Gender Equality: Encouraging Nordic Fathers to Cultivate-Zimo News


Emil Linnet, the environmental and climate manager of the Novo Nordisk Laboratory in Denmark, returned to work in mid-September after taking four months of paternity leave. Two weeks later, he went out again: his 14-month-old son was sick, and they and his wife took turns at home until he could return to the nursery.It’s normal for someone in his thirties. He claims to be “Feminist” And explained: “Before we had children, my partner and I shared the task. Now there is no reason to change this.”

Like other Danish companies, Novo Nordisk supplements the subsidy paid by the state, allowing its employees to leave for 12 weeks with 100% of their income. Emil Linnet assured us that even if he didn’t, he would take four months of parental leave: “For me, it is important to spend time with my baby. I did the same to my 3-year-old daughter.” But he realized that if the device did not exist, he would have “Have doubts about the company” Maybe even “Hesitate to work there”.

The men around him—especially when they are graduates, well paid, and in good positions—are increasingly taking paternity leave for granted. However, Danes still only account for a small portion of the thirty-two weeks that couples can share. (Except for the fourteen weeks reserved for the mother and the two weeks reserved for the father after birth). In 2019, the average time dads spend with their babies at home is only 34.2 days. Oppose 280.3 as a mother.

Quota system

To reduce this imbalance – and because of a European directive voted by the European Parliament in Strasbourg in April 2019 that requires member states to reserve two months of parental leave for fathers from 2022 – social cooperation The partner proposed a reform project in September 13 to establish vacation personalization. Except for the two weeks after the child was born, they proposed that both parents are entitled to 22 weeks of parental leave, 13 of which can be transferred to each other.

The Dansk Arbejdsgiverforening (Dansk Arbejdsgiverforening) opposed this quota system for a long time before changing its mind. Pernille Knudsen, its vice president, explained: “We thought we could change the way of thinking by providing information, but we realized that it wouldn’t work. Evidence: Even if they can leave with 100% of their salary, some fathers don’t.” She went on to say that for companies, this is a problem: “They hire capable women. They disappeared in every maternity hospital for almost a year, while men were only absent for a few weeks. This is a considerable loss for the company.”

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