The Changing Availability of Grandparents as Carers and its Implications for Childcare Policy in the UK

2005 ◽  
Vol 34 (4) ◽  
pp. 557-577 ◽  
Author(s):  
ANNE GRAY
Keyword(s):  
Young Children ◽  
Older Women ◽  
Time Use Survey ◽  
Part Time ◽  
Demographic Modelling ◽  
Employment Rates ◽  
Childcare Policy ◽  
The Uk ◽  
New Evidence

This article addresses the role of grandparents as providers of childcare for their grandchildren, and the importance of this role in helping the mothers to enter the labour market. Several childcare surveys indicate that grandparents make a very important contribution, which appears to be sustained over time. Demographic modelling shows that the chances of young children having a maternal grandmother under 70 have risen since 1981, although she is now less likely to live nearby.New evidence from the UK Time Use Survey suggests that grandparents' help has an important influence on whether mothers of young children do take employment, especially those with lower earnings potential. This help also enables them to work longer hours and earn more. However, employed older women play a considerably smaller role in childcare for other households than those without jobs. Analysis of childcare trends from the British Household Panel Survey (BHPS) suggests that help from relatives, of whom the biggest category are known from several other sources to be grandparents, has become an important complement to part-time formal care as pre-school places expanded since the late 1990s. Raising employment rates amongst the over 50s is an established objective of government policy, yet it may conflict with the role of younger grandparents in childcare.

An update on the management of gout

2018 ◽  
Vol 56 (1) ◽  
pp. 9-12 ◽  
Keyword(s):  
Treatment Options ◽  
New Drugs ◽  
British Society ◽  
European League Against Rheumatism ◽  
Urate Lowering Treatment ◽  
The Uk ◽  
New Evidence ◽  
Urate Crystals

Gout is the most common form of inflammatory arthritis and its incidence in the UK has steadily increased from 1.5% in 1997 to 2.5% in 2012.1,2 It is characterised by deposition of monosodium urate crystals in joints and tissues and usually presents with intermittent painful attacks followed by long periods of remission.3 It has been suggested that the management of gout in the UK remains suboptimal.1 In 2004, we concluded that there was a woeful lack of evidence to guide treatment or prophylaxis for gout, particularly with regard to choice of drug or doses.4 The introduction of new drugs and new evidence on the efficacy and safety of treatment options has led the European League Against Rheumatism (EULAR) and the British Society of Rheumatology (BSR) to update their guidelines on the management of gout.2,5 Nevertheless, there are differing views on target serum uric acid (SUA) levels and the role of urate lowering treatment (ULT).2,5–7 Here, we review the latest guidance on the management of gout and consider the role of long-term ULT.

scholarly journals Minimum Age Regulation and Child Labor: New Evidence from Brazil

2019 ◽  
Author(s):  
Olivier Bargain ◽  
Delphine Boutin
Keyword(s):  
Child Labor ◽  
Natural Experiment ◽  
Only Children ◽  
Percentage Points ◽  
Working Age ◽  
Short Run ◽  
Minimum Age ◽  
Employment Rates ◽  
New Evidence

Abstract This study presents new evidence on the effects of minimum age regulations obtained from a natural experiment. In 1998, a constitutional reform in Brazil changed the minimum working age from 14 to 16. The reform was the legislative counterpart of a broad set of measures taken by a government strongly committed to eliminating child labor. This article investigates the role of the minimum working age in this context. The setting allows for improvements upon past approaches based on comparing employment rates of children at different ages. A discontinuity in treatment is exploited, namely the fact that only children who turned 14 after the enactment date (mid-December 1998) are banned from work. According to regression discontinuity and difference-in-discontinuity designs, the null hypothesis of no overall effect of the ban cannot be rejected. Throughout the methods and specifications, an employment effect in a confidence interval of $[-0.06, \, 0.03]$ (in percentage points) is found. A detailed heterogeneity analysis is performed and provides suggestive evidence of diminishing child labor trends in regions characterized by higher labor inspection intensity, which is interpreted as a trace of there being a law. However, contrary to what has been claimed in recent studies, the law seems not to have produced sizeable effects overall, at least in the short run. Power calculations and extensive sensitivity checks support these conclusions.

scholarly journals Adjusting the cut: fashion, the body and age on the UK high street

2011 ◽  
Vol 32 (6) ◽  
pp. 1030-1054 ◽  
Author(s):  
JULIA TWIGG
Keyword(s):  
Older Women ◽  
The Body ◽  
Social Gerontology ◽  
The Social ◽  
Grey Market ◽  
Cultural Mediators ◽  
High Street ◽  
The Uk

