Research question: How can JM Construction (sv. JM Entreprenad) work to encourage women to reach leading positions within the organization based on a management perspective? Purpose:                The purpose of this study is to describe how a male-dominated organization within the construction industry, from a management perspective, can work towards gender equality in leading positions within the organization. Method:                 The study was of a qualitative nature based on a deductive approach, which enables interaction between theories and empirical findings. The theoretical framework was based on scientific articles and books. Empirical data collection was conducted through 21 interviews, a focus group and meetings at JM Construction as well as reports and observations. Based on theoretical framework and empirical findings, a thematic analysis was conducted. Conclusion:            A male-dominated organization within the construction industry can, from a management perspective, work towards gender equality in leading positions by actively communicate and illustrate the importance of gender equality. An organization with few women in leading positions should work with increasing the representation of women in leading positions and exemplify female role models, because there may exist a glass ceiling in the construction industry. An organization that wants to implement gender equality in leading positions needs to formulate clear gender goals and strategies for gender quality and formulate a gender equality plan. It is important to consider gender equality as an organizational change. In order to promote women, specific support for women can be implemented, such as role models, encouragement, individual career plans and access to personal contacts through networks and mentoring programs. It is important that an organization in the construction industry considers structural capital alongside with personal qualities within a recruiting process. / Syfte:                          Syftet med denna studie är att beskriva hur en mansdominerad organisation inom byggbranschen, ur ett ledningsperspektiv, kan arbeta för att främja jämställdhet på ledande positioner inom organisationen. Metod:                        Studien var av kvalitativ karaktär med utgångspunkt i en deduktiv ansats, vilket möjliggjorde en interaktion mellan teori och empirisk datainsamling. Teorin var baserad på vetenskapliga artiklar och böcker. Empirisk datainsamling genomfördes via 21 intervjuer, en fokusgrupp och möten vid JM Entreprenad samt via rapporter och observationer. Utifrån teori och empiri genomfördes en tematisk analys.      Slutsats:                      En mansdominerad organisation inom byggbranschen kan, ur ett ledningsperspektiv, arbeta med att främja jämställdhet genom att aktivt kommunicera och belysa problematiken vikten av jämställdhet. En organisation med få kvinnor i ledande positioner bör arbeta med att öka representationen av kvinnor på ledande befattningar och lyfta kvinnliga förebilder, då ett glastak kan existera inom byggbranschen. En organisation som vill främja jämställdhet på ledande positioner bör utforma tydliga jämställdhetsmål och strategier samt formulera en jämställdhetsplan. Viktigt är att jämställdhetsarbete betraktas som en organisationsförändring. För att främja kvinnor kan specifika stöd riktade mot kvinnor implementeras, exempelvis förebilder, uppmuntran, individuella karriärplaner och tillgång till personliga relationer via nätverk och mentorskapsprogram. Det är viktigt att en organisation i byggbranschen väger strukturkapital mot personliga egenskaper vid rekrytering.

El objetivo general de este trabajo es analizar, revisar y unir la investigación encontrada hasta a la fecha, acerca de la existencia del fenómeno llamado techo de cristal, que limita el ascenso laboral a las mujeres dentro de las empresas. Además de explicar la existencia del fenómeno del techo de cristal, la historia, panorama pasado y actual de la mujer en el ámbito laboral, así como sus hallazgos más notables. También, destacaremos la presencia e importancia de los factores externos que fomentan el techo de cristal tales como, la cosmovisión patriarcal, la sociedad machista, los estereotipos, los prejuicios, la cooptación, la conciliación entre la vida personal y familiar de la mujer, etc. Todos estos son aspectos que dan vida a las barreras invisibles que detienen el óptimo desarrollo académico y laboral del género femenino en las organizaciones públicas y privadas alrededor del mundo. Si bien estas condiciones externas impiden a mujeres capaces y profesionales de alcanzar puestos de mando en las empresas, no se pueden pasar por alto los factores internos, como la baja autoestima, creencias propias instaladas en la mente de cada mujer, baja autoeficacia en temas masculinos, etc. Estos son también influyentes e importantes a tomar en cuenta. Es así, como inicia la búsqueda de los factores más relevantes que fomentan el techo de cristal en América Latina. Un sub objetivo es brindar una perspectiva fresca, completa y distinta de las causas más relevantes del origen de este fenómeno con la esperanza de poder generar aporte en esta disyuntiva que resulta francamente anacrónica para cualquier sociedad del siglo XXI. / The objective of this study is to analyze and review the actual investigation of the existence of the phenomenon named “techo de cristal”, that limits the promotion at work for the women. Furthermore, to explain the existence of this phenomenon, its history and the actual and previous situation of the woman in the labor market. Also, to emphasize the presence and importance of the external factors promoting the “techo de cristal”, such as patriarchal perspective, male-dominated society, stereotypes, prejudices, work-life balance, among other things. All of them, are invisible barriers which are hampering the optimal academic and labour development of the female in the public and private organizations around the world. On the other hand, it is true that these external conditions preventing smart women to obtain high positions in the companies, but it is important to recognize the existence of internal factors, such as low self-esteem, beliefs, among other things. These aspects must be also considered. In this way, this paper searches the main factors that promote the “techo de cristal” in Latin America. A secondary objective of this study is to offer a complete and different perspective of the causes more relevant of the origin of this phenomenon. Also, to contribute to resolve this dilemma, that is inconsistent with a modern society of the XXI century. / Trabajo de Suficiencia Profesional

