CUWFA TALKS
Helping New Moms: Breastfeeding and Lactation Support
in the University Setting
Thursday, April 28, 2011
Panelists:
Lonna Hampton, University of California, Davis
Lactation Consultant
Susan Abramson, Yale University
Manager, WorkLife and Child Care Programs
Stephanie Duckett, Oregon State University
Coordinator, Childcare & Family Resources
1
A little bit about us…
University Spotlights
Yale
University
• Staff – 9627
• Faculty – 3695
• Grad & Prof. Students –
•
•
•
6318
Post doc’s 1500
439 buildings –main
campus is about 2 miles
wide and 8 blocks long
West Campus (former
Oregon State
University
• Staff: 1,325
• Faculty: 3,481
• Undergraduates:
•
•
19,599
Grad & Prof.: 4,190
380 buildings, 1 ¼
miles wide
Bayer Pharmaceutical site 7
miles from downtown New
Haven)
•
12 dedicated
lactation rooms
•
12 dedicated
lactation rooms
U. Of Cal,
Davis
•
•
•
•
•
Staff: 15,303
Faculty: 4,453
Undergraduates: 24,655
Grad & Prof: 7,498
Campus is 8 square miles
•
33 dedicated
lactation rooms
2
Agenda
• Part I
• Benefits of
Breastfeeding
• To Mother & Baby
• To University
• Components of a
successful program
• Finding a Lactation
consultant
• Breastfeeding Program
Resources
• Part II
• Steps for creating
lactation rooms on
campus
•
•
•
•
•
•
Find champions
Benchmark data
State & Local Regs.
Space & Funding
Space Management
Lactation Room
Resources
• Checklist
3
Why is Breastfeeding Important to
Working Women?
Health Advantages for Babies:
Optimal nutrition
Enhanced immune system:
Less risk of:
• ear infections
• diarrhea
• pneumonia
• SIDS
• asthma
• allergies
• childhood cancers
• obesity
• diabetes
Health Advantages for Mothers:
Less risk of:
• breast cancer
• ovarian cancer
• metabolic syndrome
• type 2 diabetes
• postpartum depression
4
Other Benefits of Breastfeeding:
Environmental Benefits:
Economic Benefits:
• Saves $1500 for one year of formula
• Reduced healthcare costs:
• Fewer health insurance claims
• Fewer clinic visits
• Fewer prescription medications for
sick infants
• No pollution or waste created in formula:
• Manufacturing
• Packaging
• Transporting
• Container disposal
• Fewer missed work days for parents
needing to stay home to care for a sick
child
• Recent study in Pediatrics journal
estimated that if 90% of US families
breastfed for 6 months, the US would save
$13 billion in reduced healthcare costs.
Psychological Benefits:
•
Less risk of postpartum depression
•
Decreased maternal neuroendocrine response to stressors
•
Improved maternal mood
•
•
Enhanced mother-baby bonding
More job satisfaction upon returning to work when
the workplace doesn’t cause mothers to compromise
their breastfeeding goals
5
“Research is clear that breastfeeding has a profound
impact on the health of both babies and their
mothers… Babies who are breastfed are
healthier…Their mothers are also
healthier...Breastfeeding is the ultimate preventive
health care strategy, and programs that enable
women to meet their breastfeeding goals are well
worth the investment!”
Dr. Joan Younger Meek
Pediatrician, United States Breastfeeding Committee Chair
6
Benefits to the University:
• Recruit and retain top-notch faculty, staff & students
• Increase:
• productivity
• morale
• loyalty
• Women return to work/school sooner after having a baby
• Healthier babies = fewer missed workdays for parents
• Healthier babies = lower healthcare costs
7
National Breastfeeding Statistics:
• In 2010, the CDC reported that 75% of US mothers initiated
breastfeeding. Only 13% exclusively breastfed for 6 months. A
primary reason for weaning early: “returning to work/school.”
• “Healthy People 2020” objectives are for 82% of mothers to initiate
breastfeeding and 61% to continue breastfeeding for 6 months.
• Breastfeeding-friendly workplaces are critical in order for the US to
meet these nationally established public health goals.
