Gender and Work-Life Balance: A Contest Analysis on Nursey Schools in Palermo

Gender Diversity and Resilience in Firms During COVID-19 Pandemic

“…The studies demonstrate that there are numerous internal and external barriers that reduce the incentive for female labor market participation, and that these are significantly correlated with the perceptions of how they affect the pursuit of career goals (Campbell & Campbell-Whatley, 2019). Therefore, the problem is not related to the permanence in the profession, rather, it is ex ante, in the women access to work and, only then, in the accompaniment to the path through an appropriate network of services, since motherhood and work are often presented as mutually exclusive choices due to the inadequacy of care services (Bartholini, 2019).…”

“…These actions are aimed at creating gender-sensitive recruitment, retention and promotion policies by supporting a culture of inclusivity and improving work-life balance. Indeed, if governments provide services that are otherwise confined to the family, they can promote greater participation of women in work (Bartholini, 2019) by allowing them to redesign their life plans and improve their work environment (Bencivenga, 2019;Dahmen-Adkins & Peterson, 2019). It clearly emerges, however, that it would be necessary for gender equality implementation partners to work on creating dedicated sustainability plans to ensure that all structural change actions are supported (Sangiuliano et al, 2019).…”