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Background: Paid parental leave policies may promote breastfeeding, which can have short- and long-term health benefits for both members of the birthing person-infant dyad. In the United States, where 56% of the workforce qualifies for unpaid federal medical leave, certain states have recently enacted paid parental and family leave policies. We aimed to assess the extent to which living in states with versus without paid family leave was associated with feeding regimens that included breastfeeding. Methods: In this cross-sectional analysis of the 2021 National Immunization Survey-Child, we assessed feeding outcomes: (1) exclusively breastfed (only fed breastmilk—never infant formula—both before and after six months of age), (2) late mixed breastfeeding (formula after six months), (3) early mixed breastfeeding (breastfed, formula before six months), and (4) never breastfed. We conducted Pearson χ2 to compare social-demographic characteristics and multivariable nominal regression to assess extent to paid family leave was associated with breastfeeding regimens, compared with never breastfeeding. Results: Of the 35,995 respondents, 5,806 (25% of weighted respondents) were from states with paid family leave policies. Compared with never breastfeeding, all feeding that incorporated breastfeeding—exclusive breastfeeding, late mixed feeding (breastfed, formula introduced after six months), and early mixed feeding (breastfed, formula introduced before six months)—were more prevalent in states with paid family leave policies. The adjusted prevalence ratio (aPR) and differences in adjusted prevalence compared with never breastfeeding in states with versus without paid family leave policies were: aPR 1.41 (95% CI 1.15, 1.73), 5.36% difference for exclusive breastfeeding; aPR 1.25 (95% CI 1.01, 1.53), 3.19% difference for late mixed feeding, aPR 1.32 (95% CI 1.32, 1.97), 5.42% difference for early mixed feeding. Conclusion: States with paid family leave policies have higher rates of any breastfeeding and of exclusive breastfeeding than states without such policies. Because all feeding types that incorporate breastfeeding were higher in states with paid family leave policies, expansion of paid family leave may improve breastfeeding rates. [ABSTRACT FROM AUTHOR]

Talk about gender equality in relation to parental leave is pervasive in Sweden. The state encourages families to share parental leave and has recurrently tasked the Swedish Social Insurance Agency (SSIA) to promote gender equality. As theories and applications of street-level bureaucracy have emphasized, how policy is practically realized in social interaction with clients is an important question, specifically whether gender equality discourse also permeates such encounters. We use conversation analysis to examine how equal sharing of parental leave is raised in interactions between parents and practitioners at the SSIA. The data consist of 300 telephone calls, 378 email exchanges, and 642 Facebook exchanges. Our analysis indicates that the talk of equal sharing is not as omnipresent as previous research might suggest. When parents orient to equal sharing, they tend to describe parental responsibilities, while practitioners connect equality to regulations that in themselves work to promote equal sharing. Equal sharing is also a resource for negotiating the citizen–state relationship, as parents complain about state interference while practitioners in response must balance provision of personalized support with the state imperative to promote sharing. The study highlights the complex work of practitioners in the "feminist welfare state" and sheds light on nuanced notions of equality promotion. [ABSTRACT FROM AUTHOR]

We sought to identify trends in the number of female neurosurgeons across each state and identify state characteristics that affect such values. The Physician Compare National Downloadable File was queried from the Center for Medicare & Medicaid Services for 2017 and 2023. Physicians indicating "neurosurgery" as their primary specialty were extracted and duplicates were removed. States were ranked based on the number of female neurosurgeons. The percent growth in the number of female neurosurgeons from 2017 to 2023 was calculated for each state. Univariable and multivariable regressions were used to identify the association between state characteristics and the number of female neurosurgeons. The number of female neurosurgeons was higher in urban states while rural states saw a greater increase compared to five years ago. Univariable regression showed significant differences in the number of neurosurgery residency programs, neurosurgery hospitals ranked in U.S. News & World Report, paid parental leave law, number and percentage of female physicians, and diversity index score (P < 0.05). The diversity index score independently affected the number of female neurosurgeons (P < 0.05). States with more training programs, female physicians, and paid parental leave policies saw a large number of female neurosurgeons. Diversity in the general population is also crucial to improving the equity in gender representation of neurosurgeons in each state. The increase in female neurosurgery representation in rural states shows that the shortage of neurosurgeons in underserved areas is creating a unique niche for female neurosurgeons to excel. [ABSTRACT FROM AUTHOR]