8
Components of a University
Breastfeeding Support
Program:
•
Lactation Policy: ensures lactation accommodation for all
faculty, staff, and students
•
Facilities: designated sites for milk expression
•
Education: courses on balancing work and breastfeeding
•
Support: support groups and the assistance of a lactation
consultant
9
The International Board Certified
Lactation Consultant
A lactation consultant helps families successfully breastfeed their babies by providing:
• Breastfeeding classes and support group meetings:
•
•
•
•
•
•
•
•
Getting breastfeeding off to a good start after the birth
Establishing a good milk supply during maternity leave
Preparing for the return to work/school
Creating a pumping schedule to meet mothers’ individual needs
Tips on getting the best results from a breast pump
Safe handling of human milk
How much milk to leave for baby’s needs at each stage of development
Information on appropriate breast pump equipment to purchase or rent
• Lactation consultations for breastfeeding mothers:
• Prenatal counseling about risk factors that may affect breastfeeding
• Strategies for resolving common breastfeeding problems
• (poor latch, inadequate milk transfer or supply, nipple or breast pain, difficulty pumping)
• Clinical support for breastfeeding in challenging situations
• (twins, a premature or sick infant, infants with special needs, mothers with medical conditions)
10
How to Find A Certified Lactation Consultant:
1. Check your local hospital or physician’s office.
2. The International Lactation Consultant Association www.ilca.org
website includes a directory of consultants who
specialize in workplace lactation support.
11
Breastfeeding success happens with support.
Other Breastfeeding Support Resources:
• Business Case for Breastfeeding:
•
http://www.womenshealth.gov/breastfeeding/governmentprograms/business-case-for-breastfeeding/index.cfm
Tools to help employers provide lactation support in the
workplace
• US Department of Health & Human Services:
•
www.womenshealth.gov/breastfeeding
Breastfeeding Help Line for mothers: 1-800-994-9662
• WIC: http://www.fns.usda.gov/wic/Breastfeeding/breastfeeding
•
Lactation consults and pumps for eligible mothers
Recommended book for mothers:
Nursing Mother,
Working Mother: The
Essential Guide for
Breastfeeding and
Staying Close to Your
Baby After you
Return to Work, by Gale
Pryor
• Breast pump information and equipment:
• www.ameda.com
• www.medela.com
• Academy of Breastfeeding Medicine: www.bfmed.org
• American Academy of pediatrics: www.aap.org
• La Leche League International: www.llli.org
12
Steps For Creating Lactation
Rooms On Campus:
1.
2.
3.
4.
5.
Find champions
Provide benchmark data for peer institutions (and others as
needed)
Knowledge of local and state regulations
Identify Space
•
Determine cost per space (varies for each space)
Determine who will manage the space
13
1. Find Champions
Key players:
• Leadership: Higher Administration & Department Chairpersons
• Facilities: includes architects & maintenance crews
• Human Resources
• Supervisors
• Health and Wellness partners
• School of Nursing/School of Medicine leaders if on campus
• Breastfeeding mothers (staff and students)
• Future breastfeeding mothers (staff and students)
• Women’s groups
14
2. Benchmark Data
Use CUWFA!!
Lactation
rooms
Colorado State
Cornell
Iowa State
Michigan State
North Carolina State
Ohio State
Oregon State
Penn State
Purdue
Texas A&M
U of Arizona
U of Cal Davis
U of Illinois
U of Wisc. Madison
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Lactation
Policies
Lactation
Support
Programs
On-site
lactation
consultant
x
x
x
x
x
x
x
n/a
x
x
x
x
x
x
n/a
n/a
x
x
x
x
x
x
• A chart can help visualize where your school is in comparison
to others. Shown: a matrix comparison of Oregon State’s peer institutions
15
3. Knowledge Of Local And State Regulations
• Connecticut State Policy:
Sec. 31-40w. Breastfeeding in the workplace. (a) Any employee may, at her discretion,
express breast milk or breastfeed on site at her workplace during her meal or break
period.
(b) An employer shall make reasonable efforts to provide a room or other location, in
close proximity to the work area, other than a toilet stall, where the employee can
express her milk in private.
(c) An employer shall not discriminate against, discipline or take any adverse
employment action against any employee because such employee has elected to exercise
her rights under subsection (a) of this section.
(d) As used in this section, "employer" means a person engaged in business who has
one or more employees, including the state and any political subdivision of the state;
"employee" means any person engaged in service to an employer in the business of the
employer; "reasonable efforts" means any effort that would not impose an undue
hardship on the operation of the employer's business; and "undue hardship" means any
action that requires significant difficulty or expense when considered in relation to factors
such as the size of the business, its financial resources and the nature and structure of its
operation.
http://www.cga.ct.gov/2009/pub/chap557.htm#Sec31-40w.htm
16
Continued: Knowledge Of Local And State
Regulations
• State of Oregon Law Highlights:
• Effective January 1, 2008, employers with 25 or more employees must make reasonable
efforts to provide private space and time for nursing mothers who request a place to
express milk for their newborns 18 months of age and younger.
• The location must be in close proximity to the employee’s work area, and cannot be a toilet
stall or restroom.
• Businesses would not necessarily have to have a dedicated lactation room. A vacant office
or conference room could suffice, so long as it is private. A cubicle is not considered private.
