It is the lowest paid leave duration and coverage for employed mothers in the EU in 2024, below the EU 2019 WLB Directive minimum standards for mothers. [...] • This diverges from the EU leave architecture (1992 +2019 Directives) which following the ILO conventions distinguish maternity and parental leave, providing additional labour and social protection to working mothers in terms of protected paid leave acknowledging their different situation and higher health and economic vulnerability in (late) pregnancy and after birth. [...] I will name in this case, the Matilda Effect of gender-neutral leave design and terminology at birth, the relative under recognition of maternal physical work, of gendered-care needs and differential reproductive health and labour risks in maternal labour trajectories, which may lead to a devaluation effect and lower sense of entitlement for mothers. [...] Terminology has a strong symbolical impact on social structuring, conforming identities, sense of entitlement and power relations… The Spanish case: central elements and rationales • Focus on de-gendering leave terminology and design at birth time (just equalising paternity to maternity leave) without extending duration of paid leave after birth • Unpaid parental leave and low generosity for mothe. [...] The “optimistic case study” in Fusulier’s research (2017) where the presence of children appears as an advantage, inducing greater efficiency in academic careers (importance of the configurational supports in the professional and family environment).
Authors
- Pages
- 15
- Published in
- Austria
Table of Contents
- 2. Conceptual framework asymmetric gender neutrality Matthew and 2
- Matilda effects 2
- 3. The Spanish case basic features some effects and impacts 4. Discussion 5. Conclusions and implications for further leave regulation and research 2
- Thanks for online format facility to the TELUQ local organisers Canadian Team and LPRN coordinators which support accessibility and inclusiveness. 2
- Problem formulation 3
- Conceptual framework 4
- Leave during pregnancy for occupational health risks new pregnancy leave introduced in 6
- 2023 for all pregnant employees from week 39 till birth paid 60 by sickness insurance 6
- Birth Leave 16 weeks paid at 100 by social security 6 first weeks are compulsory at 6
- Working time reduction for infants care half to 1 hour individual and non transferable 9 6
- Parental leave 8 weeks unpaid leave scheme up to child is 8 introduced in 2023 leave for 6
- Leave for serious illness of a child or family member 5 days paid by employer per case 6
- Discussion 12
- More fathers use than mothers use does not mean more gender equality Gender-neutral designs and terminology may contribute to Gender Equality or equity 12
- Matthew and Matilda effects develop when the neutralisation focus is placed too 12
- Sustainability framework including childrens perspectives- is intertwined with 12
- Adaptability is a relevant dimension of the sustainable conceptual framework 12
- Respect and practical non rhetoric support to family preferences as a proxy to 12
- Simultaneous use can have large variability and ambivalent effects which need more 12
- Conclusion ideas and policy implications 13