Objective: The article evaluates the 2007 introduction of nontransferable and fully paid paternity leave in Spain. Background: Previous research has focused on paternity leave reforms, especially in the Nordic and continental countries. This article studies characteristics of the parental leave system design, including transferability, payment, and purpose of different types of leave for mothers and fathers in a Mediterranean country. Method: We use a quasi‐experimental approach based on a sample of heterosexual dual‐earner couples with children born before and after the paternity leave introduction. We estimate differences in differences regression models. Results: The 2007 reform caused a significant increase in fathers' number of days of parental leave. Most fathers used the whole nontransferable and fully paid paternity leave, but they hardly used transferable or unpaid leave. Mothers used all of these, especially paid leave. Conclusion: The number of nontransferable fully paid days of parental leave provided by law approximates the actual number of days most fathers used. Implications: The policy design matters. A design of equal, nontransferable, and fully paid leave for each parent is necessary for equal use by fathers and mothers—and thus for gender equality in families and work. [ABSTRACT FROM AUTHOR]

Copyright of Lan Harremanak - Revista Relaciones Laborales is the property of Lan Harremanak and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Although women are enrolling in law school and joining the legal profession in significant numbers, law firms are struggling to retain female lawyers. This poses a significant challenge to achieving gender equity at the highest levels of the legal profession, prompting several important questions: Why are women leaving the profession early; what policies or changes should be implemented to address this problem; and who is best suited to lead these efforts? One of the main reasons women leave the profession early is due to their disproportionate caregiving responsibilities. In response, both public and private measures have been introduced to address this issue. The Family Medical Leave Act ("FMLA") was introduced to help equalize and destigmatize caregiving responsibilities between genders, while law firms are offering competitive paid family leave benefits to attract and retain female talent. Florida has taken a noteworthy step in addressing this problem with the introduction of Rule 2.570, widely referred to as the Parental Leave Continuance Rule, which was officially enacted in 2019 and came into effect on January 1, 2020. This presumptive three-month continuance rule requires judges to grant a lead attorney's parental leave continuance if specific conditions are met. Parental leave continuance rules like Rule 2.570 are positive steps toward achieving gender parity within the legal profession, and other states should seriously consider implementing similar measures. [ABSTRACT FROM AUTHOR]

Objective. There are no guidelines to assist midwifery academics or students in determining the optimal time to return to their educational programs following pregnancy. Rather, students need to navigate balancing new motherhood with the pressures of returning to their clinical midwifery placement and completing their statutory requirements to meet the Australian Midwife Accreditation Standards before the end of their program. The aim of this study was to seek best practice information that provides guidance to academics supporting midwifery students returning to study after maternity leave. Methods. An analysis of contemporary Australian legislation, workforce guidelines, professional association statements, and university policies was undertaken to determine what guidance is available to assist midwifery academics in providing advice to midwifery students about the optimal time to return to their studies following birth. This document analysis was performed during 2021–2022 and followed Altheide and Schneider’s 12 step process divided into five stages to clarify best practice advice for midwifery academics to provide guidance to students returning to study after maternity leave. Results. Policy documents that refer to pregnancy confirm women have legal rights, and there is clear guidance on maternity leave; however, advice for midwifery students on the optimum time to return to study and clinical placements after birth is missing from the result of this document analysis search. Conclusion. Transition to motherhood during the postnatal period is an important time. Clear national guidelines are needed to provide support and recommendations regarding a safe and optimal time to return to study and placement. [ABSTRACT FROM AUTHOR]

