This report aims to contribute knowledge about the challenges faced by welfare organizationsregarding competence supply management. It is based on three theoretical perspectives:attractive work, gendered professions and organizations, and matching theory between person-occupational fit, person-job fit, and person-organization fit. The report focuses on intra-organizational processes and employees' perceptions of their occupation and work.The aim is to identify factors that may contribute to or hinder employees from considering workin functional support as an attractive job for both women and men. The report addresses thefollowing questions, paying particular attention to similarities and differences between men andwomen:1) How well do employees' self-assessed characteristics match those they consideressential for occupations within functional support?2) How do employees experience and perceive their work in terms of work content andconditions, and how does this contribute to their desire to stay or change jobs?3) How do employees perceive the workplace in terms of inclusion/discrimination and thegendered workplace climate?

The study was based on two sub-studies. First, a survey was sent to around 3900 employeesworking within functional support in the municipality of Gothenburg. The response rate was16,3 percent (645 employees answered the questionnaire). Second, focus group interviews wereperformed with 16 employees, divided into four groups (two groups included men only and twogroups included women only).The results indicate a significant match between job requirements and self-assessedcharacteristics. However, there seems to be a mismatch in person-job fit for both men andwomen regarding preferences for working hours and pay. There is a good person-job fit in termsof tasks and work community, as both men and women find the tasks meaningful and the workcommunity positive. In terms of person-organization fit, the study shows that employeesperceive the organizational culture as gendered and unfair in some respects. Focus groupinterviews revealed that women perceive that men have better salaries and working hours, thelatter due to organizational differences. According to the interviews, both women and menexperience horizontal gender division: Women feel that men can opt out of certain tasks basedon gendered perceptions of what women are expected to do. Men perceive that women oftenquit positions where users were outgoing. Men feel excluded from certain tasks due tocolleagues' gendered perceptions and users' demands. Furthermore, according to the survey,men perceive the organizational climate as more gendered than women do. In addition toperceived horizontal gender segregation, men were more likely than women to experience thatrelationships were gendered and that the organizational culture included stereotypical views ofmen and women. Finally, based on focus group interviews, men perceived that society viewsthe occupation as not suitable for men, which is potentially a problem for recruiting men.