This thesis deals with the issue of feminism and gender equality in society and, more specifically in education. Gender equality (as well as other types of equality) is an important part of a democratic society. The way feminism and gender equality are approached and discussed in school reflects and at the same time shapes how it is perceived in society. The goal of this thesis is to present the issue of gender equality and feminism, and analyse the situation specific to these topics in Czech schools. The aim of the thesis is to find out teachers' attitude towards these topics and the way they work with them in their lessons. The theoretical part of this thesis offers basic terms and their interpretations, focuses on the history of feminism its origin and progress in the world and in Bohemia (Czechoslovakia respectively). It maps the development of feminism and gender equality in the Czech Republic since 1989 until the present day and shows the attitude of the Czech society towards these issues. It presents gender equality and feminism in context of education. This part of the thesis was conducted with the use of literature- based research methodology. The empirical part of this thesis analyses the interviews conducted with working teachers of subject called "Basics of Social Sciences" both...

1 ABSTRACT The current European family is based on the ideal of gender equality and considers the interest of the child to be fundamental. The European Union strategy is to involve as many women as possible in the labour market and encourages national governments to adopt measures to enable women to reconcile their work and care for children. Developed countries also promote both parents being equally involved in the care of children, including preschool children. Czech legislation conforms to European standards and creates the preconditions for reconciling family and work life. In practice, the conservative attitude of both parents and employers persists. The mother usually stays at home with a child under the age of three and employers are not very accommodating to flexible forms of work that enable mothers of young children to get involved in the work process. The way to change the situation is to increase corporate social responsibility and family friendliness and to change the attitudes of parents themselves, increasing the involvement of fathers in care of children in particular. Solutions to the protection and support of pregnancy, maternity and parenthood, as well as the protection of the child in the Czech Republic can be considered as above-standard and comparable to the situation in the most...

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In 1997, 70% of British Armed Forces roles were opened to women. Women were still excluded from ground close combat (GCC) roles, where the primary purpose is to close in on and kill the enemy at short range, usually under 30 metres, using weaponry or hand to hand combat. Excluding women from GCC roles in the military was covered under Section 85(4) of the Sex Discrimination Act 1975. In order to legally retain the exclusion, the European Community Equal Treatment Directive stipulated that a review of the role of women in certain ground close combat environments should be undertaken every eight years. In this study I will be using post-structural policy analysis to examine the ways the 2010 and 2016 reviews on women in ground close combat have constructed gender difference. The findings have shown that cohesion and physical capacity have been deemed essential to combat effectiveness, therefore in this study I argue that the subtexts of these “essential” factors of combat are actively limiting the potential for gender equality in the British Armed Forces.

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This thesis employs a random effects panel estimator to assess the relationship between Swedish outward foreign direct investment (FDI) stock and cultural distance for a panel of 75 countries covering the period 1998–2012. Cultural distance, operationalized by differences in Schwartz cultural orientations and gender equality, adds to the liability of foreignness and is hypothesized to have a negative impact on outward FDI stock. The theoretical underpinning for the hypothesis is based on a gravity model adapted to FDI, which shows that distance between countries reduces the amount of FDI that takes place between them. The results from the analysis provide partial support for the hypothesis as differences in some of Schwartz cultural orientations (harmony, embeddedness and egalitarianism) have a significant and negative effect on Swedish firms´ outward FDI stock. Moreover, differences in women´s economic rights are positively related to FDI, while no significant effects are found for differences in share of women in parliament.

