Bambanci tsakanin canje-canjen "Hutun iyaye"

Amartya Sen da Martha Nussbaum sun haɓakahabaka tsarin siyasa da aka sani da tsarin iyawa, inda aka haɗahada 'yanci da dama na asali a cikin ƙididdigarkididdigar tattalin arziki na jin daɗin ƙasarkasar, ban da GDP.<ref>Sen, Amartya. 1999. Development as Freedom. New York: Anchor Books.</ref><ref name="Nussbaum">Nussbaum, Martha. 2011. Creating Capabilities: The Human Development Approach. Cambridge, MA: Harvard University Press. p. 34</ref> Nussbaum ya ba da shawarar damar tsakiya 11 a matsayin mafi ƙarancinkarancin abin da ake buƙatabukata don al'umma mai kyau. A cikin tsarin Nussbaum, jihohi ya kamata su samar da albarkatu da 'yanci don tabbatar da cewa mutane suna da damar cimma matsakaicin ƙofarkofar kowane ƙarfinkarfin tsakiya. Universal, biyan izinin iyaye misali ne na jihohin da za su iya samarwa don haka mutane suna da zaɓizabi na fara iyali yayin da suke aiki; alal misali, a ƙarƙashinkarkashin damar 10 (kula da mahalli), jihar tana da alhakin tabbatar da cewa duk mutane suna da "yancin neman aiki daidai da wasu".<ref name="Nussbaum" />

=== Samun cancanta da karɓarkarbar izinin iyaye ga uwaye ===

Samun cancanta da ɗaukardaukar shirye-shiryen hutun iyaye ba daidai ba ne tsakanin duk yawan jama'a na iyaye mata masu jiran. A mafi yawan ƙasashenkasashen Turai, ana ba da izinin iyaye ga iyaye, yawanci bayan izinin haihuwa da izinin uba. A wasu ƙasashekasashe, hutun iyaye yana da buƙatubukatu masu ƙuntatawakuntatawa fiye da hutun haihuwa ko hutun iyaye. Binciken da Marynissen, Wood da Neels suka yi (2021) <ref name=":52">{{Cite journal |last=Marynissen |first=Leen |last2=Wood |first2=Jonas |last3=Neels |first3=Karel |date=2021-06-11 |title=Mothers and Parental Leave in Belgium: Social Inequalities in Eligibility and Uptake |journal=Social Inclusion |volume=9 |issue=2 |pages=325–337 |doi=10.17645/si.v9i2.3834 |issn=2183-2803 |s2cid=236300549 |doi-access=free}}</ref> sun gano cewa kashi 26.37% na uwaye a Belgium ba su cancanci hutun iyaye ba. Wannan ya faru ne saboda ka'idojin cancantar aiki da ke cikin shirin hutun iyaye na ƙasarkasar (ko da yake mata marasa aikin yi suna karɓar hutun haihuwa). <ref>{{Cite web |title=Belgium - Employment, Social Affairs & Inclusion - European Commission |url=https://ec.europa.eu/social/main.jsp?catId=1102&langId=en&intPageId=4415 |website=ec.europa.eu}}</ref> Ta hanyar amfani da ma'auni na aiki, masana sun lura cewa wannan yana haifar da shingen ga uwaye marasa aikin yi a halin yanzu don samun damar daukar karin lokaci don neman aiki da kula da yaransu.<ref name=":62">{{Cite journal |last=Dobrotić |first=Ivana |last2=Blum |first2=Sonja |date=2019-06-25 |title=Inclusiveness of Parental-Leave Benefits in Twenty-One European Countries: Measuring Social and Gender Inequalities in Leave Eligibility |url=http://dx.doi.org/10.1093/sp/jxz023 |journal=Social Politics: International Studies in Gender, State & Society |volume=27 |issue=3 |pages=588–614 |doi=10.1093/sp/jxz023 |issn=1072-4745}}</ref> Wani iyakancewar da ke akwai tare da ka'idojin aiki shine cewa a wasu ƙasashekasashe masu aiki da kansu ba su cancanci wasu fa'idodin iyaye ba.<ref name=":62" /> Misali, a Belgium, mace mai aiki da kanta tana karɓarkarbar izinin haihuwa wanda ya fi guntu kuma ya fi biyan kuɗikudi fiye da mace mai aiki; kuma ba ta karɓarkarbar izini na iyaye.<ref>{{Cite web |last=Bernard Fusulier |last2=Dimitri Mortelmans |date=April 2019 |title=Belgium |url=https://www.leavenetwork.org/fileadmin/user_upload/k_leavenetwork/annual_reviews/2019/Belgium_2019_0824.pdf |access-date=30 July 2023 |website=leavenetwork.org}}</ref> Har ila yau, akwai wasu sa'o'i da ma'aikaci ya hadu kafin ya cancanci hutun iyaye na aiki.<ref name=":29">{{Cite journal |last=Dobrotić |first=Ivana |last2=Blum |first2=Sonja |date=2019-06-25 |title=Inclusiveness of Parental-Leave Benefits in Twenty-One European Countries: Measuring Social and Gender Inequalities in Leave Eligibility |url=http://dx.doi.org/10.1093/sp/jxz023 |journal=Social Politics: International Studies in Gender, State & Society |volume=27 |issue=3 |pages=588–614 |doi=10.1093/sp/jxz023 |issn=1072-4745}}</ref> Wadannan dalilai daban-daban suna iyakance damar samun kulawa ta iyaye ga iyaye masu jiran haihuwa. Iyaye masu sa ran waɗandawadanda waɗannanwadannan ƙaka'idodin suka fi shafa yawanci ƙaramikarami ne, marasa aure, marasa ilimi ko kuma daga asalin ƙaurakaura.<ref name=":52" />