• An employee must provide reasonable written or verbal notice to her employer that she
intends to express breast milk at work. (A sample letter is available in English and Spanish.)
• All employers must comply unless they can prove it would cause undue hardship.
• There is a $1,000 fine per incident for non-compliance.
http://public.health.oregon.gov/HealthyPeopleFamilies/Babies/Breastfeeding/Pages/hb2372.
aspx
• OSU’s Milk Expression in the Workplace Policy Highlights:
• “The University will endeavor to include a lactation room in new building designs and, if
feasible, in renovation or remodeling projects.”
• “An employee may use a University designated lactation area to breastfeed her child who
has been brought to her during her rest breaks by a care provider or another such
individual.”
http://oregonstate.edu/fa/manuals/gen/milk
17
4. Space and Funding
Yale
• Our biggest barrier is
•
•
space.
Funding sources include
Facilities, individual
departments, and the
WorkLife program
Examples
• Space carved out of a storage
closet in a science building.
Users are students, post-docs
and staff.
• New space in an existing
building .
Oregon State
• We started small, with
two rooms that women
were already using to
pump.
• Each room cost around
$5,000 to convert.
• Received $45,000 from
central admin.
• Used the funding as minigrants to implore
department to create their
own spaces.
18
5. Space Management
•
•
•
•
•
•
Each space needs a dedicated contact person
Room access, safety and privacy are critical components to
any space
Reservations and calendars managed per need of space and
owner
Locations on University website including contact person and
content of rooms.
Monitoring utilization
Monitoring cleanliness
19
OSU’s lactation room sign
Checklist
Listed below are several components of breastfeeding support rooms in the workplace. Not all of them
apply to every workplace situation. They are offered as a guide to employers and employees who are
considering ways to support breastfeeding as a health behavior. This checklist may be most useful when
considered in conjunction with the USBC issue paper Workplace Breastfeeding Support.
 Space
 Dedicated, private
pumping/breastfeeding room
 Floating, multipurpose room
(space available)
 Restroom
 Other (please specify)
__________________
 Furnishings (check all that apply)
 Lock
 Chair
 table
 sink
 refrigerator
 Pumps
 Multi-user pump provided on
site
 Employer provides pump rental
 Employer subsidizes pump rental
 Employer subsidizes pump
purchase
 Employee provides own pump
 Breast pump personal supplies
 Provided by employer
 Subsidized by employer
 Purchased by employee
 Training
 train all employees, supervisors
and co-workers on the policies
 communicate policy to all
pregnant employees
20
Other Potential
Accommodations





Mother brings child to work
Care giver brings child to mother for feedings
On-site child care with accommodation for breastfeeding
Contract with nearby child care center that accommodates breastfeeding
mothers
Breaks for expressing milk or breastfeeding
 2 breaks and a lunch period in an 8½ hour day
 paid breaks for pumping (breaks are not deducted from work time)
 expanded unpaid breaks
 Workplace education and clinical support
 hire a skilled lactation care provider
 contract with a skilled lactation care provider on an as-needed basis
 provide a list of community resources to employees
 offer breastfeeding education to partners as well as employees
 offer breastfeeding education to employees
 include protection for pregnant and breastfeeding women in company
sexual harassment policy and training
Adapted from the 2003 United States Breastfeeding Committee
21
UC Davis Resources and
contact information:
• Breastfeeding Support Program at University of California Davis:
• http://www.hr.ucdavis.edu/worklife-wellness/Life/breastfeedingsupport-program-1
• Includes links to campus lactation policy, California State laws related
to breastfeeding, and breastfeeding resources for mothers
• Lonna Hampton, Board Certified Lactation Consultant
• lmhampton@ucdavis.edu
• Contact me if I can be of any help to you!
22
Yale Resources &
Contact Information
•
Breastfeeding/lactation rooms at Yale (PDF)
• http://www.yale.edu/hronline/worklife/documents/LactationRoom1
1-23-09.pdf
•
Connecticut Breastfeeding Policy
• http://www.cga.ct.gov/2009/pub/chap557.htm#Sec31-40w.htm
• Susan Abramson, Manager, Yale WorkLife and Child Care
•
•
•
ph: 203-432-8069
e-mail: susan.abramson@yale.edu
website: www.yale.edu/worklife
23
Oregon State University
Resources & Contact Information
Photo tour of OSU’s lactation rooms:
http://oregonstate.edu/childcare/breastfeeding
OSU’s Milk Expression in the Workplace Policy:
http://oregonstate.edu/fa/manuals/gen/milk
Stephanie Duckett
Childcare & Family Resources
541-737-4906
Stephanie.duckett@oregonstate.edu
http://oregonstate.edu/childcare
24
Questions and
Answers
25