Syftet med denna kandidatuppsats är att undersöka och jämföra rekryteringsprocessen av chefer inom privat och offentlig sektor. Vidare är studiens syfte att öka förståelse för hur organisationer arbetar med jämställdhet vid tillsättning av chef. Målet med denna studie är att den ska ge ett kunskapsbidrag gällande chefsrekrytering och jämställdhetsarbetet. Resultatet som har framkommit i denna kandidatuppsats gäller endast de två organisationerna som har studerats. Organisationerna kommer förbli anonyma och benämns i studien som den privata organisationen och den offentliga organisationen. Studien har genomförts med hjälp av en kvalitativ metod i form av fyra semistrukturerade intervjuer som kompletterades med dokument. Genom att undersöka hur rekryteringsprocessen ser ut för chefer i privat och offentlig sektor, kan en bättre förståelse skapas för vilka faktorer som påverkar rekryteringen. Med hjälp av frågeställningarna; Vad finns det för likheter och skillnader i rekryteringsprocessen av chefer i privat och offentlig sektor? Hur arbetar den privata respektive offentliga sektorn med jämställdhet i rekryteringsprocessen? Vilken påverkan har homosocialitet och egenskaper i rekryteringsprocessen? kan en insikt skapas för vilka komponenter som har inverkan på jämställdhetsarbetet i rekryteringsprocessen. Resultatet visar på att rekryteringsprocessen inom den privata och offentliga organisationen är relativt likvärdiga men att det finns skillnader. En skillnad som redogörs är hur könsfördelningen ser ut i respektive organisation. Den offentliga organisationen har fler kvinnliga chefer medan den privata organisationen har fler manliga chefer. Det går att utläsa av resultatet att organisationerna arbetar olika med jämställdhet i rekryteringsprocessen. Resultatet framställer att respondenterna har olika åsikter om hur långt arbetet med jämställdhet har kommit i samhället. För att förklara de könsrelaterade skillnaderna har begreppet homosocialitet används som teori. Studien berör även lagstiftning vid rekrytering och teori kring den kompetensbaserade rekryteringsprocessen. Studiens slutsats är att de två organisationer som har studerats arbetar med en kompetensbaserad rekrytering för att egenskaper inte ska ha någon påverkan på kandidatvalet. Studien visar på att när kvinnor är det underrepresenterade könet på arbetsplatsen utförs ett aktivt jämställdhetsarbete. Vidare påvisar studien att respondenterna omedvetet förknippar egenskaper med kön, vilket påverkar rekryteringen. Resultatet av denna studie kan bidra med inspiration till organisationer som vill utveckla sin rekryteringsprocess av chef. Vidare kan studien tillämpas som stöd för personalvetare och organisationer för att skapa en förståelse för vilka förmåner och hinder som förekommer på de olika stegen i rekryteringsprocessen. Avslutningsvis kan studien tillföra förståelse och kunskap om  bakomliggande faktorer som kan ha påverkat den nuvarande könsfördelning på arbetsmarknaden. / This thesis aims to examine and compare the recruitment process of managers in both the private and public sectors. Furthermore, the objective of the thesis is to provide an improved understanding of how organizations implement principles of gender equality when hiring a manager. The results obtained in this thesis only apply to the two organizations that have been studied. These organizations will remain anonymous and will be referred to as “the private organization” and “the public organization”, as applicable. The study was conducted using qualitative research comprised of four semi-structured interviews that were supplemented with documents. By examining how the recruitment process of managers is formed in both the private and public sectors, we can achieve a better understanding of the factors that influence how gender equality is implemented in the recruitment process. We have gained a valuable insight what those factors may be by investigating the following areas: What are the similarities and differences in the recruitment process of managers in the private and public sector? How do the private and public sectors incorporate gender equality in the recruitment process? What influence does homosociality and traits have on the recruitment process? The results from the study show that the recruitment process in the private and public sectors is relatively similar but that there are differences. One difference is that the public organization has more female managers whilst the private organization has more male managers. The results demonstrate that the organizations implement gender equality in the recruitment process in different ways and that the respondents have different views on how far the gender equality movement has progressed in today's society. To explain the gender-related differences, the term "homosociality" has been used as a theory. The study looks at recruitment legislation and theory regarding the competency-based recruitment process. The thesis can conclude that both the organizations, which were studied use a competency-based recruitment to prevent characteristics of gender from having an impact on the candidate selection. The thesis shows that when women are the under-represented gender in the workplace, active gender equality work is performed. Furthermore, the study shows that the respondents are unknowingly associating traits with gender, which still has an impact on the recruitment. The results of this  study may inspire organizations that want to develop their recruitment process of managers and improve gender equality. Furthermore, the study provides support for human resources departments within organizations by illustrating the benefits and obstacles that exist at various stages in the recruitment process. In conclusion, the study provides an improved understanding and knowledge about underlying factors that may have affected the gender distribution of the labor market.