ABSTRACTThe article explores the interplay between bodily and cultural ageing in the provision of clothing for older women, examining how design directors of UK clothing retailers act as cultural mediators, shaping the ways in which later years are imagined, experienced and performed at an embodied level. Based on interviews with clothing retailers with a significant involvement with the older market: Marks & Spencer, George at Asda, Jaeger, Viyella and Edinburgh Woollen Mill, it analyses the contexts in which they design, discussing: the potential of the grey market; the association of fashion and youthfulness; and the tensions between lifestyle and age in the formation of the market. It explores the ways in which they adjust the cut, colour and style of clothes to meet the requirements of older bodies and the changing cultural interpretations of these, addressing debates around the interplay of bodily and cultural ageing, and the role of consumption in the constitution of age. Reflecting both the cultural and material turns, it argues for the need to expand the social gerontology imaginary to encompass wider sources shaping the meanings of later years.

scholarly journals Werktijden en ouder-kindtijd in de middag en avond

2015 ◽  
Vol 31 (4) ◽  
Author(s):  
Melissa Verhoef ◽  
Anne Roeters
Keyword(s):  
Young Children ◽  
Time Use ◽  
Working Hours ◽  
Future Research ◽  
Parents And Children ◽  
Children And Parents ◽  
Time Use Survey ◽  
Parent Child

Parental working times and parent-child time in the afternoon and evening Parental working times and parent-child time in the afternoon and evening This study examines the association between parental working times and parent-child time. We not only distinguish between parents' working hours and working schedules but also between parent-child time in the afternoon and evening. The hypotheses center on the role of the availability of children and parents. Our analyses are based on 694 parents with young children from the Dutch Time Use Survey of 2006 and 2011. Results show that parent-child time in the afternoon is associated with parents' working hours, whereas time spent with children in the evening is correlated with working schedules. We provide multiple recommendations for future research, such as a distinction between week and weekend days and a focus on the quality of the time parents and children spend together.

Gender and Work life Balance

2016 ◽  
Author(s):  
Steven Glasgow ◽  
Katherine Sang
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Gender And Work ◽  
Part Time ◽  
Potential Benefits ◽  
The Uk

The concept of work-life balance is an increasingly important issue in today’s society as a result of changing labour demographics. The traditional 9-5 working week cannot cater for all workers and many employers recognise this. Research from the CIPD (2012) indicates that 96% of employers in the UK offer some form of work-life balance practice, with part-time working (88%) and homeworking (54%) being the most common arrangements offered. Despite the increased interest in the work-life balance, there is ambiguity around what work-life balance is. Much of the confusion comes from a lack of agreement over what constitutes ‘work’, and what is ‘life’. This chapter explains the concept of work-life balance, the measures organizations can take to support the work-life balance of its members and the potential benefits and barriers associated with their implementation. The chapter also considers the role of gender in work-life balance, as women are more likely than men to use a work-life balance policy, with 77% working flexibly in some way (CIPD, 2012).

scholarly journals Gendered Career Pathways among Doctoral Graduates in the United Kingdom

2019 ◽  
Vol 8 (11) ◽  
pp. 317 ◽  
Author(s):  
Peri-Rotem
Keyword(s):  
Career Pathways ◽  
Doctoral Graduates ◽  
Career Trajectories ◽  
The United Kingdom ◽  
Doctorate Recipients ◽  
Part Time ◽  
The Uk ◽  
Employment Characteristics ◽  
Time Point

While women form about half of PhD students in Western countries, previous studies have shown that female doctoral graduates are underrepresented in senior positions and have lower earnings compared to their male counterparts within and outside academia. Less is known however about the role of gender in determining the odds of securing a permanent position among doctorate recipients. In this study, we use data from the UK Doctoral Impact and Career Tracking Survey from 2013 to explore the career trajectories of doctoral graduates within seven to nine years after earning their degree. We find that in every observed time point following graduation (0.5, 3.5, and 7–9 years), men are significantly more likely to work in a permanent job than women are. Furthermore, gender gaps in permanent employment are particularly pronounced in the private sector and in non-academic occupations. Using a nested logistic regression model, we find that the higher propensity of female doctoral graduates to work in part-time employment compared to their male counterparts, in combination with other differential employment characteristics has cumulative negative implications on their likelihood of securing a permanent position.

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