4 research outputs found
Gender Gap in Parental Leave Intentions: Evidence from 37 Countries
Despite global commitments and efforts, a gender-based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental-leave intentions in young adults (18â30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental-leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental-leave
policies and womenâs political representation partially explained cross-national
variations in the gender gap. Gender gaps in leave intentions were paradoxically
larger in countries with more gender-egalitarian parental-leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross-national
variation in the gender gap was driven by cross-national variations in womenâs (rather than menâs) leave intentions. Financially generous leave and gender-egalitarian policies (linked to menâs higher uptake in prior research) were not associated with leave intentions in men. Rather, menâs leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed
Gender Gap in Parental Leave Intentions: Evidence from 37 Countries
Despite global commitments and efforts, a gender-based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental-leave intentions in young adults (18â30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental-leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental-leave policies and womenâs political representation partially explained cross-national variations in the gender gap. Gender gaps in leave intentions were paradoxically larger in countries with more gender-egalitarian parental-leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross-national variation in the gender gap was driven by cross-national variations in womenâs (rather than menâs) leave intentions. Financially generous leave and gender-egalitarian policies (linked to menâs higher uptake in prior research) were not associated with leave intentions in men. Rather, menâs leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed.Gender Gap in Parental Leave Intentions: Evidence from 37 CountriespublishedVersio
Gender gap in parental leave intentions: Evidence from 37 countries
This is the final version. Available from Wiley via the DOI in this record.âŻDespite global commitments and efforts, a gender-based division of paid and unpaid work persists. To
identify how psychological factors, national policies, and the broader sociocultural context contribute
to this inequality, we assessed parental-leave intentions in young adults (18â30years old) planning to
have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that
varied in parental-leave policies and societal gender equality. In all countries, women intended to take
longer leave than men. National parental-leave policies and womenâs political representation partially
explained cross-national variations in the gender gap. Gender gaps in leave intentions were paradoxically
larger in countries with more gender-egalitarian parental-leave policies (i.e., longer leave available to
both fathers and mothers). Interestingly, this cross-national variation in the gender gap was driven by
cross-national variations in womenâs (rather than menâs) leave intentions. Financially generous leave
and gender-egalitarian policies (linked to menâs higher uptake in prior research) were not associated with
leave intentions in men. Rather, menâs leave intentions were related to their individual gender attitudes.
Leave intentions were inversely related to career ambitions. The potential for existing policies to foster
gender equality in paid and unpaid work is discussed.SSHRC Insight Development GrantSSHRC Insight GrantEconomic and Social Research CouncilState Research AgencyGuangdong 13th-five Philosophy and Social Science Planning ProjectNational Natural Science Foundation of ChinaSwiss National Science FoundationSwiss National Science FoundationCenter for Social Conflict and Cohesion StudiesCenter for Intercultural and Indigenous ResearchSSHRC Postdoctoral FellowshipSlovak Research and Development AgencySwiss National Science FoundationCanada Research ChairsSocial Sciences and Humanities Research Council of CanadaOntario Ministry of Research and InnovationHSE University, RFFaculty of Arts, Masaryk Universit