The problem is in practice: policy support and employer support for fathers’ participation in childcare in Slovenia

Stropnik, Nada; Humer, Živa; Mrčela, Aleksandra Kanjuo; Štebe, Janez

doi:10.1080/13668803.2018.1558175

Cited by 6 publications

(6 citation statements)

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“…Future research should also identify factors that, along with the regulation, influenced the fathers' leave uptake in the EFSCs, and investigate the consequences of fathers' behavior for various aspects of gender (in)equality. That is, it seems that more equality-oriented leave policies have not resulted in fathers' higher engagement (e.g., they often do not use well-paid leave entitlements), what may be attributed to the persistence of gendered division of care work in the family, even in countries with deep roots of a dualearner gender regime and prevailing egalitarian gender beliefs (Stropnik et al, 2019). More indepth research on fathers' perception of structural and cultural barriers to the leave utilization in the EFSCs is thus needed.…”

Section: Resultsmentioning

confidence: 99%

“…In Slovenia, three-month paternity leave was gradually implemented in the 2003–2005 period. Since fathers tended to take only 15 well-paid paternity leave days (Stropnik et al , 2019), it was transformed into a one-month leave with full earnings compensation in the 2016–2018 period (see Table II). Fathers in EFSCs were also granted the same job protection as mothers for the leave duration, which had previously not been the case in all these countries.…”

Section: Resultsmentioning

confidence: 99%

“…Also, the employers' perception and attitudes towards female employees changed with the shift to capitalism. Negative implications for women's position in the labor market (Kocourková, 2002) became evident in the employers' preference to hire male employees because they did not tend to take long parental leaves (Stropnik et al , 2019)[10]. Another problem was low flat-rate payments that continue in some EFSCs into the 21st century, providing no incentives for fathers to take the leave and maintaining women's economic dependency (Spéder and Kamarás, 2008; Karu and Pall, 2009).…”

Section: Discussion: Policy Concerns Embedded In Leave Policies Design and Gender Implications Of Policy Designmentioning

confidence: 99%

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Gender equality and parenting-related leaves in 21 former socialist countries

Dobrotić

Stropnik

2020

IJSSP

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PurposeThis article explores the patterns and dynamics of parenting-related leave policy reforms in the European former socialist countries (EFSCs). It sheds light on the development pattern of their leave policies and their potential to reproduce, impede, or transform traditional gender norms in employment and care.Design/methodology/approachThe article provides a historical comparative analysis of leave policy developments in 21 EFSCs in the 1970–2018 period. It systematically explores continuity and changes in leave policy design − generosity (leave duration and benefits level) and fathers' entitlements to leaves − as well as policy concerns and gender-equality-related implications.FindingsFollowing the state-socialist commitment to gender equality, the EFSCs introduced childcare/parental leaves early. Nevertheless, they developed mother-centered leaves of equality-impeding character, in that they did not promote gender equality. The divergence of EFSCs' leave policies intensified in the period of transition from socialism to capitalism, as competing priorities and inter-related policy concerns – such as re-traditionalization, fertility incentives, gender equality, and labor market participation – influenced policy design. Leave policies of the EFSCs that joined the EU gradually transformed towards more gender-equal ones. Nonetheless, the progress has been slow, and only three countries can be classified as having equality-transforming leaves (Slovenia, Lithuania, and Romania).Originality/valueThis article extends existent comparative studies on maternity/paternity/parental leaves, exploring the region that has been overlooked by such research. It provides valuable insights into the implications of intersectional dimensions of leave design as well as competing priorities and concerns embedded in it. It points to the methodological complexity of evaluating the development of parental leave policies in a cross-country perspective.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Discussion: Policy Concerns Embedded In Leave Policies Design and Gender Implications Of Policy Designmentioning

confidence: 99%

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Gender equality and parenting-related leaves in 21 former socialist countries

Dobrotić

Stropnik

2020

IJSSP

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“…In the present article, we contribute to literature dealing with employers’ approaches to parental leave (Fusulier et al, 2011; Haas & Hwang, 2019a; Närvi & Salmi, 2019; Pettigrew, 2020; Pettigrew & Duncan, 2021; Stropnik et al, 2019; Van de Walle, 1997). The main contribution of the present paper lies in its focus on employers in companies with low parental leave take-up rates.…”

Section: Conclusion and Discussionmentioning

confidence: 99%

How Do Employers Respond to a Policy Reform of Parental Leave? A Focus on Fathers and Companies From Economy Sectors With Traditionally Lower Take-Up Rates

Amjahad

Valentová

Maas

2022

Journal of Family Issues

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The paper explores the perceptions and management practices regarding parental leave among a specific group of employers: those likely to have low parental leave take-up among staff. We conducted qualitative interviews with employers in 18 Luxembourg-based companies of sizes and economy sectors where low take-up is most prevalent. We explored how leave requests, employees’ absences and their return after parental leave are managed and how employers deal with the recent reform of parental leave policy. The results show that employers try to minimize the cost of fathers’ absence from work by negotiating over the timing of take-up and the form of leave to be taken. Parental leave is preferred over other work–life balance measures because it is perceived as a short-term and timely arrangement during a career. In this particular group of employers, parental leave is also viewed as more compatible with work and organization processes than other measures.

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“…A growing body of evidence suggests that the propensity of working dads to invest time and energy in engaged fatherhood is significantly influenced by the perceived supportiveness of their work environment, particularly their supervising managers (Humberd et al 2015;Moran and Koslowski 2019;Stropnik et al 2019;Tanquerel and Grau-Grau 2020). Within this volume, Bosch and Las Heras report evidence that Latin American fathers' propensity to participate in family life (e.g., eat dinner at home) depends on the extent to which they benefit from Family Supportive Supervisor Behaviors (FSSBs) (e.g., managers who role model work-family balance).…”

Section: Work Practicesmentioning

confidence: 99%

Reducing Barriers to Engaged Fatherhood: Three Principles for Promoting Gender Equity in Parenting

Bowles¹,

Kotelchuck

Grau‐Grau

2021

Contributions to Management Science

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The purpose of this concluding chapter is to offer scholars, policy makers, and organizational leaders a preliminary framework for diagnosing barriers to engaged fatherhood and for generating policies, programs, and behavioral interventions to promote gender equity in parenting. We start by reviewing the case for engaged fatherhood to support the health and welfare of men and their families and to regain momentum in the stalled revolution toward gender equality. Building from the cross-disciplinary and cross-national collaboration that led to the construction of this edited volume, we propose three working principles for reducing the barriers to engaged fatherhood: (1) create individual, non-transferable parenting resources explicitly for fathers, (2) reduce economic conflicts between breadwinning and caregiving, and (3) build supportive social networks for engaged fatherhood. We explain how these principles apply to social policy, as well as to work and healthcare practices—the three fields of scholarship and practice represented at our original Fatherhood Experts Meeting. We conclude with suggestions for further cross-disciplinary, cross-cultural collaboration to enhance engaged fatherhood.

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The problem is in practice: policy support and employer support for fathers’ participation in childcare in Slovenia

Cited by 6 publications

References 20 publications

Gender equality and parenting-related leaves in 21 former socialist countries

Gender equality and parenting-related leaves in 21 former socialist countries

How Do Employers Respond to a Policy Reform of Parental Leave? A Focus on Fathers and Companies From Economy Sectors With Traditionally Lower Take-Up Rates

Reducing Barriers to Engaged Fatherhood: Three Principles for Promoting Gender Equity in Parenting

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