Despite women's historical involvement in far phenomenon is a mismatch between analysts' expectations and far right women's be The lack of substantial research that focuses on women's narratives and recollections of their women's positions. A recent replication of this phenomenon is right women's motivations in en the movement is aligned to their interests. Additionally, I engage with women's perspectives on right and the lack of space and support for women's the subjects of women's interests in the alt right' women's perspectives in women's terms, as such an approach will provide analysts and

Background - Women are underrepresented in top management positions all over the globe. This also applies to Sweden, despite the country's long progressive and high material prosperity. This situation is particularly evident in the banking sector, where women represent approximately half of the workforce. However, in the four largest banks in Sweden, women only occupy 33,25 percent in the highest management teams and 34,5 percent on the boards. This phenomenon is often referred to as “the glass ceiling,” a set of barriers that hinder women’s accessibility to top management positions. This underrepresentation is, in turn, likely to result in a loss of potential human resources due to organizations not searching for competent candidates in approximately half of the population. Further, banks are associated with a lot of power in the society, where they have a significant impact, with a critical role in the economy, contributing to financial growth. Initiatives by for instance the EU Commission to increase gender diversity are on the high agenda. Consequently, the subject of understanding and overcoming these barriers stands high on the agenda of both politicians and researchers. Purpose - The purpose of this study is to identify barriers among women toward reaching top management positions in the commercial banking sector, as well as how women in top management positions have overcome them. By investigating the barriers and how women overcome them, we will contribute with a deeper understanding and meaningful insights to political and managerial practitioners on how they can identify and help women overcome the barriers. The foundation of the theoretical framework in this study will be based on Becker’s (1957) theory of discrimination, Social role theory, and System justification theory will lay the foundation of the theoretical framework in this study. Method - This study is based on qualitative research with a multiple case study in the banking sector in Sweden. Conclusion - We conclude that the most common barriers are based on stereotypical beliefs, the balance between private life and work, biases and discrimination, and organizational culture and structure. How to overcome these barriers is built on supporting organizations, an equal private life situation, and specifically identified personality traits.

Syfte: Uppsatsen syftar till att inventera upplevelser från kvinnliga och manliga cheferangående deras karriärer i en bransch där deras biologiska kön är underrepresenterat. Metod: För att besvara uppsatsens frågeställning och ge utrymme för subjektiva upplevelser från respondenterna har en deduktiv forskningsansats implementerats inom ramen för kvalitativ forskningsstrategi. Semistrukturerade intervjuer har upprättats med tio respondenter. Slutsats: Samtliga respondenter har krossat glastaket och åkt glashissen, dock upplever majoriteten av de kvinnliga cheferna fler utmaningar och hinder kopplat till deras biologiska kön. De manliga respondenterna har erhållit förtroende fort i sina respektive anställningar, medan kvinnorna upplever att de behövt hävda sig och påvisa sin kompetens innan de erhåller respekt från intressenter. / Purpose: The purpose of this Bachelor Thesis is to do an inventory of male and female experiences in regards to making a career in an industry where their biological sex is underrepresented. Method: To be able to achieve the Bachelor Thesis purpose and simultaneously give room for the respondents subjective experiences we conducted a deductive research approach within a qualitative research strategy framework. Our ten respondents have contributed their knowledge through semi structured interviews. Conclusion: All respondents have broken the glass ceiling and ridden the glass escalator, however, the majority of the female managers experience more challenges and obstacles linked to their biological sex. The male respondents have gained confidence quickly in their respective employments, while the women feel that they need to assert themselves and demonstrate their skills before they gain respect.

