Syfte: Stereotyper försvårar för kvinnor att nå ledande positioner, de kvinnor som når ledande positioner har tagit sig över barriärer för att ta sig till sin position. Vi vill ta reda på hur de lyckats ta sig över barriärerna. Syftet med vår studie är att öka förståelsen för hur kvinnliga ledamöter i aktiebolag upplever och hanterar barriären stereotyper. Syftet ska besvaras med hjälp av följande forskningsfrågor: På vilket sätt upplever kvinnor att barriären stereotyper påverkar möjligheterna att nå högre positioner? På vilket sätt kan kvinnorna påverka barriären stereotyper? Metod: Studien har utförts på ett kvalitativt vis och datan är insamlad genom semistrukturerade intervjuer. Totalt har 10 kvinnliga ledamöter från svenska aktiebolag intervjuats, sex från Uppsala, tre från Bollnäs och en från Gävle. Den insamlade datan har sedan analyserats med hjälp av en tematisk analys. Resultat & slutsats: Studien visar att kvinnor upplever stereotyphot i form av barriärer men att de klarar av att ta sig igenom dessa. Barriärerna försvårar för kvinnorna att nå ledande positioner och kvinnorna hanterar dessa barriärer genom att läsa på mer och bevisa att dem kan, envishet är en viktig egenskap för att lyckas. Kvotering som är ett lagförslag från regeringen med syfte att få in fler kvinnor i styrelser är ingen bra idé. Förslag till fortsatt forskning: Efter denna studie genomförts anser vi att det är nödvändigt att studera hur organisationer kan arbeta för att skapa en medvetenhet kring stereotyphot och hur de ska arbeta för att eliminera dem. Uppsatsens bidrag: Studiens bidrag till forskningen är att vi har kunnat namnge vissa av de barriärer som kvinnor möter i arbetslivet. Vi har undersökt hur kvinnorna upplevt dem och även bidragit med svar på hur de har hanterat barriären stereotyper. Studien har skapat en medvetenhet hos kvinnorna om stereotyper. / Aim: Stereotypes makes it difficult for women to reach senior positions, the women who does reach leadership positions have crossed barriers to get into that position. We want to find out how they managed to cross the barriers. The aim of this study is to create a greater understanding for the way female board members in registered companies perceives and manage the barrier stereotype. The purpose should be answered using the following research questions: In which way do women perceive that the barrier stereotypes affect their possibilities to reach higher positions? How can women affect the barrier stereotypes? Method: The study has been conducted in a qualitative way, and data is collected through semi-structured interviews. A total of 10 female members of Swedish companies was interviewed, six from Uppsala, three from Bollnas and one from Gavle. The collected data has been analyzed by a thematic analysis. Result & Conclusions: The study shows that women experience stereotype threat in the form of barriers, but they manage to get through these. The barriers make it difficult for women to achieve leadership positions and women deal with these barriers by reading more and prove that they can, persistence is an important characteristic for success. Affirmative is a draft law from the government in order to get more women on boards is not a good idea. Suggestions for future research: After this study carried out, we believe it is necessary to study how organizations can work to create awareness about the stereotype and how they should work to eliminate them. Contribution of the thesis: The study's contribution to research is that we have been able to name some of the barriers that women face in the workplace. We have investigated how women have experienced the barriers. We have also contributed with answers to how they handle the barrier stereotypes. The study has created an awareness among women about stereotypes.

Main goal of diploma thesis is to show what motivates women in their career, where they see the barriers. It also gives a look at the specific organizations, institutions and documents which focus on equal opportunities.

The purpose of this qualitative study was to examine how mentorships can impact women’s career development. Previous research shows that there is an inequality gap between men and women on management positions and the aim for this research paper is to see if mentorships could help close this gap and make the top-level management more gender equal.   The Swedish banking industry is interesting to research due to its overall equality in the organisation, but extreme inequality in the top of the hierarchy. Sweden is one of the most equal countries in the EU but are still struggling to eliminate structural discrimination from their organisations. Mentorships has through previous studies shown to be a helpful tool for women to progress in their careers and increase gender balance in workplaces.   To be able to answer the research questions and fulfil the purpose of this research a qualitative research approach was applied. Five semi-structured interviews was held in order to gather empirical data. The participants were women in managerial positions within one of Sweden’s largest banks. Because of a confidentiality agreement, the name of the bank will not be revealed but rather be referred to as The Bank.   The findings of this research show that both formal and informal mentorships can be used as a tool for women to progress in their career. Mentorships give women the support they need to believe in their own worth, they also get access to new parts of organisations that before has been unattainable for them and get an insight in the political games within an organisation.

