Achieving paid family leave in Oregon, USA: analysis of the policy process using the advocacy coalition framework.

Only a few states have adopted a paid family leave (PFL) policy in the United States of America. Local media described the 2019 Oregon PFL legislation as "the most progressive" policy in the country, with coalitions as crucial policy advocates. This case study applies the Advocacy Coalition Framework (ACF) to examine policy learning and negotiated agreements as causal mechanisms to explain the adoption of the PFL. We identified three modes of policy learning: previous policy cycles, learning from other coalitions, and learning from community organizations. ACF explains the evolution of negotiated agreements based on the stability of coalition belief systems, including consensus on leave time, inclusivity, and cost-sharing contributions. ACF helps describe how coalitions adopted progressive ideas such as equity. However, ACF's elements that allow a deeper exploration of narratives were missing. Future studies should include interviews with coalition members and compare state policies to assess strategies. Future policy initiatives could integrate feedback from community organizations into policy strategies.

Employee Experiences with a Newly Adopted Paid Parental Leave Policy: Equity Considerations for Policy Implementation.

Purpose: Paid parental leave (PPL) policies offer immense opportunity to enhance health equity by providing financial stability to workers and promoting the health of families in the United States. Working in partnership with a local county government, which recently adopted a paid leave policy, we engaged in a qualitative substudy to enhance our understanding of how workers perceived and experienced the policy across levels of the socioecological framework. Methods: Working in partnership with Multnomah County, a large public-sector employer in Portland, OR that recently adopted a PPL policy, we collected qualitative data through focus groups with employees. Data were transcribed, coded, and analyzed thematically. Results: We conducted seven focus groups with county employees (N=35) in the fall of 2017. Three major themes emerged from the focus group data: intersectional inequities, disparities by department, and uneven benefits. Conclusions: Our findings highlight the inequities of experience with the PPL policy across employees at individual, organization, and environmental levels. These findings offer insight and guidance for entities considering the adoption and implementation of such policies to consider concrete steps to enhance equity of access and experience.