China: leave and population policies

2019 ◽  
pp. 111-128
Author(s):  
Shirley Gatenio Gabel ◽  
Wen-Jui Han ◽  
Xiaoran Wang
Keyword(s):  
Family Policy ◽  
Maternity Leave ◽  
Social Research ◽  
Social Expectations ◽  
Population Policies ◽  
Paternity Leave ◽  
Child Policy ◽  
Changing Roles ◽  
Leave Policy ◽  
Maternity Leave Policy

China’s recent abolition of its one-child policy has provided a major impetus to formally restructure its Maternity Leave policy. Confronted by shifting socio-demographics and changing roles of government and employers as a result of a transition to a market economy, China needed to adjust the demographic structure of the country and address social expectations of family composition and caring. To motivate parents to have more than one child, Maternity Leave has been lengthened nation-wide and Paternity Leave introduced in some areas. This chapter reviews the evolution of modern Maternity Leave policy in China beginning in 1951 and traces how Maternity (and most recently Paternity) Leave policies have unfolded in response to changing political, socio-economic and demographic goals. In its earliest period, China’s leave policy was driven initially by socialist ideals, then largely by economic reasons and women’s rights from the 1980s into the new century. The most recent shift in family policy was primarily led by social research raising concerns about demographic changes and economic growth. The chapter ends with a discussion of how current changes may affect future directions.

scholarly journals A review of the development of maternity leave policy in China over the past 70 years

2019 ◽  
Vol 3 (2) ◽  
pp. 172-187
Author(s):  
Hongyan Liu ◽  
Dian Yu ◽  
Hui Wang
Keyword(s):  
Gender Equity ◽  
Maternity Leave ◽  
The Past ◽  
Paternity Leave ◽  
Gradual Introduction ◽  
Leave Policy ◽  
National Family Planning ◽  
Women And Children ◽  
Insurance Mechanism ◽  
Maternity Leave Policy

AbstractThis study analyzes the changes in maternity leave policy in China during the past 70 years by reviewing the documents issued since 1949. During these years, the length of maternity leave increased from 56 days initially to 98 days, and finally to as much as 128 to 365 days. The sums paid to women taking maternity leave gradually increased and an insurance mechanism was introduced. There were changes in the intent and focus of policies: (1) A change in the intention of maternity leave policy from protecting the rights and interests of women only to protecting those of both women and children. (2) A change in focus from one of implementing national family planning policy to one of protecting the rights of individuals. (3) A change in the focus point of policies from the home only to the workplace and the home. (4) An increased focus on gender equity evidenced by gradual introduction of paternity leave policy. Although maternity leave policy has improved over the years, challenges still exist including significant differences in the policy environment at the provincial level, and difficulties in implementing policy in some regions and enterprises.

Explaining New Patterns in Family Leave Policies in Latin America: Competing Visions and Facilitating Institutions

2021 ◽  
Vol 63 (2) ◽  
pp. 100-121
Author(s):  
Marisa Hawley ◽  
Matthew E. Carnes
Keyword(s):  
Latin America ◽  
Family Policy ◽  
Maternity Leave ◽  
Family Leave ◽  
Political Landscape ◽  
Paternity Leave ◽  
Original Dataset ◽  
The Family ◽  
Policy Measures ◽  
Family Leave Policies

ABSTRACTRecent years have seen the rapid passage and modification of family leave policies in Latin America, a surprising trend, given the region’s historically conservative gender norms. This article argues that the rise of new paternity leave policies—as well as the modifications to longer-standing maternity leave policies—reflects contending visions of gender and the family, mediated by the institutions and actors that populate the region’s political landscape. Using an original dataset of family policy measures, this article finds that the factors facilitating the adoption of new, vanguard policies, such as paternity leave, function in ways different from those that shape the expansion of longer-standing policies, including maternity leave.

scholarly journals P138: Parental leave policies and culture for physicians in emergency medicine

CJEM ◽  
2020 ◽  
Vol 22 (S1) ◽  
pp. S114-S114
Author(s):  
J. Andruko ◽  
T. Green
Keyword(s):  
Emergency Medicine ◽  
Maternity Leave ◽  
Parental Leave ◽  
Physician Satisfaction ◽  
Emergency Physicians ◽  
Physical And Mental Health ◽  
Research Committee ◽  
Paternity Leave ◽  
Formal Policy ◽  
Leave Policy

