RN as Healthcare Policy Leader (graded)
For the purpose of this discussion, I will review recommendations and findings as they relate to
workplace support for breastfeeding mothers. The position statement I have formulated is as such:
“Breastfeeding mothers who are given access to facilities for pumping while at work will increase
success of breastfeeding; both supply of milk and bonding with their infant, by encouraging
breastfeeding for a longer period of time and providing maximum nutritional benefits for the infant”. It
is a proven fact that exclusive breastfeeding for the first six months after the birth of an infant that the
benefits for both mother and infant are great (Lessen & Kavanagh, 2015). Though employers are
required to provide a safe and appropriate place for mothers to pump while working, the requirements
are not detailed to include specific amenities for that mother (Bai & Wunderlich, 2013). Amenities
including a separate cooling place to store milk, such as a refrigerator, and a sink are extra things that
will help make continuing to breastfeed a success (Bai & Wunderlich, 2013).
Currently, requirements include “reasonable breaks for employees to express breast milk in private, in a
space other than a restroom, for one year from a child’s birth” (Chow, Wolfe, & Olson, 2012). When
employees feel that their choice to breastfeed their infant is important to their employer, they will
experience less stress and will have a successful breastfeeding experience, however the amount of
hours a mother works has an impact on long-term breastfeeding rates. After four months, full-time
working mothers see a 23.5% decrease in exclusive breastfeeding rates as opposed to part-time working
mothers (Bai & Wunderlich, 2013). This equates to longer work hours and work weeks making it more
difficult to sustain exclusive breastfeeding for mothers, and less infants getting the most benefits from
breastfeeding.
When supervisors or managers show an interest and support for their working mothers to breastfeed
their infants, employee morale increases, as well as productivity (Chow et al, 2012). I have been on both
sides of the spectrum when it comes to breastfeeding success. When I gave birth to my son in 2004,
there was not a room I was able to pump while at work, and ultimately he was weaned by the age of
four months. However, with my second child, I was employed elsewhere, we had lactation staff on our
unit, and had a special room, along with a provided pump and storage space for pumped milk, to take
breaks whenever it was necessary, and my daughter breastfed for nine months. Having a much more
supportive team on my side made the necessary breaks less stressful, and I was able to provide that
nutrition to my daughter without having to worry about when I was going to be able to get away and
express milk.
References
Bai, Y., & Wunderlich, S. M. (2013). Lactation accommodation in the workplace and duration of exclusive
breastfeeding. Journal of Midwifery & Women's Health, 58(6), 690-696. doi:10.1111/jmwh.12072
For the purpose of this discussion, I will review recommendations and findings as they relate to
workplace support for breastfeeding mothers. The position statement I have formulated is as such:
“Breastfeeding mothers who are given access to facilities for pumping while at work will increase
success of breastfeeding; both supply of milk and bonding with their infant, by encouraging
breastfeeding for a longer period of time and providing maximum nutritional benefits for the infant”. It
is a proven fact that exclusive breastfeeding for the first six months after the birth of an infant that the
benefits for both mother and infant are great (Lessen & Kavanagh, 2015). Though employers are
required to provide a safe and appropriate place for mothers to pump while working, the requirements
are not detailed to include specific amenities for that mother (Bai & Wunderlich, 2013). Amenities
including a separate cooling place to store milk, such as a refrigerator, and a sink are extra things that
will help make continuing to breastfeed a success (Bai & Wunderlich, 2013).
Currently, requirements include “reasonable breaks for employees to express breast milk in private, in a
space other than a restroom, for one year from a child’s birth” (Chow, Wolfe, & Olson, 2012). When
employees feel that their choice to breastfeed their infant is important to their employer, they will
experience less stress and will have a successful breastfeeding experience, however the amount of
hours a mother works has an impact on long-term breastfeeding rates. After four months, full-time
working mothers see a 23.5% decrease in exclusive breastfeeding rates as opposed to part-time working
mothers (Bai & Wunderlich, 2013). This equates to longer work hours and work weeks making it more
difficult to sustain exclusive breastfeeding for mothers, and less infants getting the most benefits from
breastfeeding.
When supervisors or managers show an interest and support for their working mothers to breastfeed
their infants, employee morale increases, as well as productivity (Chow et al, 2012). I have been on both
sides of the spectrum when it comes to breastfeeding success. When I gave birth to my son in 2004,
there was not a room I was able to pump while at work, and ultimately he was weaned by the age of
four months. However, with my second child, I was employed elsewhere, we had lactation staff on our
unit, and had a special room, along with a provided pump and storage space for pumped milk, to take
breaks whenever it was necessary, and my daughter breastfed for nine months. Having a much more
supportive team on my side made the necessary breaks less stressful, and I was able to provide that
nutrition to my daughter without having to worry about when I was going to be able to get away and
express milk.
References
Bai, Y., & Wunderlich, S. M. (2013). Lactation accommodation in the workplace and duration of exclusive
breastfeeding. Journal of Midwifery & Women's Health, 58(6), 690-696. doi:10.1111/jmwh.12072
