maternity leave
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2022 ◽  
Vol 17 (4) ◽  
pp. 48-54
Author(s):  
A. N. Spiridonov ◽  
D. V. Denisova ◽  
Y. I. Ragino

The study was devoted to the study of the prevalence of hypercholesterolemia (hyper-Chol) and hypercholesterolemia of low density lipoproteins (hyper-LDL-C) against the background of abdominal obesity (AO) in a population aged 25–44 years in Novosibirsk. Material and methods. A crosssectional survey of the population aged 25–44 years in Novosibirsk (Russia) was carried out. 1415 people were examined, including 670 men (47.3 %) and 745 women (52.7 %), pregnant women or being on maternity leave were not included in the study). All subjects were assessed for the presence of AO, hyper-Chol and hyper-LDL-C. Results. Individuals with AO had higher average values of total cholesterol and LDL cholesterol. The prevalence of hyper-Chol in individuals with AO was 1.3 times higher and hyper-LDL-C – 1.2 times higher than in individuals without AO. In women with AO, the prevalence of hyper-Chol was 1.2 times higher and hyper-LDL-C – 1.3 times higher than in women without AO. In men with AO, the prevalence of hyper-Chol was 1.4 times higher and hyper-LDL-C – 1.2 times higher than in men without AO. When conducting logistic regression analysis, it was found that in a young population under 45 years of age, abdominal obesity was significantly associated with the presence of atherogenic hypercholesterolemia in both sexes. In men, significant associations of AO with both hyper-Chol and hyper-LDL-C were noted, in women – only with hyper-LDL-C. Conclusions. A population study of young people (25–44 years old) revealed associations of atherogenic hypercholesterolemia with abdominal obesity.


2022 ◽  
pp. 175-194
Author(s):  
Nur Aqilah Adilah Hj Abd Rahman ◽  
Heru Susanto

Mother is a person who has many task and responsibilities daily. In addition, as a working mother, tasks and responsibilities are double and triple, for instance task and chores at home and task at the organization. Total quality management is practices and procedures that organizations use in order to enhance or improve the performance of the employee or the organization. Performance of working mothers is said to be not satisfactory, and their performance may drop after having babies. Some organizations and their colleagues don't seem to be helpful to working mothers after rejoining the workforce right after maternity leave ended. Some organization from other countries provide work-family support policies in order to help these working mothers to balance their lifestyle as mother and as an employee. Some researchers claimed that working mothers tend to have very happy children whilst underperforming in the organization. This chapter seeks to investigate the perception of working mothers on their performance after the implementation of total quality management.


Author(s):  
Seila Llorente-Pulido ◽  
Estefanía Custodio ◽  
María Rosario López-Giménez ◽  
Laura Otero-García

The aim of this study is to describe the perspectives of Primary Care midwives regarding factors that benefit or are detrimental to exclusive breastfeeding (EBF) within the health system and public policies. The study was carried out in Tenerife (Canary Islands, Spain) and is based on qualitative methodology. Twenty in-depth interviews were carried out with midwives who work in Primary Care centres in Tenerife, using a content analysis approach. The transcript data were then encoded following an inductive approach. The factors, according to midwives, that affect EBF, with regard to the healthcare system, are related to training of healthcare professionals in breastfeeding and their support to women during pregnancy, childbirth and postnatal care. Regarding public policies, midwives believe the maternity leave periods in Spain, together with a lack of laws and social policies to protect EBF are detrimental. The findings from our study show that there is a need to boost training and the role of professionals in EBF and, at the same time, promote protective policies that foster equality, favouring, among other issues, the work-life balance.


Gender Issues ◽  
2021 ◽  
Author(s):  
Yan Chai ◽  
Vanessa Ríos-Salas ◽  
Pam Stek ◽  
Jody Heymann

AbstractGlobally, women continue to have less economic decision-making power and face gender-unequal norms at work. Little is known about the impact of national public policies on norms surrounding equality. We examined the impact of extending paid maternity leave policy on decision making in the household and gender norms in the workplace, specifically whether women have sole or joint decision-making power with respect to large household purchases and whether women are perceived as having an equal right to jobs when jobs are scarce. We used difference-in-differences models to analyze the impact of increasing paid maternity leave on outcomes measured in the Demographic Health Surveys and World Values Surveys collected in 31 low- and middle-income countries. A one-month increase in the legislated duration of paid maternity leave increased the odds that women and their partners/spouses reported that women had more decision-making power by 40% (95% CI 1.14, 1.70) and 66% (95% CI 1.36, 2.03), respectively. A one-month increase in the legislated duration of paid maternity leave was associated with 41.5 percentage-point increase in the prevalence of individuals disagreeing with the statement that “when jobs are scarce, men should have more right to a job than women.” More generous maternity leave increases gender equality in economic decision making in the household and improves gender norms related to work. Future studies should examine the impact of paternity leave and non-discrimination policy, as well as other large-scale policies aiming to improve gender equality at work and at home.