Syfte: Syftet med denna studie är att förklara vilka faktorer som spelar in i kvinnliga revisorers karriärval samt hur glastak och jämställdhet upplevs av kvinnliga revisorer inom medelstora revisionsbyråer. Syftet kommer att besvaras med hjälp av två frågeställningar; Vilka faktorer spelar in i kvinnliga revisorers karriärval inom medelstora revisionsbyråer? Upplever kvinnliga revisorer inom medelstora revisionsbyråer att de har samma möjligheter att utveckla ett bra samspel mellan hem och arbete som manliga revisorer? Teoretiskt ramverk: Studiens teoretiska ramverk presenterar inledningsvis kvinnors förutsättningar i tidigare mansdominerade branscher och hur könsmärkning av yrkesroller leder till att traditionella könsordningar upprätthålls. Teorikapitlet mynnar sedan ut i en teoridel om ojämn könsfördelning på ledande positioner samt hur kvinnor fastnar på underordnade positioner. Avslutningsvis en teoridel om hur mannen setts som normen för lönearbete och värderas högre av organisationer än kvinnor som kopplats till oavlönat hemarbete, samt vilka faktorer som påverkar ett bra samspel mellan karriär och familjeliv. Metod: Studiens metod bygger på en kvalitativ ansats med empiriska data i form av semistrukturerade intervjuer med selektivt urval av kvinnliga revisorer från medelstora revisionsbyråer. Empiri: Studiens empiriska data från tio respondenter från olika medelstora revisionsbyråer i Sverige presenteras i detta kapitel. Resultaten från intervjuerna sammanvävs i teman om karriär, samspel mellan hem och arbete, normer och könsfördelning, rollen som delägare samt jämställdhet inom revisionsbranschen.  Slutsats: De främsta faktorerna som ligger till grund för kvinnliga revisorers karriärval inom medelstora revisionsbyråer är osäkerhet, utanförskap, manliga normer, prioriteringar och föräldraledighet. En av slutsatserna som presenteras är att faktorerna är glastak som återfinns i organisationskulturen och organisationsstrukturen inom tidigare mansdominerade organisationer. Kvinnliga revisorer indikeras följa andra möjlighetsstrukturer än män på grund av detta, vilket innebär att det inte alltid finns utrymme för kvinnor att utvecklas och klättra karriärmässigt. / Purpose: The purpose of this study is to explain the factors that play a role in female auditors career choices and how glass ceilings and gender equality are experienced by female auditors in medium-sized auditing firms. The purpose will be answered with the help of two research questions; What factors play into the career choices of female accountants in medium-sized auditing firms? Do female accountants in medium-sized auditing firms feel that they have the same opportunities to develop a good interaction between home and work as male accountants? Theory: The theory chapter initially presents theory on women's working conditions in previously male-dominated industries and how gender labeling of professions leads to the maintenance of traditional gender orders. This results in theory about uneven gender distribution in superior positions and how women get stuck in subordinate positions. Finally, theory is presented about how men are seen as the norm for paid work and are valued higher by organizations than women who are linked to unpaid homework, as well as the factors that affect a good interplay between career and family life. Method: The study method is based on a qualitative approach with empirical data in the form of semi-structured interviews with a selective selection of female auditors from medium-sized auditing firms. Empirical foundation: The empirical data of the study from ten respondents from different medium-sized auditing firms in Sweden are presented in this chapter. The results from the interviews are interwoven in themes about careers, the interaction between home and work, norms and gender distribution, the role as a partner and gender equality in the auditing industry. Conclusion: The main factors underlying the career choices of female auditors in medium-sized audit firms are uncertainty, exclusion, male norms, priorities and parental leave. One of the conclusions presented is that the factors are glass ceilings that are found in the organizational culture and structure within previously male-dominated organizations. Female auditors are indicated to follow different opportunity structures than men because of this, which means that there is not always room for women to develop and climb career-wise.

