Paternity Leave

We study the impact of an expansion of maternity leave mandates from 6 months to 12 months on the health and development of children. Our advantage relative to previous research lies in a compelling policy episode which improves the causal nature of inferences and a detailed data source which allows the investigation of more subtle health and development indicators. We estimate a substantial impact on time at home for mothers, but only limited impact on breast feeding and measures of infant health. On child development, we estimate a strong impact on the age at which milestones such as feeding and speaking are reached, as well as some indicators of an improved parental environment, but do not find strong evidence for a persistent impact of other measures such as motor-social development.

This contract relates to the comparative analysis of fertility and its determinants, and in particular that of family policy, in three European countries (Belgium, France and Luxembourg). This analysis specifically places its emphasis on the problems of reconciling family and professional life. It is a matter of reviewing studies made until now in order to endeavour to explain fertility and its evolution over the end of the 20 century. What normally dictates the carrying out of studies concerning fertility in the industrial countries is, beyond the care for pure knowledge, a certain anxiety on the part of the authorities in the face of consistently falling or considerably declining rates of fertility. In fact, the national consequences of a low fertility rate may be significant, in the long or not so long term, for two reasons. On the one hand, successive generations not being of the same size, the question will be posed as to the financing of retirement for each of them by the foll...

Bugün Avrupa Birliği ülkelerinin çoğunluğunun yasal mevzuatında, nafaka borçlusu ebeveynden tahsil edilemeyen iştirak nafakası alacağının devlet tarafından belirli bir süre -en azından çocuğun zorunlu okul dönemi bitene kadarödeneceğine ilişkin hükümler yer almaktadır. Bu çalışmamızda, AB ilkelerinin yanı sıra, konuya ilişkin detaylı hükümler içeren özel kanunların yürürlükte olduğu iki örnek ülke; Almanya ve Avusturya "Ön ödemeli Nafaka Kanunları" incelenmektedir. Sözkonusu kanunların amacı; nafaka yükümlüsünden, nafaka alamayan çocukların nafaka alacaklarını teminat altına almak ve çocuklarını tek başına yetiştiren ebeveynleri finansal açıdan desteklemektir. Ancak, devlet tarafından yapılan bu ön ödemeler, nafaka yükümlüsünün borcunu sona erdirmemekte, çocuğun nafaka talebi yasa gereği devlete devredilmektedir. Böylece, devlet tarafından ödenen nafaka, nafaka yükümlüsüne rücu edilerek refinanse edilmektedir. Bu çerçevede, ülkemizde de yasal olarak, AB ilkelerine paralel bir şekilde, Devlet tarafından çocuğun temel gereksinimlerinin karşılanması amacıyla, özellikle çocuğa ödenmesi gereken nafakanın, en azından çocuğun zorunlu okul dönemi bitene kadar sürdürülmesinin yerinde olacağı kanaatindeyiz.

In this article we analyse the motherhood and care experiences of female researchers in Spain in order to understand the way in which they manage the work-care conflict in the scientific-academic field and to characterise its labour and psychosocial implications. To do this, we conducted 30 semi-structured interviews with researchers at all levels of the academic career affiliated to 23 Spanish research centres and/or universities. The results show that academic mothers experience overload, stress and guilt before the double mandate of being "good mothers" and "good professionals". The results also indicate that they feel forced to sacrifice self-care to more comfortably meet their professional and domestic responsibilities, and to choose between two lesser evils: postponing or giving up motherhood or lowering their professional ambitions. Cómo citar Alcalde-González, Verna; Belli, Simone (2024). «Gestión del conflicto trabajo-cuidados en el ámbito científico-académico: un estudio cualitativo sobre las experiencias de mujeres investigadoras en España».

www.uq.edu.au/polsis/parental-leave 1 , where links are available for access to the data and the questionnaire, and acknowledgement requirements for use of the survey data are outlined. Here we explain the survey in more detail and present some initial findings. Our goals are to explain the rationale for and design of the survey, provide a basic statistical overview for readers interested in the topic, and inform potential users about the dataset. The report has three main sections: the first provides background information on the survey design and rationale; the second covers sample selection and response rates; and the third provides a preliminary overview of statistics drawn from the survey.