The paper explores the perceptions and management practices regarding parental leave among a specific group of employers: those likely to have low parental leave take-up among staff. We conducted qualitative interviews with employers in 18 Luxembourg-based companies of sizes and economy sectors where low take-up is most prevalent. We explored how leave requests, employees' absences and their return after parental leave are managed and how employers deal with the recent reform of parental leave policy. The results show that employers try to minimize the cost of fathers' absence from work by negotiating over the timing of take-up and the form of leave to be taken. Parental leave is preferred over other work–life balance measures because it is perceived as a short-term and timely arrangement during a career. In this particular group of employers, parental leave is also viewed as more compatible with work and organization processes than other measures. [ABSTRACT FROM AUTHOR]

Matters of paternity leave should be given as much attention as maternity leave. But are there any overlooked insights into paternal rights at work? Adam Bernstein explains [ABSTRACT FROM AUTHOR]

Policy PointsGovernment policies that secure paid leave for all parents, regardless of gender, can reduce structural inequalities, while promoting fathers' engagement in parenting.Such policies are likely to be most effective when they secure full, or almost full wage replacement, and when they provide incentives for fathers to take leave.Organizations must also participate in the culture shift, providing workplaces that encourage paternity leave rather than reinforcing the "male breadwinner" stigma. [ABSTRACT FROM AUTHOR]

Exclusive breastfeeding (EBF) for the first 6 months of life improves survival, growth and development. In Kenya, recent legislation and policies advocate for maternity leave and workplace support for breastfeeding and breast milk expression. We conducted a qualitative study to describe factors influencing EBF for 6 months among mothers employed in commercial agriculture and tourism. We interviewed employed mothers (n = 42), alternate caregivers and employed mothers' husbands (n = 20), healthcare providers (n = 21), daycare directors (n = 22) and commercial flower farm and hotel managers (n = 16) in Naivasha, Kenya. Despite recognizing the recommended duration for EBF, employed mothers describe the early cessation of EBF in preparation for their return to work. Managers reported supporting mothers through flexible work hours and duties. Yet, few workplaces have lactation spaces, and most considered adjusting schedules more feasible than breastfeeding during work. Managers and healthcare providers believed milk expression could prolong EBF but thought mothers lack experience with pumping. The most frequently suggested interventions for improving EBF duration were to expand schedule flexibility (100% of groups), provide on‐site daycare (80% of groups) and workplace lactation rooms (60% of groups), improve milk expression education and increase maternity leave length (60% of groups). Returning to work corresponds with numerous challenges including lack of proximate or on‐site childcare and low support for and experience with milk expression. These factors currently make EBF for 6 months unattainable for most mothers in these industries. Interventions and supports to improve breastfeeding upon return to work are recommended to strengthen employed mothers' opportunity for EBF. [ABSTRACT FROM AUTHOR]

Copyright of Icelandic Review on Politics & Administration is the property of Institute of Public Administration & Politics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Global advocates for breastfeeding were evident since the International Code of Marketing of Breast-Milk Substitutes (BMS Code) was adopted in 1981 and fostered by subsequent relevant World Health Assembly resolutions, using a framework that promotes, supports and protects breastfeeding. Global partners provided comprehensive support for countries to achieve breastfeeding targets while progress was closely monitored. This review identifies breastfeeding policy and implementation gaps in Thailand. Main findings: Although Thailand implemented three Thai voluntary BMS Codes, ineffective enforcement results in constant violations by BMS industries. In light of strong resistance by the BMS industries and their proxies, it was not until 2017 that the Code was legislated into national law; however regulatory enforcement is a protracted challenge. A Baby-Friendly Hospital Initiative (BFHI), mostly in public hospitals, was successfully applied and scaled up nationwide in 1992, but it later became inactive due to lack of continued support. Several community-based and workplace programmes, which supported breastfeeding, also faced challenges from competing agendas. Although the Labor Protection Law offers 98 days maternity leave with full pay, the conducive environment for successful six- month exclusive breastfeeding (EBF) needs a significant boost. These gaps in policy were exacerbated by a lack of multi-sectoral collaboration, ineffective implementation of existing interventions, inadequate investment, and lack of political will to legislate six-month maternity leave. As a result, the progress of EBF rate during the first 6 months as measured by previous 24 h was erratic; it increased from 12.3% in 2012 to 23.1% in 2015 and decreased to 14% in 2019. There was a deterioration of early initiation from 49.6% in 2006 to 34% in 2019. These low performances hamper the achievement of global targets by 2030. Conclusions: We recommend the following. First, increase financial and human resource investment, and support successful exclusive breastfeeding in BHFI, communities and workplaces through multi-sectoral actions for health. Second, implement the active surveillance of violations and strengthen law enforcement for timely legal sanctions of violators. Third, revitalize the BFHI implementation in public hospitals and extend to private hospitals. [ABSTRACT FROM AUTHOR]