Gender equality is a much-debated topic today with e.g., EU putting pressure on the labour market through Sustainable Financial Disclosure Regulations (SFDR) and the UN through their Sustainable Development Goals (SDG). However, gender equality is not a simple matter of only distributions and setting goals; it also refers to attitudes, norms, values, and ideals that affect the lives of women and men in society. Currently the labour market is implementing policies and taking initiatives for increased diversity however, women are still lagging behind men and women’s hierarchical advancement is experiencing a slowing trend. One industry with a strong male dominance is the investment banking industry, an industry that has been struggling to increase the gender split. Multiple attempts have been taken to recruit more women, but the industry struggles with retention rates and is still a heavily male-dominated sector. To be able to know which policies to implement it is important to understand how the organization is gendered and to understand its willingness to change. What happens within organizations can also be seen in society, politics, and media. Research on gendered organizations provide visibility and nuance on how gender is created by society. This research has studied how the industry investment banking is gendered and the perspective on change. The study has been conducted through a qualitive method using structural interviews with guidance of Sarah Rutherford’s model on excluding factors. The interviewees were employees on a junior level in the hierarchy, at different investment banks in Sweden. The study shows an industry with multiple cultural aspects that can work as excluding towards women; the long-hour culture, language & communication, work ideology and gender awareness. The study found both a denial and unawareness of the existing gendered process. The junior team themselves were a mix of different resistors: open, hidden and neutral. There was also a strong belief that the inequalities would fade over time and that they were heavily dependent on the gender split rather than the terms and conditions at the workplace. / Jämställdhet är idag ett omtalat ämne som engagerar samhällen på alla nivåer, Eu med sin Sustainable Finance Regulation (SFDR) som ämnar sätta press på arbetsmarknaden och FN med deras Sustainable Development Goals (SDG), är bara några exempel på samtida engagemang. Jämställdhet är dock inte så enkelt att det kan reduceras till betraktandet av distributioner och målsättning; det refererar också till attityder, normer, värderingar och ideal som påverkar kvinnor och mäns liv i många delar av samhället. Arbetsmarknaden arbetar aktivt med att implementera policys och ta initiativ för att uppnå jämställdhet. Det pågående arbetet till trots kan vi dessvärre se en negativ och avtagande trend vad gäller kvinnors avancemang i professionella hierarkier och fortsatt hamnar steget efter män i dessa miljöer. En av många mansdominerande branscher är investment banking, en bransch som länge kämpat med en ojämn könsfördelning. Flera försök till att rekrytera kvinnor till branschen har gjorts men dessvärre utan önskat långsiktigt resultat då man bland annat har problem att behålla kvinnorna. För att förstå vilka policyer som ska implementeras är det viktigt att förstå hur en organisation är könsmärkt och dess vilja till förändring. Det som sker i organisationer kan också identifieras i samhället, politiken och media. Forskning på könsmärkta organisationer ger insyn och nyansering till hur kön är skapat i samhället. Denna studie har undersökt hur investment bankindustrin är könsmärkt och hur den ser på förändring. Studien har genomförts med kvalitativa metoder där strukturella intervjuer med Sarah Rutherfords modell om exkludering utgör studiens grund. De valda intervjurespondenterna befinner sig på en junior nivå i branschens hierarkisystem och är eller har varit representerade på olika investmentbanker i Sverige. Studien visar en bransch med flera kulturella aspekter som resulterar i exkludering av kvinnor, dessa var; arbetstider, språk & kommunikation, arbetsideologi och könsmedvetenhet. Vidare påvisar studien en existerande förnekelse och omedvetenhet av den könsmärkta organisationen, där respondenterna visade sig vara en blandning av den öppne, dolda och neutrale jämställdhetsmotståndaren. Det fanns också en stark tro på att en utveckling mot jämställdhet sker av sig själv då problematiken upplevdes vara såväl en generations- som en distributionsfråga och inte en fråga om olika villkor och förutsättningar på arbetsplatsen.