This report presents key findings from Enhancing Mothers’ Workforce Engagement in the Preschool Years, an Australian Research Council Linkage project in partnership with the Department of Social Services, commonly referred to as the Millennium Mums (MM) project. The aims of the project were to examine women’s expectations of employment and their experiences of returning to employment following the birth of a baby. More broadly, the project provided an opportunity to investigate a range of related issues including child care, father’s leave taking arrangements, gender divisions of labour within the household and the health and wellbeing of mothers and children. All of these issues are of interest to those concerned with women’s employment transitions and all are intricately bound up with mother’s expectations and experiences of combining employment with the care of a young child or children.

The author would like to acknowledge the assistance of staff of the Department of Family and Community Services and the Department of Employment and Workplace Relations. They played a crucial role in commissioning the research, shaping its focus and soliciting the cooperation of the two organisations at the core of the study. In particular we would like to thank

Many people contributed to the White Paper Men and Gender Equality in Portugal over the whole course of its preparation: national and international partners, specialists in various fields, stakeholders representatives, political decision-makers, and expert consultants in gender equality. We thank all of them for the time they took to participate in discussion groups, in the parliamentary hearing, in the seminars and in the final conference, giving rise to in-depth, stimulating discussion and bringing informed views and recommendations which have greatly contributed to the final recommendations of the White Paper. A special vote of thanks goes to those men who granted interviews as part of the case study on sharing of initial parental leave, providing information on different aspects of this experience and its implications for the lives of fathers, mothers and children. We also thank our colleagues at ICS-ULisboa for helping to produce and reflect on some of the results of the White Paper: Mafalda

In diesem Kapitel spreche ich bewusst nicht nur von Liquid Workern, sondern von Mitarbeitern allgemein. Denn letztendlich gelten viele der gemachten Aussagen auch für die Mitarbeiter, die keine Möglichkeit haben, ihre Zeit selbst festzulegen!

Official Spanish policy seeks greater gender equality by, among other things, encouraging men's use of their legal rights to parental leave and requiring employers to implement equality plans. This article contains a first-ever analysis of the extent to which company equality plans are used to improve upon the legal provisions governing parental leave and whether those improvements actually encourage greater leave use by men, help to degender leave use and promote fathers' co-responsibility for childcare. The improvements implemented by companies are analysed against a backdrop of economic crisis (2007-2016), during which public policy underwent no substantial change. An analysis of the gender equality plans in place among 107 'gender equality employers' (GEEs) revealed that most included no enhancement of the existing legislation and only a few work organizations provided incentives for men to use leaves as part of their work-life balance strategies. Substantial progress in this regard can only be expected through increasing government provision of parental leave aimed at men and/or increasing government pressure on companies to encourage leave taking by men. RESUMEN

Em 2018 realizaram-se 14928 interrupções voluntárias de gravidez (IVG) em Portugal, 95,8% por opção da mulher. A principal causa invocada foi a toma incorreta e a descontinuidade do método contracetivo. A evidência científica sugere que a altura ideal para aderir a um contracetivo é durante a experiência vivida da IVG. Objetivos: Conhecer o impacto do aconselhamento contracetivo na escolha dos contracetivos pelas mulheres em processo de IVG. Método: Revisão da literatura realizada de 1 a 31 de janeiro de 2020, segundo as orientações do Joanna Briggs Institute e a questão "Qual o impacto do aconselhamento contracetivo realizado às mulheres em processo de IVG na escolha do método?". Recorreu-se à plataforma EBSCO e bases de dados CINAHL, MedicLatina e Cochrane Central Register of Controlled Trials, incluíram-se estudos em português, inglês ou espanhol em mulheres com idade igual ou superior a 16 anos. Resultados: Elegeram-se 11 estudos, entre 2014 e 2020. Todos na língua inglesa e nenhum realizado em Portugal. O aconselhamento favorece a escolha e a adesão aos métodos contracetivos, sendo influenciada pela qualificação dos profissionais, acessibilidade e disponibilidade gratuita de contracetivos. A análise qualitativa dos estudos, permitiram uma melhor compreensão dos aspetos psicossociais das mulheres em processo de IVG.

