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The purpose of this study is to investigate the nature and degree of occupational gender segregation across the functional fields in South Africa and to determine if existing “supply-side” explanations serve to explain the phenomenon through an attitudinal survey of the females in the sample. The UNISA first year MBL students were requested to complete the survey during their August Centre Visit at the SBL Sasol auditorium in Midrand. The survey consists of two sections. Section A determined the gender of the sample element and subsequently their functional field of occupation, which enabled the calculation of the Karmel and MacLachlan Index per functional field. The Finance, General Management, Information Technology, Operations and Production and Procurement, Buying and Logistics fields showed high levels of integration, while the Marketing, Sales and Customer Service field showed low levels of segregation in favour of women. Human Resources was strongly female dominant, while Research and Development was strongly male dominant. The “Other” field showed the highest level of segregation in favour of women. Section B contains the attitudinal Likert scale questions to measure the extent to which the various supply-side explanations determine the women’s career decisions. There seem to be certain explanation types, such as Exchange Utility and Reward, which serve as strong selection criteria and other factors that play a lesser role, such as Teaching Styles and Self-Image. Based on the averages the Occupational Sex-Typing, Self-Efficacy and Parental Influence explanations showed no agreement from any of the sample elements. / Graduate School of Business Leadership / MBL

The purpose of this study is to investigate the nature and degree of occupational gender segregation across the functional fields in South Africa and to determine if existing “supply-side” explanations serve to explain the phenomenon through an attitudinal survey of the females in the sample. The UNISA first year MBL students were requested to complete the survey during their August Centre Visit at the SBL Sasol auditorium in Midrand. The survey consists of two sections. Section A determined the gender of the sample element and subsequently their functional field of occupation, which enabled the calculation of the Karmel and MacLachlan Index per functional field. The Finance, General Management, Information Technology, Operations and Production and Procurement, Buying and Logistics fields showed high levels of integration, while the Marketing, Sales and Customer Service field showed low levels of segregation in favour of women. Human Resources was strongly female dominant, while Research and Development was strongly male dominant. The “Other” field showed the highest level of segregation in favour of women. Section B contains the attitudinal Likert scale questions to measure the extent to which the various supply-side explanations determine the women’s career decisions. There seem to be certain explanation types, such as Exchange Utility and Reward, which serve as strong selection criteria and other factors that play a lesser role, such as Teaching Styles and Self-Image. Based on the averages the Occupational Sex-Typing, Self-Efficacy and Parental Influence explanations showed no agreement from any of the sample elements. / Graduate School of Business Leadership / MBL

Most men and women are employed in occupations largely dominated by people of their own sex. Since occupational aspirations have proven to predict future labor market behavior it is of importance to study young boys’ and girls’ occupational preferences. With the use of a survey based on Swedish 15-year-old children this study examines the association between the gender composition of parent’s occupation and the gender composition of children’s most preferred occupation. Drawing from the sex-role model that emphasizes the importance of the same-sex parents in forming children’s preferences, this study has investigated whether the gender composition of mothers’ (fathers’) occupations has an impact on the gender composition of girls’ (boys’) occupational aspirations. In line with previous research, the sex-role model received support for girls. But the observed association between fathers and sons disappear upon adding control variables. It was also hypothesized that the mothers’ generation entry into high status occupation would make children more likely to also regard their opposite sex parents as a role model. However, this hypothesis did not receive support. The result for girls can be interpreted as a sign that sex-role modeling some extent can be one reason behind the persistent sex segregation in the labor market.

The aim of this study is to examine potential gender inequality in authority positions in the Swedish labour market. In addition, this thesis intends to explore whether there is a difference in gender inequality between the public and the private sector. The results show that women have poorer advancement opportunities compared to men. Men have significantly higher probabilities of holding managerial positions and this is valid in both sectors of the Swedish economy. The outcome cannot be explained by family-related factors, or by gender differences in work motivation. Moreover, despite public sector bureaucracy implying more extensive regulations with the intent to equalize recruitments and promotions on factors such as gender and ethnicity; women have greater chances of holding managerial positions in the private sector compared to the public sector. For men, the sector of employment is not related to differences in workplace authority. Women’s greater disadvantage in the public sector compared to the private is primarily due to the large concentration of female-dominated occupations in the former sector, which limit career opportunities substantially for women. In fact, when controlling for the share of women working in the profession there is no longer a significant advantage in terms of workplace authority for women in the private sector compared to the public sector. This thesis argues that public sector formalized regulations, as regards recruitment and promotion, are not able to attenuate the negative effects for women due to the substantial share of female-dominated occupations within this sector.

This thesis demonstrates the experiences of the women from different generations in the Turkish Military in the integration process. It also evaluates the attitudes of the men in the military towards this integration.

Gender and risk are both components of our everyday life, put in a context of occupational segregation, they become increasingly interesting. Does risk-assessment and ontological security affect occupational choices and does those aspects differ between the genders? These are some of the questions that this study aims to examine. The relevance of these questions is the possible contribution to occupational gender segregation and continued immanence for women in the labour market. Through semi-structured interviews, this study will target last year's law [in 2022] students whose future occupational choice is approaching. The interviews include both males and females, the males are primarily for comparisons between the genders and the females of the study are of main interest. The collected material was analysed with the theoretical framework of Anthony Giddens theory regarding risk and Simone de Beauvoir’s conceptualisation of immanence. The result of the thesis indicates that women assess risks and prioritise safety to a much greater extent than their male counterparts which directly influenced their occupational paths, values, and choices. Further conclusions include the notion of underlying immanence; visible in the female participants arguments and self-doubt which permeated their occupational goals and choices.

Research was conducted using hermeneutic-phenomenology and semi-structure interviews to explore and understand the lived experience of women veterans of the Canadian Forces. Women recently entered Canadian military combat positions, taking on a profession historically exclusively occupied by men. Due to the lack of research on women veterans of the Canadian Forces, knowledge was drawn from research about women in nontraditional work, American paramilitary and military occupations, as well as an historical review of women’s involvement in the Canadian Forces, to provide context to the research themes. Participants comprised of 6 women veterans who described 11 essential and 4 significant themes. Unique contributions to literature include essential themes such as, Slut or a lesbian, take your pick, Proving I’m good enough, Trying to be treated better, Got some support, Visible and singled out, Perpetual outsider, Given gender based tasks or opportunities, and Women demeaned. Suggestions for future studies and implications for counselling practice are discussed.