This paper investigates whether daddy quotas – non-transferable paternity leave policies – mitigate motherhood penalties women face in the labour market. Using the introduction of a daddy quota in Quebec, Canada as a natural experiment, we employ labour force survey data to conduct a difference-in-difference estimation of the policy's impact on a range of mothers' career outcomes, using mothers in the neighbouring province of Ontario as a comparison group. The results suggest Quebec mothers exposed to the policy are 5 percentage points more likely to participate in the labour force and to work full time, 5 percentage points less likely to work part time, and 4 percentage points less likely to be unemployed than they would have been in the absence of the policy. Our results are robust to an alternative semi-parametric difference-in-difference methodology and to a battery of placebo and sensitivity tests. However, we find that the policy's effects are largest 2 to 3 years post-reform, reducing in size and significance thereafter, raising questions about the durability of such effects. [ABSTRACT FROM AUTHOR]

Copyright of Avances en Enfermería is the property of Editorial Universidad Nacional de Colombia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The issue of paid parental leave has enjoyed renewed scholarly attention, especially within medical and public health academic settings. Law school parental leave policies, however, have received less scrutiny. This study examines paid parental leave policies at the law schools housing the top twenty-jive health law programs (n-28). While the majority of schools provide some paid leave, we identified considerable variation among schools and between birth and non-birth parents. This study highlights several issues meriting attention, including inadequate prevalence and duration of paid leave, overreliance on medical and disability leave, and the absence of written leave policies. [ABSTRACT FROM AUTHOR]

This article analyzes eligibility for parental-leave benefits in twenty-one European countries. It distinguishes four ideal-type approaches to how leave-related benefits are granted (in-)dependent of parents' labor market position: universal parenthood model, selective parenthood model, universal adult-worker model, and selective adult-worker model. An eligibility index is created to measure the inclusiveness of parental-leave benefits, alongside the degree of (de-)gendered entitlements. The importance of employment-based benefits and gender-sensitive policies increased between 2006 and 2017. Eligibility criteria remained stable, but due to labor market trends, such as increasing precariousness, fewer parents may fulfill the conditions for employment-based benefits. [ABSTRACT FROM AUTHOR]

The availability of paid family leave has been widely researched in the context of a two-parent household with one mother and one father, yet few studies have explored whether households with same-sex parents have access to equal benefits. Expanding on previous cross-country comparisons of parental leave policies, this study examines parental leave policies in 34 OECD countries to compare the total duration of paid parental leave available to same-sex and different-sex parent families within a country. We find that same-sex female and different-sex couples receive equal durations of leave in the majority of countries. However, same-sex male couples often receive shorter durations of paid parental leave compared to both different-sex and same-sex female couples. In addition to addressing the implications of laws and policies surrounding same-sex marriage and same-sex adoption on parental leave availability, we highlight specific aspects of paid leave policies that may explain the unequal durations of paid leave between same-sex and different-sex couples. [ABSTRACT FROM AUTHOR]

While much work remains to be done, the United States is experiencing a period of rapid and unprecedented progress in expanding workplace leave rights, particularly at the state level. Yet our policy vocabulary has not kept pace. What we refer to as leave rights are actually at least six kinds of rights, which appear in different combinations across many types of laws. This Article identifies the six distinct leave rights and analyzes various kinds of existing leave laws under the six-right framework, in order to better understand the existing policy landscape and provide more nuanced tools for future policymaking. [ABSTRACT FROM AUTHOR]

