2. Agenda
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Introduction
The case for workplace lactation programs
Steps to institute a program in your company
Resources
Q&A
3. Introduction to Lactation Programs
What is a corporate lactation program?
Who are we and why do we care?
Why should YOU care?
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Co-workers and
employers are
key players in the
support of
breastfeeding!
http://www.donenaturally.com/fathers-belong-at-breastfeeding-support-groups/
4. The Case for Lactation Programs
Benefits to Employees
– Healthier babies
– Healthier mothers
– Postpartum weight loss
– Reduced cost for feeding infants
– Helps with the “work/life” struggle!
Benefits to Employers
– Compliance with the law
– Reduced healthcare costs for employees and their dependants
– Fewer days of lost employee work due to illness
– Satisfied employees, and increased employee retention
– Recruiting tool for female employees
– Potential for employer recognition in the community
– Overall cost savings of $3 for every $1 invested in breastfeeding support
by companies (Corporate Voices - Benefits to Business)
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5. Steps to starting a lactation program
Establish a team of stakeholders
Perform data gathering
Obtain approval
Implement the program
Communicate the program to employees
Gather feedback and assess results
Iterate (as needed)
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6. Resources
http://www.womenshealth.gov/breastfeeding/government-in-action/business-
case-for-breastfeeding/
http://www.businessgrouphealth.org/pub/f2ffe4f0-2354-d714-5136-79a21e9327ed
http://www.usbreastfeeding.org/Portals/0/Publications/Workplace-2002-USBC.pdf
http://www.cdc.gov/breastfeeding/pdf/bf_guide_2.pdf
Laws: http://www.dol.gov/whd/regs/compliance/whdfs73.htm
Courtesy of http://www.businessgrouphealth.org/pub/f2ffe4f0-2354-d714-5136-79a21e9327ed
Helpful statistics:
•Only 25% of employed women with children under age one combine working and
breastfeeding for at least a month.
•For every 1,000 babies not breastfed, there are an extra 2,033 physician visits, 212 days in the
hospital and 609 prescriptions filled.
• One-day absences to care for sick children occur more than twice as often for mothers of
formula fed infants.
•A study of multiple companies with lactation support programs found an average retention rate
of 94%.
•In the past twenty years, the percentage of new mothers in the workforce has increased by
more than 80%.
7. Questions?
Comments?
We’d love to hear
your experience!
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Contact us:
kate.maxwell@raytheon.com
jessica.rearick@raytheon.com
Editor's Notes
What is a corporate lactation program?
A workplace program designed to support nursing mothers in the workforce. Typically includes a private, on-site area in which employees can express milk while at work. May also include policies regarding break times for pumping, subsidies for the purchase of a pump or nursing accessories, free breastfeeding literature or access to lactation consultants, etc.
Who are we and why do we care?
We are working moms, and lactation programs are very important to us as employees.
We are involved in the Raytheon Women’s Network, which is one of eight employee resource groups that helps our company achieve its vision of inclusion. Support for nursing mothers is an important topic for many of our members. We personally led an effort to start a lactation program at our site in 2010.
We believe lactation programs play an important part in retaining women in STEM careers, so we are encouraging employers to take steps to implement these types of programs and keep women in the STEM workforce.
Why should YOU care?
Maybe you’ve experienced the difficulties of balancing work and breastfeeding a child, and you want to correct that in your workplace.
Maybe you are currently expecting a child, or you anticipate needing to express milk at work at some point in the future.
Perhaps you are a manager or human resources professional, and you want to make your workplace compliant with new healthcare regulations.
Perhaps you are looking for ways to increase employee satisfaction, reduce lost days of work, and decrease healthcare costs at your company.
Note: we are NOT here to debate breastfeeding vs bottle feeding. We’re just here to let you know about lactation programs and equip you with the tools to start one at your own company.
Benefits to Employees
Healthier babies who are less susceptible to illness and infection as a result of being breastfed
Reduced risk of breast and cervical cancer in women who have breastfed
Easier postpartum weight loss by nursing mothers
Reduced cost for feeding infants [formula is EXPENSIVE!]
Helps with the work/life struggle
Increased visibility for employees who take the initiative to try to start this program
Benefits to Employers
Compliance with the law
According to a study by Corporate Voices, in 2011 only 28 percent of businesses had lactation programs. Yet “the Patient Protection and Affordable Care Act of 2010 now requires employers to provide nonexempt nursing mothers with reasonable time and space to pump milk to enable them to continue to breastfeed after returning to work."
Reduced healthcare costs for employees and their dependants since breastfed babies are generally healthier, as are breastfeeding mothers.
Long term health implications are better as well – reduced allergies, reduced risk of certain types of diseases and cancers, etc.
Fewer days of lost employee work due to illness (mom will be healthier, and she won’t have to take off as much to take care of a sick child)
Satisfied employees who feel supported, which leads to increased employee retention (which is so important in STEM fields!)
Recruiting tool for female employees
Overall cost savings of $3 for every $1 invested in breastfeeding support by companies (Benefits to Business)
Found a diverse team of interested stakeholders (women’s network if you have one, supportive managers who can act as a champion for you, HR, facilities, any employee who cares – new moms, new dads, etc.)
Gather data (a workplace survey is a good way to do this)
How many employees need this resource (past/present/projected future)
What amenities would be important to people? (Example: refrigerator, access to running water, a wall clock, magazines, etc. Prioritize!)
Get approval from management to move forward
Use data and resources to make a business case for this. Answer the question of “how can this benefit the company and its employees?”
Sit down with facilities to talk about feasibility
Is there space available for a lactation room?
Does the space accommodate the needs (such as a water source)
What are the cost prohibitions (this will likely require management input; know your budget!)
Implementation
Purchase amenities or resources (might include out-of-pocket costs which you can fundraise for)
Facilities constructs the space (may simply be moving furniture and amenities in.)
Establish guidelines for use (draft these and be prepared to disseminate them in the next step)
Communicating the program to employees
Notify employees that the room is available
Let people know how to gain access, what the rules & guidelines for use are, a schedule of use (if so desired), etc.
Feedback and maintenance
Continuous improvement, if necessary. Accept comments, suggestions, etc.
Note that we have also provided a document (here in hardcopy and accessible online as well) which includes these resources, as well as a list of common amenities that should be considered when creating a lactation room in the workplace.