The European Union has been working to promote equality between women and men for a long time. Despite this, Sweden still have a gender segregated labor market where men generally has the leading positions. According to European law the member states shall promote gender equality and to take all appropriate measures. Statutory gender quotas for company boards is one such measure that some of the European member states have implemented in national law. The Swedish law has no provisions governing gender quotas and therefore the purpose of this study is to explain how gender quotas for company boards relate to current law, both of European law and national legislation. After examining the legal situation I am also referring to examine however an extent eventual legislation is possible, with the principle of non-discrimination in consideration. The main goal of Swedish gender equality policy is that women and men should have the same power to shape society and their own lives. There should be just as much power and similar power resources between women and men. The government argued that a change must be made regarding the structural power relations between men and women, where women as a group are still subordinate to men. It is found that women more generally occupies subordinate positions in society. This is something that has its origin from the past. The question is whether the statutory quotas are the correct action to take to fulfill this target objective.

Ethnic discrimination in employment decisions has received increasing attention and is one of several explanatory models for why Sweden has an ethnically segregated labor market. The purpose of this study is to contribute to an increased understanding of how recruiters reflect on the ethnically segregated labor market and anonymous job applications. The purpose is answered with the questions of how recruiters relate to the ethnically segregated labor market, which individual and structural explanations they raise and how recruiters view anonymous job applications. Previous research shows that ethnic discrimination is a reflection of the segregated labor market and that anonymous job applications has positive effects in terms of interview requests for immigrants. This study is based on qualitative semi-structured interviews with recruitment and staffing companies. Three companies whose method is anonymous and two companies with non- anonymous methods. The results show that recruiters describe the ethnically segregated labor market as a result of both structural and individual explanations. Recruiters discuss the anonymous job applications in terms of having generally more advantages than disadvantages, where the main advantage is the anonymisation of candidates in order to reduce the risk for sources of error in the recruitment process. / Etnisk diskriminering vid anställningsbeslut är ett uppmärksammat ämne och är en av flera förklaringsmodeller till varför Sverige har en etnisk segregerad arbetsmarknad. Syftet med denna studie är att bidra till en ökad förståelse för hur rekryterare reflekterar kring den etniskt segregerade arbetsmarknaden och anonyma ansökningsprocesser. Syftet besvaras med hjälp av frågeställningarna hur rekryterare förhåller sig till den etniskt segregerade arbetsmarknaden, vilka individuella och strukturella förklaringar de beskriver samt hur rekryterare ser på anonyma ansökningsprocesser. Tidigare forskning påvisar att etnisk diskriminering är en återspegling av den segregerade arbetsmarknaden och att anonyma ansökningsprocesser har positiva effekter vad gäller intervjuförfrågningar för immigranter. Studie baseras på kvalitativa semistrukturerade intervjuer med rekryterings- och bemanningsföretag. Intervjuerna genomförs på tre företag vars ansökningsprocess är anonym och två företag som inte använder en anonym ansökningsprocess. Resultatet visar att rekryterare beskriver den etnisk segregerade arbetsmarknaden till följd av både strukturella och individuella förklaringar. Rekryterare uppvisar övergripande fler fördelar än nackdelar med anonyma ansökningsprocesser. Den främsta fördelen är att anonymisering av kandidater minskar risken för felkällor i rekryteringsprocessen.

The Swedish labour market is one of the most gender segregated in Europe, and despite the extensive legislation on gender equality and discrimination, the health gap between working women and working men are continually increasing. This thesis has two purposes. First, to analyse how the work-related health gap between women dominated workplaces and maledominated workplaces are challenged, problematized and/or consolidated through workenvironment policy discourses. Second, to analyse health experiences from preschool professionals and eventual effects on this group created by the policy representations. The analytical tools have mainly been provided through a WPR-approach and the material has been policy documents and interviews with preschool professionals. The results show that there is an inconsistency with how the problem is formulated and who is thought to be responsible for the problem in between the policy levels. Also, the problem representations had effects on the preschool professionals who were caught in between rationalities. Finally, the results confirm policy as a product of social, political and historical context as well as its ability to shape identities and expand or restrict the room for manoeuvre of groups and individuals.