Introduction: Medicine demands a sacrifice of physicians’ personal life, but culture has slowly changed towards valuing a balanced work life. Parental leave is linked to better physical and mental health, but policies and culture surrounding parental leave are largely unstudied in the Canadian Emergency Medicine landscape. Anecdotally, experiences vary widely. This study was designed to determine what proportion of Canadian Emergency Departments have formal parental leave policies (maternity, paternity, and other ex. adoption) and what proportion of Canadian EM physicians are satisfied with their department's parental leave policies. Methods: Two surveys were generated; one to assess attitudes and experiences of emergency physicians, and a second survey for department chiefs assessed the policies and their features. These were approved by the UBC REB and distributed through the CAEP Research Committee. Primary outcomes were physician satisfaction with their department's parental leave policy (4-5/5 Likert Scale), and departments with a formal parental leave policy (Y/N). Results: 38% (8/21) of department chiefs reported having a formal policy for maternity leave, 29% (6/21) for paternity leave, and 24% (5/21) other. The survey of Emergency Physicians revealed similar rates at 48% (90/187) maternity, 40% (70/184) paternity, 29% (53/181) other. Among physicians who were aware of them, 69% (62/90) were somewhat or very satisfied with the maternity leave policies, 58% (51/88) with paternity leave policies, and 48% (39/81) with other parental leave. Less than 10% were somewhat or very dissatisfied with any of these. Several department chiefs commented that they had never refused anyone parental leave, but have no formal policy. However, 87% (147/187) of physicians reported a formal maternity leave policy was somewhat or very important to them; similarly 80% (134/187) paternity leave. Less than 15% felt each was somewhat or extremely unimportant. Conclusion: Presence and type of parental leave policy varies across the country. Most physicians were satisfied with the support they had available, but the vast majority felt that a formal maternity and paternity leave policy itself was important. This study would suggest that, without actually changing practice, the introduction of a formal parental leave policy is of value. Our research group will use this data to collaborate on a template parental leave policy to be made available for this purpose.

scholarly journals Mothers’ Age and Education Who Work in Health Facility Influenced Nutritive Feeding Choice

2020 ◽  
Vol 3 (2) ◽  
pp. 63
Author(s):  
Karini Kaman ◽  
Regina Vidya Trias Novita ◽  
Paramitha Wirdani Ningsih Marlina
Keyword(s):  
Role Model ◽  
Maternity Leave ◽  
Reproductive Age ◽  
P Value ◽  
Cross Sectional ◽  
Feeding Choice ◽  
Leave Policy ◽  
Breast Pump ◽  
Maternity Leave Policy ◽  
Back To Work

The health worker services are a role model. Activities breastfeeding decline when mothers started to work after maternity leave. The purpose of this research is to analyze the factors relating to the mothers on the reproductive age who works in the hospital. The method of the research was quantitative with cross-sectional. The research used questioners and held on January-March 2020. Total sampling with 40 respondents.  The result showed two variables were significant. There are the age of the mothers with p-value with the p 0.044 < 0.05 and the level of mother education with the p 0.045 <0.05. The reproductive age and education significantly positive for history giving exclusive breastfeeding.  The mothers had chosen mix feeding for nutritive their babies.  The environment did not support, even mothers have enough for their knowledge so they decided to give formula. Although mothers have high of the level of education still give mix feeding because of back to work, have no support on breastfeeding and facility where the mothers work. Conclusion the health services such as in the hospital should give the employee specialized women who had reproductive age to support for example facilities for the breast pump, maternity leave policy, and finally could be breastfeeding exclusively.

A new era for paid maternity leave policy: women in Sri Lanka

2015 ◽  
Vol 54 (1) ◽  
pp. 123-141 ◽  
Author(s):  
Thilakshi Kodagoda ◽  
Ramanie Samaratunge
Keyword(s):  
Sri Lanka ◽  
Maternity Leave ◽  
New Era ◽  
Leave Policy ◽  
Maternity Leave Policy

scholarly journals Implementation of two policies to extend maternity leave and further restrict marketing of breast milk substitutes in Vietnam: a qualitative study

2021 ◽  
Author(s):  
Denise Diaz Payán ◽  
Neha Zahid ◽  
Jeffrey Glenn ◽  
Ha Tt Tran ◽  
Tran Thi Thu Huong ◽  
...  
Keyword(s):  
Breast Milk ◽  
Policy Implementation ◽  
International Organizations ◽  
Maternity Leave ◽  
Local Level ◽  
National Level ◽  
Leave Policy ◽  
Breast Milk Substitutes ◽  
Milk Substitutes ◽  
Maternity Leave Policy

Abstract Policy research can reveal gaps and opportunities to enhance policy impact and implementation. In this study, we use a theoretically informed qualitative approach to investigate the implementation of two policies to promote breastfeeding in Vietnam. We conducted semi-structured interviews with national and local policy stakeholders (n = 26) in 2017. Interviews were audio-recorded, transcribed verbatim and then translated to English by certified translators. Transcript data were analysed using an integrated conceptual framework of policy implementation. Respondents identified several positive outcomes resulting from implementation of an extended maternity leave policy (Labour Code No. 10/2012/QH13) and further restrictions on marketing of breast milk substitutes (Decree No. 100/2014/ND-CP). Decree No. 100, in particular, was said to have reduced advertising of breast milk substitutes in mass media outlets and healthcare settings. Key implementation actors were national-level bureaucratic actors, local organizations and international partners. Findings reveal the importance of policy precedence and a broader set of policies to promote the rights of women and children to support implementation. Other facilitators were involvement from national-level implementing agencies and healthcare personnel and strength of government relationships and coordination with non-governmental and international organizations. Implementation challenges included insufficient funding, limited training to report violations, a cumbersome reporting process and pervasive misinformation about breast milk and breast milk substitutes. Limited reach for women employed in the informal labour sector and in rural communities was said to be a compatibility issue for the extended maternity leave policy in addition to the lack of impact on non-parental guardians and caretakers. Recommendations to improve policy implementation include designating a role for international organizations in supporting implementation, expanding maternity protections for all working women, building local-level policy knowledge to support enforcement, simplifying Decree No. 100 violation reporting processes and continuing to invest in interventions to facilitate a supportive policy environment in Vietnam.

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