Boundaries in the growth of women entrepreneurship, in general, are for example family responsibility, gender discrimination, missing networks and the lack of interaction with other successful entrepreneurs. This is especially critical in developing countries where the women have to face additionally barriers. The existence of supportive organizations is crucial in creating opportunities for female entrepreneurship. One example of a female entrepreneurial network that supports women doing business is GSWIM (Grooming a Successful Woman with an Intellectual Mind), operating in Kampala, Uganda. This thesis will study the knowledge sharing behaviour within the organization. The main data collection has been retrieved through interviews held with five business women, members of GSWIM. A developed version of the MOA framework (Motivation, Opportunity, Ability) have been used to analyse the collected data. It is shown that there are a lot of things in GSWIM that facilitate the knowledge sharing behaviour. GSWIM motivate, inspire and are proficient in communicating the value of sharing knowledge. However, there are some crucial aspects for improvements related to increased ability, belongingness of members and decentralization. The long-term orientation is along with team cohesiveness, probably two of the network’s major assets. By providing a network for women, and a platform for knowledge sharing, GSWIM has reduced some barriers to entrepreneurship in Uganda.

This study explores perceptions of women’s freedom of movement since the 27 May 2015 Constitutional Court ruling CCZ 15/15, outlawing arbitrary arrests of women after dusk on grounds of loitering with intent to solicit for prostitution, focusing on Zimbabwe’s Avenues community. It traces issues surrounding women’s mobility under patriarchy since colonialism which through the 1960 Vagrancy Act marked the inception of its legal regulation premising stereotypic arrests by state agents. Guided by Pragmatic and Feminist philosophy the researcher adopts a Mixed Method Strategy to gather new knowledge on the complex issue. Employing Radical Feminist Theory under Feminism it critiques government efforts and their efficacy towards ensuring gender equality in mobility. The study argues that while useful legal mechanisms and laws have been adopted to enable women’s right to mobility, ideological and physical challenges continue to hamper this realisation. Empowering the Gender Commission with binding powers, ensuring sufficient security in public areas and educating women about their rights are some recommendations proffered to address challenges faced by women in the exercise of their right to movement. / Development Studies / M.A. (Development Studies)

The study "Come as you are", conducted by Rebecka Pettersson and Rebecca Santos, is a qualitative study that touches on the working climate and gender equality in the Swedish Armed Forces. The aim is to identify the organizational culture within the Swedish Armed Forces from a gender perspective, and to distinguish the employees' views on gender equality within the organization after the introduction of the gender-neutral law in Sweden. Similar studies have been carried out in the armed forces but have not touched on these issues since the gender-neutral reform, which makes this an interesting subject area. The empirical material consists of qualitative semi-structured interviews with five men and two women who are currently active in the armed forces. To analyze the empirical material, theories by Patricia Yancey Martin, Raewyn Connell and Rebecca Pearse, Rosabeth Moss Kanter and Joan Acker have been applied. The results of the study show that due to the male dominance in the organization and the established masculinity norms, the lingo is portrayed as "manly", "macho" and "tough". The opinion is shared among respondents about the need for this lingo, or a desired change. The results also show that the experience of gender equality is informal and in theory good as the conditions for employees are extremely equal. However, the attitude and feeling of equality is in practice contradicted by the respondents' experiences. The reason for the difference between attitude and practice is based on desired representation, remaining traditions and gender structures at the macro level.   Key words: Armed forces, gender equality, working climate, organizational culture and gender perspective. / Studien “Kom som du är”, genomförd av Rebecka Pettersson och Rebecca Santos, är en kvalitativ studie som berör arbetsklimatet och jämställdhet i Svenska Försvarsmakten. Syftetär att identifiera organisationskulturen inom den Svenska Försvarsmakten utifrån ett genusperspektiv, samt att urskilja medarbetarnas syn på jämställdhet inom organisationen efter införandet av den könsneutrala lagen i Sverige. Liknande studier har genomförts inom försvaret men inte berört dessa frågor sedan den könsneutrala reformen, vilket gör detta till ett intressant ämnesområde. Empirin är baserad på kvalitativa semistrukturerade intervjuer med fem män och två kvinnor som idag är verksamma inom Försvarsmakten. För att analysera det empiriska materialet har teorier av Patricia Yancey Martin, Raewyn Connelloch Rebecca Pearse, Rosabeth Moss Kanter och Joan Acker tillämpats. Studiens resultat visar att med orsak av den manliga dominansen i organisationen och de etablerade maskulinitetsnormer framställs jargongen som “grabbig”, “macho” och “tuff”. Åsikten är delad bland respondenterna kring behovet av denna jargong, eller önskad förändring. Resultatet visar vidare att upplevelsen av jämställdhet är informell och i teorin god då förutsättningarna för medarbetarna är extremt jämlika. Inställningen och känslan av jämställdheten motsägs dock i praktiken av respondenternas erfarenheter. Orsaken till skillnaden mellan inställning och praktik baseras på önskad representation, kvarvarande traditioner och genusstrukturer på makronivå.