Denna studie grundar sig i en forskning gällande arbetet kring genus och jämställdhet i två olika yrkesbranscher inom samma organisation. Den svenska arbetsmarknaden är könssegregerad och granskas arbetsmarknaden närmare framträder den interna könssegregeringen. Det betyder att kvinnor och män med samma yrke och ibland samma arbetsgivare utför olika arbetsuppgifter. Enligt tidigare forskning har kvinnors andel av arbetskraften ökat kraftigt sedan 1960 och detta har medfört att ett stort steg tagits mot ökad jämställdhet. Kvinnor och män har valt olika yrkesinriktningar som resulterat i en könssegregerad arbetsmarknad. En bidragande orsak till att den svenska arbetsmarknaden fortfarande är starkt könssegregerad är beskrivningen av yrken och branscher såsom "typiskt kvinnliga" och "typiskt manliga". Utgångspunkten för denna studie är att ta fram mer forskning kring genus och jämställdhet. Syftet med studien är således att undersöka två olika yrkesbranscher som uppvisar kvinnodominans respektive mansdominans inom en och samma organisation. Tidigare forskning påvisar att olikheter i traditioner, förhållningssätt samt värderingar som är relaterade till genusmönstret bidrar till att kvinnor dominerar i hemtjänsten och män i de tekniska verksamheterna. Dessa genusmönster har stor betydelse för arbetsmiljöförhållandena eftersom det påverkar alla delar av vårt samhälle. Studien har genomförts med kvalitativa intervjuer sett ur ett hermeneutiskt perspektiv. Intervjuer har genomförts med personer med olika befattningar från räddningstjänsten, vård och omsorg (hemtjänst) samt personalchef. Resultaten från intervjuerna har analyserats utifrån den teoretiska referensramen. I denna studie har vi kommit fram till att den mansdominerade yrkesbranschen har kommit längre i arbetet för jämställdhet genom exempelvis lön och ombyggnationer till kvinnliga omklädningsrum. Samt att vissa av brandmännens partners är emot kvinnliga brandmän. / This study is based on research into the work of gender and equality in two different professions within the same organization. The Swedish labor market is gender segregated and is the labor market to be examined closer stands the internal gender segregation. This means that women and men with the same occupation and sometimes the same employer perform different tasks. According to previous research, women's share of labor has increased significantly since 1960, and this has led to a major step towards increased gender equality. Women and men have chosen different professions that resulted in a gender segregated labor market. A contributory reason why the Swedish labor market is still highly gender segregated is the description of professions and industries such as "typically female" and "typically male". The starting point for this study is to develop more research on the importance of the Swedish gender-based labor market. The purpose of the study is thus to investigate two different professions that exhibit women dominance and men dominance within one and the same organization. Previous research shows that differences in traditions, attitudes and values are related to gender patterns. This makes women dominate the home care services and men in the technical activities. These gender patterns are of great importance to the working environment, as it affects all parts of our society. The study has been conducted with qualitative interviews from a hermeneutic perspective. Interviews have been conducted with people with different positions from the emergency services, health and social care (home care service), and the staff manager. The study has been analyzed with qualitative interviews from a hermeneutic perspective. Interviews have been conducted with people with different positions from the emergency services, healthcare and home care services and the responsible human resource manager. The results from the interviews have been analyzed based on the theoretical reference frame-work. In this study we have come to the conclusion that the male-dominated occupational field has gone further in the work of gender equality, for example, new dressing rooms for women. And some of the firemen's partners are against female firefighters.

Denna uppsats avser att fokusera på kvinnor i mansdominerade branscher, i synnerhet inom byggbranschen för att göra en avgränsning. Vi vill se vilka upplevelser kvinnor i en mansdominerad bransch har kring ledarskap bland män. Detta på grund av att arbetsdelningen som existerar på arbetsmarknaden många gånger har bidragit till svårigheter för kvinnor att avancera sig till chefspositioner i arbetslivet. Både under proceduren till att nå en chefsposition men även under den tilldelade tjänsten som chef, stöter kvinnliga chefer på svårigheter i sin roll. Vi har av avsikt att belysa eventuella hinder som uppstår för kvinnliga chefer på mansdominerade yrken på grund av deras kön. Detta genom att testa våra utvalda teoretiska perspektiv och begrepp och för att se om det råder ojämlikhet på grund av kön, homosocialitet, glastak samt glashiss. Kvalitativa intervjuer utfördes och utifrån våra fyra intervjupersoners uttalanden fick vi fram ett resultat som gav oss svar på våra frågeställningar kring kvinnliga chefer i ett mansdominerat yrke. Resultatet tyder på att majoriteten av våra intervjupersoner än idag upplever mer särbehandling och hinder än möjligheter på den mansdominerade branschen de befinner sig i, på grund av att de är kvinnor. Dock upplevs känslor av att det är mer jämställt numera, i jämförelse med tidigare decennier. Därmed har vi utifrån våra intervjupersoner kunnat konstatera att problematiken i våra utvalda teoretiska perspektiv förekommer ännu i dagens samhälle och i Sverige som betraktas som ett civiliserat samhälle. Problematik i form av hinder, särbehandling samt orättvisan mellan olika kön där kvinnor är underordnade män.   Nyckelord: Könsroller, genussystem, glastak, glashiss, glasklippa, kvinnlig ledare/chef, mansdominerat yrke, särbehandling, segregerad arbetsmarknad, upplevelse. / This essay refers to have its focus on women in male-dominated industries, especially within the construction industry to make a differentiation. We want to see what kind of experience women in a male-dominated industry have around leadership among men. Therefore, the separation existing in the work environment has brought difficulties for the women to advance to manager rolls in their work-life. Women encounter difficulties in their role as a manager also during the procedure to reach an executive position. We have the motive to clear obstacles that eventually come up for female managers in male-dominated professions due to their gender. By testing through our selected ideal point of view and term, to see if it counsels the inequality that exists between the two genders and homosociality, also when it comes to the glass ceiling. When evaluating numbers of interviews that were set up with four different people, their responses guided answers to questions regarding female managers in a male-dominated industry.  The results indicate that the majority of our numbers still experience more privileges and barriers than opportunities in the male-dominated industry that they occupy themselves in, because of their gender as females. However, feelings are felt that it is more equated nowadays compared to previous decades. We are able to conclude from our interviewers that the issue in our ideal point of view still exists in today's world, even in Sweden's civilized society, Through different obstacles, special treatments, and injustice between different sexes, women end up being subordinate to men. Key Words: Gender roles, gender system, glassceiling, glass elevator, glass cliff, female manager, man dominated, special treatment, segregated labor market, experience.