Jämställdhetsplaner : Arbetslivets tysta arbete

The purpose of this essay is to examine how gender equality can be used in the workplace, its possible effects, and what collaboration can contribute to the subject of gender equality. A combination of legal sociological and legal dogmatic methodology has been used to examine the EU and Swedish law, how equality should be approached and what previous studies have concluded. An interview has been conducted to provide a clearer picture of how gender equality appears in practice, in the modern workplace. An equality plan should be conducted every three years and applies to employers who are responsible for more than 25 employees. The manual should include a description of the measures considered necessary in the workplace in order to promote gender equality. How an equality plan should be developed is not specifically outlined in the current law, and thus this is left up to the employer to determine. The equality plan should be drawn up in collaboration with the employees, and usually in the presence of their union representatives. According to current studies the general workforce has seen an increase in the number of gender equality plans carried out, since the Equality Act was established, however few correctional measures are implemented. It has also proven difficult for employers to see any immediate effects of implementing these measures. One of the reasons for this may be that employers do not need to act on the measures outlined in their equality plans, but solely identify the measures deemed necessary. Similarly, studies and the interview conducted revealed that cooperation regarding gender equality in many cases is limited. A new investigation has suggested a more significant change in discrimination law, whereby the equality plan is replaced with systematic work on active measures. This systematic work seeks to clarify the legislation and make equality work a more liquid process that is continually evaluated and improved upon. Furthermore this approach aims to make active participation in equality promotion an obligation in the workplace