Suchergebnisse

Ethnicity is an academically contested concept and has multiple meanings in everyday communication. The present article analyses recent Swedish and Norwegian anti-discrimination law reform documents and asks how policymakers debate the meaning of ethnic equality, and the consequence of this debate for the incorporation of preferential treatment regulation in the law. The analysis suggests that ethnicity must be interpreted through a multifaceted lens of 'othering' in order to allow for 'appropriate' distinctions between relevant groups. This raises particularly challenging questions for proactive equality work, a central component of the anti-discrimination legislation in these countries.

The United States and Norway represent two distinctively different attempts to equalize educational opportunity. Whereas the United States has focused on expansion and the proliferation of lower-tier open-access institutions, Norway has emphasized institutional streamlining and the equalization of living conditions. At the same time, the two countries have similar levels of educational attainment among young adults. Is one model more successful than the other in providing equality of educational opportunity among youth from different socioeconomic backgrounds? Using longitudinal data and multinomial regression analysis, the findings reveal that there are more similarities than differences in the relationship between family background and college degree attainment in the two countries. The relatively moderate differences between the two countries primarily emerge in the patterning of selection at different transition points rather than in the overall relationship between socioeconomic background and college degree attainment.

The gender segregated nature of vocational education (VET) has received little attention in the stratification literature, despite the well-known consequences of VET for differences in labour market outcomes, such as job placement, income and access to full-time employment. This book investigates the institutional contexts of gender segregation in VET from a comparative perspective, through a number of cross-national comparisons as well as more in-depth studies of Canada, Norway, Germany, Australia and Bulgaria. The various chapters tackle questions about occupational expectations, gendered pathways to applied fields of study, educational transitions, feminization of occupations and the relationship between educational choice and opportunity structures. We discuss the relationship between institutional contexts and gender-typing of educational programs, and whether VET system characteristics make a difference to occupational outcomes across countries. The book concludes with a chapter on education-to-employment transitions (based on a large scale comparative project on labour market entry) assessing the impact of vocational education on gendered labour market inequalities.

This article revisits a central tenet of the welfare state paradox, also known as the inclusion-equality trade-off. Using large-scale survey data for 31 European countries and the United States, collected over a recent 15-year period, the article re-investigates the relationship between female labour force participation and gender segregation. Emphasising the transitional role played by the monetisation of domestic tasks, the study identifies a 'gender equality hurdle' that countries with the highest levels of female labour force participation have already passed. The results show that occupational gender segregation is currently lower in countries with high female labour force participation, regardless of public sector size. However, the findings also indicate that high relative levels of public spending on health, education and care are particularly conducive to desegregation. Hence, rather than being paradoxical, more equality in participation begets more equality in the labour market, as well as in gendered tasks in society overall.

This chapter offers a systematic review of social science research in Norway on ethnic inequalities in education, from the period 1980–2017. Three broad research traditions are identified: (1) Ethnic inequalities in educational enrolment, achievement, and attainment; (2) Immigrant families and ethnic minority communities as resources for educational careers; and (3) Curriculum, teacher instruction, and student experiences with inclusion and exclusion. Most of the research conducted in Norway focuses on describing and explaining the educational outcomes of children of immigrants from non-European countries, and is characterized by the use of quantitative research methods and access to rich population-wide registry data. Main groups studied in the qualitative traditions are typically children of immigrants from Pakistan, Vietnam, Sri-Lanka, Morocco and Turkey. This rich body of research is written in both Norwegian and English, and has developed in a context characterized by a close collaborative relationship between researchers and the government, in response to a growing concern about social cohesion within the Norwegian social-democratic welfare state.

