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Aug. 1-7 is World Breastfeeding Week. To see how a corporate lactation program was implemented, see the article Making it Happen by Diane Spatz, PhD, RNC, FAAN, who describes how a program was started at Children's Hospital of Philadelphia.
In today's economy, business, like everyone, is looking to save money. Companies seek to retain employees, reduce health insurance expenditures and increase employee productivity. One way a business can reap all these benefits is to add a corporate lactation program, a recently developed and evidence-based wellness strategy.
In 2006, 55 percent of mothers with children under age 3 were in the workforce. The growth rate of women who are employed has increased by 80 percent over the past 2 decades.1 Returning to work is a reason for discontinuing breastfeeding.1
When mothers of infants work outside the home, the pressure on family life is increased. When workplace policy supports employees, everyone wins.
Benefits of Breastfeeding
All healthcare organizations recommend breastfeeding.
The health impact of breastfeeding on infants, mothers and families is well documented. The American Academy of Pediatrics recommends babies be exclusively breastfed for about the first 6 months of life. Breastfeeding is to be continued throughout the second half of the first year, along with the introduction of solid foods. After a year, breastfeeding should continue as long as mother and baby find the relationship "mutually rewarding."2
So how does a lactation policy benefit a business?
Lower absenteeism rates are good for businesses. Employed mothers who feed formula take more than twice as many 1-day absences because formula-fed infants are more likely to be sick and can't go to daycare.1 Unscheduled absences from work reduce productivity; the absent employee increases colleagues' workload. Nurses are aware of the burden of the increased workload and the compromise to best patient care when a colleague calls out sick.
Lower turnover rates are good for businesses - it is cheaper to retain an employee than train a new one. Only 59 percent of women return to their job after having a baby. One study of companies with lactation programs found an average retention rate of 94.2 percent; Mutual of Omaha's lactation support program resulted in a retention rate of 83 percent.1
Lower healthcare costs are good for businesses. CIGNA reported an annual savings of $240,000 in healthcare expenses, 62 percent fewer prescriptions, and $60,000 in reduced absenteeism rates in a 2-year study of 343 employees. Mutual of Omaha had a yearly savings of $115,881 in healthcare claims among families enrolled in the lactation program. Per person costs were $1,246 more for employees who did not participate in the program.1
A baby never breastfed will cost its HMO at least $4753 ($671 in 2008 dollars4) more in the first year of life (from excess medical office visits, prescription medications and hospitalization) than a baby exclusively breastfed for 3 months.
In businesses with predominantly male employees, lactation support given to their wives and partners still yields a return on investment, because when the baby is sick, he may have to take a day off from work.
Not Hard to Implement
The basic needs of the breastfeeding employee are minimal. She needs a flexible schedule to have time to pump because milk is made continuously, day and night. If she doesn't remove milk regularly, she can get sick or her supply will decrease. She will need 2 or 3 20-minute breaks to pump in an 8-hour work day and can extend her shift to complete her work. Pumping breaks decrease around 6 months postpartum, when her baby starts solid foods.
The breastfeeding employee needs a clean place to express her milk. It should be at least 4 feet by 5 feet, have an electrical outlet and a door that locks from the inside. Locating the lactation lounge near a ladies' room, to make washing hands and equipment convenient, is a bonus.
Some organizations provide luxurious lactation lounges. Community organizations and private individuals donate furniture. Mothers themselves may decorate the room and post pictures of their babies on the walls. Some companies purchase electric pumps in bulk to offer employee discounts.
One mother purchased a state of the art electric pump (costing over $300 retail) for $20!! While these are wonderful perks, they are not essential. Essential are a respectful and helpful attitude, dedicated, private and clean space, and flexibility in scheduling.
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