Maternity Protection in SMEs : An International Review.

Intro -- Title page -- Copyright -- Foreword -- Acknowledgements -- Contents -- Tables -- Table 7.1 Indicators of effective maternity protection -- Table 7.2 Additional indicators of effective maternity protection in developing countries -- Conditions -- Outcomes -- Indicators -- Abbreviations and acronyms -- Executive summary -- Introduction and overview -- Findings -- Implications and recommendations -- Conclusions -- 1 . Introduction -- 1 .1 Maternity protection and the ILO -- 1 .2 . Overview -- 2 . Theoretical framework -- 2 .1 Economic and institutional perspectives on the existence of effective -- 2 .2 . Social justice perspectives: Social exchange theory and sense of entitlement -- 2 .3 . The resource-based view and dynamic capabilities to manage maternity productively -- 2 .4 . Gender theory -- 2 .5 . Summary of theoretical framework -- 3 . Method -- 4. SMEs and maternity protection in context -- 4 .1 SMEs: De nitions, characteristics and heterogeneity -- 4 .2 Maternity protection and SMEs -- 4.2.1 Maternity protection legislation -- 4.2.2 Limitations of regulation: Exclusions and enforcement -- 4 .3 Maternity protection in the ve case study countries -- 5. Outcomes of maternity protection in SMEs: Productive, sustainable and responisble workplaces -- 5 .1 Introduction to the review -- 5 .2 Perceived costs and negative impacts of maternity protection regulation in SMEs -- 5.2.1 Maternity need not harm SMEs -- 5.2.2 Employer resistance to regulation vs. actual experience -- 5 .3 Evidence of a link between the availability of family-friendly practices -- 5 .4 The business case for breastfeeding support at work -- 5.4.1 Business outcomes -- (p. 94) -- 5.4.2 Challenges -- 5 .5 Fertility, reproductive health and other social outcomes -- 5.5.1 Fertility and reproductive health -- 5.5.2 Social outcomes of breastfeeding support.

5 .6 Bringing men into the picture: The role of fathers -- 5 .7 The role of gender composition of workplaces and sectors -- 5 .8 Summary and discussion -- 6. Acheiving positive business and social outcomes: Processes -- 6 .1 Economic exchange -- 6 .2 Social exchange -- 6 .3 Knowledge exchange -- 7. Effective maternity protection and positive outcomes for SMEs: Conditions under which positive relationships are more likely to materialize -- 7 .1 Developed countries -- 7.1.1 Regulation: Collectively funded 44 paid leaves involving minimal uncertainty for SMEs -- and the enforcement of non-discrimination -- 7.1.2 Good workplace maternity protection policies and practices as part of bundles -- of family-oriented programmes -- 7.1.3 Breastfeeding support -- 7.1.4 Help with child-care -- 7.1.5 A supportive workplace culture -- Dialogue, give and take, and realistic expectations of employers and employees -- Positive use of workplace practices -- Multi-skilling -- Organizational structures -- 7.1.6 Organizational learning and willingness to experiment and innovate -- 7.1.7 Information and support targeted at SMEs for managing maternity in sustainable ways -- 7 .2 Developing countries -- 7 .3 Indicators of effective maternity protection -- 8. Incentives, disincentives and obstacles: protection in SMEs in diverse global contexts -- 8 .1 Regulation: Incentive or disincentive? -- 8 .2 Key motivators and incentives -- 8.2.1 The business case -- 8.2.2 Social responsibility and institutional pressures -- 8 .3 Main disincentives -- 8.3.1 Financial costs or anticipated costs -- 8.3.2 Practicalities and disruption -- 8 .4 Obstacles -- 8.4.1 Negative (owner-) manager attitudes and lack of information, support and communication -- 8.4.2 Gendered societal and ideal worker assumptions -- 8.4.3 Speci c obstacles and challenges facing developing countries.

9 . Recommendations: Policy, interventions and further research -- 9 .1 Implications for policy and other recommendations -- Financial compensation and government supports -- Support the self-employed who may also be SME employers -- Provide informational support and awareness-raising strategies for SME employers -- Provide informational support and awareness-raising strategies for employees in SMEs -- Develop and publicize existing guidelines and audits of good practice adapted to speci c contexts -- Promote ongoing dialogue between policy-makers, SME employers and workers -- Encourage workers' initiatives -- Develop bundles of policies and practices in SMEs -- Challenge gendered assumptions and stereotypical attitudes to pregnancy and breastfeeding at work -- Use a multi-pronged approach to empower women in developing countries -- Monitor good practices within global value chains -- Target employers of informal labour -- 9 .2 Recommendations for future research -- 9 .3 Conclusion -- Appendices -- Appendix 1: Inclusion and exclusion criteria -- Appendix 2: Maternity, paternity and parental leave entitlements, selected countries -- Who pays the bene ts -- (maximum length) -- Parental leave -- Paternity leave -- (maximum length) -- Paid maternity leave -- Who pays the bene ts -- (maximum length) -- Parental leave -- Paternity leave -- (maximum length) -- Paid maternity leave -- Appendix 3: Australia: Maternity protection for women in SMEs -- by Marian Baird and Irina Kolodizner -- The regulatory environment -- The Fair Work Act 2009 -- The Paid Parental Leave Act 2010 (Cth) (PPL Act) -- Anti-discrimination legislation -- The Workplace Gender Equality Act 2012(Cth) (WGE Act) -- Bibliography.

This report reviews the key international literature in small and medium-sized enterprises (SMEs). It also addresses the questions of how, to what extent and under what conditions maternity protection in SMEs can generate positive outcomes for enterprises as well as broader society.

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Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2024. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries.