Workplace support of fathers’ parental leave use in Norway

ABSTRACT

This article highlights the importance of social policy and working life contexts for employed fathers’ use of parental leave. It directs attention towards the Norwegian model, which is known for its gender equality aims and welfare-state support to families, but which is also active in the regulation of working life. Based on interviews with fathers who have used the father’s quota (a statutory, earmarked, non-transferable leave), findings run counter to work–family research where gendered assumptions in work organizations are found to prevent active fathering. The interviewed fathers report positive attitudes and supportive practices among employers. Fathers’ stories show that their use of the leave is subject to cooperation and compromising processes at the workplace level that research on fatherhood and organizations have hardly addressed.     

Reflexive Fathers: Negotiating Parental Leave and Working Life

The emergence of parental leave schemes has been the most important area of expansion for the Norwegian welfare state in the 1990s. Schemes have been extended, and special rights have been granted to fathers. The main underpinning of this strategy is the intention to bolster the fathers’ contact with and care for their children. Another objective is to share the benefits and burdens of working life and family life between men and women. In this article we analyse how fathers construct different fatherhood practices through negotiations in relation to the leave schemes and different working conditions.     

German fathers and their preferences for shorter working hours for family reasons

This study is among the first to analyze fathers’ preference for shorter working hours specifying that the preference is related to the wish to spend more time with the family. Assuming that preferences are context-dependent, this article explores the relevance of the family and workplace context for preference formation. We develop need-based and capability-based arguments to contrast the job demands–resources approach and the capabilities approach in work–family research. Using a sample of 632 fathers from the German LEEP-B3 data with a representative linked employer–employee design for large work organizations we conclude that fathers’ preferences for shorter working hours are indeed context-dependent and that there is more evidence for need-based arguments than opportunity based arguments. Our results indicate that fathers with young children and fathers with high work demands are more likely to desire shorter working hours, whereas a reduction in working hours appears to be unnecessary for fathers who can satisfactorily reconcile work and family life through support from their supervisors. In contrast to capability-based arguments the perception of a highly demanding work culture was not found to decrease but increase the likelihood to desire to work shorter hours.     

Working with fathers of at-risk children: Insights from a qualitative process evaluation of an intensive group-based intervention

This article is based on qualitative research with fathers who attended Mellow Dads, an intensive ‘dads only’ group-based intervention underpinned by attachment theory for fathers of at-risk children. Specifically the article draws on data from a process evaluation of the programme in order to explore the challenges of engaging men in effective family work. The methods used to undertake the process evaluation included participant observation of one complete Mellow Dads course, interviews with fathers and facilitators, interviews with the intervention author and a study of programme documentation. The article focuses on the theoretical underpinning of the programme, its acceptability to the fathers and the challenges faced by facilitators in delivering the programme as intended. The fathers appreciated the efforts of facilitators to make the group work, valued the advice on play and parenting style as well as the opportunity to meet other fathers in similar circumstances. However, there were obstacles that impacted on the effectiveness of the programme. These included the considerable time required to get the men to attend in the first place and then to keep them coming, the lack of practice of parenting skills when fathers were not living with their children, and the difficulties of sharing personal information. The challenges identified raise questions about how much change can be expected from vulnerable fathers and whether programmes designed for mothers can be applied to fathers with little adaptation. The article aims to contribute to ongoing dialogue about the best way to successfully engage fathers in children's well-being, and raises the question as to whether working with fathers requires different skill-sets and approaches from the more familiar social work territory of working with mothers.     

Long Working Hours and the Corporate Gender Divide in Japan

While the workplace custom of working long hours has been known to exacerbate gender inequality, few have investigated the organizational mechanisms by which long working hours translate into and reinforce the power and status differences between men and women in the workplace. Drawing on 64 in‐depth interviews with workers at financial and cosmetics companies in Japan, this article examines three circumstances in which a culture of long working hours is disadvantageous for women workers, and the consequences of those circumstances: (a) managers in Japanese firms, reinforcing gender stereotypes, prioritize work over personal and family lives; (b) non–career‐track women experience depressed aspirations in relation to long working hours and young women express a wish to opt out due to the incompatibility of work with family life; and (c) workers who are mothers deal with extra unpaid family work, stress such as guilt from leaving work early, salary reduction and concerns over their limited chances for promotion. The article argues that the norm of working long hours not only exacerbates the structural inequality of gender but also shapes employed women's career paths into the dichotomized patterns of either emulating workplace masculinity or opting out.     