Resumo: Estima-se que a nível mundial cerca de metade das gravidezes não são planeadas e estão relacionadas com a não utilização, falha, uso incorreto ou descontinuação de métodos contracetivos. Os enfermeiros são agentes importantes de promoção de saúde, onde se inclui o aconselhamento contracetivo. Objetivos: Compreender a perceção de enfermeiros, sobre os aspetos que promovem a tomada de decisão por um método contracetivo por parte de mulheres após a Interrupção voluntária de gravidez. Métodos: Estudo descritivo com abordagem qualitativa recorrendo a um grupo focal. Os critérios de inclusão dos participantes foram: enfermeiros especialistas em saúde materna e obstétrica, realizarem aconselhamento contracetivo, e desejarem participar no estudo. O grupo focal foi realizado com cinco enfermeiros que participam na consulta de interrupção voluntária de gravidez numa unidade hospitalar da região de Lisboa e Vale do Tejo, em agosto de 2020. Foi efetuada a análise de conteúdo dos discursos, relativamente à tomada de decisão contracetiva, segundo a metodologia defendida por Bardin, com recurso ao software WebQdA®. Resultados: Os enfermeiros apontam os aspetos socioculturais, estratos económicos mais desfavorecidos, a idade, a baixa literacia geral e em saúde como os principais fatores condicionantes na escolha dos métodos contracetivos. Conclusões: A compreensão dos fatores que conduzem às escolhas contracetivas das mulheres pode alavancar em intervenções promotoras da saúde sexual e reprodutiva.

This is the policy review on work and care synergies of the WORCKARESYNERGIES Dissemination Project, an EU Support Action within the FP 7 Framework Programme (2010-2011). More information on the project and its contents can be found on the project homepage, www.workcaresynergies.eu Vienna, December 2011.

This review aims to provide evidence of the expected costs and benefits incurred by five reforms envisaged by the European Commission (EC):
– The introduction of a carers’ leave, which can be defined as a short period of leave to take care of ill, disabled, or impaired family members. Carers’ leave allows people to stay in employment when taking leave to care for dependent family members in the ageing society .
– The introduction of paternity leave, which is generally a short period of leave specifically for the father, immediately following childbirth, the main purpose of which is to allow him to spend some time with the new child and his partner [2], [3].
– The introduction of paid parental leave. Parental leave is a leave available equally to mothers and fathers, either as: (i) a non-transferable individual right (i.e. both parents have an entitlement to an equal amount of leave); or (ii) an individual right that can be transferred to the other parent; or (iii) a family right that parents can divide between themselves as they choose.
– The introduction of a father’s quota. The father’s quota (also known as ‘paternal leave’ or ‘daddy days/months’) is a non-transferable share of the parental leave strictly reserved for the father. This quota aims to encourage gender equality and increase work-life balance.
– The introduction of EU-wide breastfeeding provisions at work, including a right to a breastfeeding break and access to appropriate facilities.
– The extension of flexible and part-time work arrangements. This extension would aim to promote various types of flexible working arrangements (e.g. teleworking, job-sharing, flexible working times) for both women and men to meet the needs of the carers and the employers, taking into account opportunities offered by modern working patterns and technology.

Cette enquête qualitative menée dans 18 entreprises de secteurs différents, pendant la pandémie de COVID-19, souligne le caractère contrasté de la négociation collective en matière de parentalité, sujet qui reste globalement secondaire dans l’agenda des partenaires sociaux. L’enquête montre néanmoins que les mesures en faveur de la parentalité et des proches aidants sont plutôt consensuelles, souvent à l’initiative des directions, car jugées en phase avec les demandes des jeunes salariés, relativement peu coûteuses et dans « l’air du temps ». La plupart des entreprises enquêtées vont donc bien au-delà des normes légales notamment en matière de compensation salariale des congés. De nombreux facteurs structurels et organisationnel tels que le contexte économique, la taille de l’entreprise, la structure (genrée) des emplois et les contraintes d’activité et les formes de dialogue social jouent un rôle déterminant dans la variation du contenu des dispositions négociées. Les questions de parentalité restent ainsi secondaires et font l’objet de mesures minimalistes dans les secteurs peu qualifiés où l’accent est mis sur les conditions de travail et les salaires dans les métiers très féminisés (santé, services, commerce) et sur le maintien de l’emploi dans les secteurs masculins peu qualifiés (métallurgie, automobile). L’enquête permet donc de distinguer trois dynamiques de négociation collective autour de cette thématique en fonction des contextes. La réalisation de monographies d’entreprises dans des secteurs d’activité variés, en période d’expansion du télétravail, a également révélé la mise en œuvre de « régimes de télétravail » très inégaux, que ce soit dans les modalités d’exercice, les moyens fournis par l’employeur, et les critères d’éligibilité.

