This paper aims to identify the determinants of return to work after maternity leave in Russia. Can an organisation influence employees’ decision about withdrawal from the market after leave arrangement, or does it fully depend on the contextual and personal characteristics of the employee, as assumed by the discourses of merit and choice? Logistic regression analysis helps to answer the raised questions, referring to responses of 721 mothers with previous working experience. The research revealed that employers indeed can improve inclusion of employees with childcare commitments, fostering their return after the maternity leave. Despite high regional diversity of Russian population, contextual specificity barely influences the decision of employees regarding their returning to work with the same employer, similarly to their level of education, firms’ equity or amount of children. Among personal characteristics, income was found to play an important role in return decisions, as well as the age of the smallest child. The paper contributes to the debates on the fluidity of gender and work identity as well as organizational control over the identity work.
Firms are highly interested in better inclusion of women with childcare commitments, especially for leadership positions, as reward for higher work groups’ gender diversity is valuable. Gender diversity became topical issue in corporate social responsibility of companies. However, many firms report that gender diversity is stalled, due to conflicting stereotypes about social roles of employees. Hakim’s influential preference theory suggests explanations of how women choose between productive and reproductive work. According to it, there are three types of employed women: home-centred, work-centred and adaptive workers, who combine both. Three options for preference assume three alternative frames of reference. Inclusion-related initiatives aim to reshape such frames by addressing employees’ identity work through readjusting managerially inspired discourses. Current research narrows the focus to the most vulnerable of them – home-centred women. We referred to responses of 721 mothers with previous working experience, from the biggest cities in Russia to find answers to the following questions: what affects home-centred women in their decision to return to the same employer after the maternity leave and what causes them to quit. We enriched empirical analysis with a theoretical review of initiatives helping to readjust corresponding stereotypes.
Serious competition for potentially valuable workers between the management teams of the regions is currently observed. The aim of the work is to form the concept of high-potential human resource management in the system of place marketing of the region (Tyumen region was taken as an example). In the “war for talents”, a region needs to compete for retaining and attracting primarily such target groups as youth and young families with children. Another significant target group is migrants -former residents of the region, who now live outside the region or country. It is this target group that is in the focus of the study, forming significant elements of the regional talent management as a system that are the ways of interaction between the talent management system and the external environment (region). The online survey, carried out for more than 100 ex-residents of Tyumen region, revealed the prospects of their participation in the regional economy and built the basis of the brand platform of Tyumen Region for this target audience. It is proposed to integrate such HR-marketing tools as EJM (Employee Journey Map), EX (Employee Experience), ERM (Employee Relationship Management) into the management system for this segment.
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