The staff distribution and the gender diversity in the Swedish Armed Forces aren't at the level the organization has the ambition to be. Meanwhile previous research shows that there are multiple obstacles for women to work and advance in military organizations. This study examines the staff category of newly examined female officers’ perception of their possibilities to work in the Swedish Armed Forces, a personnel category that specifically hasn't been studied in this area. The study will be conducted by interviewing female officers in this personnel category. The study shows that most of the interviewed women have a positive experience in their new workplace, where a supporting commander seem to be a success factor. Some of the interviewed women also testifies about perceived misconducts in the workplace where problems such as traditionally manly ideals permeate colleagues and/or the organization's behaviour and consequently limits the women’s possibilities.

<p>The number of female officers employed in the Armed Forces is low. Of the total proportion officers, female stand for 4.8 %. The Armed Forces are currently working actively to level out the distribution. This paper is intended to create a better understanding of the slow increase in female officers in the Swedish Armed Forces. The study is qualitative and the results from the data collection have been based partly on a text analysis, partly on a theme-based group interview in which three themes have been discussed. The results are then analyzed through theories with the related areas: Organizations, genderand leadership. The study shows that there are no formal regulations that prevent women in the Armed Forces. However, it is possible to identify a number of factors that may affect efforts to achieve genderbalance in the organization negatively. The experience of gender equality is not permeated throughout the organization suggests a lack of commitment of managers at different levels. Furthermore is the conscription system, which only affected men, a major contributing factor, where a broad basis for recruitment of female officers has been lost. Finally may be mentioned that the fact that the Armed Forces currently is engaged in a variety of organizational changes can lead to a marginalization of the gender mainstreaming in favour of the other changes.</p>

The number of female officers employed in the Armed Forces is low. Of the total proportion officers, female stand for 4.8 %. The Armed Forces are currently working actively to level out the distribution. This paper is intended to create a better understanding of the slow increase in female officers in the Swedish Armed Forces. The study is qualitative and the results from the data collection have been based partly on a text analysis, partly on a theme-based group interview in which three themes have been discussed. The results are then analyzed through theories with the related areas: Organizations, genderand leadership. The study shows that there are no formal regulations that prevent women in the Armed Forces. However, it is possible to identify a number of factors that may affect efforts to achieve genderbalance in the organization negatively. The experience of gender equality is not permeated throughout the organization suggests a lack of commitment of managers at different levels. Furthermore is the conscription system, which only affected men, a major contributing factor, where a broad basis for recruitment of female officers has been lost. Finally may be mentioned that the fact that the Armed Forces currently is engaged in a variety of organizational changes can lead to a marginalization of the gender mainstreaming in favour of the other changes.