In this article, we examine the impact of the introduction of parental leave policy in 1999 on the labour-market engagement of mothers with one and two children in Luxembourg, who had been working 20 or more hours per week before childbirth. Labour-market engagement is measured by the number of hours worked monthly, 1, 2 and 3 years following the birth of the last child. Analyses are conducted using longitudinal social security records data from 1995 to 2002. The difference-in-differences (DiD) method is used to establish a causal relationship between the introduction of the policy and its outcomes. The results of the analyses reveal that among mothers with one child, the introduction of the policy had a significant and positive impact on the working hours during the first 3 years after childbirth. Among mothers with two children, the impact of the policy was significant for 1 year after childbirth. Heterogeneity effect analysis shows that single-child mothers who worked part-time before childbirth were substantially more responsive to the policy than their full-time working counterparts. [ABSTRACT FROM AUTHOR]

This article provides an analysis of the impact of the Quebec Parental Insurance Plan (QPIP) relative to the Canadian parental leave program. Using a quasi-experimental design with survey data, we find that mothers spend on average 10 additional days with their newborn after the implementation of the insurance plan and that both mothers and fathers received higher benefits. Using both survey data and administrative data, we find that the QPIP has limited positive effects on children's health and cognitive and behavioural development. Effects are concentrated among families of mothers with a post-secondary education. These results suggest that although paid benefits increased dramatically, the impacts on maternal time investment and child well-being are modest. [ABSTRACT FROM AUTHOR]

Objectives. To describe policies related to parental leave, breastfeeding, and childcare for faculty and staff at top schools of public health in the United States. Methods. We identified the top 25 schools of public health from the US News and World Report rankings. We reviewed each institutional Web site to identify publicly available policies as of July 2018. Results. For birth mothers, 80% (20/25) of the schools provided paid childbearing leave to faculty (mean = 8.2 weeks), and 48% (12/25) provided paid childbearing leave for staff (mean = 5.0 weeks). For nonbirth parents, 68% (17/25) provided paid parental leave for faculty and 52% (13/25) for staff (range = 1–15 weeks). We found that 64% (16/25) of the schools had publicly available lactation policies, and 72% (18/25) of the schools had at least 1 university-run on-campus childcare center. Conclusions. The majority of top US schools of public health provide paid leave to faculty birth mothers. However, most schools fall short of the 14 weeks recommended by the American Public Health Association. [ABSTRACT FROM AUTHOR]

Does the amount of parental leave afforded an individual have any statistically significant impact on perceived happiness? In looking at the 2015 United Nations' World Happiness Report (WHR), one can identify the level of happiness for a number of countries within Europe. In addition, the eleventh International Review of Leave Policies and Related Research, along with the International Labour Organization's most recent review of worldwide parental leave policies reflects the amount of parental leave afforded parents in each of the same European countries. Using this information, research was performed to determine if there is any statistical significance between perceived happiness and amount of parental leave required by law. This determination was made using quantitative data analysis methods via two multiple linear regression models. The results were contradictory, thus leading one to believe further research is needed. Given the multitude of factors influencing one's level of happiness, the amount of parental leave afforded the individual is but one, albeit small, factor when looking at the overall picture. Additional opportunities for further research and impact on corporate human resource policy decisions regarding leave are also addressed. [ABSTRACT FROM AUTHOR]

