47 lines
2.8 KiB
YAML
47 lines
2.8 KiB
YAML
cite: Davies2022
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author: Davies, J. M., Brighton, L. J., Reedy, F., & Bajwah, S.
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year: 2022
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title: "Maternity provision, contract status, and likelihood of returning to work: Evidence from research intensive universities in the UK"
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publisher: Gender Work And Organization
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uri: https://doi.org/10.1111/gwao.12843
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pubtype: article
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discipline: organization
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country: United Kingdom
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period: 2013-2018
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maxlength:
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targeting: implicit
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group: high-skill female workers
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data: FOI data of Russell Group universities
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design: observational
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method: cross-sectional; pooled odds ratios
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sample: 17
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unit: employer
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representativeness: local
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causal: 0 # 0 correlation / 1 causal
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theory: scarce high-level academic female representation through 'leaky pipeline'
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limitations: fragmented data restricting observable variables; doest not account for atypical/short-term contracts
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observation:
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- intervention: paid leave (childcare)
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institutional: 1
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structural: 1
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agency: 0
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inequality: gender
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type: 1 # 0 vertical / 1 horizontal
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indicator: 1 # 0 absolute / 1 relative
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measures: employment (rtw ratios)
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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
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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
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direction: -1 # -1 neg / 0 none / 1 pos
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significance: 2 # 0 nsg / 1 msg / 2 sg
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notes: study on public university employers only
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annotation: |
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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.
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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.
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This is possibly due to provisions in the policies implicitly working against utilization under fixed-terms:
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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.
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Additionally, most policies require long-term continuous service before qualifying for enhanced payments in the maternity policies.
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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.
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