Paid Parental Leave in Iceland

Arnalds, Ásdís A.; Eydal, Guðný Björk; Gíslason, Ingólfur V.

doi:10.1093/oso/9780192856296.003.0018

Cited by 3 publications

(2 citation statements)

References 4 publications

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“…Daycare attendance in Iceland is quite universal; around 96% of children aged 2-5 spend their days in pre-primary schools (Statistic Iceland 2019). A progressive parental leave, with long non-transferable quota for both parents, was introduced by law in the year 2000, with the results that great majority of fathers take paternal leave and have increased their participation in other care for their children as well (Arnalds et al 2022). As Eydal and Rostgaard (2011) point out, this policy is often reviewed and recommended internationally for its contribution to gender equality through high female labor force participation without reducing fertility to the low levels that characterize many other European countries.…”

Section: The Icelandic Settingmentioning

confidence: 99%

Wages, Demographics, and Gender: Register Analysis among Doctorate Holders in Iceland

Staub,

Hjálmsdóttir,

Rafnsdóttir

2024

NJWLS

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The percentage of female doctorate holders has steadily increased in the Western world. Despite this trend, there is a scarcity of studies addressing gender disparities among doctorate holders, within and outside academia. We analyze the earnings of Icelandic doctorate holders either in the fields of science, technology, engineering, and mathematics (STEM) or social sciences and humanities (SSH) and are employed within and outside academia. We contend that achieving gender-wage equality is crucial for doctorate holders, given that education worldwide is considered a means to empower women and a significant factor in reducing gender inequality and narrowing the pay gap. Our findings reveal a continuous gender gap in total earnings between the fifth and tenth career years regardless of the field of study or the employment being within or outside academia. Thus, our findings suggest that a Ph.D. does not improve women’s earning power enough to close the gender pay gap.

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Section: The Icelandic Settingmentioning

confidence: 99%

Wages, Demographics, and Gender: Register Analysis among Doctorate Holders in Iceland

Staub,

Hjálmsdóttir,

Rafnsdóttir

2024

NJWLS

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“…The strongest instruments in the WLBD to prompt this shift are on father-specific leave – leave schemes reserved for fathers – requiring member states to introduce 10 days of paternity leave, to be compensated at least at the level of sick-pay and 2 months of individual non-transferable 2 paid parental leave. In this article, we focus on the latter, as it is put forward in the care literature as being conducive to gender equality in the household and on the labour market (Arnalds et al, 2022; Duvander et al, 2019; Eydal and Rostgaard, 2022; Dobrotić and Blum, 2019; Geisler and Kreyenfeld, 2018; Daly, 2022). In this paper, we focus on the role of ‘instrumental resources’ (Ferrera et al, 2023) for enabling the use of earmarked parental leave by fathers.…”

Section: Introductionmentioning

confidence: 99%

An examination of ‘instrumental resources’ in earmarked parental leave: The case of the work–life balance directive

de la Porte,

Im,

Pircher

et al. 2023

Journal of European Social Policy

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This article examines factors that could contribute to explaining variation in take-up of leave among fathers in the light of the EU’s Work–Life Balance Directive (WLBD). The WLBD seeks to equalize care responsibilities between fathers and mothers, especially through reserved leave, with high compensation. The article begins with a cross-country overview of take-up of leave among eligible fathers, considering earmarking and the degree of compensation. Our results show variation, which cannot fully be explained by policy design (presence of high compensation with reserved leave for fathers). The article then theorizes that instrumental resources – information and accessible administrative application procedures – could be a missing link to understand the actual shift from de jure to de facto social rights. The article then carries out embedded case studies on these two aspects of instrumental resources, using original qualitative data collected during the implementation of the WLBD. The most striking finding is that countries with similar formal implementation of earmarked paid parental leave, display significant differences in commitment to instrumental resources. Put differently, the WLBD is being implemented differently, not regarding formal social rights, but on instrumental resources. This finding is important because it means that EU-initiated legislation on parental leave, could lead to differences in outcomes, that is, take-up of leave among fathers. The implication of our findings is that decision-makers and policy actors at EU level and in member states, should focus more on instrumental resources in the implementation process. This is particularly important for enhancing the de facto legitimacy of the EU in social policy, given that EU social regulation is increasing via the European Pillar of Social Rights.

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Early Childhood Education and Care in Denmark

Larsen¹,

Porte²

2022

Successful Public Policy in the Nordic Countries

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This study examines why Denmark is considered the leader among the Nordic countries and globally when it comes to childcare. In terms of programmatic success, Denmark is a pioneer in nationwide ECEC (early childhood education and care), including social investment, which focuses on learning capabilities and skills of children. The implementation of ECEC nationwide is well organized, and the take-up of ECEC is evenly spread geographically and across social classes. Danish ECEC is also a clear political success, as political parties from the left to the right of the political spectrum, and at central and local levels of government, have supported ECEC, from the 1970s onwards; furthermore, stakeholders have been involved in setting agendas for continued high-quality ECEC as part of Danish family-, childcare- and labour market policy. Linked to the political success, Danish ECEC has also been a clear process success, with incremental reforms by broad-based coalitions, which have been carried out without major obstacles. The Danish system of ECEC has endured over several decades, despite changes at the margin due to challenges, including financial crises. The endurance is likely to continue well into the future, because of the cap on parental own contribution to the costs of ECEC, and because there has been a political decision to have a minimum threshold for quality of care in 2019. Across both sides of the Atlantic, in the EU context and in the US, childcare in Denmark is considered as a poster-child.

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Paid Parental Leave in Iceland

Cited by 3 publications

References 4 publications

Wages, Demographics, and Gender: Register Analysis among Doctorate Holders in Iceland

Wages, Demographics, and Gender: Register Analysis among Doctorate Holders in Iceland

An examination of ‘instrumental resources’ in earmarked parental leave: The case of the work–life balance directive

Early Childhood Education and Care in Denmark

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