Women should not have to choose between breastfeeding their children and their work. Breastfeeding provides vital health and nutritional benefits for children with positive lifelong impacts, building healthier populations – and workforces – for the future.
World Breastfeeding Week is held in the first week of August every year, supported by WHO, UNICEF, and many Ministries of Health and civil society partners. This year’s theme focuses on breastfeeding and work, aiming to provide a strategic opportunity to advocate for essential maternity rights that support breastfeeding. The World Health Organization (WHO) recommends that infants be exclusively breastfed for the first 6 months of life; however, breastfeeding rates remain low globally.
Only 37% of infants younger than 6 months of age are exclusively breastfed in low- and middle-income countries.
- When considering how to combine work and breastfeeding, common concerns raised by women include insufficient time or lack of a suitable work environment to express and store breast milk and lack of adequate access to their infant to breastfeed.(https://journals.sagepub.com/doi/10.1177/0890334415597636)
- Access to vital maternity provisions. All women everywhere – no matter their work – should have
At least 18 weeks, preferably more than 6 months, paid maternity leave: Returning to paid employment is one of the reasons women stop breastfeeding earlier than they planned to. (https://onlinelibrary.wiley.com/doi/full/10.1111/jmwh.13243) - Paid time off for breastfeeding or expressing milk upon returning to work;
- Flexible return to work options.
When Breast-Feeding Mothers Return To Work: Key Essentials
To be successful at breastfeeding and working, the mother needs five things: a breast pump, a private room, adequate breaks to pump, a refrigerator to store the milk, and most importantly, a supportive employer (Thompson,1997).
A full-size double pump is the best choice for the working mother. These pumps produce an action most similar to the way a baby nurses, and they are faster and more efficient than other pumps. The simultaneous bilateral pumping these pumps provide increases the levels of serum prolactin in the mother. This may help the mother who returns to work before the baby is 6 weeks old to increase her milk supply. A double pump may also help mothers with a low milk supply maintain and possibly increase their supply and also build a supply to store in the freezer (Greenberg, 1991).
A private place to pump is vital. The mother needs to be able to relax for hindmilk to flow into the sinuses for pumping (Davis, 1994). This phenomenon is referred to as “letdown.” An office, break room, or secluded corner is a good location. If the woman is self-conscious and fears invasion by others, a “Do Not Disturb” sign can be placed on the door (Greenberg, 1991). If the letdown still does not occur, the mother may wish to look at a picture of her baby. It is also helpful to massage the breasts before the pump.
Adequate breaks to pump must be given to assure breastfeeding success. If the mother works more than 4 hours, she should pump. Ideally, she should pump approximately every 3 hours, around the time the infant would eat. This provides an adequate “stockpile” and assures continued good milk production by the mother. The more she pumps, the more milk she will produce (Davis, 1994; Greenberg, 1991). Regular pumping also prevents problems associated with breastfeeding such as engorgement, leaking, and mastitis (Greenberg, 1991).
The mother must have an adequate place to store her milk. It should be placed in a refrigerator as soon as possible, and be used within 48 hours. If it is not going to be used immediately, it should be frozen. It can be kept for up to 6 months in a freezer (Davis, 1994).
Breastfeeding at work is likely to be unsuccessful if the employer is not supportive of the mother. She should approach her supervisor, whether a man or woman, with her plans. It may be helpful to provide the employer with information about breastfeeding, specifically cost savings to employees and employers (Davis, 1994). The occupational health nurse can facilitate this relationship. The nursing role includes educating employers and employees about the benefits of breastfeeding and ensuring the mother’s success.
The most significant problem encountered by breastfeeding mothers is the lack of an adequate facility in which to pump (Corbett-Dick, 1997). Many women do not have their own offices, and corporate breakrooms are very public. This forces women to use public restrooms. One study found this to be an unacceptable solution because of bacterial contamination (Thompson, 1997).
Another major problem is the lack of time for pumping at work. Many women feel guilty for taking extra breaks to pump. Many are also fearful of or embarrassed about discussing the subject with their employer. One study found 40% of working breastfeeding mothers were pumping without the knowledge of their employer (Thompson, 1997). If these mothers are not able to pump as often as necessary, it is likely that their milk supply will diminish. Mothers who pump regularly tend to nurse longer than those who do not (Greenberg, 1991).
Both of these problems are directly related to the general lack of knowledge of the benefits of breastfeeding among the public. After employers are aware of breastfeeding issues, discussion with mothers can be encouraged. Employers may provide the necessary equipment, environment, and break times.
It is also important to realize these mothers often experience tremendous role overload (Greenberg, 1991). In addition to the duties of a stay-at-home mother, the mother is also working outside the home. While working, she has to think about and care for the infant by pumping. At home, she assumes care of the infant, including breastfeeding. Household chores, care of other children, and the role of the wife must also be considered. These women need the support of healthcare providers and their spouses to maintain a healthy balance. Unfortunately, if the mother must give up something because of high demands, it is often breastfeeding
Corporate Lactation Program
The Step Wise Approach for Implementing a Corporate Lactation Program
The corporation hires an occupational and environmental health nurse with a background in lactation.
The nurse then:
• Designs a lactation program, including creating space for the pumping room.
• Conducts a needs assessment during the employee’s third trimester of pregnancy.
• Orients the employee to the program including a tour of the facility.
• Suggests a breastfeeding class during the prenatal program.
• Maintains contact with the employee during the early postpartum period while the employee is on maternity leave.
• Accompanies new mother to the pumping room the first time she expresses milk at work.
• Phones the absent employee to gather data related to infant illness.
• Surveys the employee prenatally, during lactation, and at weaning of the infant for satisfaction and stress level.
These are urgent issues for ensuring women can breastfeed as long as they wish to do so: more than half a billion working women are not given introductory maternity provisions; many more find themselves unsupported when they go back to work.
Ref: https://journals.sagepub.com/doi/pdf/10.1177/216507990205000204