Why Lactation Accommodation is ImportantReturning to work after the birth of a baby is a critical transition point. Working mothers have lower breastfeeding rates and shorter duration of breastfeeding compared to non-working mothers. Mothers in low income occupations have lower breastfeeding rates than those in higher income occupations.Many mothers choose to stop breastfeeding at this time due to concerns about not being accommodated at work. Other mothers may prolong their leave or not return to work at all if they perceive an unsupportive environment. image/jpeg Source: United States Breastfeeding CommitteeSupporting Lactation Accommodation Makes Business SenseBusinesses that offer lactation accommodations can benefit in many ways, such as decreased absenteeism and turnover as well as more productive, satisfied and loyal employees. Companies that adopt breastfeeding support programs see a cost savings of $3 for every $1 invested in the program.LSE provides turnkey solutions and support to San Diego businesses across numerous industries to support lactation accommodation policies in the workplace. Industries include, but are not limited to: hospitality (hotels, casinos, etc…), non-profits, cities/government, retail, healthcare, engineering, technology, tourism, higher education and childcare.LSE provides guidance and support through:Assessment of current needs and development of an implementation planPolicy samples and support of policy development or revisionImplementation of policy and logistics to support both employees and employersTraining of human resource staff and managementTechnical assistance with lactation room design, creative space solutions, and creating a supportive environmentResources for both employers and employeesGet Started Today Source: United States Breastfeeding Committee Source: United States Breastfeeding CommitteeAssessment and Implementation PlanStart with knowing the law by visiting the California Breastfeeding Coalition website and sign up for access to their guides to lactation accommodation in the California workplace.an initial assessment of how your worksite is currently supporting lactation accommodation, and identify areas for improvement. Develop an implementation plan to determine the next steps and identify who will lead.Utilize the tools below to get started. Breastfeed LA Implementation Strategies Lactation Accommodation LSE Worksite Assessment Tool Policy Adoption Adoption of a lactation accommodation policy is important for many reasons. A policy will help support sustainability and provide directives to both managers and employees. Communication of support for lactation accommodation is easier when it is in writing. And a written policy shows that your business is in compliance with both federal and state laws. Check out the below resources to assist with writing or revising your lactation accommodation policy. California Work and Family Coalition Paid Leave Rights Resource Hub Breastfeeding Coalition Lactation Rights Sample Lactation Accommodation Policy for Employers CAL HR Policy Sample Environmental Change Changes to the workplace environment will help show support for lactation accommodation. Having an assigned lactation room is best practice, but not every business has the space for a designated room. Planning ahead for temporary spaces that employees can use to pump will help everyone with a smooth transition. A restroom is NEVER an appropriate place to ask someone to pump. Adding breastfeeding-friendly signage will let your employees and clients know you are supportive and ensure the space is prioritized for pumping employees. See below resources and pictures for ideas on designing a lactation room. Lactation Room Options AIA Lactation Room Design California Breastfeeding Coalition's Permanent and Flexible Lactation Space Solutions Communication Communication is key to the success of a lactation accommodation policy. Human resources, managers, supervisors and employees all need to be aware that there is a system to support breastfeeding mothers. A policy can be communicated in many different ways. Some examples include: during the hiring process, maternity leave, before the employee returns from leave, a letter to all supervisors and managers, during a training or meeting, bulletin boards and through worksite wellness programs. Lactation Accommodation Announcement_Sample Language 2 Lactation Accommodation Announcement_Sample Language Edcuation and Resources Training managers and supervisors on the importance of lactation accommodation and how to handle requests is crucial. Responsibility for accommodations relies on both the employer and the employee to work together to make sure everyone’s needs are met. Resources for both Human Resources and employees helps to bridge the gap and provide educational information and directives on responsibilities. See below resources aimed at employees and employers. Employee Maternity Leave Packet_Spanish Lactation Accommodation HR/Manager Training Employee Maternity Leave Packet (English) The Business Case for Breastfeeding Partner SitesFamily Health CentersCommunity Health Improvement PartnersGoodwill Industries of San DiegoNorthgate González MarketsRady Children’s HospitalSan Diego Community College DistrictCirculate San DiegoSDG&ECity of Del MarCity of La MesaCity of Lemon GroveYMCA Childcare Resource ServicesSAAS PlazaCH2MHillEvans Hotels2-1-1 San DiegoViejas CasinoWyndham San Diego BaysideNorth County Health ServicesLa Maestra Community Health CentersSharp Grossmont HospitalChildren’s ParadiseProject Concern InternationalArthur J. Gallagher & CoTiny ToesNicky RottensSan Diego State UniversityCalifornia State University San MarcosHarrah’s Resort Southern CaliforniaAdditional ResourcesAdditional resources and information can be accessed through our partners at the San Diego County Breastfeeding Coalition webpage Working and Breastfeeding Resources.
