Swedish Ice Hockey Association should prioritize working with gender equality. The study concludes that the leaders have a relatively positive approach to gender equality work, and they all also have a similar understanding of gender equality.

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For the past decade, EU’s gender equality policies have undergone some changes that have affected the way in which the problem with gender equality is now represented. This case study analysis explores what the problem with gender inequalities is represented to be in EU’s Strategy for Equality between Women and Men, 2010-2015, and whether there are any presuppositions or assumptions underlying EU’s representation of the problem. The method used for analysis is Carol Lee Bacchi’s approach: What’s the Problem (represented to be)?, which is a post-structuralist approach that pays much attention to language and discourse. EU’s gender equality policy is then compared with Sylvia Walby’s theory on the patriarchy, that explains gender inequalities as being systematically produced through a system of social structures. The main conclusion is that EU’s gender policies are tailored to fit the political priorities of the union, which are to achieve the objectives of the EU 2020 Strategy.  The problems are mainly being represented from an economic perspective, and furthermore the EU dismisses the notion that gender inequalities are a result of our social structures, and rather explains the problem of gender inequality as being the problem of women.

Submitted by Thalita Gelenske Cunha (tgelenske@gmail.com) on 2015-06-30T18:54:03Z No. of bitstreams: 1 CPDOC_Dissertação_Thalita Gelenske.pdf: 3392688 bytes, checksum: aeb20fc6dc751dcec77a341be4059c70 (MD5) / Approved for entry into archive by Rafael Aguiar (rafael.aguiar@fgv.br) on 2015-08-26T19:21:24Z (GMT) No. of bitstreams: 1 CPDOC_Dissertação_Thalita Gelenske.pdf: 3392688 bytes, checksum: aeb20fc6dc751dcec77a341be4059c70 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-08-28T12:00:05Z (GMT) No. of bitstreams: 1 CPDOC_Dissertação_Thalita Gelenske.pdf: 3392688 bytes, checksum: aeb20fc6dc751dcec77a341be4059c70 (MD5) / Made available in DSpace on 2015-08-28T12:00:29Z (GMT). No. of bitstreams: 1 CPDOC_Dissertação_Thalita Gelenske.pdf: 3392688 bytes, checksum: aeb20fc6dc751dcec77a341be4059c70 (MD5) Previous issue date: 2015-03-18 / Ao longo dos últimos anos, diversas iniciativas empresariais surgiram no Brasil como forma de organizar, fomentar e atuar como catalisador da igualdade de gênero no ambiente corporativo nacional, seja na esfera pública ou na privada. Diferente das pesquisas que buscam retratar a realidade das empresas através da percepção de presidentes, diretores ou representantes internos, este estudo teve como objetivo ir além do discurso institucional, tentando captar a percepção qualitativa dos coordenadores desses grupos representativos (selos, redes, movimentos, organizações), que, juntos, mobilizam mais de 200 empresas no país. As entrevistas com estes indivíduos puderam propiciar uma maior capilaridade e visão crítica em relação aos avanços, desafios e tendências para questão de gênero nas grandes empresas com atuação no Brasil. / Over the past few years, several business initiatives emerged in Brazil as a way to organize, promote and act as a catalyst for gender equality in the national business environment, whether in the public or private sector. With a different approach from the studies that seek to portray the reality of companies through the perception of presidents, directors or employees, this present research aims to go beyond the institutional discourse, trying to capture the qualitative perception of the coordinators of these representative groups (networks, movements and organizations, etc), which mobilize more than 200 companies in the country. The interview with these individuals were able to provide a denser and critical view of the progresses, challenges and trends for gender issues in large companies operating in Brazil.

The object of this essay is to discuss the relationship between the definition of the concept of gender equality and attitudes towards gender equality and their consequences for gender equality measures. The point of departure is feminist political theory and interviews about attitudes towards gender equality at a department at the University of Linköping. The conclusions of this study is that there are a wide range of definitions and attitudes, and these conceptions are not necessarily the same as those being pointed out in the official gender equality policy at the University of Linköping. In this study the opinions of measures for gender equality among the interviewed are widely spread. Some finding Swedish men and women already being equal and therefore there is no need for measures, since this would result in discrimination of men since women would gain advantages from being women. Others find measures for gender equality important since the society and the University is male-defined and therefore not equal. Following, there is a need for further discussions on the definition of, and measures for gender equality. The feminist perspective on the concept of gender equality highlights the need for consideration on how the measures are reproducing, reinforcing or reconceptualizing the signification of gender.

The subject of this study is transfer of undertakings and employment protection in cases of outsourcing. The aim of the study is to examine how the Swedish law in the area relates to the EU law. This is done by comparing the Swedish case law of Arbetsdomstolen to the case law of the Court of Justice of the European Union and by critically reviewing the case law of Arbetsdomstolen from a gender perspective. The method used for this study is a doctrinal research method. This is supplemented with a social science perspective. Cases of outsourcing are often complex and have given rise to a lot of case law from both the Court of Justice of the EU and Arbetsdomstolen. Arbetsdomstolen has furthermore been subject to criticism for interpreting the EU directive too independently and for being too employer friendly. The results of the study show that Arbetsdomstolens assessments are different from the Court of Justice of the EU assessments in some aspects. Both courts, but Arbetsdomstolen in particular, distinguishes between undertakings that are based on material assets and undertakings that are based on personnel assets. Case law shows that a transfer of undertaking is more likely to occur when it concerns an undertaking based on material assets. This means that Arbetsdomstolens assessments are unfavorable for employees working in undertakings based on personnel. The conclusion is therefore that, since the Swedish labor market is gender segregated, the employment protection is stronger for men than for women.

