feat(data): Extract Davies2022

02-data/intermediate/SAMPLE.bib

@@ -3313,7 +3313,7 @@ does not do impact analysis for single policy},
   usage-count-last-180-days = {3},
   usage-count-since-2013 = {10},
   web-of-science-categories = {Management; Women's Studies},
-  keywords = {country::Britain,inequality::gender,region::EU,relevant,TODO::full-text,type::maternity\_benefit,type::rtw},
+  keywords = {country::Britain,done::extracted,inequality::gender,region::EU,relevant,type::maternity\_benefit,type::rtw},
   file = {/home/marty/Zotero/storage/YJVUAWIA/Davies et al_2022_Maternity provision, contract status, and likelihood of returning to work.pdf}
 }
 

02-data/processed/relevant/Davies2022.yml

@@ -0,0 +1,46 @@
+author: Davies, J. M., Brighton, L. J., Reedy, F., & Bajwah, S. 
+year: 2022
+title: "Maternity provision, contract status, and likelihood of returning to work: Evidence from research intensive universities in the UK"
+publisher: Gender Work And Organization
+uri: https://doi.org/10.1111/gwao.12843
+pubtype: article
+discipline: organization
+
+country: United Kingdom
+period: 2013-2018
+maxlength:
+targeting: implicit
+group: high-skill female workers
+data: FOI data of Russell Group universities
+
+design: observational
+method: cross-sectional; pooled odds ratios
+sample: 17
+unit: employer
+representativeness:
+causal: 0 # 0 correlation / 1 causal
+
+theory: scarce high-level academic female representation through 'leaky pipeline'
+limitations: fragmented data restricting observable variables; doest not account for atypical/short-term contracts
+observation:
+  - intervention: maternity leave
+    institutional: 0
+    structural: 1
+    agency: 1
+    inequality: gender
+    type: 1 # 0 vertical / 1 horizontal
+    indicator: 1 # 0 absolute / 1 relative
+    measures: employment (rtw ratios)
+    findings: significantly decreased employment probability for rtw on fixed-term contracts compared to open-ended contracts; most universities provided limited access to maternity payment for fixed-contract staff
+    channels: fewer included provisions in fixed-term contracts; strict policies on payments if contract ends before end of maternity leave/minimum length of rtw; long-term continuous service requirements for extended payments
+    direction: -1 # -1 neg / 0 none / 1 pos
+    significance: 2 # 0 nsg / 1 msg / 2 sg
+
+notes: study on public university employers only
+annotation: |
+  A study on the return to work ratios for high-skill women workers in public academic universities in the United Kingdom, comparing the results for those in fixed-term contract work versus those in open-ended contracts.
+  It finds that there is a significantly decreased return to work probability for those working under fixed-term contracts, and most universities providing policies with more limited access to maternity payment for fixed-contract staff.
+  This is possibly due to provisions in the policies implicitly working against utilization under fixed-terms:
+  there are strict policies on payments if a contract ends before the maternity leave period is over, and obligations on repayments if not staying in the position long enough after rtw.
+  Additionally, most policies require long-term continuous service before qualifying for enhanced payments in the maternity policies.
+  There is high internal heterogeneity between the univserities, primarily due to the diverging maternity policy documents, only a small number of the overall dataset providing favorable conditions for fixed-term work within.

02-data/supplementary/lib.bib

@@ -3379,7 +3379,7 @@ does not do impact analysis for single policy},
   usage-count-last-180-days = {3},
   usage-count-since-2013 = {10},
   web-of-science-categories = {Management; Women's Studies},
-  keywords = {country::Britain,inequality::gender,region::EU,relevant,TODO::full-text,type::maternity\_benefit,type::rtw},
+  keywords = {country::Britain,done::extracted,inequality::gender,region::EU,relevant,type::maternity\_benefit,type::rtw},
   file = {/home/marty/Zotero/storage/YJVUAWIA/Davies et al_2022_Maternity provision, contract status, and likelihood of returning to work.pdf}
 }
 

scoping_review.qmd

@@ -717,6 +717,13 @@ It also finds significantly positive impacts on the human capital of the childre
 This suggests childcare costs being removed through a quasi-subsidy reducing the required childcare time burden on mothers, increasing parental agency and employment choices.
 Some limitations to the study include a relatively small overall sample size, as well as employment effects becoming insignificant when the effect is measured on randomization alone (without an additional instrumental variable).
 
+@Davies2022 conduct a study on the return to work ratios for high-skill women workers in public academic universities in the United Kingdom, comparing the results for those in fixed-term contract work versus those in open-ended contracts.
+It finds that there is a significantly decreased return to work probability for those working under fixed-term contracts, and most universities providing policies with more limited access to maternity payment for fixed-contract staff.
+This is possibly due to provisions in the policies implicitly working against utilization under fixed-terms:
+there are strict policies on payments if a contract ends before the maternity leave period is over, and obligations on repayments if not staying in the position long enough after rtw.
+Additionally, most policies require long-term continuous service before qualifying for enhanced payments in the maternity policies.
+There is high internal heterogeneity between the univserities, primarily due to the diverging maternity policy documents, only a small number of the overall dataset providing favorable conditions for fixed-term work within.
+
 ## Health care
 
 @Carstens2018 conduct an analysis of the potential factors influencing mentally ill individuals in the United States to participate in the labour force, using correlation between different programmes of Medicaid and labour force status.