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Purpose: The aim of this study was to explore the experiences of female senior managers in technology organizations and understand how they feel about themselves, their roles and their technology organizations. The study highlights the issues faced by women working in a gendered role, a masculine industry and a non-western, strong patriarchal society. Methodology/Design: A qualitative research methodology was adopted for this study. Eleven semi-structured interviews were used to collect empirical data from women senior managers in Nigerian technology organizations, which was thematically analyzed. Findings: The findings from this study indicate that women in technology are no longer reluctant to progress in this gendered career. Women technology leaders are ambitious and driven to scale the semantic barriers to top management roles. They experience workplace discrimination, insecurities and work-family conflicts, but do not punish themselves for sometimes dropping the ball. Rather, they show up to take on daunting assignments that prove their competence and choose to lead assertively in order to align their core values with the expectations of their role. Research Implications: This thesis makes a contribution to the wider literature on women leaders in technology by providing new insights on the role of patriarchal institutions in technology leadership, from a developing country in Africa. Practical Implications: Practical contributions are to support aspiring women in technology to fine-tune their leadership strategies in order to succeed in this gendered career and become beneficiaries of the vast opportunities in this dynamic industry. For technology organizations, to understand the issues faced by women leaders so that they can support women’s career aspirations by implementing and managing policies that support skilled and high-potential women employees to fulfill their career aspirations, and become change agents at the top management level. These efforts will disrupt stereotypes, change the narrative of inequalities in this industry and improve firm performance. Originality: This study is the first of its kind to focus on the role of patriarchal structures on women leaders’ careers in the technology industry within the context of an African society, which is rare in the literature on women leaders in technology.

This exploration involves the influence of a system of patriarchy on both women and men in an inclusive way within business context. The work attempts to move away from dualisms that stereotypically define gender according to patriarchy. The challenge of this work is to find ways of describing women and men that is less defined by gender and more about our similarities as human beings. It has been suggested in the research that the business environment is still a male dominated environment. It is therefore the intention of this work to encourage ways of defining ourselves that one person does not hold benefit one over another in an abusive way. As the system of patriarchy has been endorsed by the church, the research considers how the pastoral therapist may be relevant to the business environment. / Practical Theology / M. Th - Specialising in Pastoral Therapy

Essay 1 (with Oskar Nordström Skans): This paper provides field evidence on the causal impact of past successes on future performances. Since persistence in success or failure is likely to be linked through, potentially time-varying, ability it is intrinsically difficult to identify the causal effect of succeeding on the probability of performing well in the future. We therefore employ a regression discontinuity design on data from professional golf tournaments exploiting that almost equally skilled players are separated into successes and failures half-way into the tournaments (the “cut”). We show that players who (marginally) succeeded in making the cut substantially increased their performance in subsequent tournaments relative to players who (marginally) failed to make the cut. This success-effect is substantially larger when the subsequent (outcome) tournament involves more prize money. The results therefore suggest that past successes provide an important prerequisite when performing high-stakes tasks. Essay 2: Recent experimental evidence suggests that women in general are more discouraged than men by failures which potentially can explain why women, on average, are less likely than men to reach top-positions in firms. This paper provides the first quasi-experimental evidence from the field on this issue using data from all-female and all-male professional golf tournaments to see if this result can be replicated among competitive men and women. These top-performing men and women are active in an environment with multiple rounds of competition and the institutional set-up of the tournaments makes it possible to causally estimate the effect of the result in one tournament on the performance in the next. The results show that both male and female golfers respond negatively to a failure and that their responses are virtually identical. This finding suggests that women’s difficulties in reaching top-positions in firms are caused by external rather than internal barriers. Essay 3: Voting is a fundamental human right. Yet, individuals that are younger than 18 do typically not have this right since they are considered uninformed. However, recent evidence tentatively suggests that the political knowledge of youths is endogenous to the voting age. I test for the existence of such dynamic adjustments utilizing voting age discontinuities caused by Swedish laws. I employ a regression discontinuity strategy on Swedish register data to estimate the causal effect of early age voting right on political knowledge around age 18. The results do not support the existence of positive causal effects of early age voting right on political knowledge. Thus, we should not expect that 16-year-olds respond by acquiring more political knowledge if they are given the right to vote. This finding weakens the case for a lowering of the voting age from 18 to 16. Essay 4 (with Lena Hensvik): We postulate that firms’ production losses  from absence depend on the employees’ internal substitutability, incentivizing firms to keep absence low in positions with few substitutes. Using Swedish employer-employee data we show that absence is substantially lower in such positions even conditional on establishment and occupation fixed effects. The result reflects sorting on both entry and exit margins, with stronger separations responses when it was difficult to predict the absence of the employees beforehand. These findings highlight that internal substitution insures firms against production disruptions caused by absence and that absence costs are important aspects of firms’ hiring and separations decisions.