Bakgrund. Mindre än 10% av de arbetande inom byggbranschen i Sverige är kvinnor. Branschen är en typisk mansdominerad bransch där kvinnor ofta möter barriärer i sitt arbete. Samtidigt är jämställdhet en bidragande faktor till ett företags prestation tack vare att de olika könen bidrar med olika kunskaper. Herzbergs arbetsmotivationsteori är vanligt förekommande i forskningsstudier för att identifiera motiverande faktorer. Vad motiverar de kvinnor som faktiskt verkar inom byggbranschen? Denna studie applicerar Herzbergs arbetsmotivationsteori för att utreda detta. Syfte. Syftet för studien ämnar till att utreda faktorer som motiverar kvinnliga arbetsledare i en mansdominerad bransch. Detta för att identifiera motiverande faktorer som på sikt kan bidra till att öka andelen kvinnor inom branschen. Studien ämnar även att utreda hur de kvinnliga arbetsledarna upplever vanligt förekomna barriärer kopplade till byggbranschen. Kvinnornas upplevelser av motivation och barriärer studeras i relation till hur detta uppfattas av manliga arbetsledare. En förståelse av hur de manliga arbetsledarna uppfattar sina kvinnliga kollegor kan förhoppningsvis bidra till att behålla kvinnorna i byggbranschen, detta genom en ökad förståelse för hur kvinnorna upplever arbetsplatsen. Metod. Två enkätundersökningar har distribuerats till alla kvinnliga samt manliga arbetsledare inom ett företag i svenska byggbranschen. Undersökningen bygger på tidigare studier, vilka använde sig av Herzbergs arbetsmotivationsteori i byggbranschen. Enkäterna distribuerades till 128st kvinnliga arbetsledare och 617st manliga arbetsledare i ett stort byggföretag i Sverige. Efter bortfallsanalys erhölls ett underlag på 120st arbetsledare vilket statistiska analyser utfördes på i SPSS. De statistiska testerna som utfördes var paired sample t-test, independent sample t-test samt ett oberoende Mann-Whitney U-test. Resultat. Studiens resultat påvisar att kvinnliga arbetsledare motiveras i större utsträckning av motivationsfaktorer relativt hygienfaktorer. Vidare identifieras att det finns en skillnad i upplevd och uppfattad motivation mellan kvinnliga och manliga arbetsledare. Vid analys av vanligt förekomna barriärer i byggbranschen visade resultatet på att det åter igen finns en skillnad mellan uppfattning och upplevelse av barriärerna. Slutsatser. Kvinnliga arbetsledare motiveras främst av motivationsfaktorer, vilket manliga arbetsledare inte uppfattat att de kvinnliga arbetsledarna motiveras av i samma utsträckning. Fokus bör läggas på motivationsfaktorer för att motivera de kvinnliga arbetsledarna i sitt arbete. En konsekvens av fel motivationsfaktorer kan leda till att förväntad effekt uteblir, d.v.s. individen motiveras inte. Barriärer kopplade till byggbranschen upplevs inte i den utsträckning tidigare forskning visat på, dock visar denna studies resultat att de kvinnliga arbetsledarna upplever barriärerna till viss del fortfarande. / Background. Less than 10% of the active workers within the construction industry in Sweden are women. The construction industry is a typical male dominated industry where women often face barriers in their daily work life. At the same time, gender equality is a contributing factor for a company’s performance thanks to man and women different knowledge. Herzberg’s two- factor theory is common in research studies to identify factors that motivates. What motivates women to work within the construction industry? This study will apply Herzberg’s two-factor theory to investigate that. Objectives. The purpose of this study is to investigate factors that motivates female team leaders in a male dominated industry. By identifying motivation factors, the purpose in the long run is to contribute to that the part with women in the construction industry will increase. The purpose of this study is as well to identify how the female team leaders’ experiences barriers related to the construction industry. By identify how the female team leaders experience motivation and barriers, this will be set in relation to how these factors are perceived by male team leaders. An understanding of how the male team leaders perceive their female colleges will hopefully contribute to the females remaining in the construction industry, this by a greater understanding of how the female team leaders experiences their workplace. Methods. Two surveys were distributed to all the female and male team leaders within a Swedish construction company. The survey is constructed from two previous studies which applied Herzbergs two-factor theory within the construction industry. The surveys where distributed to 128 female team leaders and 617 male team leaders in a big construction company in Sweden. After the response analysis 120 female and male responses remained for the statistical analysis in SPSS. The statistical tests were paired sample t-test, independent sample t-test and an independent Mann-Whitney U-test. Results. The study's results show that female team leaders are motivated to a greater extent by motivational factors relative to hygiene factors. Furthermore, it is identified that there is a difference in experienced and perceived motivation between female and male team leaders. When analyzing commonly encountered barriers in the construction industry, the results showed that again there is a difference between perception and experience of the barriers.  Conclusions. Female team leaders are motivated primarily by motivational factors, which male team leaders do not perceive that female team leaders are motivated by to the same extent. The focus should be on motivational factors to motivate the female team leaders in their work. A consequence of the wrong motivational factors can lead to the expected effect not being fulfilled, i.e. the individual is not motivated. Barriers linked to the construction industry are not experienced to the extent that previous research has shown, thou this study indicates that the barriers are in some extent still experienced by the female team leaders.