Objective: To examine the relationships between state‐sponsored paid leave, Temporary Assistance for Needy Families (TANF) generosity and participation, and material hardship among low‐income single women following a birth. Background: Past research has examined the relationship between public assistance and paid leave after a birth, finding reductions in program enrollment. This research has not accounted for variation in program benefits across states and has largely overlooked implications for family well‐being. Method: We use a sample (N = 1,174) of low‐income single women who gave birth between 1997 and 2001 from the Survey of Income and Public Program Participation and include measures of TANF generosity across states and over time that were constructed from the Welfare Rules database. A series of multivariate probit regression models are used to estimate the relationship between TANF generosity, paid leave availability, welfare participation, and material hardship while controlling for relevant individual and state‐level characteristics. Results: Paid leave was associated with less TANF participation, but these reduction are related to the program's generosity. Paid leave, states' welfare work exemptions for mothers of infants, and TANF earnings eligibility limits were associated with a lower likelihood of experiencing some forms of material hardship. Conclusion: Some forms of paid leave and TANF program generosity are related to reductions in TANF participation and material hardship after a birth for low‐income single women. Implications: This study demonstrates that researchers should account for variation in TANF programs when considering changes in program enrollment associated with paid leave. Results suggest paid leave may help alleviate some forms of economic stress after a birth, which has implications for maternal, infant, and family well‐being. [ABSTRACT FROM AUTHOR]

The effects of paid parental leave policies on infant health have yet to be established. In this paper we investigate these effects by exploiting the introduction of California Paid Family Leave (PFL), the first program in the U.S. that specifically provides working parents with paid time off for bonding with a newborn. We measure health using the full census of infant hospitalizations in California and a set of control states, and implement a differences‐in‐differences approach. Our results suggest a decline in infant admissions, which is concentrated among those causes that are potentially affected by closer childcare (and to a lesser extent breastfeeding). Other admissions that are unlikely to be affected by parental leave do not exhibit the same pattern. [ABSTRACT FROM AUTHOR]

Paid parental leave policies have the potential to strengthen economic supports, reduce family discord, and provide opportunities to empower women (Basile et al., 2016; Niolon et al., 2017). In this article, we present a theory of change and evidence to suggest how paid parental leave may impact intimate partner violence (IPV). In doing so, we present three mechanisms of change (i.e., reduction in financial stress, increase in egalitarian parenting practices, and promotion of child/parent bonding) through which paid parental leave could reduce rates of IPV. We also describe limitations of the current state of knowledge in this area, as well as opportunities for future research. Ultimately, our goal is to facilitate the identification and implementation of approaches that have the potential to reduce violence at the population level. Paid parental leave embodies the potential of policies to change societal-level factors and serve as an important prevention strategy for IPV. [ABSTRACT FROM AUTHOR]

Using information published in 2014 annual review of the International Network on Leave Policies and Research, the article analyses parental leave and benefit policies in 29 countries to identify which characteristics can potentially facilitate fathers’ take-up of parental leave. The scarce statistics that is available shows that only few countries have been successful in increasing fathers’ participation in the parental leaves, despite the fact that some recent policy schemes seem to have drawn lessons from the Nordic success. There are several countries which indeed have adopted principles similar to the Nordic countries in their leave schemes, such as fathers’ quota, generous income-related benefit or long duration of the leave. The evidence suggests that only taking over some elements of the successful policy schemes does not necessarily lead to a change in the leave-taking behaviour of fathers and families. The evidence shows reasonably high take-up of parental leave only in countries where there is a combination of fathers’ quota and high level of benefit. There is still no evidence to confirm that replicating the fathers’ quota in its Nordic designs other societies would generate similar behavioural change as it did in the Nordic countries. [ABSTRACT FROM AUTHOR]

In 2011, the UK passed the Additional Paternity Leave (APL) policy, but less than 1% of eligible fathers took APL in its first year. This study investigates reasons for nonuse of APL. We find four main reasons: financial costs, gendered expectations, perceived workplace resistance, and policy restrictions. First, most fathers emphasized the role of finances in their leave decisions, sometimes taking annual leave for their second week because statutory pay was not enough. Second, both mothers and fathers largely assumed that mothers would take longer maternity leave due to gender differences in earnings and a greater emphasis on maternal over paternal bonding. Third, fathers felt that their workplaces would not be fully supportive of longer leave. Fourth, APL provides low pay and little flexibility. Gender plays a prominent role in each of the four themes. We discuss implications for Shared Parental Leave (SPL), which recently went into effect. Based on our findings, SPL is unlikely to be effective. [ABSTRACT FROM AUTHOR]

The article focuses on trends and disparities in leave use under California's Paid Family Leave Program. California enacted the country's first state- level PFL policy (CA- PFL) that provides six weeks of leave and is financed through employee payroll taxes and since then, four other states and Washington, DC have followed suit.