Fathers at Work: A Ghost in the Organizational Machine

This article first provides a review of fatherhood in the gender and organization literature on work and family, and the body and (in)visibility. It observes how organizational assumptions which frame fathers as breadwinners, ignoring their paternal role, remain extraordinarily persistent because policies (no matter how long established) do not necessarily change social attitudes and behaviours. The article then draws upon original qualitative data to demonstrate how while male workers may feel valued as employees, they often feel invisible at work in their paternal role. Fathers perceive that, while family‐friendly policies might in theory be available to ‘parents’ these are in practice targeted at working mothers. The article considers why working men's paternity is so often ignored, as though fathers are a ghost in the organizational machine. A recommendation for the establishment of a fatherhood and motherhood passport is made.     

Masculinities and fathering

There is a developing body of research regarding fathering, in the UK, but the experiences of African-Caribbean and white working-class fathers, and how their experiences are mediated by gender and ethnicity have been neglected. The purpose of this paper is to address this gap in research by reporting on the similarities and differences within the stories of African-Caribbean and white working-class men about fathering, and to examine the personal and structural dimensions to these experiences using Connell's theoretical framework for understanding masculinities (1995, 2005). Qualitative, semi-structured individual interviews were undertaken with seven white and six African-Caribbean fathers. Findings indicate that African-Caribbean fathers, specifically, their associated practices, regarding children's ‘behaviour’ and learning, with experiences of racism that they anticipated their children may encounter in the future. Both groups of men's stories demonstrated limited reflexivity about the unequal distribution of domestic labour within the home. The study also found that fathers’ experiences were associated with contradictory and differing forms of masculinity. The fathers’ stories provide evidence of changing forms of masculinity, for example, in ways in which fathers conceptualised fathering as enjoyable involvement with children, and the ways fathers negotiated and resisted the constraints of paid work in order to be involved with children. Findings also reinforce the importance of health and social care services reorienting their priorities to engage with fathers, and opportunities for future research, regarding the experiences of African-Caribbean fathers in particular, are also identified.     

The Diverse Fathering Practices of Men Who Perpetrate Domestic Violence

Quantitative and qualitative data were gathered from in-depth interviews with 17 Australian fathers who were participating in a men's behaviour change program. The study found that men's fathering varied and posed significant, yet different, risks to women, children, and young people. Variations were particularly evident when analysing narratives of masculinity with perceptions of control over the use of domestic violence. Other aspects of men's identities such as class, culture, and health intersected with gender and contributed to the diversity of harmful fathering practices. This paper spotlights the substantive issue of men's domestic violence and its impact on all aspects of family life, rather than current practices which frequently focus on women and their mothering practices.     

FATHERS,WORK AND FAMILY LIFE

This paper presents a policy analysis of fathers’ use of paternity leave, parental leave and flexible work practices across several industrialised countries. From the late 1990s there has been a rapid expansion of leave and flexible working provision targeted at fathers, especially in the Nordic countries. New evidence on predictors and patterns of fathers’ leave taking are reviewed. Findings suggest that paternal leave taking has the potential to boost fathers’ practical and emotional investment in infant care.     

Work–Life Balance for Fathers in Globalized Knowledge Work. Some Insights from the Norwegian Context

This article takes as its point of departure the introduction of a new flexible time regime in parts of working life. There has been increased focus on how knowledge work in particular is developing into total commitment organizations where employees put in more and more time at work. Using two case studies from law and computing companies the article focuses on the organization of work and the organization of time in globalized knowledge organizations, and what effect this has on the time practices of male employees who are fathers. In the same period the Nordic countries have introduced state incentives and regulations that aim to help fathers achieve work–life balance. The article also discusses whether this is a fruitful policy, or whether fathers working in flexible time cultures need more deregulation, individual choice and flexible policy measures.     

