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Recently, I read a fascinating report from the Center for Economic and Policy Research called Parental Leave Policies in 21 Countries: Assessing Generosity and Gender Equality. Written by Rebecca Ray, Janet C. Gornick and John Schmitt, the report examines the policies of “21 high-income economies.” It examines “two key aspects of parental leave policies: the level of support provided to parents; and the degree to which leave policies promote an egalitarian distribution between mothers and fathers of the time devoted to child care.”

The authors examined 21 countries and found that six countries have the strongest policies on both generosity and gender equality. These are three Nordic countries – Finland, Norway, and Sweden – plus France, Spain, and Greece. They also found that “across these six high-performing systems, five policy practices stand out as the most important: (1) generous paid leave; (2) non-transferable quotas of leave for each parent; (3) universal coverage combined with modest eligibility restrictions; (4) financing structures that pool risk among many employers; and (5) scheduling flexibility. ….The experience of the countries following international ‘best practices’ suggests that a generous, universal, gender-egalitarian, and flexible parental leave policy, financed through social insurance would go a long way toward spreading the costs of caring for children more equitably across mothers and fathers, parents and non-parents, and employers and employees.”

Any thoughts on how work-family policies might be synchronized to achieve both gender equality and career advancement, as well as responsive workplace policies and practices in countries around the world? Are you studying or researching this area? Please let us know as the Network is interested in gathering resources that examine this dynamic.

• Family Leave , Flexible Schedules , Leave , Maternity/Paternity Leave , Mothers and Fathers , Policy , Workplace