The Swedish Armed Forces aims to have women represent at least twenty percent of its employed military personnel. A significant amount of effort is put into attracting and recruiting women and once employed; a large amount of money is spent on training and education. Despite these investments, the percentage of women within the Swedish Armed Forces has never reached beyond fifteen percent. Perhaps not enough is done to keep the women within the forces? This essay aims to answer what makes women stay in the service and what actions the Swedish Armed Forces could take to preserve its female resources. The research consists of a four step method combining both qualitative and quantitative measurements. The initial step is a meta-analysis of pre-existing surveys performed by the Swedish Armed Forces analysing notable differences between men’s and women’s incentives to stay or leave the service. In the second step, a number of women informants are interviewed to research and support a preliminary theory originating from step one. The third step correlates the first two steps to determine specific women’s incentives to staying or leaving. In the fourth and final step, a conclusion is made and a recommendation is brought forth on what could be done in order to keep women employees within the Swedish Armed Forces. The results show that three factors above others tend to influence women's incentives to stay or leave the service: firstly the relationship to the closest commander, secondly; an equal opportunity work environment, and thirdly; long term personal development and career planning.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:fhs-6181 |
| Date | January 2016 |
| Creators | Banck, Daniel |
| Publisher | Försvarshögskolan |
| Source Sets | DiVA Archive at Upsalla University |
| Language | Swedish |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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