Being the “Go-To Guy”: Fatherhood,Masculinity, and the Organization of Work in Silicon Valley

Based upon in-depth interviews with fathers who are employed as knowledge workers in Silicon Valley, this article argues that a newly constituted masculinity has emerged that coincides with the new way work is organized in the new economy. The article examines the relationship among this gendered subjectivity, processes of labor control, and fathering. It finds that the new masculinity functions as a key mechanism of control in high-tech workplaces that rely on identity-based forms of control and that the enactment of this new masculinity impacts the way fathers think about, experience, and manage their work and family lives.     

Fathers' employment in a father-friendly welfare state: does fatherhood affect men's working hours?

An important aim of Norwegian work–family policies is to enhance the family role of fathers. Time-use surveys show a slight increase in fathers’ family work, but we still know little about the relationship between men's family circumstances and working hours. On the one hand, policy measures encourage the greater involvement of fathers in family life. On the other hand, men are the main providers in most couples and employment and breadwinning are still important components of men's fathering identity. In this paper, we examine the relationship between fatherhood and working time, with a particular focus on the possible effects of the number and ages of children. Utilizing the Norwegian Labour Force Survey 2005, we find that men's contractual working hours are not significantly affected by their parental status, but men do curtail their actual working hours when they have young children, and particularly if there is only one child in the household. However, men with school-aged children actually work longer hours than non-fathers and men with young children.     

Working with Stepfamilies

Stepfamilies are complex family systems that warrant a specific model to guide therapy practice. Once a stepfamily has formed it's easy to overlook the lack of an attachment history that is commonly embedded in a biologically connected nuclear family. This can result in stepparents picking up parental responsibility for their stepchildren, which often may not go well. This paper highlights the need for clarity concerning the different levels of connection within a stepfamily, and the importance of avoiding ‘nuclear family‐style’ solutions and assumed attachments. This is especially important in the early stages of the relationship when everyone is adjusting to changing circumstances, which is often a time when issues of loyalty and betrayal fuel many of the actions taken. A range of family therapy techniques can be helpfully adapted to working with stepfamilies, especially as relationships with children often bring them to therapy. In particular, therapists can utilise ideas from structural family therapy to help guide the stepfamily to navigate the complexities of everyday life.     

Swedish fathers choosing part-time work

In Sweden, both parents have a legal right to reduce their working hours to 30 hours per week. Quantitative analysis of 20,000 Swedish parents with children aged between 2 and 7, however, shows mothers to be 14 times more likely to work part time than fathers. Gender imbalance in parents’ part-time employment is thus even more pronounced than in their parental leave take-up, at least in Sweden. An analysis of 14 in-depth interviews with Swedish fathers who have chosen parental part-time work reveals that part-time work represents for them a way to reconcile their separate identities as professionals and as involved fathers. Nevertheless, this study revealed that certain difficulties of a more structural nature complicated this solution for these men; these issues included, in the first place, a strong full-time norm prevailing in male-dominated workplaces, and traditional ideals of masculinity centred on men's breadwinning role. Furthermore, ideals of gender equality and involved fatherhood also showed themselves as having an impact, enabling new masculine positions for part-time working fathers to emerge.     

Parental constructions of masculinity at the transition to parenthood: the division of parental leave among Austrian couples

Men and masculinity are considered a key factor in changing gender inequality at the transition to parenthood. Prior research on gendered division of parental leave concentrated on fathers’ perspectives. This paper includes perspectives of fathers and mothers who make use of parental leave in different ways and asks how masculinity is jointly constructed, how these constructions are linked to the use of parental leave, and if and how they are oriented towards hegemonic masculinity. The analysis is based on 44 qualitative interviews with 11 Austrian couples before and after birth when decisions concerning parental leave were made. Our case reconstructions reveal that parents considered parental leave a central element of masculinity as long as it suited fathers’ needs and circumstances permitted. The decisions for sharing parental leave were father-centred as both partners valued father’s leave higher than mother’s.     

