c/o Children's Hospital and Health Center
3020 Children's Way, MC 5073
San Diego, CA 92123-4282
Phone: (858) 966-5981
Fax: (858) 541-4972
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BREASTFEEDING IN THE WORKPLACE: EMPLOYER ATTITUDES AND PRACTICES Efforts to promote extended duration and exclusivity of breastfeeding must consider that fifty percent of mothers of infants under one year of age work outside the home. A recent study [J Hum Lact 2001;17(1):39-40] surveyed the attitudes of a small group of Texas Human Resource (HR) Professionals towards breastfeeding support in the workplace. These professionals acknowledged the superiority of breastmilk when compared to formula and recognized that breastfeeding reduced infant illnesses, related health care costs, and maternal absenteeism due to infant illness, but none had a formal policy supporting breastfeeding. Rather, individual employees were accommodated on an as-needed basis. Perceived barriers to lactation support included lack of space (or "appropriate" space), lack of time or scheduling availability, negative effects of "special treatment" on other employees and productivity, and financial implications of providing adequate facilities. On the other hand, being "mother-friendly" was seen as an important recruitment tool and potential cost-savings for the company. Most importantly, HR personnel felt that if employees themselves expressed a need for lactation support, the employers would be likely to respond positively by implementing appropriate policies and facilities. |
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Recently, a survey of 37 San Diego "High Tech" companies (e.g., biotechnology, communications, computer related, electronics, pharmaceutical) was conducted (S. Jones, Y. Vaucher, unpublished). Representatives, mostly HR personnel and working women, responded to a questionnaire about employer policies, attitudes, and practices towards breastfeeding in the workplace. These companies were selected because they tend to employ a high proportion of young, well-educated women who are likely to breastfeed and return to work. Large and small (less than or equal to 50 employees) companies were equally represented; most employed between 25-50% women. Although half of the health insurance plans did cover lactation counseling, very few covered the cost of a pump for a working mother. Workplace facilities were limited: only 28% had a comfortable, private space for pumping; 11% had lactation counseling available. None provided an electric pump or had daycare on site or nearby. However, most (89%) had flexible breaks or lunch time and 39% provided breaks specifically for breastfeeding. Companies who employed nursing mothers in the past 5 years were more likely to have lactation support including private space and breastfeeding break policies. The health benefits and nutritional superiority of breastmilk were common knowledge. Respondents who knew |
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