Supporting breastfeeding moms at work is good business

The World Health Organization recommends exclusively breastfeeding for the first six months of a baby’s life. Besides providing the best nutrients for growth, breastfeeding helps to decrease the risk of Sudden Infant Death Syndrome, asthma, leukemia, and infections in babies. However, only 27% of private industry workers in the United States have access to paid family leave. Women with children are the workforce’s fastest-growing segment, yet 1 in 3 lack reliable lactation space and half lack time during the day for pumping breaks. Consequently, breastfeeding rates plummet in the first six months as new moms return to work. New mothers should not be forced to choose between breastfeeding their babies and returning to work.

The barriers to breastfeeding at work are real; as a result, both employees and employers are suffering. The total investment to hire one new employee (at the average U.S. salary of $60,000/year) can exceed $180,000. This is well over 15x the cost to implement adequate breastfeeding support infrastructure like lactation pods, workplace policies and employee education. Investing in lactation spaces and creating a supportive company culture around breastfeeding will help meet the needs of working mothers and retain and attract top talent, ultimately cutting turnover costs.

These four simple steps can help employers create a family-friendly workplace culture that honors the role of mothers and welcomes them back to the workplace.

1. Ensure employees have access to a comfortable, private, and sanitary lactation space. The designated location cannot be a bathroom and must be available for nursing employees whenever needed. Lactation pods are a simple, all-in-one solution for employers to provide a dedicated, functional space where employees feel safe to pump.
2. Put lactation policies in writing and make sure that all employees are aware of them, not just those who are breastfeeding. Per the Fair Labor Standards Act most nursing workers are entitled to reasonable break time to express breast milk for their nursing child for one year after the child’s birth. It is important that colleagues understand the time that goes into pumping breast milk during the day is protected.
3. Provide breastfeeding resources for new moms so that they feel supported by their employer. For example:

• By law, insurance covers the cost of a breast pump. Make sure HR staff are aware and familiarize insured employees with their options.
• For employees on business travel, there are services for breast milk shipping. This can greatly ease the stress of refrigeration, storage and TSA compliance while on the go.
• Educate managers about the science behind pumping, and the time needed to maintain milk supply. Create a culture of understanding and an encouraging support system for employees who are pumping at work.

Related: EEOC’s final rule for the PWFA clarifies employer responsibilities

There is a disconnect between the advice given by doctors to improve health outcomes for babies and moms, and traditional office culture in the United States. From lowering cancer rates, diabetes, and heart disease, the benefits of breastfeeding are myriad for both maternal and child health. Additionally, breastfed babies get sick less, meaning parents of breastfed babies take less time off work to care for a sick baby.

Breastfeeding should at best be celebrated, and at the very least be respected as a positive contribution to public health. Despite the many opportunities for employers to create a welcoming workplace for new moms, data shows it’s still not the norm. With more women working now than at any time in US history, supporting new moms is not just the right thing to do – it’s good business.

Sascha Mayer is the cofounder and Chief Experience Officer of Mamava—the inventor of freestanding lactation pods for breastfeeding on the go—and a recognized expert on lactation space design, family-friendly workplace policies, and social entrepreneurial leadership.