Baya ga bambance-bambance da ke cikin cancanta, akwai bambanci tsakanin iyaye mata masu jiran da ke amfani da fa'idodin hutun iyaye. Misali, binciken da Kil, Wood da Neels suka yi (2018) <ref>{{Cite journal |last=Kil |first=Tine |last2=Wood |first2=Jonas |last3=Neels |first3=Karel |date=2017-06-20 |title=Parental leave uptake among migrant and native mothers: Can precarious employment trajectories account for the difference? |url=http://dx.doi.org/10.1177/1468796817715292 |journal=Ethnicities |volume=18 |issue=1 |pages=106–141 |doi=10.1177/1468796817715292 |issn=1468-7968 |s2cid=148650202 |hdl-access=free}}</ref> sun gano cewa 'yan asalin ƙasarkasar Belgium suna da karɓarkarbar shirye-shiryen iyaye (52%) idan aka kwatanta da' yan asalin Belgium na farko daga Turkiyya da Morocco, waɗandawadanda karɓarkarbar su ya kasance ƙasa (34%). Bambancin da ke cikin ɗaukarwadaukarwa za a iya danganta shi da dalilai kamar sassauci na hutun iyaye, al'adun wurin aiki, manufofin al'adu na hutun da aka biya, ba tare da sanin game da shirin da kansa da sauran abubuwan da suka shafi amfani da hutun da ake biya ba.<ref name=":52">{{Cite journal |last=Marynissen |first=Leen |last2=Wood |first2=Jonas |last3=Neels |first3=Karel |date=2021-06-11 |title=Mothers and Parental Leave in Belgium: Social Inequalities in Eligibility and Uptake |journal=Social Inclusion |volume=9 |issue=2 |pages=325–337 |doi=10.17645/si.v9i2.3834 |issn=2183-2803 |s2cid=236300549 |doi-access=free}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFMarynissenWoodNeels2021">Marynissen, Leen; Wood, Jonas; Neels, Karel (11 June 2021). [[doi:10.17645/si.v9i2.3834|"Mothers and Parental Leave in Belgium: Social Inequalities in Eligibility and Uptake"]]. ''Social Inclusion''. '''9''' (2): 325–337. [[Doi (masu ganewa)|doi]]:<span class="id-lock-free" title="Freely accessible">[[doi:10.17645/si.v9i2.3834|10.17645/si.v9i2.3834]]</span>. [[ISSN]]&nbsp;[[issn:2183-2803|2183-2803]]. [[S2CID (masu ganewa)|S2CID]]&nbsp;[https://api.semanticscholar.org/CorpusID:236300549 236300549].</cite></ref>