Author(s):  
Goranka Knežević ◽  
Vladan Pavlović ◽  
Radica Bojičić

Driven by the idea that women do not realize their full potential in society based on not being equally paid, having lower education level than men and facing discrimination based on maternity leave have been a primary motivation to do the research on the following sources of data: HDI; GDI and GII indexes published for four West Balkan countries and average data of women on boards for the same countries experienced in the most developed and female-dominated industry such as banking. This idea helps us formulate primary research questions -if a country has a better human and gender development index it should have more women that actively participle in business and have a real influence on decision making. Our findings are in line with the fact that Slovenia and Croatia are leading countries in the West Balkan region in terms of the index mentioned, therefore shaping a better place for the position of women in society. On the other hand, Serbia has the lowest value of 2 out of 3 indexes. The similarity between bank board diversity can be found between Serbia and Slovenia. In those two countries, women occupy more positions on the executive boards, but fewer on the supervisory board. The situation is different for Croatia and Montenegro where more women are included in supervisory boards. Contribution is that in Western Balkan countries it is arguable that women have no real influence on businesses and results of operations in the banking sector despite the fact that the mentioned countries have quite a good ranking in the gender development reports.


Author(s):  
Patrick Juliebø-Jones ◽  
Amelia Pietropaolo ◽  
Anne-Francoise Spinoit ◽  
Anne K. Bergesen ◽  
Gigja Guðbrandsdottir ◽  
...  

Abstract Introduction Working in surgery while pregnant is challenging. Navigating this period safely is of paramount importance. Anecdotal observation suggests that there exists great variation among European nations in regard to maternity leave and radiation safety. The aim of this article was to gain insight into policy patterns and variations across Europe regarding these issues. Methods A series of core question items was distributed to representatives across 12 nations Austria, Belgium, Germany, Greece, Iceland, Italy, Netherlands, Norway, Poland, Republic of Ireland, Spain and the United Kingdom). Results The total number of weeks with full pay ranged from as little as 4 weeks in Belgium to 32 and Iceland. All countries included in this study give the option of additional weeks beyond the initial period, however at reduced pay. Some offer unpaid leave beyond this. Only 5/12 countries had a specific policy on when the pregnant surgeon should come off the on-call rota. Only Austria, Italy and Poland stipulate a requirement for the pregnant clinician to be replaced or be completely exempt in cases involving radiation. Only Germany, Iceland, Norway and Poland highlight the need to limit radiation dose in the first trimester. Beyond this, Germany alone provides written guidance for reduction in gown weight and along with Poland, display arguably the most forward-thinking approach to resting. Conclusion There is a marked range in maternal leave policies across Europe. There also exists a lack of universal guidance on radiation safety for the pregnant urologist. There is urgent need for this void to be addressed.


2021 ◽  
Author(s):  
Yseult Freeney ◽  
Lisa van der Werff ◽  
David G. Collings

Temporal focus on past, present, and future of contributions to work is critical to understanding how employees and their line managers navigate career disruptions and minimize their potential for negative impact. This paper reframes temporal focus using a dyadic, relational perspective to explore how temporal focus (in)congruence shapes resocialization experiences for returners and their line managers following maternity leave disruption. Our qualitative study draws on 54 interviews across 27 organizations and demonstrates that a congruent, broader temporal focus—that embraces the past, present, and future—is associated with more positive relational and career outcomes than an incongruent focus, where one dyadic partner holds a narrow temporal focus. Our findings explicate how the adoption of a broad versus narrow temporal focus creates a perception of maternity leave as either a brief interlude or a major disruption. A congruent, broader temporal focus allows returners and their line managers to reduce their reliance on typical motherhood biases and instead, consider the woman’s past, present, and potential future contributions over the course of her career. We highlight the importance of temporal focus congruence at a dyadic level and the value of adopting a broader temporal focus on careers while offering new insights regarding the temporal dynamics inherent to maternity leave transitions for both returners and their managers.


Author(s):  
Anastasia Maksimovna Bogoslovskaya ◽  

With the growing popularity of social networks, the popularity of hashtags has also grown. The article is devoted to the analysis of the content of posts that include the previously sensational hashtag #yazhemat on Instagram. Initially, this tag is applied to the unworthy behavior of female mothers. However, changes in the institutions of family and motherhood have led to the acquisition of a hashtag of direct meaning. The authors give advice on spending time with children (72%), share recipes for a healthy lifestyle (5%) and conduct discussions on preserving the psychological health of not only mothers, but also expectant mothers (4%). They also offered work options for «moms» on maternity leave, shared tips on the competent upbringing of the child, so as not to spoil him and ways to wean the child from bad habits.


2021 ◽  
pp. 169-193
Author(s):  
Tobias Böger ◽  
Keonhi Son ◽  
Simone Tonelli

AbstractVarious instruments to protect families with children from the consequences of industrialization have been introduced in modernizing nation-states at the end of the nineteenth and the beginning of the twentieth century. The global adoption of family policies, such as maternity leave, family allowances, and childcare facilities, followed a wide array of patterns. After being introduced by pioneering countries, some programs spread rapidly throughout Europe, some reached the peripheries of colonial empires and others were only introduced by the newly established nation-states populating world society after decolonization. We provide the first analysis of the disparate origins and spread of family policies, identifying the networks that facilitate their diffusion.


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