The Inclusiveness of Social Rights: The Case of Leave Policies

Abstract

This thematic issue aims to deepen the theoretical as well as empirical knowledge on the inclusiveness of social rights, focussing on the revelatory case of parenting‐related leave policies. This editorial defines (leave) inclusiveness and discusses extant research on varying entitlements and eligibility criteria in the field of parenting leaves. It summarises the conceptual, methodological, and empirical contributions made by the articles in the thematic issue and closes with a research outlook.

Challenges to the Europeanisation of work-care policies in the Western Balkans

“…Instead, what is needed is to create better opportunities for care and employment of different groups of parents by developing inclusive and degenderising work-care policies. In the face of growing non-standard employment, work-care policies “need to be disentangled, at least partially, from the labour market [… and approached] as both work and care policies” (Doucet, 2021, p. 234), providing all parents with well-paid leaves and affordable ECEC irrespective of forms or previous length of their employment, but also “citizenship, or other criteria based on family, gender, or further personal characteristics” (Blum & Dobrotić, 2021, p. 223). Besides, work-care policies aiming to bring substantive gender equality would put a stronger focus on well-paid fathers’ leave entitlements and similar measures addressing unequal redistribution of unpaid work and questioning an androcentric bias in the labour market.…”

“…the Matthew effect ), particularly in relation to policy measures granted on an underlying logic of (stable) employment (Cantillon & Van Lancker, 2013; Dobrotić & Blum, 2020). In this regard, it is emphasised that economically disadvantaged families are less likely to benefit from paid parenting leaves and ECEC of good quality, while a socially stratified pattern of their use is present also in countries having the most equalising policy designs (Blum & Dobrotić, 2021; Ghysels & Van Lancker, 2011; Pavolini & Van Lancker, 2018). However, the Matthew effect is not addressed by the Work–Life Balance Directive built on an image of “average worker,” which continues to provide a space for an increasing number of non-standard workers (eg.…”

Politike roditeljskih dopusta, sustavi ranog i predškolskog odgoja i obrazovanja, rodne i društvene nejednakosti u postjugoslavenskim zemljama

“…dugim i stabilnim razdobljima prethodnog socijalnog osiguranja) i zastarjelim konceptima radnih odnosa vodi tome da (budući) roditelji koji se sve češće nalaze u netipičnoj ili nesigurnoj zaposlenosti nailaze na prepreke pri ostvarivanju temeljnih roditeljskih prava (usp. McKay i sur., 2016.;van Lancker i Ghysels, 2016.;Dobrotić i Blum, 2019Blum i Dobrotić, 2021. ).…”

Introduction to the Research Handbook on Leave Policy: Parenting and Social Inequalities in a Global Perspective

“…The developments in 'leave policies' have been of different timing as well as intensity and character. This has brought about a tremendous diversity in leave policy design around the world and created a vibrant research field (e.g., Kamerman & Moss, 2009;Moss & Deven, 2015;Koslowski et al, 2019;Moss et al, 2019;Doucet et al, 2020;Blum & Dobrotić, 2021). Substantial differences in leave policy design among the countries and regions of the world, but also difficulties in reaching common, minimum international standards (see, e.g., discussion on the EU legislation development in Moss & Deven, 2020) point at the importance of politics behind leave policymaking, and, above all, diversity and multiplicity in leave policy rationale and goals.…”

“…Similarly, some countries tended to develop inclusive leave entitlements (cf. Blum & Dobrotić, 2021), which are available to all parents regardless, for example, of their position in the labour market, citizenship or other criteria based on family status, gender or another personal characteristic. Other countries rely on more selective approaches, for instance, favouring parents in (stable) employment or heterosexual couples (McKay et al, 2016;Jou et al, 2018;Wong et al, 2019;O'Brien et al, 2020;Marynissen et al, 2021;Son & Böger, 2021;Whitehouse & Nakazato, 2021;cf.…”