Mindre spesialisering med fedrekvote?

Kitterød, Ragni Hege; Halrynjo, Sigtona

doi:10.18261/issn.1504-291x-2017-03-03

Cited by 9 publications

(8 citation statements)

References 34 publications

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“…Previous studies showing that men often adapt their leave to the demands of work support this finding (Kitterød et al, 2017). Perhaps lawyers are not expected to adapt their use of parental leave to the market/professional logic in the private firms to a greater extent, for example by both genders limiting their leave to three months, because this would breach strong good-parenthood norms.…”

Section: Parental Leave Within Different Institutional Logicssupporting

confidence: 64%

“…While it is very uncommon for mothers not to take parental leave (Cools and Strøm, 2016), not doing so is more common among fathers. Of those entitled to father’s leave, 10% take no leave and 14% only use part of the quota (Kitterød et al, 2017). Thus fathers’ absence from the workplace because of children is relatively limited in comparison with mothers’ absence, because she takes most of the shared parental leave quota (Kitterød and Rønsen, 2013).…”

Section: Gendered Norms Of Parenthood and The Implications For Gendermentioning

confidence: 99%

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Managers’ views on employees’ parental leave: Problems and solutions within different institutional logics

Nordberg¹

2018

Acta Sociologica

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An examination of managers' perspectives on employees' parental leave rights is presented, drawing on qualitative interviews with 34 managers in the Norwegian police and in the legal profession. The aim of the article is to explore how managers approach employees' parental leave within different institutional logics and how their approach relates to gendered norms of good parenthood. According to these norms, parental leave is used fully, but mothers take the main share of the leave. The findings show that the managers do not necessarily perceive parental leave as a problem. However, the practical solutions the managers propose to possible challenges give important clues about what parental leave entails within the frame of different institutional logics. The managers' concerns reveal that parental leave rights may clash with central values, goals and strategies in an organisation. Within the logics of the police and private law firms, work is more individualised and thus perceived as more challenging than in the public sector law offices. When the solution suggested by the managers is for individual employees to adapt their leave, gendered norms come forward. However, the analysis also shows that gendered parenthood norms play out differently with the different institutional logics. With these insights, the analysis shows how policy regulations and local workplace contexts interact in shaping the consequences of family policies for gender equality in wages and career progression

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Section: Parental Leave Within Different Institutional Logicssupporting

confidence: 64%

Section: Gendered Norms Of Parenthood and The Implications For Gendermentioning

confidence: 99%

Managers’ views on employees’ parental leave: Problems and solutions within different institutional logics

Nordberg¹

2018

Acta Sociologica

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“…Moreover, access to information about benefits and services may be part of the adaptation and integration process and improve over time. Norwegian studies have suggested that some native-born fathers missed the entire/part of the quota because they misunderstood the application procedures, while the required documentation and paperwork hindered some fathers from taking up more than the father quota (Kitterød et al., 2017; Schou, 2019). Lack of information is likely to affect immigrant fathers more than native-born fathers (Kil et al., 2017; Mussino et al., 2016).…”

Section: Immigrant Fathers and Parental Leave: Previous Researchmentioning

confidence: 99%

Immigrants and the ‘caring father’: Inequality in access to and utilisation of parental leave in Norway

2019

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How do parental leave rights and interacting societal structures influence immigrant fathers’ compliance with the ‘caring father’ model—typifying Nordic welfare states? Nordic parental leave schemes differ; this study investigated the impact of the Norwegian policy. Strong, stratifying effects related to access, particularly unfavourable for non-Western immigrant fathers, were demonstrated. These effects stemmed not only from the scheme being based on work performance criteria, but also from fathers’ rights being conditioned on mothers’ economic activity. Moreover, the observed gap between eligible immigrant and native-born fathers in the take-up of the father quota (the part of leave earmarked for fathers) was explored further. The gap was associated with weaker individual resources; however, ethnic labour market segregation played a significant role. The gap narrowed with the increased duration of stay of these fathers, suggesting that adaptation processes also are involved. The analysis is based on high-quality register data of all partnered men who became fathers in Norway in 2011, following them until their child was three years old in 2014.

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“…Since its introduction, the father’s quota has been widely used, and more than 90% of eligible fathers use all or part of this leave (Kitterød, Halrynjo, & Østbakken, 2017). Mothers take most of the shared leave days and in most couples mothers’ leave is considerably longer than fathers’.…”

Section: Norwegian Parental Leave Policy For Fathersmentioning

confidence: 99%

Fathers’ sense of entitlement to ear-marked and shared parental leave

Brandth

Kvande

2018

The Sociological Review

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In most countries, parental leave systems consist of several parts with different lengths for fathers and/or mothers. This article compares fathers’ sense of entitlement to two parts of the Norwegian parental leave system that are available to them, namely the individual, non-transferable father’s quota and the shared parental leave. The objective is to gain knowledge of the rationale for fathers’ different take-up of the two types of leave. Analysis of interviews with 22 fathers finds culturally divergent understandings of the two types of leave among them. Using the concept of ‘entitlement’ as a theoretical lens, results show that fathers feel entitled to the father’s quota based on fathering- and gender equality norms in working life and the wider society. Fathers feel entitled to a much smaller degree to the shared parental leave, which is culturally understood as mothers’ entitlement. This understanding is, however, challenged by some fathers’ claim to the shared leave on the basis of their being competent parents.

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Mindre spesialisering med fedrekvote?

Cited by 9 publications

References 34 publications

Managers’ views on employees’ parental leave: Problems and solutions within different institutional logics

Managers’ views on employees’ parental leave: Problems and solutions within different institutional logics

Immigrants and the ‘caring father’: Inequality in access to and utilisation of parental leave in Norway

Fathers’ sense of entitlement to ear-marked and shared parental leave

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