Breastfeeding support in the workplace: How to combat the stigma
Employers should start by providing adequate amenities and policies for mothers in the workplace to help them feel comfortable and valued.
The lack of support new mothers receive in the workplace remains a long-standing issue impacting the careers and well-being of women. Although it’s improved in recent years, there are still 27.6 million working women of childbearing age without the basic necessities to meet their breastfeeding goals. To add to this, 70% of working mothers struggle to maintain both career and breastfeeding goals due to lack of health coverage and stigmas attached to mothers in the workplace.
The health benefits of breastfeeding alone should be enough of a reason for workplaces to provide proper accommodations to working moms. Breastfeeding support is crucial for the development of children as it provides the greatest nutritional value for infants and lowers a baby’s risk for developing health issues in the future. On top of improving the overall health of the child, breastfeeding substantially benefits the mother as well, promoting a speedy recovery and reducing their risk of obtaining chronic diseases such as breast and ovarian cancers, heart disease and diabetes.
Related: How employers can help new moms transition back to work
Currently, legislators are in the process of working to pass the PUMP for Nursing Mothers Act which ensures that working mothers across the country who are breastfeeding will have a safe and private place to pump. This bill looks to protect the 9 million employees who were excluded from the 2010 Break Time law by extending the law’s protections to cover salaried employees and specifically, other categories of employees who are prohibited from protections, such as nurses, teachers and farmworkers.
This bill would be a major step in breaking down barriers that prevent women and babies from receiving the best possible health outcomes. While employers can show support for working mothers by pushing for the advancement of this bill, there are measures they can put in place now to provide adequate amenities and policies for mothers in the workplace to help them feel comfortable and valued. Doing so will not only improve employee health and engagement, but it can improve the bottom line as well.
How to promote maternity policies on breastfeeding
Employers hold great responsibility in educating their employees and promoting maternity policies within the workplace. Managers and supervisors specifically can do so by having open conversations with their pregnant or breastfeeding employees to address their needs and determine what the company’s lactation support program and policies will entail.
When creating a lactation policy, it’s important for employers to acknowledge the pre-existing legislation protecting the rights of new moms in the workplace, especially as it relates to providing reasonable break times for moms to express breast milk and providing them with a private space where they can comfortably breast pump. Mom’s typically need 20 minutes every 2-3 hours for breast pumping depending on their schedules, so it’s important that adequate time is provided without any negative feedback or comments.
Implementing lactation programs for new mothers does not have to be an expensive or strenuous process. An employer who provides the following will help working mothers have the tools and resources needed to successfully pump while at work.
- A private room with a locking door
- A comfortable chair
- Surface to place breast pumps and accessories
- Relaxing lighting and art on the walls
- Mini fridge for milk storage
- Microwave for pumping accessories and parts sanitation
- Schedule for moms to work out their pumping times
- Access to electrical outlets
Ways to eliminate the stigma surrounding workplace pumping
Around 63% of moms feel as if there is a stigma attached to breastfeeding women at work, however, there are many tactics employers can use to eliminate these stigmas which are addressed below:
- Allow employees to use the lactation room for the duration of their breastfeeding/pumping journey
- Do not disturb breastfeeding employees while they’re using the lactation room.
- Employees should make their managers aware of their pumping schedule.
- Employees that use their lunch breaks or paid break times should be compensated as usual.
- Supervisors and the HR department are obliged to communicate this policy.
- Do not tolerate comments, disturbance, or victimization.
Training managers and supervisors will aid them in approaching conversations surrounding breastfeeding with a clear understanding of a new mother’s needs as well as the health and professional benefits of maternity policies. Employers can also show that they value their breastfeeding employees by ensuring that their company’s benefits provide coverage for necessary breastfeeding supplies and access to resources to help them achieve breastfeeding goals. Employers can partner with organizations that help companies better support working moms by providing access to benefits like telehealth services for breastfeeding and postpartum care, breast pump specialists, equipment solutions and more. This ensures moms can quickly and easily find answers to any problems to help them be more focused and stress-free while working.
Cost benefits of strong maternity leave and workplace pumping policies
Implementation of maternity policies not only benefits new moms but also provides value for the employer. After integrating a maternity policy, one company found they had $240,000 in annual savings and their prescription costs were reduced by 62%. Another company experienced an increase in productivity among pregnant or new moms after implementing a lactation program, resulting in a 77% reduction in lost work and $60,000 worth of savings generated.
A decreased turnover rate can also be expected when putting these programs in place, as 83% of employees feel more positive about their workplace and 67% of workers see their company as a longtime employer when they provide a comprehensive maternity program. The value in offering programs and resources that support new moms in the workplace is clear — when they’re able to work comfortably, companies are more successful.
Stigmas attached to mothers in the workplace are one of the main reasons why new moms often struggle to keep up with their career and breastfeeding goals — leading them to eventually leave the workforce or find a new employer. However, employers can show their support by providing breastfeeding mothers with lactation programs and benefits that foster a better work-life balance and create a company culture that is inclusive and encouraging towards working moms.
We still have a long way to go to ensure all working moms have the support they need in the workplace, but the more companies that implement comprehensive maternity policies, the closer we get to closing this gap. It’s a win-win for all involved — working moms no longer have to choose between their career and caring for their baby, and companies benefit from reduced healthcare costs, decreased turnover rates and increased productivity.
Jennifer Jordan is director of Mom & Baby at Aeroflow Healthcare
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