Bincike ya gano cewa uwaye da ke cikin dangantakar jinsi ɗayadaya ba su da damar ɗaukardaukar izinin iyaye fiye da uwaye da suke cikin dangantakar jima'i daban-daban.<ref name=":72">{{Cite journal |last=Evertsson |first=Marie |last2=Boye |first2=Katarina |date=2018-07-20 |title=The Transition to Parenthood and the Division of Parental Leave in Different-Sex and Female Same-Sex Couples in Sweden |journal=European Sociological Review |volume=34 |issue=5 |pages=471–485 |doi=10.1093/esr/jcy027 |issn=0266-7215 |doi-access=free}}</ref> Evertsson da Boye (2018) <ref name=":72" /> sun gano cewa uwaye masu haihuwa a cikin jima'i guda, a matsakaita, sun ɗaukidauki makonni bakwai ƙasakasa da izinin iyaye fiye da uwaye masu haifuwa a cikin jimaʼi daban-daban. Marubutan sun yi nuni da cewa ka'idojin jinsi suna haifar da bambanci tsakanin lokacin haihuwa tsakanin uwaye a cikin dangantakar jima'i idan aka kwatanta da dangantakar jima-i daban-daban.<ref name=":72" />

=== Samun izinin iyaye ga ma'aurata na jinsi ɗayadaya ===

Samun izinin iyaye ga ma'aurata na jinsi ɗayadaya ya dogara da dalilai da yawa: akan manufofin tallafi (a kan ko ma'auratan jinsi ɗayadaya za su iya ɗaukardaukar tare ko a'a; akan ko an yarda da iyaye ɗayadaya su ɗaukidauki ko a'ana - kuma idan ee, ko iyaye na biyu za su iya karɓarkarbar - da kuma dokokin maye gurbin). Dangane da binciken da ya bincika manufofi a cikin ƙasashekasashe 34 na OECD, a cikin goma sha tara daga cikin waɗannanwadannan ƙasashekasashe, ma'aurata mata na jinsi ɗayadaya sun sami adadin adadin izinin iyaye kamar ma'auratan jima'i daban-daban.<ref name=":83">{{Cite journal |last=WONG |first=ELIZABETH |last2=JOU |first2=JUDY |last3=RAUB |first3=AMY |last4=HEYMANN |first4=JODY |date=2019-09-05 |title=Comparing the availability of paid parental leave for same-sex and different-sex couples in 34 OECD countries |url=http://dx.doi.org/10.1017/s0047279419000643 |journal=Journal of Social Policy |volume=49 |issue=3 |pages=525–545 |doi=10.1017/s0047279419000643 |issn=0047-2794 |s2cid=203085632}}</ref> Ga ma'aurata maza masu jinsi ɗayadaya, ƙasashekasashe huɗuhudu sun ba da izinin iyaye iri ɗaya kamar ma'auratan jima'i daban-daban. Sabili da haka, kasashe ashirin da tara na OECD sun ba da ɗandan gajeren lokacin hutun iyaye da ƙananankananan fa'idodi ga iyayen maza na jinsi ɗayadaya. Bugu da kari, wasu kasashe, kamar Turkiyya da Isra'ila, ba su ba da damar hutun iyaye ko kuma sun biya hutun iyaye maza masu juna biyu ba.<ref name=":83" />

