Based on any findings from your sex-disaggregated data analyses, you should then consider which gender-transformative interventions could be the most effective to counter pregnancy and family responsibilities discrimination in the health workforce in your context. For which of these interventions could be advocated to transform family and/or work arrangements so that women are not penalized or disadvantaged for caregiving?

 

Suggested interventions

• (If a policy does not yet exist) Encourage employers to have family-friendly policies. Family-friendly workplaces may offer childcare, maternity leave, and flexible scheduling. USAID’s Health Policy Initiative developed a tool to help companies analyze the benefits of putting in place a family friendly-workplace, both in terms of cost-effectiveness and in terms of improved worker job satisfaction and retention. The tool was applied in India, where almost half (45%) of all female employees had considered quitting because they were challenged to balance work and caring for sick children.

• (If a policy exists and it is not yet implemented) Create family-friendly workplaces. Develop and implement family-friendly policies and practices, such as sick and caregivers’ leave, flexible schedules, home-based work, job sharing, providing or making referrals for child care support, and lactation breaks and spaces.
  • Offer workers parental leave options that assure their job security, such as funding for temporary replacements.
  • (If uptake of an implemented policy is limited) Share family-friendly policies with individuals involved in human resources management training, and human resources units, as well as with male and female employees through public and workplace education.

  Country examples

  • South Africa: Child care at the University of Cape Town
  • Uganda: Ministry report defining characteristics of a family-friendly workplace (Appendix D)
  • United Kingdom: Flexible training and job sharing
  • United States: Lactation rooms at Harvard University
  • Global: International Labour Organization’s 2010 review of national legislation on maternity leave