Spanish labour legislation provides that employed working parents have the right to a 1 The author wishes to thank the Ministry of Science and Innovation (R+D National Plan, project CSO2010-17811/ SOCI) and The Women's Institute (project IM 43/09) for leave of absence for the care of their children up to the age of three. A right which entails that the same position of employment should be held in reserve for a maximum of one year the funding to carry out this study as well as the comments by María José González (UPF), Berkay Özcan (LSE) and Libertad González (UPF).

Esta tesis doctoral analiza la eficacia del sistema de licencias parentales en Espana para facilitar la conciliacion de la vida laboral y familiar de las personas trabajadoras y promover la igualdad de genero. Para ello, el primer articulo explora los factores individuales e institucionales que influyen en el uso y la duracion de la excedencia por cuidado de hijos, haciendo especial hincapie en las caracteristicas que justifican la implicacion de los hombres. El segundo articulo profundiza en las diferencias del contexto regional espanol con el objetivo de evaluar el impacto de las politicas desarrolladas por cinco Comunidades Autonomas en la utilizacion de esta licencia. Este ejercicio permite dilucidar cual es la combinacion de caracteristicas en el diseno de estas politicas que incentivan el uso de este derecho. Por ultimo, el tercer articulo estudia los determinantes de la transicion laboral de las madres a una reduccion de jornada tras el nacimiento del primer hijo, teniendo en...

Based on three discussion groups conducted in Barcelona, Madrid and Seville in 2016 and on recent statistical data, this paper explores the barriers and possibilities that involved fathers encounter at their workplaces when they enter parenthood. Involved fathers are defined as those who adapt their working time, work schedule or workplace to parenting, or those who have a job that allows for work-life balance. In addition, they form dual-earner couples with a full-time working partner and spend at least two hours at weekdays caring for their children. Fathers from public sector enterprises, medium to large private companies and small businesses participated in one discussion group respectively. This qualitative and quantitative analysis shows that working in tight shifts (mornings mainly), as well as schedule flexibility, telework and paid paternity leaves are the measures mostly used by the interviewed fathers, and by Spanish fathers in general. In addition, the use of schedule flexibility and telework display very low gender gaps in contrast to opting for unpaid and transferable leaves or the use of statutory entitlement to reduced workhours. Under certain circumstances supervisors and coworkers attitudes are described as hostile to the adoption of support measures. Some clear policy recommendations arise from this study, should the aim be to foster work-life balance for fathers and mothers but without having unintended consequences on gender inequality.

Cet article analyse les déterminants du travail autonome au Québec et dans le reste du Canada en se concentrant sur les contraintes de liquidité, l’âge et le chômage agrégé. Nous utilisons les données en panel de l’Enquête sur la dynamique du travail et du revenu (EDTR) couvrant la période 1993-2010. Les résultats principaux tirés du modèle avec effets aléatoires sont les suivants : l’effet positif des revenus de placement sur la probabilité d’être travailleur autonome confirme la présence de contraintes financières; être plus âgé accroît la probabilité de choisir le travail autonome, suggérant que ce type d’emploi peut être un tremplin vers la retraite; un chômage élevé diminue la probabilité d’être à son compte ce qui suggère que les facteurs de pull dominent sur les facteurs de push.

This is the policy review on work and care synergies of the WORCKARESYNERGIES Dissemination Project, an EU Support Action within the FP 7 Framework Programme (2010-2011). More information on the project and its contents can be found on the project homepage, www.workcaresynergies.eu Vienna, December 2011.

In recent years there has been a substantial increase in the number of women police officers, with the same powers and authority as their male colleagues and of the number of women seeking employment within the service. However, despite such changes, the percentage of premature resignations from the police remains higher amongst female than male officers. Police managers acknowledge that such losses are expensive for the service, both in cash terms and loss of experience, thus motivated steps are now being taken to enable women more easily to combine police career and family, for example part-time work, career breaks, job-share etc. However, the availability of such schemes is far from widespread and most are still ‘pilot schemes’. In an attempt to understand why so many policewomen resign prematurely, this article reviews the range of maternity provisions within the E.C. for policewomen.