Dalilin bambance-bambance a cikin hutun iyaye tsakanin ma'aurata masu jinsi guda da ma'auratunta masu jinsi daban-daban an yi la'akari da cewa suna da bayani daban-daban, yawanci suna da alaƙaalaka da wanda zai iya zama iyaye na doka. ƊayaDaya daga cikin abubuwan da ke shafar lokacin hutun iyaye ga ma'aurata masu jinsi ɗayadaya shine harshen ƙuntatawakuntatawa da aka samu a cikin manufofin hutun iyaye. Binciken ya gano cewa wasu manufofi na hutun iyaye kawai suna magana ne game da ma'aurata masu jima'i kuma ba su haɗa da ma'auratan jinsi ɗayadaya a cikin dokar ba, wanda ya haifar da karuwar shingen ga iyaye masu jinsi ɗayadaya don samun hutun biyan kuɗikudi. Wani muhimmin shingen ya zo ne lokacin da ma'aurata masu jinsi guda suka yi ƙoƙarikokari su karbi yaransu. A cikin 15 daga cikin kasashe 34 na OECD da aka bincika, ma'aurata na jinsi ɗayadaya ba za su iya ɗaukardaukar ɗada tare ba. A cikin waɗannan ƙasashekasashe, ma'aurata masu jinsi ɗayadaya na iya samun mutum ɗayadaya a cikin dangantakar da ke karɓarkarbar ɗansudansu a matsayin iyaye ɗayadaya.<ref name=":83">{{Cite journal |last=WONG |first=ELIZABETH |last2=JOU |first2=JUDY |last3=RAUB |first3=AMY |last4=HEYMANN |first4=JODY |date=2019-09-05 |title=Comparing the availability of paid parental leave for same-sex and different-sex couples in 34 OECD countries |url=http://dx.doi.org/10.1017/s0047279419000643 |journal=Journal of Social Policy |volume=49 |issue=3 |pages=525–545 |doi=10.1017/s0047279419000643 |issn=0047-2794 |s2cid=203085632}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFWONGJOURAUBHEYMANN2019">WONG, ELIZABETH; JOU, JUDY; RAUB, AMY; HEYMANN, JODY (5 September 2019). [http://dx.doi.org/10.1017/s0047279419000643 "Comparing the availability of paid parental leave for same-sex and different-sex couples in 34 OECD countries"]. ''Journal of Social Policy''. '''49''' (3): 525–545. [[Doi (masu ganewa)|doi]]:[[doi:10.1017/s0047279419000643|10.1017/s0047279419000643]]. [[ISSN]]&nbsp;[[issn:0047-2794|0047-2794]]. [[S2CID (masu ganewa)|S2CID]]&nbsp;[https://api.semanticscholar.org/CorpusID:203085632 203085632].</cite></ref> Iyaye guda daya ne kawai za a ba su izinin iyaye ko tallafi ta hanyar wannan dabarar tallafi. Duk da yake akwai zaɓi na tallafin iyaye na biyu a wasu daga cikin waɗannanwadannan ƙasashekasashe 15, tsarin tallafi na biyu yana da tsada kuma yana cin lokaci- ƙirƙirarkirkirar yiwuwar shingen da ke hana ma'aurata na jinsi ɗayadaya bin wannan hanya. A wasu ƙasashekasashe, ana iya kafa iyaye masu jinsi guda ne kawai ta hanyar mahaifiyar haihuwa a cikin dangantakar lesbian (wanda aka ɗaukadauka a matsayin uwa ɗaya bisa doka), don haka mahaifiyar ta biyu ba ta karɓarkarbar izini.

Yarjejeniyar Kare Maternity, 2000 tana buƙatarbukatar akalla makonni 14 na hutun haihuwa. A cikin [[Tarayyar Turai]], Umurnin Ma'aikata masu juna biyu yana buƙatarbukatar aƙallaakalla makonni 14 na hutun haihuwa; yayin da Umurnin Maida hankali na Ayyuka-Rayuwa yana buƙatarbukatar a ƙallakalla kwanaki 10 na hutun iyaye, da kuma aƙallaakalla watanni 4 na hutun iyayengiji, tare da watanni 2 ba za a iya canja su ba.

Yawanci, tasirin izinin iyaye shine ingantawa a cikin kulawa ta haihuwa da bayan haihuwa, gami da raguwar mutuwar jarirai. Sakamakon hutun iyaye a kasuwar aiki sun haɗahada da karuwar aiki, canje-canje a cikin albashi, da sauye-sauye a cikin yawan ma'aikata da ke komawa aiki. Dokar barin kuma na iya tasiri ga yawan haihuwa.<ref name="Utrecht">{{Cite journal |last=Akgunduz |first=Y. E. |last2=Plantenga |first2=J. |year=2012 |title=Labour market effects of parental leave in Europe |journal=[[Cambridge Journal of Economics]] |volume=37 |issue=4 |pages=845–862 |doi=10.1093/cje/bes052 |hdl-access=free}}</ref>

Wani bincike a Jamus ya gano cewa albashin ya ragu da kashi 18 cikin 100 ga kowace shekara ma'aikaci ke kashewa a hutun iyaye.<ref name="Utrecht">{{Cite journal |last=Akgunduz |first=Y. E. |last2=Plantenga |first2=J. |year=2012 |title=Labour market effects of parental leave in Europe |journal=[[Cambridge Journal of Economics]] |volume=37 |issue=4 |pages=845–862 |doi=10.1093/cje/bes052 |hdl-access=free}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFAkgunduzPlantenga2012">Akgunduz, Y. E.; Plantenga, J. (2012). "Labour market effects of parental leave in Europe". ''[[Cambridge Journal of Economics]]''. '''37''' (4): 845–862. [[Doi (masu ganewa)|doi]]:[[doi:10.1093/cje/bes052|10.1093/cje/bes052]]. [[Hdl (masu ganewa)|hdl]]:<span class="id-lock-free" title="Freely accessible">[[hdl:10.1093/cje/bes052|10.1093/cje/bes052]]</span>.</cite></ref> Koyaya, bayan raguwar farko a cikin albashi, albashin ma'aikaci yana sake dawowa da sauri fiye da albashin wani da ba a ba shi izinin iyaye ba.<ref name="Utrecht" /> Binciken manufofin hutun California, jiha ta farko a Amurka da ta buƙacibukaci ma'aikata su ba da hutun iyaye da aka biya, ya nuna cewa albashin ya karu.<ref name="NBER">{{Cite journal |last=Rossin-Slater |first=M. |last2=Ruhm |first2=C. J. |last3=Waldfogel |first3=J. |year=2013 |title=The Effects of California's Paid Family Leave Program on Mothers' Leave-Taking and Subsequent Labor Market Outcomes |journal=[[Journal of Policy Analysis and Management]] |volume=32 |issue=2 |pages=224–245 |citeseerx=10.1.1.704.5350 |doi=10.1002/pam.21676 |pmc=3701456 |pmid=23547324}}</ref>

