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faculty: "FEB" and publication year: "2004"
| Author||K. Schreuder|
|Title||The work-family balance in collective agreements: more female employees, more provisions?|
|Publisher||Universiteit van Amsterdam, Amsterdam Institute for Advanced Labour Studies|
|Title series||AIAS working paper|
|Faculty||Faculty of Law|
Faculty of Economics and Business
|Institute/dept.||FdR: Amsterdams Instituut voor ArbeidsStudies (AIAS)|
FEB: Amsterdam School of Economics Research Institute (ASE-RI)
|Abstract||No one will question that the share of women working in the Dutch labour market increased over the last decades. It is also apparent that there is a rapid development of childcare and other work-family balance provisions in collective labour agreements (CLAs): either these provisions are being included in collective agreements, or existing provisions are being expanded. The reasons for this are obvious: from the employee’s point of view, childcare provisions make it interesting for women to join or stay in the labour market; from the employer’s point of view, although it may be a costly issue, these provisions may help attract and retain female employees.|
The main question is the following: to what extent can the share of female employees covered by a CLA explain the presence of work-family provisions in CLAs? Furthermore, does the gender of the union negotiator have a significant additional affect?
The DUCADAM dataset, a digital database on collective labour agreements in the Netherlands, is used to tackle these questions. The findings show that the hypothesised relationships do not exist. Appar-ently, the supply of work-family provisions in CLAs is not a response to female employees’ demands, nor is it affected by the negotiator’s gender. Rather, economical factors seem to underlie work-family developments in CLAs, as indicated by the positive correlation between work-family provisions and yearly wage increase levels.
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