Promoting gender equality at work is not only a matter of rights; it is the smart thing to do from the perspective of inclusive growth. The Nordic region is a case in point, as it has come to represent the 11th largest economy in the world, not despite policy commitments to gender equality and social justice, but because of it. The Nordic countries have robust economies and good living conditions, where both women and men have high labour force participation rates. However, the gender pay gap is persistent and occupational segregation continues to hinder gender equality. The Nordic Gender Effect at Work briefs share the collective Nordic experience in investing in gender equality including parental leave, childcare, flexible work arrangements, leadership and equal opportunities at work, and seek to make further progress through cooperation.

Promoting gender equality at work is not only a matter of rights; it is the smart thing to do from the perspective of inclusive growth. The Nordic region is a case in point, as it has come to represent the 11th largest economy in the world, not despite policy commitments to gender equality and social justice, but because of it. The Nordic countries have robust economies and good living conditions, where both women and men have high labour force participation rates. However, the gender pay gap is persistent and occupational segregation continues to hinder gender equality. The Nordic Gender Effect at Work briefs share the collective Nordic experience in investing in gender equality including parental leave, childcare, flexible work arrangements, leadership and equal opportunities at work, and seek to make further progress through cooperation.

Promoting gender equality at work is not only a matter of rights; it is the smart thing to do from the perspective of inclusive growth. The Nordic region is a case in point, as it has come to represent the 11th largest economy in the world, not despite policy commitments to gender equality and social justice, but because of it. The Nordic countries have robust economies and good living conditions, where both women and men have high labour force participation rates. However, the gender pay gap is persistent and occupational segregation continues to hinder gender equality. The Nordic Gender Effect at Work briefs share the collective Nordic experience in investing in gender equality including parental leave, childcare, flexible work arrangements, leadership and equal opportunities at work, and seek to make further progress through cooperation.

Promoting gender equality at work is not only a matter of rights; it is the smart thing to do from the perspective of inclusive growth. The Nordic region is a case in point, as it has come to represent the 11th largest economy in the world, not despite policy commitments to gender equality and social justice, but because of it. The Nordic countries have robust economies and good living conditions, where both women and men have high labour force participation rates. However, the gender pay gap is persistent and occupational segregation continues to hinder gender equality. The Nordic Gender Effect at Work briefs share the collective Nordic experience in investing in gender equality including parental leave, childcare, flexible work arrangements, leadership and equal opportunities at work, and seek to make further progress through cooperation.

Promoting gender equality at work is not only a matter of rights; it is the smart thing to do from the perspective of inclusive growth. The Nordic region is a case in point, as it has come to represent the 11th largest economy in the world, not despite policy commitments to gender equality and social justice, but because of it. The Nordic countries have robust economies and good living conditions, where both women and men have high labour force participation rates. However, the gender pay gap is persistent and occupational segregation continues to hinder gender equality. The Nordic Gender Effect at Work briefs share the collective Nordic experience in investing in gender equality including parental leave, childcare, flexible work arrangements, leadership and equal opportunities at work, and seek to make further progress through cooperation.

Abstract: De nordiske lande anses ofte for at være foregangslande inden for ligestillingsområdet. Det er sandt at kvinder generelt har en stærkere position i de nordiske samfund end i resten af verden. Der er en utvetydig vilje i de fleste - eller måske i alle - områder af samfundet med henblik på at fremme og styrke ligestillingen mellem kvinder og mænd. I de senere år er der sket nogle betydelige forandringer i familierne hvor mændene nu i højere grad tager del i børnepasning, huslige pligter og andre opgaver som tidligere primært var kvindernes område. Af og til stilles der i den offentlige debat spørgsmål om hvorvidt de investeringer vi har foretaget med henblik på at sikre lige muligheder, rettigheder og forpligtelser for kvinder og mænd rent faktisk er gået ud over børnene. Dette drejer sig især om udvidelsen af børnepasning og muligheden for delt forældreorlov. Denne bog behandler nogle af disse spørgsmål ved at give et overblik over den politiske udvikling inden for forældreorlov og børnepasning i Norden. Desuden giver bogen en beskrivelse af forskningen i nordiske børns situation og deres velbefindende set via internationale sammenligninger. Bogen er resultatet af et fælles nordisk projekt koordineret af redaktørerne Guðný Björk Eydal og Ingólfur V. Gíslason. Andre bidragydere er Berit Brandth, Ann-Zofie Duvander, Johanna Lammi-Taskula og Tine Rostgaard