This study intends to gain understanding of male assistant nurses’ experiences of working in a female-dominated industry. The empirical material is based on eight interviews with male assistant nurses working in elderly care. To understand the experiences that have been illustrated we have used Connells (2009) and Hirdmans (2003) gender theories and Alvesson & Billings (2011) theory about the labour markets segregation.   The majority of the male assistant nurses described the career choice as a coincidence, although a number of underlying factors emerged. Such as the social factor and good job opportunities in elderly care. The characteristics that the male assistant nurses believed where required for the job where the ability to empathize and to be calm. They also highlighted the differences they experienced in terms of the characteristics between men and women. The male nurses claimed to possess physical strength and efficiency, while women possess the opposite characteristics. The experiences also illustrated the division of labour that appears in the elderly care, where men are expected to do tasks that are technically, mentally and physically demanding more frequently than female colleagues. The male assistant nurses’ experiences also portrayed prejudices and resistors from female patients when it comes to tasks that include personal hygiene. Some female patients do not want the help from men. The men also pointed out the advantages they experience when it comes to tasks such as cleaning and laundry, privileges they possess due to gender.   The result shows that it appears gender stereotypes regarding the division of labour as portrayed by the male nurse’s experiences. Tasks are often distributed by gender, which leads to a gendered division in the elderly care. This means that the male nurse’s masculinity is maintained even if the elderly care is associated with women. When men enter elderly care a gendered division of labour emerges. There also emerges some sort of balance between acting and behaving masculine due to gender, whilst maintaining female characteristics that the job requires.

Studien syftar till att undersöka huruvida kvinnliga ledare i mans- respektive kvinnodominerade branscher beskriver sitt ledarskap som manligt eller kvinnligt utifrån modellen “Kvinnligt jämfört med manligt ledarskap”, eller om det finns andra förklaringsmodeller. Studien undersöker särskilt om kvinnliga ledare i mansdominerade branscher beskriver sig anamma en manlig ledarstil. Undersökningen baseras på en kvalitativ studie i form av semi-strukturerade intervjuer med åtta kvinnliga ledare och grundar sig främst på respondenternas beskrivningar kring sitt ledarskap tillsammans med modellen, ”Kvinnligt jämfört med manligt ledarskap”. Studiens resultat visar att våra respondenter i mansdominerade branscher inte beskriver sig anamma en manlig stil i sitt ledarskap. Den mest betydelsefulla upptäckten är att respondenterna främst beskriver sig ha kvinnliga ledaregenskaper och färre manliga ledaregenskaper oberoende av vilken bransch de arbetar i. Studiens avslutande slutsats är att ledarskapet formas utefter individens personlighet och personliga egenskaper.

The principal profession has historically been a male-dominated profession. However, as women entered the industry and became the majority, both salary and status decreased. With that, the responsibility and the amount of work tasks increased to the principal’s role. In the past, studies around female leadership have been focused on the woman in a minority position within a male-dominated industry. Hence, the purpose of this study was to explore how women in a female-dominated industry experience their leadership in relation to their professional role. This has been done with a qualitative study that was carried out using semi-structured interviews, where seven female principals in Uppsala were interviewed about their experiences regarding what it is like to be a female leader in a female-dominated industry. The study was based on an inductive approach where the goal was to be able to present a result based on the empirical data collected through the interviews. Yvonne Hirdman's theories on gender structures and gender contracts was used as the main theory to analyze the results, but also how power is interpreted through theories by Wahl et al. and Kanter. To structurize the result and analysis, a thematic analysis was used. Contrary to what previous leadership research has presented, the results showed that gender has little or no significance when it comes to how the women experienced their leadership and the situation they were in. According to the women in the study, the important parts of their leadership was creating good relationships with their co-workers and involving them in the activities to run the school together. The major parts that were highlighted in their leadership styles, was clarity in their leadership as well as transparency. The resistance and difficulties that could be an effect of the fact that they are female leaders were by the informants as likely to be referred to personal and individual reasons, as to reasons of being women.

Syftet med studien var att undersöka mäns subjektiva upplevelse av sin psykosociala arbetsmiljö inom förskole- och fritidsverksamheten, detta utifrån positionen som minoritet och könstillhörighet som man, i ett yrke som till antalet domineras av kvinnor. En kvalitativ studie genomfördes med åtta semistrukturerade intervjuer där intervjupersonernas upplevelser av sin psykosociala arbetsmiljö var i fokus. Det insamlade materialet analyserades slutligen med hjälp av en induktiv tematisk analys. Huvudresultatet påvisade att männen utifrån sitt kön och minoritetsposition både upplevde för- och nackdelar i sin yrkesroll. Flertalet av männen vittnade om kränkande särbehandling på arbetsplatserna, men många upplevde också stora fördelar gällande positiv särbehandling och utökade rekryteringsmöjligheter samt karriärmöjligheter. Vidare visade resultatet på betydelsen av det sociala stödet från ledning och kollegor. / The purpose of the study was to investigate how men in a subjective way experienced their psychosocial work environment in preschool and leisure activities, a profession that is dominated by women. Their subjective experience of their psychosocial work environment was based on their position as a minority and gender as a man. A qualitative study was conducted with eight semi-structured interviews in which the participants experiences of their psychosocial work environment were in focus. Finally, the collected material was analyzed using an inductive thematic analysis. The main result showed that the men, on the basis of their gender and minority position, both perceived and suffered in their professional role. Several of the participants described experiences of discriminatory abuse, but many also experienced great benefits regarding positive discrimination in the workplace, recruitment opportunities and career opportunities. Furthermore, the result showed the importance of social support from management and colleagues.

This study aims to investigate whether male leaders in women-dominated industries describe their leadership as masculine or feminine in accordance with the writers own designed model “Masculine leadership versus feminine leadership”. The model is based on previous research. Furthermore if there are other explanatory models for the leaders description. This study also answers whether male leaders in women-dominated branches seem to adopt a feminine leadership or stick to the typical leadership attached to male leadership. A qualitative approach has been applied throughout the study to create an in-depth understanding of the topic with a total of six male respondents who participated in a semi-structured interview. Historically, and from the theoretical point of view, it is most common for men to exercise a leadership style of masculine leadership. This study concluded that four out of six respondents have leadership styles that are consistent with the typical leadership applied to male leaders and that two respondents describe themselves as adopting a feminine leadership style. / Syftet med denna studie är att undersöka och förklara huruvida manliga ledare i kvinnodominerade branscher beskriver sitt ledarskap som maskulint eller feminint i enlighet med författarnas sammanfattade modell “Maskulint ledarskap kontra feminint ledarskap”, baserat på tidigare forskning, eller om andra förklaringsmodeller kan beskriva detta. Vidare undersöker författarna om manliga ledare tycks anamma en kvinnlig ledarskapsstil i kvinnodominerade branscher eller om de behåller den normtypiska ledarskapsstilen för manliga ledare. Ett kvalitativt angreppssätt, tematisk analys och abduktiv metod har tillämpats genom undersökningen för att skapa en djupgående förståelse inom området med totalt sex manliga respondenter som deltagit i en semistrukturerad intervju. Historiskt sett och baserat på teoretiska ståndpunkter har det i stor utsträckning visat sig att män utövar en ledarskapsstil utav maskulina ledaregenskaper. Denna studie resultat visar att fyra av sex respondenter besitter maskulina ledarskapsstilar och att två respondenter beskriver sig som att de anammar en feminin ledarskapsstil.

Bakgrund: Den svenska vården är, trots det till synes jämställda samhället, starkt könssegregerad och manliga medarbetare lyser med sin frånvaro. För att motverka rådande personalbrist i vården som ett resultat av hög arbetsbelastning och ohållbara arbetsförhållanden krävs stora insatser för att åstadkomma en attraktiv arbetsplats för samtliga potentiella medarbetare, kvinnor som män.  Syfte: Syftet med studien är att beskriva jämställdhetsarbetet inom vård och omsorg i en kommunal verksamhet i Skaraborg samt beskriva hur ökad jämställdhet och en jämnare könsfördelning kan förbättra vårdens arbetsförhållanden. Metod: Genom en induktiv forskningsansats har en kvalitativ fallstudie genomförts där empiri samlats in via semistrukturerade intervjuer samt organisationsdokument. Empirin har tolkats och analyseratsmed hjälp av en tematisk analys där tre huvudteman; organisationen idag, ledarskap och rekryteringhar identifierats för att beskriva hur organisationen arbetar med jämställdhetsfrågor och vad en jämnare könsfördelning skulle kunna innebära. Slutsats: Studiens resultat belyser brister och utvecklingsmöjligheter inom organisationens jämställdhetsarbete, framför allt gällande den ojämna könsfördelningen som råder i vårdenheterna. Samtidigt visar studien på att en jämnare könsfördelning genererar positiva effekter för hela organisationen. Studien resulterar i fyra praktiska åtgärdsförslag som genom implementering eventuellt skulle kunna resultera i en ökad personalstyrka, jämnare könsfördelning och bättre arbetsförhållanden. Förslagen lyder; att implementera ett strategiskt och systematiskt jämställdhetsarbete, att medvetandegöra enhetschefer kring betydelsen av målgruppsanpassade jobbannonser, att utnyttja både formell och informell kompetens samt att införa administrativt chefsstöd för att öka förutsättningarna för ett framgångsrikt ledarskap. / Background: Despite the seemingly equal society, Swedish care is strongly gender-segregated and the lack of male employees is clear. To counter staff shortages as a result of high workloads and unsustainable working conditions, major efforts are required to make the healthcare more attractive to all potential employees, both women and men. Purpose: The purpose of the study is to describe the work with gender equality within the healthcare of a municipality in Skaraborg and to describe how increased equality and a more even gender distribution can improve the working conditions in healthcare. Method: Through an inductive research approach, a qualitative case study has been used to collectempirical evidence via semi-structured interviews and organizational documents. The empirical datahas been interpreted and analyzed using a thematic analysis where three main themes; the organization today, leadership and recruitment have been identified to describe how the organization works with equality issues and what a more even gender distribution could result in. Conclusion: The study's results highlight shortcomings and development opportunities within the organization's gender equality work, above all regarding the uneven gender distribution that prevails in the healthcare units. At the same time, the study shows that a more even gender distribution generates positive effects for the entire organization. The study results in four practical action proposals which, through implementation, possibly could result in an increased workforce, more even gender distribution and better working conditions. The proposals are as following; to implement strategic and systematic gender equality work, to make first line managers aware of the importance of target group-adapted job advertisements, to utilize both formal and informal competence and to introduce administrative managerial support to increase the conditions for successful leadership.

