Publications
Maternity Protection in SMEs-An International Review
Publication Year: 2014 Publisher: International Labour Organization
Gender equality and women’s empowerment
Related Goals
Background
1. This report is an international literature review that evaluates the current state of knowledge about maternity protection in small and medium-sized enterprises (SMEs) and its outcomes. The objective is to understand whether, how and under what conditions, maternity protection in SMEs can generate positive outcomes for enterprises as well as broader society, and to consider implications for policy and
practice.
2. Women, along with workers from ethnic minorities, migrant workers and both older and younger workers, are disproportionally found in SMEs (Croucher et al., 2013). Maternity protection and family responsibilities are, therefore, a key concern for both women workers and their employers. Maternity protection is often perceived as a burden by small business owners. In some countries, the law provides that employers should shoulder maternity leave cash benefits, while, in others, regulations exempt employers in SMEs from applying maternity protection provisions. The perception that maternity and family responsibilities are costly for business is also reinforced by the cultural assumption that “ideal workers” are available for work all the time, and that women’s commitment to work declines when they are pregnant or become mothers.
3. The aim of maternity protection is to protect the health of mothers and their babies, and to minimize (and ultimately eradicate) the difficulties and disadvantages that working women face as a result of giving birth. According to the ILO Maternity Protection Convention, 2000 (No. 183) and the accompanying Maternity Protection Recommendation, 2000 (No. 191), the ILO Workers with Family Responsibilities
Convention, 1981 (No.156) and the related Recommendation No. 165, maternity protection includes: maternity leave around childbirth; health protection at work for pregnant and breastfeeding women; cash and medical benefits; employment protection and non-discrimination; and breastfeeding support after returning to work. It also includes a number of work–family balance policies and practices at the
workplace, including a range of flexible working arrangements; paternity and parental leave; and childcare support.
4. This review covers four issues: (i) the perceived cost and benefits of maternity provisions for SMEs; (ii) links between maternity protection measures in SMEs, as part of family-oriented practices, and enterprise-level outcomes; (iii) breastfeeding and child-care support at work; and (iv) evidence of the wider benefits to society in having effective maternity protection, which can also have indirect benefits
for SMEs.
5. The report shows that there is some evidence of certain links between aspects of effective and accessible maternity protection and positive enterprise-level outcomes. These include retention of valued staff and reduced recruitment costs, mitigated absenteeism, enhanced organizational commitment and staff motivation, improved relations among employees, and various indices of performance and
productivity. The latter include assessments of quality and development of products and services, customer/client satisfaction and increased sales. There are also indications of positive social outcomes, including enhanced gender equality, child and maternal health, and sustained birth rates in countries with ageing populations.
6. The review reveals that research concerning maternity protection in SMEs is very limited, and research that focuses on the link between maternity protection practices and enterprise-level outcomes is even more so. Moreover, most of the literature is derived from developed countries. The outcomes of maternity provision in SMEs is a subject yet to reach research agendas in the developing world, where large numbers of women work in the informal economy, and where there are problems enforcing maternity protection for those with formal jobs. This is a major gap, as maternity protection and advances in gender equality are crucial for economic development. Moreover, limited access to maternity protection is also a growing issue in developed countries, with increasing casualization of employment relations and growing evidence of pregnancy and maternity-related discrimination, especially in the context of economic downturns.
practice.
2. Women, along with workers from ethnic minorities, migrant workers and both older and younger workers, are disproportionally found in SMEs (Croucher et al., 2013). Maternity protection and family responsibilities are, therefore, a key concern for both women workers and their employers. Maternity protection is often perceived as a burden by small business owners. In some countries, the law provides that employers should shoulder maternity leave cash benefits, while, in others, regulations exempt employers in SMEs from applying maternity protection provisions. The perception that maternity and family responsibilities are costly for business is also reinforced by the cultural assumption that “ideal workers” are available for work all the time, and that women’s commitment to work declines when they are pregnant or become mothers.
3. The aim of maternity protection is to protect the health of mothers and their babies, and to minimize (and ultimately eradicate) the difficulties and disadvantages that working women face as a result of giving birth. According to the ILO Maternity Protection Convention, 2000 (No. 183) and the accompanying Maternity Protection Recommendation, 2000 (No. 191), the ILO Workers with Family Responsibilities
Convention, 1981 (No.156) and the related Recommendation No. 165, maternity protection includes: maternity leave around childbirth; health protection at work for pregnant and breastfeeding women; cash and medical benefits; employment protection and non-discrimination; and breastfeeding support after returning to work. It also includes a number of work–family balance policies and practices at the
workplace, including a range of flexible working arrangements; paternity and parental leave; and childcare support.
4. This review covers four issues: (i) the perceived cost and benefits of maternity provisions for SMEs; (ii) links between maternity protection measures in SMEs, as part of family-oriented practices, and enterprise-level outcomes; (iii) breastfeeding and child-care support at work; and (iv) evidence of the wider benefits to society in having effective maternity protection, which can also have indirect benefits
for SMEs.
5. The report shows that there is some evidence of certain links between aspects of effective and accessible maternity protection and positive enterprise-level outcomes. These include retention of valued staff and reduced recruitment costs, mitigated absenteeism, enhanced organizational commitment and staff motivation, improved relations among employees, and various indices of performance and
productivity. The latter include assessments of quality and development of products and services, customer/client satisfaction and increased sales. There are also indications of positive social outcomes, including enhanced gender equality, child and maternal health, and sustained birth rates in countries with ageing populations.
6. The review reveals that research concerning maternity protection in SMEs is very limited, and research that focuses on the link between maternity protection practices and enterprise-level outcomes is even more so. Moreover, most of the literature is derived from developed countries. The outcomes of maternity provision in SMEs is a subject yet to reach research agendas in the developing world, where large numbers of women work in the informal economy, and where there are problems enforcing maternity protection for those with formal jobs. This is a major gap, as maternity protection and advances in gender equality are crucial for economic development. Moreover, limited access to maternity protection is also a growing issue in developed countries, with increasing casualization of employment relations and growing evidence of pregnancy and maternity-related discrimination, especially in the context of economic downturns.