Hutun iyaye na iya haifar da mafi girman tsaro na aiki.<ref name="Utrecht">{{Cite journal |last=Akgunduz |first=Y. E. |last2=Plantenga |first2=J. |year=2012 |title=Labour market effects of parental leave in Europe |journal=[[Cambridge Journal of Economics]] |volume=37 |issue=4 |pages=845–862 |doi=10.1093/cje/bes052 |hdl-access=free}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFAkgunduzPlantenga2012">Akgunduz, Y. E.; Plantenga, J. (2012). "Labour market effects of parental leave in Europe". ''[[Cambridge Journal of Economics]]''. '''37''' (4): 845–862. [[Doi (masu ganewa)|doi]]:[[doi:10.1093/cje/bes052|10.1093/cje/bes052]]. [[Hdl (masu ganewa)|hdl]]:<span class="id-lock-free" title="Freely accessible">[[hdl:10.1093/cje/bes052|10.1093/cje/bes052]]</span>.</cite></ref> Nazarin ya bambanta da yadda wannan ke taimakawa komawa aiki bayan ya dauki lokaci. Wasu binciken sun nuna cewa idan iyaye sun tafi fiye da shekara guda bayan haihuwar yaro, yana rage yiwuwar cewa zai dawo.<ref name="Utrecht" /> Sauran binciken gajeren lokacin hutu sun nuna cewa iyaye ba sa buƙatarbukatar barin ayyukansu don kula da yaransu, don haka dawowar aiki tana ƙaruwakaruwa.<ref name="NBER">{{Cite journal |last=Rossin-Slater |first=M. |last2=Ruhm |first2=C. J. |last3=Waldfogel |first3=J. |year=2013 |title=The Effects of California's Paid Family Leave Program on Mothers' Leave-Taking and Subsequent Labor Market Outcomes |journal=[[Journal of Policy Analysis and Management]] |volume=32 |issue=2 |pages=224–245 |citeseerx=10.1.1.704.5350 |doi=10.1002/pam.21676 |pmc=3701456 |pmid=23547324}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFRossin-SlaterRuhmWaldfogel2013">Rossin-Slater, M.; Ruhm, C. J.; Waldfogel, J. (2013). [https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3701456 "The Effects of California's Paid Family Leave Program on Mothers' Leave-Taking and Subsequent Labor Market Outcomes"]. ''[[Jaridar Nazarin Manufofin da Gudanarwa|Journal of Policy Analysis and Management]]''. '''32''' (2): 224–245. [[CiteSeerX (masu ganewa)|CiteSeerX]]&nbsp;<span class="id-lock-free" title="Freely accessible">[https://citeseerx.ist.psu.edu/viewdoc/summary?doi=10.1.1.704.5350 10.1.1.704.5350]</span>. [[Doi (masu ganewa)|doi]]:[[doi:10.1002/pam.21676|10.1002/pam.21676]]. [[PMC (mai ganewa)|PMC]]&nbsp;<span class="id-lock-free" title="Freely accessible">[https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3701456 3701456]</span>. [[PMID (masu ganowa)|PMID]]&nbsp;[https://pubmed.ncbi.nlm.nih.gov/23547324 23547324].</cite></ref>

Ba a bayyana cewa manufofin hutun iyaye sun yi tasiri sosai a kan bambancin albashin jinsi ba, wanda ya kasance mai ɗorewadorewa tun daga ƙarshenkarshen shekarun 1980, duk da karuwar karɓarkarbar manufofin hutunin iyaye.<ref name="ReferenceA">{{Cite journal |last=Rønsen |first=M. |last2=Kitterød |first2=R. H. |year=2015 |title=Gender-equalizing family policies and mothers' entry into paid work: recent evidence from Norway |journal=Feminist Economics |volume=10 |issue=1 |pages=59–89 |doi=10.1080/13545701.2014.927584 |s2cid=154808826}}</ref>