Gender equality has been named as one of the normative foundations of Nordic wel- fare states. This is reflected in how, year after year, Nordic states rank among the most gender egalitarian countries in the world (see, e.g., World Economic Forum 2020). In Nordic countries, the state has been, and continues to be, a central actor in shaping women's citizenship, labor market opportunities, and caring roles. Especially publicly funded welfare services and policies that facilitate the reconciliation of work and care have played a major part in advancing women's labor market participation (see, e.g., Bergquist et al. 1999; Borchorst & Siim 2002; Ellingsæter & Leira 2006; Siim & Stoltz 2015). The institutional framework of Nordic welfare state policies has been central to what has been called the 'social democratic public service route' (Walby 2004).One of the important building blocks of gender equality has been the aim of making policies in Nordic countries 'women-friendly'. More than 30 years ago, Helga Hernes (1987) identified the Nordic countries as 'potentially women-friendly societies'. She char- acterized women-friendly societies as those that 'would not force harder choices on women than on men' (ibid., 15), particularly in relation to work and care. Hernes also envisaged that woman-friendliness should be achieved without increasing other forms of inequality, such as class or ethnicity-based inequalities among different groups of women.However, achieving gender equality in working life and the sort of womenfriendliness that Hernes envisaged at the societal level has in many ways also proved to be challenging, as the ties between the state and gender equality goals are more complex than what they might seem at first glance. Gender disparities have proven persistent also within the Nordic context. When we issued a call for this special issue, we were inter- ested in various forms of gendered labor market (dis)advantage in Nordic countries. Furthermore, we asked how gender segregation, welfare state policies, labor marketpolicies, and various labor market actors interact to produce, maintain, challenge, or change gender equality in the labor market in the Nordic countries and beyond. The five articles presented in this special issue address the issue of gendered labor market (dis)advantages in Nordic countries from several vantage points, focusing on both on 'traditional' questions, such as corporate power and sustainable employment, and 'emerging' questions such as intersectionality, gender culture, and aesthetic work.

Gender equality has been named as one of the normative foundations of Nordic wel- fare states. This is reflected in how, year after year, Nordic states rank among the most gender egalitarian countries in the world (see, e.g., World Economic Forum 2020). In Nordic countries, the state has been, and continues to be, a central actor in shaping women's citizenship, labor market opportunities, and caring roles. Especially publicly funded welfare services and policies that facilitate the reconciliation of work and care have played a major part in advancing women's labor market participation (see, e.g., Bergquist et al. 1999; Borchorst & Siim 2002; Ellingsæter & Leira 2006; Siim & Stoltz 2015). The institutional framework of Nordic welfare state policies has been central to what has been called the 'social democratic public service route' (Walby 2004).One of the important building blocks of gender equality has been the aim of making policies in Nordic countries 'women-friendly'. More than 30 years ago, Helga Hernes (1987) identified the Nordic countries as 'potentially women-friendly societies'. She char- acterized women-friendly societies as those that 'would not force harder choices on women than on men' (ibid., 15), particularly in relation to work and care. Hernes also envisaged that woman-friendliness should be achieved without increasing other forms of inequality, such as class or ethnicity-based inequalities among different groups of women.However, achieving gender equality in working life and the sort of womenfriendliness that Hernes envisaged at the societal level has in many ways also proved to be challenging, as the ties between the state and gender equality goals are more complex than what they might seem at first glance. Gender disparities have proven persistent also within the Nordic context. When we issued a call for this special issue, we were inter- ested in various forms of gendered labor market (dis)advantage in Nordic countries. Furthermore, we asked how gender segregation, welfare state policies, labor marketpolicies, and various labor market actors interact to produce, maintain, challenge, or change gender equality in the labor market in the Nordic countries and beyond. The five articles presented in this special issue address the issue of gendered labor market (dis)advantages in Nordic countries from several vantage points, focusing on both on 'traditional' questions, such as corporate power and sustainable employment, and 'emerging' questions such as intersectionality, gender culture, and aesthetic work.

Gender equality has been named as one of the normative foundations of Nordic wel- fare states. This is reflected in how, year after year, Nordic states rank among the most gender egalitarian countries in the world (see, e.g., World Economic Forum 2020). In Nordic countries, the state has been, and continues to be, a central actor in shaping women's citizenship, labor market opportunities, and caring roles. Especially publicly funded welfare services and policies that facilitate the reconciliation of work and care have played a major part in advancing women's labor market participation (see, e.g., Bergquist et al. 1999; Borchorst & Siim 2002; Ellingsæter & Leira 2006; Siim & Stoltz 2015). The institutional framework of Nordic welfare state policies has been central to what has been called the 'social democratic public service route' (Walby 2004).One of the important building blocks of gender equality has been the aim of making policies in Nordic countries 'women-friendly'. More than 30 years ago, Helga Hernes (1987) identified the Nordic countries as 'potentially women-friendly societies'. She characterized women-friendly societies as those that 'would not force harder choices on women than on men' (ibid., 15), particularly in relation to work and care. Hernes also envisaged that woman-friendliness should be achieved without increasing other forms of inequality, such as class or ethnicity-based inequalities among different groups of women.However, achieving gender equality in working life and the sort of women- friendliness that Hernes envisaged at the societal level has in many ways also proved to be challenging, as the ties between the state and gender equality goals are more complex than what they might seem at first glance. Gender disparities have proven persistent also within the Nordic context. When we issued a call for this special issue, we were interested in various forms of gendered labor market (dis)advantage in Nordic countries. Furthermore, we asked how gender segregation, welfare state policies, labor marketpolicies, and various labor market actors interact to produce, maintain, challenge, or change gender equality in the labor market in the Nordic countries and beyond. The five articles presented in this special issue address the issue of gendered labor market (dis)advantages in Nordic countries from several vantage points, focusing on both on 'traditional' questions, such as corporate power and sustainable employment, and 'emerging' questions such as intersectionality, gender culture, and aesthetic work.