ABSTRACT Söderqvist, J. 2015. Jämställdhetsperspektivet i den fysiska planeringen. Serie Uppsatser: Kulturgeografiska institutionen, Uppsala universitet. Denna uppsats syftar till att undersöka hur kommuner arbetar med jämställdhetsperspektivet i den fysiska planeringen och även ta reda på vilka hinder som existerar för att implementera perspektivet i planeringen. I denna studie har fem kvalitativa intervjuer genomförts med fyra kommuner och en länsstyrelse. De kommuner som har medverkat är Nykvarns kommun, Stockholms kommun, Uppsala kommun och Älvkarleby kommun samt Stockholms länsstyrelse. En kvalitativ undersökning gjordes för att få en djupare bild och helhetsförståelse av hur kommunerna arbetar med den fysiska planeringen. Undersökningen baseras på planerarnas egna erfarenheter och reflektioner. De personer som har deltagit i undersökningen arbetar med fysisk planering på olika nivåer. I undersökningen kom det fram att ingen av kommunerna arbetar aktivt med jämställdhetsperspektivet, förutom Stockholms kommun som nu fått ett explicit uppdrag i deras nya budget för detta. Avsaknaden av jämställdhetsperspektivet i arbetet beror på olika faktorer som resurser och olika attityder i frågan. Det visade sig att det finns ett glapp mellan regeringens mål och utövande av jämställdhetsperspektivet i den fysiska planeringen. Jag vill även tacka min fantastiska handledare Cecilia Fåhraeus som har hjälpt mig med bra vägledning. / This paper seeks to investigate how municipalities work with a gender perspective in spatial planning, and how their municipal circumstances affect their work. In the course of this study, five qualitative interviews have been undertaken with four municipalities and one county. The municipalities that have participated are those of Nykvarn, Stockholm, Uppsala and Älvkarleby, and the county that has participated is that of Stockholm. A qualitative study has been carried out in order to gain a deep image and overall understanding of how the municipalities’ work with physical planning. The survey is based on the planners’ personal experiences and reflections. All individuals that have participated in the study work with spatial planning on different levels. The study’s conclusion is that non of the municipalities are working actively with the government’s gender perspective, with the exception of Stockholm which now has an explicit mandate in their new budget. The lack of genderperspective in their work is a result of various factors such as resources and different attitudes towards the issue. As it turned out, there seems to be a gap between the government’s objectives and the pursuit of gender mainstreaming in physical planning.

<p>Denna uppsats är skriven inom jämställdhetsprojektet NättochJämt. Uppsatsens första syfte är att med jämställdhetslagen som grund kartlägga och analysera en organisations arbetsmiljö och möjligheten till intern rörlighet genom kompetensutveckling. Det andra syftet är att tolka de anställdas förslag på jämställdhetsåtgärder ur ett genusvetenskapligt perspektiv. Hirdmans teori om genusordningen och Johanssons teori om segregering och integrering fungerar som uppsatsens teoretiska utgångspunkter. Analysen bygger på en enkät som besvarats av 101 anställda inom organisationen och hanterats i statistikprogrammet SPSS. Analysen baseras även på de skriftliga kommentarerna kring hur organisationens jämställdhetsarbete kan utvecklas. Detta relateras till de föreställningar om kön som kommit till uttryck i informella samtal med anställda. Resultatet visar att förhållandena inom organisationen både sammanfaller och avviker från tidigare forskning om arbetsmiljö och genus. Få vill prova arbetsuppgifter som annat kön än det egna utför, fler män än kvinnor kan dock tänka sig detta. Lika stor andel kvinnor som män vill kompetensutvecklas. I de anställdas förslag, som bland annat handlar om att fler kvinnor behövs på ledande positioner, förekommer ibland ett egenskapstänkande kring kön där mannen blir norm och kvinnor framstår som avvikande och annorlunda. I lika hög grad förekommer dock förslag grundade på ett maktordningstänkande vilket tolkas som en nödvändig förutsättning för att arbeta vidare med jämställdhet.</p> / <p>This essay is part of a project between Södertörn University College and the Equality-project NättochJämt. The first aim of the study is to examine and analyse work environment and possibilities for internal movement by competence development from the view of Swedish Equality Law. The second aim is to interpret employees own gender equality measures from a gender perspective. Hirdman’s theory about gender structures and Johansson’s thoughts about segregation and integration have been used as a theoretical framework. The analyse is built on a questionnaire which has been answered by 101 employees in the organisation and handled in the statistic program SPSS. Written replies about how the organisations equality work can be developed is also analysed. This is related to the informal conversations with the employers, in which assumptions about gender inequalities has been unveiled. The result shows a shattered pattern where the relations concerning work environment inside the organization both coincide with and diverse from earlier research in work environment and gender area. Few people wanted to try work tasks that mainly are performed by other gender than thier own, with a preponderance of men. Both men and women wanted to develop their competence. The employees own suggestions, which for example concerns more women in leading positions, reveals a conception in which the male is norm and in which women are held as divergent and different. But also, suggestions which seem to be grounded in a gender perspective do occur. This is interpreted as a necessary prerequisite for future equality work.</p>

<p>South Africa is undergoing a period of transition from Apartheid to democracy. In this process, redressing discriminatory factors (race and gender) is of utmost urgency and importance. The equity Act, and within this, affirmative action, are ways in which these isuses can be addressed. South Africa has undergone a process of dramatic change. Since the first democrataic election of 1994, notably so in the area of gender equity. This report examined female representivity in senior management within Drakenstein municipality in the Western Cape. The study evaluated employment barriers, which inhibits women from entering senior positions. The study also compared and analyzed past, present and future development, to evaluate the efforts that have been made to promote employment equity within local government.</p>