Este artigo analisa se a licença parental constitui medida capaz de reduzir a discriminação de gênero no ambiente de trabalho. Para isso, o estudo considera a divisão entre trabalho produtivo e reprodutivo no exame de questões referentes à inserção da mulher no mercado de trabalho e analisa exemplos de regulação da licença parental em outros países. A pesquisa considera ainda a Convenção nº 156 da OIT sobre trabalhadores com responsabilidades familiares, a possibilidade de sua ratificação pelo Brasil e como poderia a licença parental ser regulada no Brasil. A metodologia da pesquisa é de tipo bibliográfico e documental, com abordagem qualitativa mediante análise de dados secundários dos anos de 2013 a 2015 advindos de estudos da OIT e da base de dados IBGE PAÍSES, considerando como critério objetivo os países que ratificaram a Convenção nº 156 da OIT. O estudo propõe, ao final que a licença parental é uma medida capaz de reduzir discriminação de gênero no trabalho, mas seus efeitos ...

l'assurance-emploi 1 , a engagé en 2022 une consultation destinée à la modernisation de celle-ci 2. Ceci n'est pas un hasard. Les mesures successives d'allégement des conditions d'accès aux bénéfices en temps de Covid (mars 2020-septembre 2022) 3 ont révélé avec fracas les problèmes d'un régime qui exclut 4 plus qu'il n'inclut en temps de paix sanitaire. Quelles sont les lignes de force issues de cette consultation en vue d'une réforme qui demeure à ce jour un vague projet porté par un gouvernement libéral minoritaire ? Les lignes qui suivent tentent d'esquisser à grands traits une approche thématique qui révèle, d'une part, les inadéquations entre les exigences de la loi et les réalités du marché du travail, et d'autre part, les tensions idéologiques qui traversent les discussions. Ces discussions sont précédées d'un très bref rappel de l'architecture générale du régime canadien d'assurance-emploi (LAE). * Cette expression est celle utilisée par la loi. Précédemment à la dernière réforme, la loi parlait plutôt d'assurance-chômage. 9 Gouvernement du Canada, Rapport de contrôle et d'évaluation de l'assurance-emploi 2020-2021, p. 153.

With the increasing hierarchy level in working organizations the percentage of female persons in leadership positions is changing in a decreasing manner. Therefore female leaders are still seen as the "exception from the rule" in society and considered as ex-traordinary. Brought about by this certain status, the group of female leaders is given particular literary attention. The scientific discourse includes among other topics the question whether there exists a specific female leadership style which –in some authors` perception – is characterized by being less hierarchical and more oriented to interpersonal relationships. The impact of certain female specific challenges – arising from gender-related socialization – on how women shape and create their leadership style, is also often discussed. A review of the relevant literature reveals that despite of the particular attention to women in leading positions little is known about the perspective of the female leaders` follow...

This paper investigates South African domestic worker perceptions of the Basic Conditions of Employment Act No. 75 of 1997. A survey questionnaire was disseminated with the purpose of accessing domestic worker knowledge and awareness of relevant sections of the Basic Conditions of Employment Act. Sections, which dealt with fundamental rights pertaining to everyday existence: ordinary pay, overtime pay, maternity leave pay and sick leave pay. By using these sections as a reference point, the researchers were able to assess domestic worker perceptions and knowledge of their basic rights as stipulated in the Act. This study is intended to enlighten legislators and unions of the need to inform, in order to increase domestic worker awareness of their rights as set out in law. In commemoration of those women who fought for progressive legislation in South Africa, the authors would like to dedicate this paper to all of those women who were forced to carry a 'dom-pass'.