Background – This paper examined the literature on the concept of the glass ceiling in the management field, with an emphasis on Finnish and Swedish female leaders' perceptions of the barriers and facilitating factors of their career. Purpose – The purpose of this thesis was to explore the factors that affect the career development of women in the context of Nordic countries, namely in Finland and Sweden. Furthermore, this thesis tried to understand the welfare state paradox better and how the women in Finland and Sweden perceive it. Lastly, the purpose of this study was to find out if there are any differences between the perceptions of these countries due to the societal and cultural differences. Method – Semi-structured interviews were conducted with 12 female leaders from different companies in Finland and in Sweden. The grounded analysis was used in the qualitative analysis of the coding. Conclusion – The research resulted that there are several barriers and facilitating factors that have affected the career of female leaders. Finnish and Swedish women highlighted their own individual factors such as motivation, self-esteem and courage as the major facilitating factor, and thereof lack of them a barrier. Based on this research, women’s perception of Nordic welfare policies is that they are beneficial to career development, providing an opportunity to focus on work more. Contrary to the expectations, there were relatively few differences in perceptions between Finnish and Swedish female leaders identified in this study. However, it seems that in Sweden the responsibilities about family are shared more equally and the overall social atmosphere is more encouraging for women's career success.

Women have a few managerial positions compared to men in audit and accounting firms. It said that large companies have intentions to increase the number of women accountants in managerial positions. The study is investigating the implementation of gender policies and diversity in auditing firm with a specific focus on how company size may impact how organizations come to work with issues of gender and diversity. A qualitative method has been implemented in this study, by conducting 17 semi-structured interviews with women auditors and accountants, working in 4 large firms and 5 small firms in Sweden. The study shows that the policies of the large companies are not fully implemented. While setting policies for small firms will just help women auditors/accountants to improve their career education.

The purpose of this qualitative research study was to determine the best methods for achieving key leadership roles in education. The problem was to define the qualities that are important in leadership positions and to determine how those qualities relate to the top-level positions in school systems across Tennessee. Nineteen female directors of schools were interviewed. Directors also completed the Multifactor Leadership Questionnaire (5X-Short). Characteristics of transformational and transactional leadership styles were included in the study. Most of the directors scored high on using the transformational factors (idealized influence, inspirational motivation, intellectual stimulation, individualized consideration) of leadership and on using the contingent reward style of transactional leadership. The female directors of this study perceived communication skills, a caring attitude, honesty, being a visionary, and having people skills as important leadership characteristics. Other emergent themes included the qualities of males and females in the workplace, barriers to success, and the best practices that leaders are currently using in the workplace. The retention of top leaders in education is important. The perceptions of the 19 directors of Tennessee's public schools in this study are vital in understanding how women in leadership positions work. Mentoring, peer coaching, and providing time for directors to network, collaborate, and receive quality professional development are essential practices that should be promoted and continued to retain these leaders. The implication from this study is that higher education institutions should also consider best practices for preparing future administrators to be successful. Attention should be paid to the differences in which males and females work and to the difference of personality traits and characteristics of leaders that may affect success in top-level positions in education.

Correctional leadership, especially by women, has been under examined by researchers and scholars. Some researchers have suggested that women may be more likely to exhibit transformational leadership styles, which may be effective for addressing the uniquely stressful corrections work environment and improving working conditions, yet women in corrections have remained relatively excluded from correctional leadership. Increasing women's participation in correctional leadership may involve transformational leadership and training in leadership skills, as well as gender bias relating to the correctional profession. The purpose of this quantitative correlational study was to examine the relationship between transformational leadership, leadership training, and traditional gender biases and the position held by women. Interpreted through gender bias and gender-leadership theory, the central research questions involved the relationships among transformational leadership, leadership training, and traditional gender biases and the position held by women in corrections. Utilizing an online survey, a random sample was collected of 71 female members of the National Association of Blacks in Criminal Justice and the Federal Prisons Retiree Association. A multinomial logistic regression was used to determine that transformational leadership (p = .001) was a significant predictor of job positions held by women in corrections, but leadership training (p = .065) and gender biases (p = .087) were not significant predictors. This study may lead to positive social change by providing women in corrections an avenue for increasing their job positions in corrections through cultivation of transformational leadership style.

