The way we work has changed. As employers look to maximize offerings for employees to attract top talent, organizations should consider baby-feeding support in their benefits as the competition ramps up. The working parents of today are looking for flexibility, the option for remote work, and organizations and CEOs that understand that family comes first. One specific benefit where employers often fall short is baby feeding.
New parents are in a time of vulnerability and uncertainty physically, emotionally, and mentally. Studies prove that organizations that implement solutions specific to the needs of working parents see gains when it comes to retention – which is good news since more than 20 percent of employees between the ages of 30 and 45 resigned during the pandemic.
So, if you want to keep that top talent longer, consider adding a workplace lactation program. If you’re unsure where to start, read my top tips to create a feeding-friendly workplace.
Go beyond what the law requires.
Complying with federal and state laws is the bare minimum regarding feeding support. All employers in the U.S. must accommodate breastfeeding workers with time and space. Thirty-one states have laws requiring additional accommodation. While you’ll undoubtedly want to determine what must be done to comply, to compete for the recruitment and retention of talent, you’ll need to establish a workplace lactation program. With it, you’ll signal a commitment to women and families among your employees, job candidates, and customers.
Parents are at a crossroads when returning to work. Research shows employees choose their families over their jobs more often than not. In fact, in this study by the National Library of Medicine, 64 percent of feeding parents did not take advantage of pumping breaks, and 50 percent stopped feeding after returning to work.
Culture, community, and access to support are needed beyond simply offering time to pump and tolerating the task. Instead, give your working parents more and enjoy results such as a 50 percent reduction in absenteeism and 83 percent of parents feeling more positive about your company (U.S. Department of Health & Human Services).
Provide space, support, and a safety net.
With so many logistics on a parent’s mind daily and primarily upon return to work—scheduling, pumping, washing parts, childcare, commuting, navigating life as a new parent—the easier you access solutions, the more you reduce anxiety and increase loyalty. According to an Aeroflow study, nearly 50 percent of breastfeeding workers are considering a job change. Studies have shown that feeding benefits increase retention and loyalty for the employer and change the life of the working parent and baby, too.
There are many steps your organization can take to go above and beyond what the law requires when it comes to feeding in the workplace. Whether it’s a dedicated or pop-up space, communicating the availability of a private area for parents to express milk demonstrates that the organization has accommodations in mind. Feeding moms need to express milk every 2-3 hours, and they need an uninterrupted private space to do so. When the space is calm, relaxing, and free from distractions, pumping parents are more able to express milk because stress levels influence production.
Do you have a refrigerator nearby so expressed milk can keep cold? Is there a sink to wash pump parts? For those working remotely, are you okay if they join sans-video? Staying ahead of a new parent’s needs can make the difference between a productive, happy team and turnover.
Knowledge is power – know the facts (and benefits)
Breastfeeding is a huge time commitment, equal to a full-time job. On average, parents spend 1,800 hours expressing milk in the first year of a baby’s life. While some medical plans might partially pay for an appointment with a lactation consultant (LC), offering easy access to LCs certified by the International Board of Lactation Consultant Examiners puts parents in touch with needed information and answers to urgent questions. How can you help connect your working parents with the expert guidance they need?
Solid policies reduce risk and support compliance, establish expectations, and invite conversation. Get a conversation going so everyone is clear on your benefits. Be proud of what you offer. Train managers on accommodation requirements as well as the particulars of your workplace lactation program. Provide your employees with the same details when they announce they are expecting.
Breastfeeding support reduces health care costs by over $1.6 million annually. Simply put, meeting your breastfeeding worker’s physical needs means a greater chance that they’ll stay healthy, reducing absenteeism and medical claims. Offering breastfeeding support can increase retention rates from 59 percent to 94 percent. Providing easy access to places to pump, policies, and experts creates a less stressful environment, leading to greater breastfeeding success and happier, more engaged employees.