Workplace support and European fathers’ use of state policies promoting shared childcare

ABSTRACT

Social policies such as paternity leave and parental leave offer fathers the opportunity to be more involved in childcare than earlier generations of fathers. While such policies are increasingly offered by governments around the world, research by the International Network on Leave Policies and Research shows that many European fathers do not take advantage of these benefits, despite fathers’ growing interest in participation in early childcare. This article introduces a special issue devoted to understanding how the workplace can impact European fathers’ interest in and abilities to take leave, a topic that has received relatively little research attention. The articles in the special issue suggest that barriers to European fathers’ leavetaking are deeply embedded in workplace culture and work practices and will be difficult to eradicate without a dramatic challenge to the concept of the male ideal worker, who prioritizes work above family.     

Men at Work and at Home: Managing Emotion in Telework

Home‐based telework, as one of the flexible working options available today, is unique in its ability to blur physically and emotionally the boundaries between work and home. This article explores how men experience working from home, how they construct their identities as workers and as parents in this ambiguous location and how, as fathers, they manage the emotional work of reconciling family and career in this context. Our findings suggest that in order to manage the emotional aspects of telework men will, at times, focus on either the professional or parental part of their identity in their narratives, and at times attempt to ‘have it all’. We conclude that telework can provide a space where men can adopt emotional discourses and practices traditionally associated with women and, particularly, with working mothers.     

Post‐Fordist reconfigurations of gender,work and life: theory and practice

Based on an in‐depth study with 56 informants (25 women and 31 men), across the ICT (information and communication technology), creative and academic sectors in one city/regional hub in Ireland, this article investigates the so‐called revolution in work/life practices associated with the post‐Fordist labour processes of the Knowledge Economy from the perspectives of workers themselves. Recent theorizations of post‐Fordist work patterns emphasize a rearranging of work and life place boundaries; a reconfiguring of work and life time boundaries; and a dissolving of the gendered boundaries of work and life (production and social reproduction) (Adkins and Dever 2014 ; Morini and Fumagalli 2010 ; Gill and Pratt 2008 ; Weeks 2007 ; Hardt and Negri 2004 ). Our findings suggest that, instead of dissolving boundaries, workers constantly struggle to draw boundaries between what counts as work and as life, and that this varies primarily in relation to gender and stage in a gendered life trajectory. Work extensification is compensated for via a perceived freedom to shape one's own life, which is articulated in terms of individualized boundary‐drawing. While younger men embraced ‘always on’ work, they also articulated anxieties about how these work habits might interfere with family aspirations. This was also true for younger women who also struggled to make time for life in the present. For mothers, boundary drawing was articulated as a necessity but was framed more in terms of personal choice by fathers. Although all participants distinguished between paid work and life as distinct sites of value, boundaries were individually drawn and resist any easy mapping of masculinity and femininity onto the domains of work and life. Instead, we argue that it is the process of boundary drawing that reveals gendered patterns. The personalized struggles of these relatively privileged middle‐class workers centre on improving the quality of their lives, but raise important questions about the political possibilities within and beyond the world of post‐Fordist labour.     

Broadening the Intersectional Path: Revealing Organizational Practices through ‘Working Mothers’ Narratives about Time

This article is concerned with the complex inequality experienced by mothers in employment, and applies ‘strong intersectionality’ to women's narratives about time to reveal the intersecting inequalities women experience and gendered organizational practices. Drawing on empirical research with 30 Irish ‘working mothers’, this article explores the way time is ordered and managed to create gendered inequalities for women at the intersection of maternity with paid work. By conceptualizing gender, maternity and class as simultaneous processes of identity practice, institutional practice and social practice, following Holvino, women's narratives reveal that organizations manage and order time to fit with notions of ‘ideal workers’, which perpetrate older hierarchies and gendered inequalities, and which create regimes of inequality for women at the intersection of maternity with paid work.