LyrArc Article Gist
Nine months of parental leave and government effort briefly boosted the birthrate in Sweden to above 1.6 and above the replacement rate, then by the 1990's it went below the replacement rate. Sweden now has parental leave at 16 months and extraordinary benefits for mothers and parents. This shows that once the birthrate drops below the replacement rate it stays below the replacement rate even after extraordinary government effort. This is true for Australia and other countries in Europe.

LyrArc Article Gist
Sweden is one of the first countries providing men with greater opportunities for raising children- both through laws for parental leave, and through a cultural transformation that gives fathers an accepted role in caring for children. Laws reserve at least 2 months of well paid 13 month parental leave for fathers. 85% of Swedish fathers take parental leave and its cool for fathers to be doing work inside and outside the home to care for children.

LyrArc Article Gist
Sweden places in the top three countries in the Women in Work Index for 2019 of the 33 member OECD. The other two are New Zealand and Iceland. As a country emphasizing gender equality Sweden has taken this approach through policies and legislation.  Feminist government, feminist international policy, are terms frequently used. Focus is on policy that provides equal rights, participation in decision making, and equitable allocation of resources. Swedes get 480 days of parental leave to share, of which 390 are at 80%, till a child turns 8. In government funded schools when it comes to gender roles preschool teachers and principals are allowed to act as social engineers so girls are not restricted to traditional roles only. Swedish colleges and universities are free and women earn two thirds of the degrees. A gender neutral word "hen" was adopted in Swedish popular culture. Legislation makes violence against women by partners punishable for each offense, and explicit consent is required in sexual relations.  Women and men share equally in leadership of government agencies but women still fall behind in private industry positions. Salaries are 88% to 92% of men's salaries. Women have 161 of 349 seats in parliament after 2018 election.   ...

LyrArc Article Gist
Christina Zander provides an exceptionally good report on what holds women back in work and managing positions in Sweden, Norway and Denmark. Even in Norway, Sweden and Denmark, with a more enlightened outlook in gender relations, the number of women who are CEO's for 145 Nordic companies is only 3%. For the U.S. Fortune 500 this is about 5%. Good child care benefits and parental leave laws that promote a fair distribution of child raising responsibilities between men and women are part of the enlightened outlook in Nordic countries. Yet the number of women being promoted to senior positions is limited. Interestingly rules requiring quota for women on Boards of Directors have led to a different situation on Boards- in 2013 41% of the boards at Norway's public companies were women compared to 18% at private limited companies. About 5.8% of general managers at publicly listed companies were women in 2013, 15.1% in private companies. Sandvik's Ms. Einarsson was promoted to a senior position recently. She says the opposite is true, one needs to start not at the top but at the entry level to ensure women are fairly represented. Culture is part of the problem as even in companies with equal male and female employees, the managers are mostly men. Men are seen as more eager to take responsibilities and risks, and are more integrated into networks. Even childcare and paid parental leave can be deceptive. One researcher shows that Swedish women still take the major part of responsibility for children, with 75% of the 480 available days. Women managers and researchers point to the difficulties women face with a full time career or working over 60 hours a week in a management position, and combining this with picking up children from daycare. Sofia Falk is the founder of Wiminvest, which helps companies invest in geting talented women. Her suggestions are that companies offer other incentives instead of more money- an assistant, private child care, grocery shopping, shared management positions, technical solutions to be able to work at home. The CEO of Sandvik, Olof Faxander, is persistent in changing company attitudes- he has raised the proportion of women in management positions to 21% from 9% in 3 years, eventually hoping to reach 33%....