Gender equality has been named as one of the normative foundations of Nordic wel- fare states. This is reflected in how, year after year, Nordic states rank among the most gender egalitarian countries in the world (see, e.g., World Economic Forum 2020). In Nordic countries, the state has been, and continues to be, a central actor in shaping women's citizenship, labor market opportunities, and caring roles. Especially publicly funded welfare services and policies that facilitate the reconciliation of work and care have played a major part in advancing women's labor market participation (see, e.g., Bergquist et al. 1999; Borchorst & Siim 2002; Ellingsæter & Leira 2006; Siim & Stoltz 2015). The institutional framework of Nordic welfare state policies has been central to what has been called the 'social democratic public service route' (Walby 2004). One of the important building blocks of gender equality has been the aim of making policies in Nordic countries 'women-friendly'. More than 30 years ago, Helga Hernes (1987) identified the Nordic countries as 'potentially women-friendly societies'. She characterized women-friendly societies as those that 'would not force harder choices on women than on men' (ibid., 15), particularly in relation to work and care. Hernes also envisaged that woman-friendliness should be achieved without increasing other forms of inequality, such as class or ethnicity-based inequalities among different groups of women. However, achieving gender equality in working life and the sort of women- friendliness that Hernes envisaged at the societal level has in many ways also proved to be challenging, as the ties between the state and gender equality goals are more complex than what they might seem at first glance. Gender disparities have proven persistent also within the Nordic context. When we issued a call for this special issue, we were interested in various forms of gendered labor market (dis)advantage in Nordic countries. Furthermore, we asked how gender segregation, welfare state ...

Gender equality has been named as one of the normative foundations of Nordic wel- fare states. This is reflected in how, year after year, Nordic states rank among the most gender egalitarian countries in the world (see, e.g., World Economic Forum 2020). In Nordic countries, the state has been, and continues to be, a central actor in shaping women's citizenship, labor market opportunities, and caring roles. Especially publicly funded welfare services and policies that facilitate the reconciliation of work and care have played a major part in advancing women's labor market participation (see, e.g., Bergquist et al. 1999; Borchorst & Siim 2002; Ellingsæter & Leira 2006; Siim & Stoltz 2015). The institutional framework of Nordic welfare state policies has been central to what has been called the 'social democratic public service route' (Walby 2004).One of the important building blocks of gender equality has been the aim of making policies in Nordic countries 'women-friendly'. More than 30 years ago, Helga Hernes (1987) identified the Nordic countries as 'potentially women-friendly societies'. She characterized women-friendly societies as those that 'would not force harder choices on women than on men' (ibid., 15), particularly in relation to work and care. Hernes also envisaged that woman-friendliness should be achieved without increasing other forms of inequality, such as class or ethnicity-based inequalities among different groups of women.However, achieving gender equality in working life and the sort of women- friendliness that Hernes envisaged at the societal level has in many ways also proved to be challenging, as the ties between the state and gender equality goals are more complex than what they might seem at first glance. Gender disparities have proven persistent also within the Nordic context. When we issued a call for this special issue, we were interested in various forms of gendered labor market (dis)advantage in Nordic countries. Furthermore, we asked how gender segregation, welfare state policies, labor marketpolicies, and various labor market actors interact to produce, maintain, challenge, or change gender equality in the labor market in the Nordic countries and beyond. The five articles presented in this special issue address the issue of gendered labor market (dis)advantages in Nordic countries from several vantage points, focusing on both on 'traditional' questions, such as corporate power and sustainable employment, and 'emerging' questions such as intersectionality, gender culture, and aesthetic work.