Bakgrund: Jämställdhet definieras av Jämställdhetsmyndigheten (2022) som att “...kvinnor och män har samma rättigheter, skyldigheter och möjligheter”. En första jämställdhetslag antogs i Sverige år 1979 som ett första steg i att främja kvinnors rättigheter. Vidare har ytterligare lagar och initiativ tillkommit för att fortsatt driva jämställdhetsarbetet i rätt riktning, däribland diskrimineringslagen och Agenda 2030. I dagens lagstiftning finns inte tydliga riktlinjer kring vad företag ska rapportera om i sin hållbarhetsrapport. I och med de vaga riktlinjerna togs ramverket GRI fram i syfte att hjälpa företagen förstå och kommunicera rätt information vad gäller hållbarhetsrapportering. Tidigare forskning har studerat hur mansdominerade branscher presenterar sitt jämställdhetsarbete. Däremot har studier inte fokuserat på en kvinnodominerad bransch och inte heller jämförelsen mellan branscherna. Därav kommer denna studie genomföras på totalt sex svenska företag inom en kvinnodominerad bransch och en mansdominerad bransch. Syfte: Syftet med denna studie är att bidra med kunskap om hur svenska företag redovisar deras jämställdhetsarbete i års- och hållbarhetsrapporter, inom en mansdominerad och en kvinnodominerad bransch. Vidare syftar studien till att identifiera skillnader vad gäller redovisning av jämställdhetsarbete mellan dessa två branscher. Metod: Studiens forskningsstrategi har varit kvalitativ med kvantitativa inslag. Datainsamlingen har genomförts med en innehållsanalys via sex företagens års- och hållbarhetsrapporter för räkenskapsåret 2021. Vidare har data analyserats med hjälp av ett kodschema och en kodmanual som inspirerats av tidigare forskning på området. Kodmanualen har innefattat både kvantitativa och kvalitativa frågor för att kunna besvara studiens frågeställning. Resultat och slutsats: Studien kan visa på att skillnader vad gäller jämställdhetsrapportering förekommer mellan den mansdominerade branschen och den kvinnodominerade branschen. Båda branscherna är medvetna i hög grad om den ojämna könsfördelningen inom branschen. Dock kan studien konstatera att den mansdominerade branschen har fler initiativ för att förändra branschen medan detta inte kan identifieras inom den kvinnodominerade branschen. Vidare kan studien påvisa att den kvinnodominerade branschen nämner jämställd tidigare än den mansdominerade branschen samt har en jämnare frekvens av begreppet jämställd inom den kvinnodominerade branschen. / Background: Equality is defined as “…women and men have the same rights, obligations and opportunities” (Jämställdhetsmyndigheten 2022). A first equality law was adopted in Sweden in the year 1979 as a first step to encourage women's rights. Moreover, additional laws and initiatives have been added to continue to drive gender equality work in the right direction, including the law against any discrimination and 2030 Agenda. In today's legislation, there are no clear guidelines regarding what companies must report on in their sustainability report. With the vague guidelines, the GRI framework was developed with the aim of helping companies understand and communicate the right information regarding sustainability reporting. Previous research has studied how male-dominated industries present their gender equality work. However, studies have not focused on a female-dominated industry, nor the comparison between the industries. Hence, this study will be focusing on a total of six Swedish companies within a female-dominated industry and a male-dominated industry. Aim: The aim of this study is to contribute with knowledge of how Swedish companies report about gender equality in their annual and sustainability reports, in a male dominated industry and a female dominated industry. Furthermore, the study aims to identify the differences in the reporting of gender equality between the two industries. Method: The study's research strategy has been qualitative with a quantitative element. Data collection has been made with a content analysis of six companies annual and sustainability reports for the financial year 2021. Furthermore, has the data been analyzed with a code scheme and a code manual inspired by previous research. The code manual includes both quantitative and qualitative questions to enable an answer to the research questions. Results and conclusion: This study can show that differences in terms of equality reporting occur between the male-dominated industry and the female-dominated industry. Both industries are well aware of the uneven gender distribution within the industry. However, this study can state that the male-dominated industry has more initiatives to change the industry, while this cannot be identified within the female-dominated industry. Furthermore, can this study demonstrate that the female-dominated industry mentions equality earlier than the male-dominated industry and has a more even frequency of the concept of equality within the female-dominated industry.