Maternity leave is an important benefit to the female employees and it plays important role to increase organizational loyalty, efficiency and job satisfaction, particularly in the Non-Government Organizations (NGOs). The objective of the study is to assess the laws and implementation of the maternity benefits at the diverse NGOs on different working echelon in Bangladesh. Descriptive statistics and zero order correlation method have been performed using the data haul out from one hundred female employees experiencing at least one child at the different NGOs in Kurigram District, Bangladesh. Among all female employees, salary structure and the managerial position are not satisfactory at NGOs in Bangladesh, although higher education of females plays an important role to get the job. In case of maternity benefits, all of them have got three or four months as maternity leave period and a significant number have not got any types of payment during maternity leave (27%), have not enjoyed maternity leave properly (24%), and have been terminated, sent away or expelled etc. due to maternity leave (19%). In addition, an inverse relation of duration of maternity leave with age (26.4%) and length of service (34.1%) has also been identified i.e., duration of maternity leave decreases with increasing employees' age and length of services. In our study, evidently there are no NGO practices laws of maternity benefit properly in Bangladesh. Therefore, every NGO should administer and implement the Laws of maternity benefit properly.

En période périnatale, 21,7% des mères et 9,9% des pères vivent avec l’anxiété. Cette étude qualitative s’intéresse à l’expérience des parents en réponse à l’anxiété de leur coparent de la grossesse aux deux premières années de vie de l’enfant. Un questionnaire en ligne invite des parents vivant avec un coparent anxieux à décrire leur expérience. L’analyse thématique des récits de 12 pères et 15 mères témoigne d’émotions (anxiété, colère, impuissance, etc.), de cognitions (inquiétudes, incompréhension, etc.) et de comportements (soutien, conflits, évitement, prise en charge, etc.) divers, généralement négatifs. Ces résultats suggèrent que l’anxiété parentale n’est pas un phénomène individuel.

It's expected of woman and man to behave appropriately with the gender role. In this context, women are faced with pressure that take their housewife, motherhood, spouse role to foreground and take a backseat to role of working woman. As a result, working women face conflicts between their gender roles responsibilities and working life responsibilities. This conflict, which is referred to in the literature as the "work-family conflict" is affects the family relations of the woman on the one hand and on the other hand it causes the big obstacles in working life. In order to alleviate the difficulties they experience due to maternity and help the them to balance the work-family life significant changes have been made for Turkish working life with Law No. 6663 dated 29.01.2016. Within the scope of this law; Regulations were made in the Labour Law No. 4857 and the Unemployment Insurance Law No. 4447 and innovations have been made to the period of leave after birth and/or adoption and part time work. In this way, it is aimed that regulation protects women workers after pregnancy and in postnatal, and helps to achieve gender equality and helps to reduce work-family conflict.

Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter en ligne. https://apropos.erudit.org/fr/usagers/politique-dutilisation/ Cet article est diffusé et préservé par Érudit. Érudit est un consortium interuniversitaire sans but lucratif composé de l'

Auf dem Weg zum familienbewussten Unternehmen-ein hindernisreicher Lernprozess. Ergebnisse einer qualitativen Studie Abstracts Die Autorinnen verfolgen die Fragestellung, welche Hindernisse die Implementierung, Weiterentwicklung und Nutzung von Angeboten zur Vereinbarkeit von Erwerbs-und Privatleben in Unternehmen erschweren. Dies wurde auf der Basis einer qualitativen Studie in Unternehmen untersucht, die aufgrund ihrer familienbewussten Personalpolitik zertifiziert sind. Im Ergebnis zeigt sich, dass die Unternehmen bei der Etablierung und dem Ausbau von Angeboten zur Vereinbarkeit von Erwerbsund Privatleben mit vielfältigen und vielschichtigen Hindernissen zu kämpfen haben. Dennoch scheitern sie nicht, sondern es zeigen sich deutliche Lernprozesse.

Despite constitutional and legislative protections against unfair pregnancy and marital discrimination, it is argued that in practice these grounds have not yet developed into fullyfledged grounds of discrimination. Rather, they are often determined with reference to factors such as sex and gender. This phenomenon continues to perpetuate sex and gender stereotypes. With recourse to comparative examples, the article critically considers the legal mechanisms that South Africa has implemented to address these forms of discrimination. It is argued that aspects of the legal provisions enacted to prohibit the above forms of discrimination have the consequence of maintaining sex and gender stereotypes, fostering discrimination against (mainly) women in the workplace, men at home, and homosexual and transgender people's parenting ambitions. The article makes several recommendations for law reform that move beyond a legislative framework centred around sex and gender in order to protect such persons from discrimination based on pregnancy and marital status. It argues that pregnant women should be granted more freedom to plan and structure their maternity leave and that they should be able to transfer a portion of their maternity leave to their partners. Parental, adoption and surrogacy leave should be extended, and pregnancy and marital status discrimination protection should be extended to men, homosexual partners and transgender persons. Legal fragmentation and the exclusion of informal and atypical workers from current protection should also be addressed.

