Historically, parenting has been seen as the primary responsibility of women. This perspective has continued through till contemporary times. In recent decades there has been a shift of women into paid employment, however this has not been matched by a shift of men into the domestic sphere. Firstly, the historical contexts of the division of labour will be discussed. Secondly, explanations will be provided as to why a gendered division of labour still exists. Thirdly, solutions will be provided in relation to how the gendered division of labour in relation to parenting can be changed.
Firstly, what is the gendered division of labour? The notion of the gendered division of labour evolved in the late 1800s, when the industrial era was established …show more content…
The first approach is a relative resources explanation. It speculates that the partner who brings the most resources to a relationship has more power to negotiate to do less of the unpaid work (Rehel, 2014). These resources could include higher levels of education and income (Bianchi et al, 2000). Men commonly hold more resources and therefore more power within relationships because they have a comparative advantage in wage earning (Dempsey & Lindsay, 2014). For example, men typically earn 10 per cent more than women for an hour’s work (Statistics New Zealand, 2014). The effect for men is that due to them earning more, they usually increase their commitment to paid work to support their family (Baker, 2010). Therefore, economic discrepancies are a leading explanation as to how parents determine which parent will be the primary …show more content…
This provides an explanation as to why women or men are likely to undertake particular tasks and responsibilities (Rehel, 2014). The first impact of this approach is that it can confirm gender identities. For example, a “good father” has traditionally been defined as a successful breadwinner; he is supportive of his partner’s participation in childcare and ‘helps out’ occasionally, but is not expected to take any direct responsibility for children’s care (Haas & Hwang, 2008). In contrast, women are expected to have “maternal instincts”, as their ability to lactate were thought to make them more suited biologically and psychologically to perform tasks within unpaid labour (Baker, 2014). The second impact is that it is hard to change traditionally engrained norms, as policies often preserve gendered stereotypes within contemporary culture and reproduce the foundations of these ideologies (Schmidt, 2014). One of these policies is the parental leave policy which significantly effect parent’s participation in unpaid labour of childcare as the policy rules layout the amount of leave parents can have (Ray, Gornick & Schmitt, 2010).
It is evident that there is a pattern throughout these three approaches. For example, the effect of relative resources, time availability and gender ideology is predominantly shaped by policy, in particular parental leave policies. In the context of New Zealand,
Firstly, what is the gendered division of labour? The notion of the gendered division of labour evolved in the late 1800s, when the industrial era was established …show more content…
The first approach is a relative resources explanation. It speculates that the partner who brings the most resources to a relationship has more power to negotiate to do less of the unpaid work (Rehel, 2014). These resources could include higher levels of education and income (Bianchi et al, 2000). Men commonly hold more resources and therefore more power within relationships because they have a comparative advantage in wage earning (Dempsey & Lindsay, 2014). For example, men typically earn 10 per cent more than women for an hour’s work (Statistics New Zealand, 2014). The effect for men is that due to them earning more, they usually increase their commitment to paid work to support their family (Baker, 2010). Therefore, economic discrepancies are a leading explanation as to how parents determine which parent will be the primary …show more content…
This provides an explanation as to why women or men are likely to undertake particular tasks and responsibilities (Rehel, 2014). The first impact of this approach is that it can confirm gender identities. For example, a “good father” has traditionally been defined as a successful breadwinner; he is supportive of his partner’s participation in childcare and ‘helps out’ occasionally, but is not expected to take any direct responsibility for children’s care (Haas & Hwang, 2008). In contrast, women are expected to have “maternal instincts”, as their ability to lactate were thought to make them more suited biologically and psychologically to perform tasks within unpaid labour (Baker, 2014). The second impact is that it is hard to change traditionally engrained norms, as policies often preserve gendered stereotypes within contemporary culture and reproduce the foundations of these ideologies (Schmidt, 2014). One of these policies is the parental leave policy which significantly effect parent’s participation in unpaid labour of childcare as the policy rules layout the amount of leave parents can have (Ray, Gornick & Schmitt, 2010).
It is evident that there is a pattern throughout these three approaches. For example, the effect of relative resources, time availability and gender ideology is predominantly shaped by policy, in particular parental leave policies. In the context of New Zealand,