African American women's (AAW) presence has increased in the corporate workforce, but this increase has not transferred to a comparable rise in leadership positions. The purpose of this transcendental phenomenological study was to explore the lived experiences AAW faced relating to race and gender differences that influenced their leadership development and limitations on advancement in Fortune 500 corporations. The research problem addressed in this study was the underrepresentation of AAW in senior leadership positions within Fortune 500 corporations and what can increase their representation and retention in senior level positions. The 10 participants included African American women holding senior level positions in corporate America. The concepts of race, gender, and stereotyping derived from intersectionality theory, critical race theory, black feminist theory, and racial microaggression were the foundation for the conceptual framework. The data collected through semistructured interviews were analyzed using the modified van Kaam method. Four themes emerged including race, gender, stereotyping in the workplace, and the lack of AAW led mentorship programs. The findings of this study may contribute to social change by assisting organizational leaders in policy changes to support the concerns of AAW in leadership roles around the lack of diversity and mentoring programs to increase retention and new recruitment.

Public relations is one of the fastest growing majors chosen by college students throughout the United States, and most of these students are women. This thesis attempts to define the important role that women play in the practice of public relations and to determine why female students choose this major as their desired field of study more often then men. There is a need for such a study because in 1996 women accounted for only 37 percent of managers in marketing, advertising, and public relations, although they comprised 62 percent of all public relations specialists in this country. This research study seeks to outline the arguments for and against gender diversity efforts, within public relations practice, and to examine the motivations female college students may have for entering such a tumultuous field. To accomplish this purpose, this study will also borrow from established research in academic interest and career development in general.

<p>With the ambitions to rehabilitate individuals with different kinds of work disabilities through work, the government owned Samhall AB has a long history as labour market measure in Sweden.</p><p>To show Samhall AB its importance, the company has requirements to fulfill the goal that around 5 percent of their employees, at Samhall AB, every year shall be transferred to an employment outside the company, which is called transition. Unfortunately since this goal was introduced it also created several dilemmas. One dilemma is the long lasting female under representation in transitions from Samhall AB to the regular labour market.</p><p>The essays main task is to investigate the factors behind the female under presentation in transition from Samhall AB through a genus perspective and by using quantitative and qualitative method.</p><p>The main conclusions are that female under representation in transitions from Samhall AB are basically caused by structural factors. Samhall AB’s strong industrial tradition and particularly the strong segregation between female and males on the regular Swedish labour market may inhibit females in their transitions. It also seems that Samhall AB has problems with transitions to the public service which bear a large female work force and probably is an important factor that inhibits female transitions. Even wages and employment may effect female representations in transitions. Typical female jobs on the regular labour market have in general both lower wages and lower length of service. This may lead to a bigger and smaller gap, a bigger and lower incentive to leave Samhall AB to the regular labour market which also may affect female and their representation in transition.</p> / <p>Med ambitionerna att rehabilitera arbetshandikappade genom arbete vilar det statligt ägda Samhall AB på en lång historia som arbetsmarknadspolitisk åtgärd i Sverige.</p><p>För att visa på företagets betydelse som ett arbetsinriktat rehabiliteringsinstrument på den svenska arbetsmarknaden har Samhall AB krav på sig att uppfylla målet att 5 procent av de anställda lämnar företaget för anställning utanför Samhall varje år, i det som inom Samhall kallas för övergång. Procentmålet har sedan dess uppkomst dragits med flera dilemman. En av dessa är den varaktiga underrepresentationen av kvinnor i övergångarna ifrån Samhall AB till den reguljära arbetsmarknaden.</p><p>Uppsatsens har med ett genusperspektiv och med hjälp av kvalitativ och kvantitativ metodik, utrett de faktorer som ligger till grund för den kvinnliga underrepresentationen i övergångar ifrån Samhall AB.</p><p>Av resultatet tycks den kvinnliga underrepresentationen främst bero på strukturella grunder. Här återkommer de tidigare uppfattningarna om Samhalls starka manliga industritradition och i synnerhet den könsuppdelning som råder mellan män och kvinnor på den svenska arbetsmarknaden vilket troligtvis hämmar övergångar bland kvinnor. Uppsatsen har även uppmärksammat de svårigheter Samhall AB tycks ha med övergångar till kvinnodominerade yrken inom den offentlig sektor, vilket tordes utgöra en betydelsefull faktor till kvinnors lägre övergångsandel. Även lönesättningar och anställningsformer kan efter enligt uppsatsens resultat påverka kvinnors incitament att söka sig till den reguljära arbetsmarknaden. Samhallanställda kvinnor som har ambitioner att söka sig till kvinnodominerade yrken möter i många fall en arbetsmarknad med generellt lägre löner och spridda anställningsformer. Detta förhållande skulle kunna leda till ett större och mindre gap mellan män och kvinnor, vilket i sin tur kan ge skillnader mellan könens incitament att söka sig till ett arbete på den reguljära arbetsmarknaden. Enligt uppsatsens resultat skulle alltså detta kunna vara en betydelsefull faktor som påverkar kvinnor och deras lägre övergångsandel inom Samhall AB.</p>