A cikin Amurka, yayin da Dokar Hutun Iyali da Kiwon Lafiya ta 1993 (FMLA) ta ba da izinin hutun iyaye da ba a biya ba, iyaye galibi ba sa amfani da wannan cancanta sosai saboda ba za a iya biya shi ba. A sakamakon haka, wasu binciken sun nuna cewa FMLA tana da iyakantaccen tasiri akan yawan abin da sabbin iyaye ke ɗaukadauka.<ref name="HanWaldfogel">{{Cite journal |last=Han |first=W.-J. |last2=Waldfogel |first2=J. |year=2003 |title=Parental Leave: The Impact of Recent Legislation on Parents' Leave-Taking |journal=Demography |volume=40 |issue=1 |pages=191–200 |doi=10.1353/dem.2003.0003 |pmid=12647520 |s2cid=22696348 |doi-access=free}}</ref> Kodayake takamaiman adadin na iya bambanta, samun yaro (gami da farashin kulawa mai inganci) yana biyan iyalan kusan $ 11,000 a cikin shekara ta farko. Wadannan tsada masu yawa suna ba da gudummawa ga sababbin uwaye a Amurka da ke dawowa aiki da sauri fiye da sababbin uwaye da ke kasashen Turai; kusan kashi ɗayadaya bisa uku na mata a Amurka suna dawowa aiki a cikin watanni uku na haihuwa, idan aka kwatanta da kusan kashi biyar cikin dari a Burtaniya, Jamus, da Sweden, da kuma fiye da rabin uwaye a cikin Amurka tare da yaro a ƙarƙashinkarkashin shekaru ɗayadaya. <ref>Berger, L.M., [[Jennifer Hill|Hill, J.]] et al. 2005. "Maternity Leave, Early Maternal Employment and Child Health Development in the US." ''The Economic Journal''. 115(501):F29-F47.</ref><ref>(Johnson 2007)</ref>

Akwai wasu shaidu cewa dokokin hutun iyaye suna haɓakahablbaka yiwuwar mata su koma ayyukansu na baya maimakon neman sabon aiki. Wannan hauhawar ana zaton ta fadi zuwa tsakanin 10% da 17%. A lokaci guda, akwai raguwa a cikin kashi na mata da ke samun sabbin ayyuka, wanda ya fadi tsakanin 6% da 11%. Don haka, irin wannan dokar ta bayyana ta kara yawan mata da ke komawa aiki bayan haihuwa da kusan 3% ko 4% .<ref name=":0">{{Cite journal |last=Baum II |first=Charles L. |date=April 2003 |title=The Effects of Maternity Leave Legislation on Mothers' Labor Supply after Childbirth |journal=Southern Economic Journal |volume=69 |issue=4 |pages=772–799 |doi=10.2307/1061651 |jstor=1061651}}</ref>

Bugu da ƙarikari, ya bayyana cewa manufofin hutun iyaye suna ba da damar mata su zauna a gida na dogon lokaci kafin su koma aiki yayin da yiwuwar komawa tsohuwar aiki ta faɗifadi a cikin wata na biyu bayan haihuwa kafin ta tashi sosai a cikin wata ta uku. Kodayake wannan dokar ta bayyana tana da tasiri kaɗankadan ga mata da ke zaɓarzabar hutu, ya bayyana yana ƙarakara lokacin da mata ke ɗaukadauka a hutu.<ref name=":0">{{Cite journal |last=Baum II |first=Charles L. |date=April 2003 |title=The Effects of Maternity Leave Legislation on Mothers' Labor Supply after Childbirth |journal=Southern Economic Journal |volume=69 |issue=4 |pages=772–799 |doi=10.2307/1061651 |jstor=1061651}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFBaum_II2003">Baum II, Charles L. (April 2003). "The Effects of Maternity Leave Legislation on Mothers' Labor Supply after Childbirth". ''Southern Economic Journal''. '''69''' (4): 772–799. [[Doi (masu ganewa)|doi]]:[[doi:10.2307/1061651|10.2307/1061651]]. [[JSTOR (masu ganewa)|JSTOR]]&nbsp;[https://www.jstor.org/stable/1061651 1061651].</cite></ref>

