The Nordic model is characterised by a political ambition to reduce inequalities and by effective cooperation between the social partners and with collective bargaining in the labour market. Building on this, the Nordic countries have introduced a range of policies since the 1960s that facilitate women’s engagement in paid work, as part of a broader policy agenda to advance gender equality and social justice.
The have noticed four key factors which have helped their society and economy grow towards a more gender equal future:
• The Nordics offer high quality, subsidised childcare for all. The policy incentivised mothers to remain in the workforce after having children, and created a plethora of educational opportunities and jobs in the childcare industry.
• Enabling and promoting shared parental leave has been another key to prosperity for the Nordics. The countries have even encouraged paternity leave, which sets a path towards more involved fatherhood and happier and healthier families.
• Workers have more flexible work arrangements. It has been noted that flexible work arrangements do not impede productivity, but rather reduces stress and enable both, working women and men, to attend to their family responsibilities
• Putting more focus on leadership and equal opportunities at work. Today, all Nordic countries have laws mandating equal pay for work of equal value, as defined by the ILO’s Equal Pay Convention (C100). There is also extensive legal protection against discrimination in workplace. For example, both parents are protected from dismissal because they have made use of or wish to make use of their right to maternity, paternity or parental leave. This creates a more equal work field for both genders.
Read more about ´The Nordic Gender Effect at Work´ here.