An Analysis of Shared Parental Leave Policies in UK Universities

(0 User reviews)   748   104

Disclaimer: The domain owner, admin and website staff of Share Research, had no role in the preparation of this post. Share Research, does not accept liability for any loss or damages caused by the use of any links, images, texts, files, or products, nor do we endorse any content posted in this website.

Ernestine Gheyoh Ndzi
York Business School, York St John University, York, UK

International Journal of Law and Society (Science Publishing Group) 2023
6 : 1
46-53
10.11648/j.ijls.20230601.17
English
Ernestine Gheyoh Ndzi. An Analysis of Shared Parental Leave Policies in UK Universities, International Journal of Law and Society. Volume 6, Issue 1, March 2023 , pp. 46-53. doi: 10.11648/j.ijls.20230601.17. Share Research.
Abstract
The paper examines the content, pay package, and uptake of shared parental leave within 66 UK universities. The study aimed to consider whether the nature of the policy and the pay impacted the effectiveness of shared parental leave. Data for the study was obtained by analysing the shared parental leave policies of 66 universities in the UK whose policies were publicly accessible through the university websites. Freedom of Information requests was made to 125 universities listed on The UniGuide 2020 to obtain data on the take-up of shared parental leave in UK universities. Out of the 125 universities, 80 responded to the freedom of information with data on shared parental leave take-up from 2016-2021. Findings demonstrate a mixed picture of the level of details universities tend to include in their policy document. While some universities provided detailed information with examples to support staff, others provided as little as a line directing staff to the government website on shared parental leave policy. While most universities enhance maternity and paternity leave, not all universities extended the pay generosity to shared parental leave. This is seen as a disincentive to parents to take shared parental leave given that shared parental leave is not an addition to maternity leave for the mother. The findings supports the stereotypical gendered norms in which most workplaces are modelled. There was no identifiable trend within a particular group of universities regarding the length of the policy document or material included in the policy. However, there was an identifiable trend regarding shared parental leave take-up. The top 10 universities with the highest take up of shared parental leave were mostly Russell Group universities which could also be described as research-active institutions. This study concludes that gendered inequality in the workplace and motherhood penalty are why most universities are not proactive in supporting shared parental leave policy.
Shared Parental Leave, Higher Education Institutions, Family Friendly Rights

The paper examines the content, pay package, and uptake of shared parental leave within 66 UK universities. The study aimed to consider whether the nature of the policy and the pay impacted the effectiveness of shared parental leave. Data for the study was obtained by analysing the shared parental leave policies of 66 universities in the UK whose policies were publicly accessible through the university websites. Freedom of Information requests was made to 125 universities listed on The UniGuide 2020 to obtain data on the take-up of shared parental leave in UK universities. Out of the 125 universities, 80 responded to the freedom of information with data on shared parental leave take-up from 2016-2021. Findings demonstrate a mixed picture of the level of details universities tend to include in their policy document. While some universities provided detailed information with examples to support staff, others provided as little as a line directing staff to the government website on shared parental leave policy. While most universities enhance maternity and paternity leave, not all universities extended the pay generosity to shared parental leave. This is seen as a disincentive to parents to take shared parental leave given that shared parental leave is not an addition to maternity leave for the mother. The findings supports the stereotypical gendered norms in which most workplaces are modelled. There was no identifiable trend within a particular group of universities regarding the length of the policy document or material included in the policy. However, there was an identifiable trend regarding shared parental leave take-up. The top 10 universities with the highest take up of shared parental leave were mostly Russell Group universities which could also be described as research-active institutions. This study concludes that gendered inequality in the workplace and motherhood penalty are why most universities are not proactive in supporting shared parental leave policy.

There are no reviews for this Publication.

0
0 out of 5 (0 User reviews )

Add a Review

Your Rating *
There are no comments for this Publication.
You must log in to post a comment.
Log in

Related Publications