Dokar hutun haihuwa na iya haifar da fa'idodi ko lahani ga ma'aikata. Babban matsalar da za a iya samu na izinin izini shine damar da zai iya rushe ayyukan samarwa ta hanyar kara yawan ma'aikata. Tare da izinin izini na wani lokaci kuma yana fuskantar rashin iyaye mata a wurin aiki, kamfanoni za su fuskanci zaɓuɓɓukazabubbuka guda biyu: hayar ɗandan lokaci (wanda zai iya haɗawahadawa da farashin horo) ko aiki tare da ma'aikacin da ya ɓacebace. A madadin haka, waɗannanwadannan manufofi na iya zama masu kyau ga ma'aikata waɗanda a baya ba su ba da izini ba saboda suna damuwa game da jan hankalin ma'aikatan da ke iya amfani da izinin haihuwa. Don haka, akwai yiwuwar waɗannanwadannan manufofi don gyara gazawar kasuwa.<ref name=":0">{{Cite journal |last=Baum II |first=Charles L. |date=April 2003 |title=The Effects of Maternity Leave Legislation on Mothers' Labor Supply after Childbirth |journal=Southern Economic Journal |volume=69 |issue=4 |pages=772–799 |doi=10.2307/1061651 |jstor=1061651}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFBaum_II2003">Baum II, Charles L. (April 2003). "The Effects of Maternity Leave Legislation on Mothers' Labor Supply after Childbirth". ''Southern Economic Journal''. '''69''' (4): 772–799. [[Doi (masu ganewa)|doi]]:[[doi:10.2307/1061651|10.2307/1061651]]. [[JSTOR (masu ganewa)|JSTOR]]&nbsp;[https://www.jstor.org/stable/1061651 1061651].</cite></ref> Rashin samun izini mai yawa a matakin al'umma, duk da haka, shine raguwar ma'aikatan mata. A cikin ƙasashekasashe masu yawan buƙatunbukatun ma'aikata, gami da ƙasashekasashe da yawa na yanzu tare da yawan tsofaffi, ƙaraminkaramin ma'aikata ba shi da kyau.<ref name=":1">{{Cite journal |last=Ronsen |first=Marit |last2=Kitterod |first2=Ragni Hege |date=July 2014 |title=Gender-Equalizing Family Policies and Mothers' Entry into Paid Work: Recent Evidence from Norway |journal=Feminist Economics |volume=21 |pages=59–89 |doi=10.1080/13545701.2014.927584 |s2cid=154808826}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFRonsenKitterod2014">Ronsen, Marit; Kitterod, Ragni Hege (July 2014). "Gender-Equalizing Family Policies and Mothers' Entry into Paid Work: Recent Evidence from Norway". ''Feminist Economics''. '''21''': 59–89. [[Doi (masu ganewa)|doi]]:[[doi:10.1080/13545701.2014.927584|10.1080/13545701.2014.927584]]. [[S2CID (masu ganewa)|S2CID]]&nbsp;[https://api.semanticscholar.org/CorpusID:154808826 154808826].</cite></ref>

Wani abu mai mahimmanci da za a lura da shi ga duk binciken da aka ambata a sama shine cewa sakamakon yawanci ya dogara da yadda aka bayyana izinin izini, da kuma ko manufofi don ba a biya su ba ko izinin da ba a biya ba. Manufofin da ke ba da tabbacin hutun da aka biya wasu suna ɗaukardaukar su da tasiri sosai fiye da manufofin da ba a biya su ba.<ref name="HanWaldfogel">{{Cite journal |last=Han |first=W.-J. |last2=Waldfogel |first2=J. |year=2003 |title=Parental Leave: The Impact of Recent Legislation on Parents' Leave-Taking |journal=Demography |volume=40 |issue=1 |pages=191–200 |doi=10.1353/dem.2003.0003 |pmid=12647520 |s2cid=22696348 |doi-access=free}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFHanWaldfogel2003">Han, W.-J.; Waldfogel, J. (2003). [[doi:10.1353/dem.2003.0003|"Parental Leave: The Impact of Recent Legislation on Parents' Leave-Taking"]]. ''Demography''. '''40''' (1): 191–200. [[Doi (masu ganewa)|doi]]:<span class="id-lock-free" title="Freely accessible">[[doi:10.1353/dem.2003.0003|10.1353/dem.2003.0003]]</span>. [[PMID (masu ganowa)|PMID]]&nbsp;[https://pubmed.ncbi.nlm.nih.gov/12647520 12647520]. [[S2CID (masu ganewa)|S2CID]]&nbsp;[https://api.semanticscholar.org/CorpusID:22696348 22696348].</cite></ref>