The article uses Nordic countries model for bridging gender gap in the Great Britain labor force. Topics discussed include increasing women's economic participation and opportunity; laws governing parental leave policies and childcare benefits in the country; and fostering human rights and elemibnating gender disparities.

This review is based on the international and Australian literature on paid parental leave. It does not aim to be exhaustive but focuses on the impact paid parental leave has on the labour force participation of mothers in developed countries. Four aspects of paid parental leave are explored, including the impacts of: introducing paid parental leave; changing the duration of existing paid parental leave; changing the generosity of existing paid parental leave payments; and paid paternity leave. It interprets the implications in the context of Australia, and includes descriptive information on the recent and current situation in Australia. [ABSTRACT FROM AUTHOR]

We examine a counterintuitive effect of motherhood and parental leave policies: supervisors and coworkers may view early career women who have yet to have children (i.e., childless women) with greater uncertainty and inconvenience than their counterparts (i.e., childless men), especially in organizations offering more maternal than paternal leave. We propose that these “maybe baby” expectations manifest as workplace incivility, which predicts later career withdrawal. In a time-lagged survey study, we examined 474 early career employees' experiences of workplace incivility and career withdrawal cognitions one year later; we also collected objective data on organizations' maternal and paternal leave policies. As expected, childless women experienced more incivility than their counterparts, a difference that was greater in organizations with larger differences between maternal leave and paternal leave policies and positively associated with subsequent career withdrawal. Discussion focuses on the importance of examining individual- and organizational-level work-family antecedents for understanding modern workplace mistreatment and its career effects in context, as well as the effective design and implementation of work-family policies. [ABSTRACT FROM AUTHOR]

This article analyses the legal temporalities imposed by Australia's parental leave system with reference to Pierre Bourdieu's approach to temporal embodiment. It focuses on the temporal issues surrounding Australia's parental leave pay scheme and demonstrates the legislation's inadequacies in incorporating women's reflexive temporal experiences of maternity into legal and temporal boundary making. This article identifies the problematic issues in the existing parental leave pay legislation as ones based on time and argues that there is one dominant conception of time in the legislation, neo-maternalistic productivism. The ideology of neo-maternalistic productivism advances a hegemonic time that structures women's role as subservient to the productivistic regime of Australia's neoliberal capitalism. I suggest an alternative temporal model drawing on a Bourdieusian analysis of care-based temporalities. This expansive approach to time shifts standards to accept that lived experiences of time often do not adhere to the ideal worker's waged work trajectory. [ABSTRACT FROM AUTHOR]

Aim: Caesarean section deliveries in Ghana increased from 6 to 13% between 2008 and 2014. This current rate is dangerously close to the safe limit suggested by the World Health Organisation (WHO) and is particularly concerning in the absence of a negative correlation between the rising CS rates and neonatal mortality in the country. The research therefore examines the factors correlated with caesarean section delivery in Ghana, with an aim to making research-based policy suggestions to curb the observed trends. Subjects and methods: The 2014 Ghana Demographic and Health Survey is employed for the analysis, and a probit model is used to examine the effects of demographic and socioeconomic factors, maternal leave policy and government health institutions on the likelihood of caesarean section deliveries in Ghana. The analysis uses the last births of 1284 women of childbearing age in the country. Results: The results indicate that demographic and socioeconomic factors are important determinants of caesarean section deliveries. While antenatal care attendance at government institutions reduces the likelihood of caesarean section, deliveries in government health facilities are more likely to be done by caesarean section. Interestingly, women with previous pregnancy complications are not significantly more likely to have a caesarean section delivery. This might indicate that many caesarean sections performed in the country may be elective and not necessarily medically necessary. Conclusions: Child and maternal survivals are often given as justifications for caesarean section deliveries. The absence of a negative relationship between increasing caesarean section rates and neonatal mortality in the country therefore creates some concern. [ABSTRACT FROM AUTHOR]