Esta pesquisa busca refletir sobre as possibilidades de construção de (novas) paternidades a partir das narrativas de jovens estudantes negros. Para isso, nos baseamos nas teorizações da performatividade e da interseccionalidade para pensar as categorias masculinidade, juventude e raça, bem como em textos sobre as temáticas das masculinidades negras e da paternidade. Além disso, operacionalizamos a metodologia Histórias de Vidas por meio de entrevistas com jovens estudantes de uma escola pública de Duque de Caxias – RJ. Entre os resultados, os jovens enunciaram que existe uma possibilidade de se construir um novo e diferente futuro em relação às paternidades negras e que, apesar de não terem tido boas referências com seus pais, pretendem fazer diferente com seus filhos, mesmo levando em consideração as dificuldades inerentes à raça e classe social, de que os homens negros são vítimas constantes.

Engaging with men is an essential effort towards preventing violence in our communities. At the same time, violent behaviours are deeply embedded into our societies and construct what it means to be ‘masculine’ in a way that naturalises it. Getting men into a space to challenge their behaviours can therefore be a challenge. In this article, we discuss the findings from a recent study with designers designing to tackle intimate partner violence. We focus on four participants' experiences of developing design interventions to engage men in violence prevention. The findings highlight strategies that engage with men in a dialectical space of critical reflection and implementing alternative behaviours. It brings key considerations for designers to think about when counteracting the normalisation of violence (or other behaviours) and community acceptance.

The presented empirical data analysis aims to shed light on the persistence of gender inequalities in sharing parenting responsibilities and addresses possible improvements for realising gender equality. In recent decades, family policies in the European Union have targeted the increase of men's shares in parental leave (=paternal leave) as well as women's participation in the labour market. Following the results of the Lisbon Treaty in 2000, many EU member states including Austria introduced non-transferable fathers' quotas in their regulations on parental leave. Subsequently, the share of men on parental leave increased. Nevertheless, both in number and duration, men's childcare allowance claims have remained lower than women's claims. This paper investigates shared parental leave practices based on 36 interviews with fathers on paternal leave, and 14 follow-up interviews with parents after paternal leave. The qualitative data reveal the challenges that arise when both parents are faced with reconciling work and family during and after parental leave. Although the data showed that progress has been made in reducing gender inequality, the interviews make clear that employers' attitudes perpetuate traditional gendered expectations of parental leave claims and still focus on images of a male breadwinner. Also, the distribution of gainful and family work reveals gender inequalities. The paper therefore discusses challenges that arise in the realisation of current gender and family policies in order to provide a basis for making changes that further enhance the opportunities for dual-career couples within the organisation of parental leave laws.

Cette étude dresse un portrait du calendrier et de l’intensité de l’entrée ou du retour dans le marché du travail des femmes après la naissance d’un enfant au Canada, et des facteurs associés aux variations du rythme d’entrée ou de retour. Les comportements des mères ayant donné naissance à un enfant entre 1994 et 2003 sont analysés par la méthode d’analyse des transitions, à partir des données de l’Enquête sur la dynamique du travail et du revenu (EDTR). Cette étude montre d’abord que les responsabilités professionnelles et parentales des Canadiennes sont rapidement combinées après la naissance d’un enfant. Elle met également en évidence la polarisation nette du comportement professionnel des mères en fonction notamment de leur situation familiale et des caractéristiques de leur participation au marché du travail avant la naissance de l’enfant. Par ailleurs, l’analyse fait ressortir que l’effet de certaines variables varie différemment selon que les mères effectuent un retour sur l...

The present study explored how an intervention programme for fathers contributed to child and family well-being. Using a qualitative research methodology the authors conducted 20 interviews with 10 mothers and 10 children of fathers who had attended an intervention programme for fathers. A semistructured interview schedule was used to collect the data through face-to-face interviews. The data analysis was conducted by means of a thematic analysis. All ethical considerations were adhered to by ensuring the confidentiality and anonymity of participants. The following themes were found in the study: Child-parent relationships, Fathers Involvement in childcare and well-being. The study revealed that (1) the intervention contributed to the well-being of children and their families; (2) involvement of fathers in the lives of their children increased post the intervention; (3) fathers' communication skills improved; (4) they were more involved in unpaid care and (5) spousal relationships improved with less conflict in their relationships.

