It’s World Breastfeeding Week! While the decision to breastfeed is a personal one, the dynamic at work can play a huge role in that decision. How much maternity leave is provided? Is any of it paid? Will there be a comfortable space to pump? Is childcare close enough for me to nurse? Will I be able to take the time I need to pump/nurse without falling behind? Will my boss and coworkers be supportive? And all of these questions and all this anxiety are on top of everything else that’s involved in transitioning back to work!
When Katherine was born, I was fortunate to be in a very supportive environment. I was able to take 6 1/2 months of maternity leave. Most of it was unpaid, but the company paid for 4 weeks, and I used my PTO. We had onsite childcare at a different building than mine, but still close by. So, when I returned to work, we were able to agree on some schedule flexibility. There were 2 feedings during work hours, so I pumped one and nursed the other. This typically meant that I pumped during lunchtime and left early to nurse. It was still challenging to juggle work demands, but it helped having a supportive boss. She was very understanding about how important it was to me to continue breastfeeding.
(And let me pause to be very clear about something. Yes, I am a huge advocate of breastfeeding. I also firmly believe that good mothers feed their babies – however that happens. Not every mother can breastfeed or wants to. I support moms in making their own decisions on what’s best.)
There’s a huge opportunity for leaders to create supportive environments that allow moms to make whatever decisions they want to make about how they feed their babies. Moms shouldn’t feel forced to change their decisions because of work dynamics. First, this is the right thing to do. Second, you increase your chances of working moms staying around and being that much more engaged.
Here are 3 ways leaders can support breastfeeding moms.
Maternity leave that’s longer than 12 weeks – and paid
Truth be told, it’s not generous to provide the standard FMLA 12 weeks of leave. All that means is you’re providing what the law says you have to provide. According to research from The Fifth Trimester, moms feel better physically at 22 weeks and emotionally at 24 weeks. Not to mention baby might or might not yet be sleeping through the night. It’s much better for moms to return to work when they’re really ready to be back at work.
Every employer should provide maternity leave that’s longer than 12 weeks. This includes those with only a handful of employees such that FMLA (or the ADA) doesn’t apply. The fewer employees you have, the more challenging this can be. But it’s still just as important.
At least some of the leave should be paid. Employees shouldn’t have to just rely on their PTO. Provide as much paid leave as you can. Then, have employees use their PTO.
Keep in mind that every mom is different, and some may not need or want a longer maternity leave. What’s important is that you’re providing a supportive environment that allows moms to decide what’s best for them and their families.
Schedule flexibility
As moms prepare to return to work, be ready to have conversations about schedule flexibility. Consider possibilities around working from home and reduced work schedules. (This can be particularly helpful if it’s challenging for your organization to provide a longer maternity leave.)
Most employers are required to provide a “reasonable break time” for mothers to express milk during the work day for up to a year after the baby’s birth. (And provide a location other than a bathroom.) The needs of moms and babies vary, so you’ll find that the frequency and length of time needed varies too. I needed 45 minutes to pump once a day (plus leaving early to nurse). I’ve known other moms who pumped for 20 minutes and did it more frequently. I’m confident that having the support for the pumping/nursing schedule I needed was a huge part of why I was able to breastfeed for so long.
Keep in mind that, in all reality, work demands play a key role in this. Being given the break time is good. But if you know your workload is piling up or your boss or coworkers are resentful, then it’s a very stressful dynamic. I remember a mom crying in my office telling me she was so stressed that her milk supply diminished and she had to stop breastfeeding. Moms shouldn’t have to put in extra hours in the evenings to be able to keep up. Keep the workload reasonable, and ensure a supportive environment.
Paid pumping/nursing breaks
Nonexempt employees in particular can face challenges continuing to breastfeed if the breaks aren’t paid. They either have to accept a lower paycheck or work longer hours – neither of which creates a supportive environment.
I would feel free to ask your working moms if they can align their breaks with ones that are already offered (regular break and lunch times). In most cases, they’ll probably be able to do at least some of that.
Outside of lunch breaks, though, pay your moms for breaks they take to pump/nurse. Do this at least for the first year. At the end of the day, this really doesn’t cost a lot of money. And it creates a supportive environment that’s incredibly meaningful.
By doing these 3 things, you’ll take huge steps forward in creating supportive environments at work for breastfeeding mothers. And, bonus, these are pretty simple things to put into practice. It will take a little work to put together the policies surrounding them, but it probably won’t take as much time as you think. And it’s worth it to retain working mothers and help them have fulfilling careers where they can be engaged at work AND feed their babies as they choose!
Photo credit: By Trendsetter Images / Canva