This essay explores the way pedagogues in school age educare centre reason when it comes toworking with counteracting traditional gender roles in their work. Studies show that there are shortcomings in the work of gender equality in schools and pre-schools and that there are stereotypical gender roles among students. Studies also show that pedagogues have difficulty using the knowledge they possess on the subject in practice. To investigate how the schoolage educare pedagogues respond to this, I have started from the questions ”What are the pedagogues views on working with gender equality and counter acting traditional gender roles?”, ”What working methods do the leisure time pedagogues assume work to counteract traditional gender roles?” and ”What difficulties do the pedagogues experience in working with just that and what conditions are needed?”. To get the answers to these research questions, I have used a qualitative method where I conducted interviews with pedagogues from two different school age educare centres. The results show that the pedagogues have managed to find a number of ways of working to get the students to participate in activities outside those that are stereotypical for their gender. The pedagogues consider themselves tohave a gender-mindset in their work, but it’s still based on a male norm. This theory of themale norm is based on Yvonne Hirdman´s (2003) theory of gender order in society. Furthermore, the study also shows that the pedagogues do not consider themselves to have theright conditions to continue developing the work but need more time for discussion, amongother things. / Denna uppsats undersöker hur pedagogerna i fritidshemmet resonerar kring att arbeta med att motverka traditionella könsroller i sitt arbete. Tidigare forskning från skola och förskola visar att det finns brister i jämställdhetsarbetet och det finns stereotypa könsroller bland eleverna. Forskningen visar också att pedagogerna har svårt att använda sig av den kunskap de besitter inom ämnet i praktiken. För att undersöka hur pedagogerna i fritidshemmet ställer sig tilldetta har jag utgått från frågeställningarna ”Vad har pedagogerna för syn på att arbeta med jämställdhet och att motverka traditionella könsroller?”, ”Vilka arbetssätt anser pedagogerna på fritidshemmet fungerar för att motverka traditionella könsroller?” samt ”Vad upplever pedagogerna för svårigheter i arbetet med just det och vilka förutsättningar behövs?”. För attfå svar på dessa forskningsfrågor har jag använt mig av en kvalitativ metod där jag genomfört intervjuer med pedagoger på två olika fritidshem. Resultatet visar att pedagogerna lyckats hitta ett antal arbetssätt för att få eleverna att delta i aktiviteter utanför de som är stereotypa för sitt kön. Personalen anser sig ha ett genustänk i sitt arbete, men tycks ändå utgå från enmanlig norm. Denna teori om mannen som norm utgår ifrån Yvonne Hirdmans (2003) teoriom en genusordning i samhället. Vidare visar undersökningen också att pedagogerna inte anser sig ha de rätta förutsättningarna för att fortsätta utveckla arbetet utan behöver bland annat mer tid för diskussion.

För att studera könsfördelningen inom den svenska datorspelsbranschens användes datahämtad från LinkedIn över kön och arbetsroller, det indikerades tydligt att kvinnor varunderrepresenterade i Sveriges spelbransch, särskilt inom produktion, tech, och iledarskapsroller. En kvalitativ analys fann att isomorfa krafter sannolikt påverkarföretagen i branschen att likna varandra i könsfördelning och att kvinnor i branschentroligtvis upplever låg passform i yrkesidentiteter och lider negativa effekter avminoritetsstatus inom yrkeskategorier. Att öka andelen kvinnor framkom som en vägför jämställdhetsarbete men verkade vara associerat med en risk för ett stigma avinkompetens. Männen var i position att påverka vilka som passar som dagens ochmorgondagens spelutvecklare. För att uppnå en arbetsmiljö som är vänlig för allaanställda oavsett könstillhörighet kan yrkesidentiteter konstrueras om, därefter kanarbete med att öka andelen kvinnor startas med en sänkt risk för bakslag. / To study the gender distribution within Sweden’s video game industry, data on genderand occupation was collected from LinkedIn. It was clearly indicated that women wereunderrepresented, especially within production, tech, and leadership. A qualitativeanalysis found that isomorphic forces were likely to be influencing the genderdistribution across the industry and that women in the industry are likely to experiencea bad fit in occupational identities and suffer negative effects of being in the minorityin occupational categories. Increasing the proportion of women emerged as a path forgender equality work, but it was also associated with a stigma of incompetence. Menseemed to be in positions to influence who will fit as today's and tomorrow's gamedevelopers. To achieve a work environment that is good to all employees, regardless ofgender, occupational identities could be redesigned, after that the proportion of womenin the industry can be raised with a lowered risk for setbacks.