Many people contributed to the White Paper Men and Gender Equality in Portugal over the whole course of its preparation: national and international partners, specialists in various fields, stakeholders representatives, political decision-makers, and expert consultants in gender equality. We thank all of them for the time they took to participate in discussion groups, in the parliamentary hearing, in the seminars and in the final conference, giving rise to in-depth, stimulating discussion and bringing informed views and recommendations which have greatly contributed to the final recommendations of the White Paper. A special vote of thanks goes to those men who granted interviews as part of the case study on sharing of initial parental leave, providing information on different aspects of this experience and its implications for the lives of fathers, mothers and children. We also thank our colleagues at ICS-ULisboa for helping to produce and reflect on some of the results of the White Paper: Mafalda

Introduction. The evidence about the effectiveness of fathers' or partners' involvement in breastfeeding interventions to promote initiation, duration, and exclusiveness rates has increased in recent years. Objectives. To identify the perspectives and assessments of breastfeeding among partners of breastfeeding women and develop information to create adequate interventions that favor the inclusion of fathers in care spaces and in the support of breastfeeding. Materials and methods. Qualitative study with a grounded theory design. Four focus groups were held with fathers. Data were processed defining free flow analysis units, coded in 2 levels, an open code, with emerging categories, and such categories grouped into 5 main topics. Results. A total of 16 fathers participated. Five main topics were identified: fathers' knowledge about breastfeeding, feelings towards breastfeeding, partner's involvement in breastfeeding, development of the concept of fatherhood, breastfeeding in society. Breastfeeding was positively assessed. Although breastfeeding support was considered a shared family responsibility, there were not enough co-participation actions identified. Participants expressed their desire to play a more involved fatherhood role; however, they stated that these transformations are not supported at workplaces. Conclusion. The evidence showed a positive assessment of breastfeeding, adequate knowledge, and concern about difficulties. Breastfeeding support was considered a shared responsibility, but not enough specific coparticipation actions were mentioned.

En période périnatale, 21,7% des mères et 9,9% des pères vivent avec l’anxiété. Cette étude qualitative s’intéresse à l’expérience des parents en réponse à l’anxiété de leur coparent de la grossesse aux deux premières années de vie de l’enfant. Un questionnaire en ligne invite des parents vivant avec un coparent anxieux à décrire leur expérience. L’analyse thématique des récits de 12 pères et 15 mères témoigne d’émotions (anxiété, colère, impuissance, etc.), de cognitions (inquiétudes, incompréhension, etc.) et de comportements (soutien, conflits, évitement, prise en charge, etc.) divers, généralement négatifs. Ces résultats suggèrent que l’anxiété parentale n’est pas un phénomène individuel.

The early years 30 hours policy, (also known as the ‘extended entitlement’), was introduced for eligible three-and-four-year-olds of qualifying parents or carers in England in September 2017 (for more details on eligibility, see Box 1 below).
The policy was primarily designed to support access to affordable childcare for working parents, and was provided additionally to the universal free entitlement of 15 hours of funded early education for all three- and four-year- olds, and to the 15 hours available to 40% of the most disadvantaged children from the age of two years.
However, there are two key and different drivers to each of these funded programmes: early education for the universal and the 2-year-old targeted offer; and childcare to support working parents for the additional 30 hours entitlement.
The introduction of the 30 hour entitlement has also created a system in which the very poorest children are given greater access to funded early education and care at the age of 2, but where many of these same children are then given access to fewer funded hours than better-off children at the ages of three to four.
This policy analysis and literature review sets out to generate an evidence base which can inform future priorities for government early childhood and care (ECEC) policy, with a focus on improv- ing outcomes for children from lower socio- economic backgrounds. Specifically, it aims to:
1. summarise existing research on the 30 hours policy;
2. look at potential impacts of the COVID-19 pandemic (both on the early years sector and on child and family needs);
3. summarise some of the policy options for reform and identify pros and cons of each.