CUWFA TALKSHelping New Moms: Breastfeeding and Lactation Support in the University Setting 

Thursday, April 28, 2011

Panelists: Lonna Hampton, University of California, DavisLactation Consultant

Susan Abramson, Yale University Manager, WorkLife and Child Care Programs

Stephanie Duckett, Oregon State UniversityCoordinator, Childcare & Family Resources

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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 Bayer Pharmaceutical site 7 miles from downtown New Haven)

• 12 dedicated lactation rooms

Oregon State University

• Staff: 1,325• Faculty: 3,481• Undergraduates:

19,599• Grad & Prof.: 4,190• 380 buildings, 1 ¼

miles wide

• 12 dedicated lactation rooms

A little bit about us…

U. Of Cal,Davis

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• Staff: 15,303• Faculty: 4,453• Undergraduates: 24,655• Grad & Prof: 7,498• Campus is 8 square miles

• 33 dedicated lactation rooms

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

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Other Benefits of Breastfeeding:

Environmental Benefits:

•No pollution or waste created in formula:• Manufacturing• Packaging• Transporting• Container disposal

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

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

•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.

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“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 MeekPediatrician, 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.

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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

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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)

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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.

Breastfeeding success happens with support.

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Other Breastfeeding Support Resources:

•Business Case for Breastfeeding: http://www.womenshealth.gov/breastfeeding/government-programs/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

•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

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

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Steps For Creating Lactation Rooms On Campus:1. Find champions2. Provide benchmark data for peer institutions (and others as

needed) 3. Knowledge of local and state regulations4. Identify Space

• Determine cost per space (varies for each space)

5. Determine who will manage the space

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1. Find ChampionsKey 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

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2. Benchmark Data Use CUWFA!!

• A chart can help visualize where your school is in comparison to others. Shown: a matrix comparison of Oregon State’s peer institutions

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Lactation rooms

Lactation Policies

Lactation Support Programs

On-site lactation consultant

Colorado State x Cornell x x x Iowa State x Michigan State x x x xNorth Carolina State x x Ohio State x x x xOregon State x x Penn State x x x Purdue x n/a n/a n/aTexas A&M x x U of Arizona x xU of Cal Davis x x x xU of Illinois x x U of Wisc. Madison x x

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

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4. Space and FundingYale

• 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 mini-

grants 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

OSU’s lactation room sign

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Checklist

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

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.

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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

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UC Davis Resources and contact information:• Breastfeeding Support Program at University of California Davis:• http://www.hr.ucdavis.edu/worklife-wellness/Life/breastfeeding-

support-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!

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Yale Resources & Contact Information • Breastfeeding/lactation rooms at Yale (PDF) • http://www.yale.edu/hronline/worklife/documents/

LactationRoom11-23-09.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

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Oregon State University Resources & Contact InformationPhoto 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 DuckettChildcare & Family Resources541-737-4906Stephanie.duckett@oregonstate.eduhttp://oregonstate.edu/childcare 24

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Questions and Answers