Fighting for a Mother's Room

As there continues to be an equal number of women in the office, those women will inevitably be having children, and why not make their return to work better for them at a very small expense to the company? This is one of those small things that could cause someone to decide they just “can’t take it anymore” and leave the workforce. I believe that providing a room that is functional, convenient, and welcoming will play a big part in retention of female employees after they return from maternity leave.

AIA Guideline for Lactation Rooms:

http://www.aia.org/aiaucmp/groups/secure/documents/pdf/aiap037226.pdf

For reference, here are some other guidelines:

·         Washington University St Louis Lactation-Room-Design-Standard

·         MIT Lactation Room Requirements

·         Setting Up a Lactation Room

·         University of Oregon Lactation Room Standards

In the United States, 75 percent of mothers breastfeed their babies at birth, yet many wean their infants early due to lack of accommodation at the workplace. Recognizing the important health benefits that breastfeeding offers to both newborns and their mothers, the federal government passed legislation in 2010 requiring that employers provide both private space and adequate break time to breastfeeding employees who choose to pump.

The payoff is significant: more satisfied, loyal employees and cost savings to the business. These savings are seen in such areas as:

•          Retention of experienced employees;
•          Reduction in sick time taken by both moms and dads for children’s illnesses; and
•          Lower health care and insurance costs.

SOURCE:

The Business Case for Breastfeeding – Steps for Creating a Breastfeeding Friendly Worksite

Really comprehensive guide (see Page 11 for the “Best Practices”):

OPM- Guide for Establishing a Federal Nursing Mother’s Program

Have you talked to YOUR company about your Mother's Room?