Part-Time and Partly Equal: Gender and Work in the Netherlands

Description

The Netherlands performs well on many measures of gender equality, but the country faces a persistent equality challenge between women and men: the high share of women in part-time jobs. Nearly 60% of women in the Dutch labour market work part-time, roughly three times the OECD average for women, and over three times the rate for Dutch men. The Netherlands' gender gap in hours worked contributes to the gender gap in earnings, the gender gap in pensions, women's slower progression into management roles, and the unequal division of unpaid work at home. These gaps typically widen with parenthood, as mothers often reduce hours in the labour market to take on more unpaid care work at home. The Dutch government must redouble its efforts to achieve gender equality. Better social policy support can help level the playing field between men and women, contribute to more egalitarian norms around the division of work, and foster more gender-equal behaviour in paid and unpaid work in the Netherlands. Foreword Executive summary 1 Gender inequality in the Dutch labour market 1.1. Introduction 1.2. The puzzle of lingering gender inequalities in the Netherlands 1.2.1. Women take home smaller pay cheques at the end of the month 1.2.2. Women do most of the part-time work 1.2.3. Gender gaps persist in pensions 1.2.4. Men engage less in caregiving and cleaning 1.3. The macroeconomic case for women working more hours 1.4. The Netherland’s gender equality challenge: Changing patterns and preferences in part-time work 2 The gendered nature of part-time work in the Netherlands 2.1. Short work hours are the norm in the Netherlands 2.2. Job quality and worker traits in part-time jobs 2.3. Who will cut hours to care for the kids? Parenthood, part-time work, and gender inequality in hours worked 2.4. Calling on Grandma or Grandpa to look after the kids 2.5. Short hours in teaching and care sectors 2.5.1. Short hours in teaching jobs, and unpredictable school schedules for families 2.5.2. High rates of part-time work in long-term care 3 Reducing barriers to full-time work 3.1. Increase the take-up of early childhood education and care 3.2. More support during and after the school day 3.3. Marginal effective tax rates may discourage women from shifting to full-time jobs 3.4. Flexitime and teleworking: A substitute for part-time work? 3.5. More childcare and chores for men 3.5.1. Paternity leave and parental leave for fathers 3.5.2. Ensuring that both mothers and fathers have equal opportunities to work full-time or part-time when children are very young 3.5.3. Changing policies to change minds: Targeting gender stereotypes References Notes Blank Page