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.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:lnu-43497 |
| Date | January 2015 |
| Creators | Palm Weman, Isabella |
| Publisher | Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO) |
| 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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