Ga mata ɗaidai-ɗaidai, dogon hutu a aiki, kamar yadda zai zo daga hutun iyaye, yana shafar ayyukansu. Rashin daidaito mai tsawo yana da alaƙaalaka da rage yawan kuɗinkudin rayuwa da ƙananankananan biyan kuɗikudi da kuma kara yawan damar aiki da rage yawan kuɗikudi. Saboda wadannan matsalolin, wasu kasashe, musamman Norway, sun fadada shirye-shiryen manufofin iyali don kara yawan mahaifin da fadada kula da yara a kokarin yin aiki don samun daidaito tsakanin jinsi.<ref name=":1">{{Cite journal |last=Ronsen |first=Marit |last2=Kitterod |first2=Ragni Hege |date=July 2014 |title=Gender-Equalizing Family Policies and Mothers' Entry into Paid Work: Recent Evidence from Norway |journal=Feminist Economics |volume=21 |pages=59–89 |doi=10.1080/13545701.2014.927584 |s2cid=154808826}}<cite class="citation journal cs1" data-ve-ignore="true" id="CITEREFRonsenKitterod2014">Ronsen, Marit; Kitterod, Ragni Hege (July 2014). "Gender-Equalizing Family Policies and Mothers' Entry into Paid Work: Recent Evidence from Norway". ''Feminist Economics''. '''21''': 59–89. [[Doi (masu ganewa)|doi]]:[[doi:10.1080/13545701.2014.927584|10.1080/13545701.2014.927584]]. [[S2CID (masu ganewa)|S2CID]]&nbsp;[https://api.semanticscholar.org/CorpusID:154808826 154808826].</cite></ref>

A cikin 2013, Joseph, Pailhé, Recotillet, da Solaz sun buga wani gwaji na halitta wanda ke kimanta canjin manufofin 2004 a [[Faransa]].<ref>{{Cite journal |last=Joseph |first=Olivier |last2=Pailhé |year=2013 |title=The economic impact of taking short parental leave: Evaluation of a French reform |journal=Labour Economics, 25(European Association of Labour Economists 24th Annual Conference, Bonn, Germany, 20–22 September 2012) |volume=25 |pages=63–75 |doi=10.1016/j.labeco.2013.04.012}}</ref> Suna da sha'awar tasirin tattalin arziki na cikakken lokaci, gajeren lokacin hutu na iyaye. Kafin sake fasalin, mata suna da izinin iyaye na watanni biyu, kuma suna iya ɗaukardaukar izinin iyaye har zuwa shekaru uku da ba a biya su ba tare da tabbatar da aikinsu, kodayake yawancin mata sun ɗaukidauki watanni biyu kawai. Sabuwar manufofin, kariyar zaɓinzabin aiki (CLCA), tana ba da tabbacin watanni shida na hutun iyaye da aka biya. Marubutan sun sami sakamako mai kyau a kan aiki: idan aka kwatanta da mata a cikin irin wannan yanayi kafin sake fasalin, uwaye na farko da suka ɗaukidauki hutun da aka biya bayan sake fasalin sun fi dacewa da aiki bayan hutun su, kuma ba za su iya kasancewa daga cikin ma'aikata ba. Marubutan sun nuna irin wannan sakamako na cikakken lokaci, gajeren hutun iyaye da aka kiyaye a Kanada a 2008 ta Baker da Milligan, kuma a Jamus a 2009 ta Kluve da Tamm. <ref>Baker, M., Milligan, K.,2008. How does job-protected maternity leave affect mothers' employment? [https://www.jstor.org/journal/jlaboreconomics Journal of Labor Economics] 26,655–692.</ref><ref>Kluve, J., Tamm, M.,2009. [http://ftp.iza.org/dp4500.pdf Now daddy's changing diapers and mommy's making her career: evaluating a generous parental leave regulation using a natural experiment]. IZA Discussion Papers 4500. Institute for the Study of Labor(IZA).</ref> Koyaya, Joseph et al. sun kuma gano cewa albashin ya kasance ƙasakasa (idan aka kwatanta da mata kafin sake fasalin) ga mata masu matsakaici da ilimi sosai bayan izinin, wanda zai iya zama saboda mata sun koma aiki na ɗandan lokaci ko kuma saboda "hukuncin uwa", inda masu aiki ke nuna bambanci ga uwaye, suna ɗaukardaukar izinin watanni shida a matsayin "alamu" cewa mace ba za ta kasance mai kyau ga ma'aikaci ba saboda nauyin uwawarta.