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The present study examines the status of the UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) in Japan, with due regard to the status of treaties in general as sources of rights and obligations in the country. Further, the study aims to ascertain whether the said Convention has been properly implemented and enforced, and to demonstrate obstacles causing deficiencies and shortcomings in regards to combating discrimination against women in the labour market. In theory, treaties enjoy a high status in Japan, however, human rights treaties are rarely directly applied by the courts. Although certain legislative reforms have been undertaken to bring domestic law into harmony with the CEDAW, the Convention has had a limited impact. The domestic legislation fails to prohibit all forms of discrimination against women and the prohibitions, as well as the statistical targets for female representation, lack the backing of an effective enforcement mechanism. Additionally, the Japanese judiciary has been reluctant to accept arguments based on the CEDAW and, so far, no litigants have prevailed explicitly on the grounds of the Convention. The vague wording of the CEDAW makes the provisions easy to circumvent, which stresses the importance of bridging discrepancies between the treaty rules and domestic law. Finally, the Government of Japan needs a more comprehensive approach in addressing the issue of sex discrimination in the labour market, which includes working proactively to modify discriminatory practices and stereotypes.

Because of the globalization, the labor market has been thru some changes and the need to be flexible has increased. The need of flexibility can be met by using temporary staff that is rent from a temporary-work agency.   In Sweden the regulation in Section 25 of the Swedish Employment Security Act (LAS) give previous employees priority right to re-employment when the employer is hiring new staff.  If the employer hire staff from a temporary-work agency instead of hiring new staff the priority right to re-employment is not applicable. The Swedish court of labor have judged that it is accepted to hire staff when there are former employees that have priority right to re-employment.   In 2010 this was an issue surrounded by discussions from the trade unions. The result of the discussions in 2010 was regulations in collective agreements. This means that each sector has their own regulation. Because of a segregated labor market, the consequence can be unequal protection in this area.   The purpose of this paper was to see if the protection is unequal and it might be. If you interpret the regulations in the collective agreements by just reading what they say the collective agreement that regulate female dominated sectors have a lower, if any special protection.

Scientists warn that the current rate of climate change will raise average global temperature by 4°C compared to 1990, although warming of +2°C will already have dire effects throughout the world. Therefore, the UN acknowledges SDG 13 (Climate Action) as one of the most important goals for the coming decade in order to fight climate change. Another focus of the UN is SDG 5 (Gender Equality), which is also an overarching goal but still lagging behind. Working on one of the goals can have a positive effect on other goals. Therefore a synergy can be created when investigating how climate change affects gender equality and how gender equality affects climate action.  The link between gender equality and climate action was already established by the UN at the Beijing Platform of Action in 1995. However, there has been little research into how government representatives understand how the goals are interconnected. These representatives are important in the drafting of new policy and keeping the UN accountable for incorporating gender into its policies. Hence, this thesis investigates how the relationship between gender equality and climate action is viewed by government representatives, as well as in national climate documents. A content analysis was performed on National Determined Contributions (NDCs) and climate change Gender Action Plans (ccGAPs). The results illustrate that the location and expertise of the interviewees impacted their opinions greatly. The interviewees based at permanent missions at the UN headquarter in New York were of the opinion that their government thought the link existed but acknowledged more should be done to convince other countries as the link was not taken for a fact. The interviewees working with the UNFCCC negotiations, however, said all member states agreed on the importance of including gender equality in climate action. Another finding is that only one-third of the Nationally Determined Contributions (NDCs) contained gender perspectives. Of these, one-third mentioned women as victims of climate change and two-thirds saw women as actors of change in climate action.  Establishing a firm agreement on the link between gender equality and climate action within UN bodies is important to expanding the impact of climate policies on both gender quality and climate action.