Utopian thinking can be understood as an exploration of desires beyond current realities. Seeing ecovillages as spaces for utopian practices, the aim is to investigate what space exists for gender equality and how the utopianism can be used to challenge unwanted patterns. Grounded theory is used to build knowledge from women’s experiences gathered through qualitative interviews. By mapping desires in relation to utopia, it is found that while visions of the sustainable life are seen as attainable, attaining gender equality through equal division of household work is hindered by lack of visions, examples and spaces for discussion of alternatives.

Inom byggproduktion kan bristande arbetsmiljö och utvecklingsmöjligheter för kvinnor leda till att värdefull kompetens går förlorad. Det har uppmärksammats att byggbranschen präglas av en föråldrad manskultur.Byggbranschen är överlag en mansdominerad bransch och framförallt är könsfördelningen mest ojämn i byggproduktion där det är brist på kvinnor. De kvinnor som arbetar i byggproduktion väljer ofta efter ett par år att lämna sin roll för en annan i byggbranschen.I detta arbete är ambitionen att genom enkätundersökningar kartlägga hur kvinnor upplever och har upplevt sitt arbete inom byggproduktion. Därigenom är förhoppningen att kunna utläsa faktorer och mönster som vidare kan användas av branschen för att kunna göra riktade insatser i frågan att locka och behålla fler kvinnor i byggproduktion.Arbetet har till viss del skrivits tillsammans med byggföretaget NCC building Örebro/Värmland. Genom arbetets resultat vill NCC kunna jämföra sig och bedöma hur långt i utvecklingen de som företag har kommit i jämställdhetsfrågan gentemot resten av branschen.För att hitta svar till arbetets frågeställningar har dels en litteraturstudie gjorts samt enkätundersökningar som skickats ut till både kvinnor och män med olika roller inom byggproduktion. Upplägget på enkäten var blandat med frågor där respondenterna hade möjlighet att svara med olika svarsalternativ eller en fritextruta. Enkäterna skickades ut till kvinnor anställda på NCC Örebro/Värmland samt till kvinnor i branschen på blandade arbetsplatser och orter runt om Sverige. Det skickades även ut enkäter till en grupp män på NCC Örebro/Värmland för att kunna göra jämförelser på likvärdiga frågor som ställdes både till kvinnorna och männen.Resultatet indikerar på att kvinnor i byggproduktion många gånger inte har samma förutsättningar som män. Vid jämförelse av kvinnor anställda på NCC Örebro/Värmland och övriga kvinnor med erfarenhet inom byggproduktion ses små procentuella skillnader i vissa frågor som indikerar på att NCC har en mer välmående arbetsplats för kvinnor. / A lack of work environment and development opportunities for women in the construction production sector might lead to loss of valuable skills. It has been noted that the construction production is imprinted by an older maleculture. The construction industry is generally a male dominated industry and the gender distribution is most uneven within the construction production where there is a shortage of women.Women who work in construction production often choose to leave their role for another within the industry after a couple of years. The ambition with this study is through surveys map how women experience and have experienced their work in construction production. The goal is to find factors and patterns that later on can be used by the construction industry in effort on the matter of attracting and retaining more women in construction production. This essay has partially been written with the construction company NCC Building Örebro/Värmland. Through the results of this essay, NCC wants to be able to compare and weigh up how far they as a company have come in the gender equality issues compared to the rest of the construction production sector. In order to find answers to the essays questions a literature study and data collection was done. Multiple surveys were sent out to both women and men with different roles in the construction production. The respondents had the opportunity to answer with different alternatives and in some of the questions write comments. The surveys were sent out to women employed at NCC Örebro/värmland and to women in the industry at different workplaces and locations around Sweden. A survey was also sent out to a group of men at NCC Örebro/Värmland in order to make a comparison on equivalent questions that were asked both to women and men. The results indicate that women in the construction production do not always have the same possibilities as men. When a comparison was carried out between women at NCC Örebro/Värmland and other women with experience in the construction industry it shows a small percentage difference in certain matters that NCC has a more prosperous workplace for women.Keywords: