如何推动父亲参与育儿?--日韩经验及其对中国的启示

Promoting Father's Engagement in Parenting--Lessons from Japan and South Korea with Insights for China

中国正在推动建立父亲育儿假制度,促进父亲参与育儿。这一过程中,借鉴日韩等东亚国家的实践经验具有重要意义。日韩早在20世纪80年代起已开始设立父亲生育假,不过其使用率长期不高,主要原因是休假的经济保障不足和职场对父亲育儿的排斥。近年来,日韩开展了以促进接纳父亲育儿为目标的职场治理,着力提高企业对父亲生育假的落实能力,减少工作对家庭生活的挤占。这些举措使父亲生育假使用率明显上升。借鉴日韩经验,中国建立父亲生育假制度应当重视以下3个方面。一是权利的确认,将父亲生育假明确纳入劳动保障,在国家层面正式推进父亲生育假制度建设。二是假期的设计去商品化、去性别化,制定涵盖育儿假、陪产假和护理假的父亲生育假制度。三是职场的治理,即借鉴日韩落实父亲生育假的经验,在制度设计阶段就统筹考虑职场治理,推动职场对父亲育儿的支持。

China is making efforts to establish the parental leave system encompassing fathers as to promote father's engagement in parenting activities.We review the experiences of parental leave development in Japan and South Korea during the past three decades,and draw lessons from which China can learn.Both Japan and South Korea have experienced under-utilization of father's parental leave for decades,for the reasons including low premiums and resistances from workplace.It is until the mid-2010s,when both countries revamped their leave systems and reformed their workplace regulations,that they observe substantial increase in father's parental leave usage.Learning from these experiences,China's parental leave system establishment should pay special attention to the following three aspects:First,it is vital to incorporate the parental leave in the labor security system,and makes it an essential right in the national policy establishment.Second,the parental leave system should be designed to eliminate commercial and gender biases,and integrating paternal,nursing,and childcare leave.Lastly,it is essential to incorporate workplace reforms in the policy design as to build a supportive workplace for the implement of parental leave for both male and female workforce.