152 see kroggel supra note 75 at 440 see also beth a

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152. See Kroggel, supra note 75, at 440; see also Beth A. Burkstrand-Reid, Dirty Hairy Meets Dirty Diapers: Masculinities, At-Home Fathers, and Making the Law Work For Families, 22 TEX. J. WOMEN & L. 1, 33-34 (2012) (noting that men's failure to take leave under FMLA is largely because caregiving is not perceived as masculine in our society). 153. See Burkstrand-Reid, supra note 152, at 36 (suggesting that paid leave may encourage more men to take leave, and that more men taking leave may remove the social stigma associated with taking paternity leave). 154. See Gunn, supra note 10 (highlighting that the result of the system of nontransferable maternity and paternity leave in Iceland was to reduce the number of women who faced negative employment-related consequences as a result of taking off extended periods of time as opposed to shared parental leave); Simpson, supra note 12, at 304 (discussing the European systems of work-life balance as enhancing "equality of mothers in the workplace, allowing them to balance their lives with more vacation time, flexible schedules, funded child care options, leave provisions for both parents, health care, and encouragement of fathers involvement in domestic tasks and child care"). 155. See Jonsdottir, supra note 98, at 12. [Vol. 37:1
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ENCOURAGING WORK-FAMIL Y BALANCE the Iceland Act, and is in fact an illegal practice under the Iceland Act, these occurrences likely served to raise men's awareness about a problem that had previously only affected women who took maternity leave. 156 It may be hypothesized that as such workplace injustices become experiences shared by both genders, the motivation to remedy such occurrences will strengthen.157 D. Cautionary Notes Although the Iceland Act provides insight into ways to amend FMLA to improve American families' access to family leave, it should be noted that Iceland still has problems in some areas of gender equality. Of note, Iceland is not leading in every factor of the Global Gender Gap Report, and it even falls behind the United States on some factors. 155 In particular, Iceland ranks 2 2nd globally in women's economic participation and opportunity and 9 7 th in women's health and survival; the United States ranks 6 th and 33rd on these dimensions, respectively. 1 59 Iceland's lower rankings on these dimensions suggest that even in the presence of a more progressive family leave law, women's economic participation and access to quality healthcare have been unaffected or slow to improve since the implementation of the Iceland Act. 160 Moreover, despite its progressive family leave law, Iceland still displayed a gender pay gap in 2005-5 years after the 156. See id. at 16 (stating that a trade union report found that both parents suffered illegal termination while on maternity/paternity leave, but that fathers were illegally terminated more frequently after the Act was implemented than before the Act was implemented).
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  • Fall '17
  • David Capco
  • Biology, FMLA, ........., Leave, parental leave

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