Attitudes and experiences of employed women when combining exclusive breastfeeding and work: A qualitative study among office workers in Northern Ethiopia

Abstract

Evidence from different countries shows that the level of support given to mothers who return to paid employment can significantly determine the duration of exclusive breastfeeding (EBF). However, little is known about how returning to work impacts Ethiopian women's EBF practice. The aim of this study was to explore women's attitudes and experiences of EBF when they returned to work. Mothers who had an infant of less than 12 months, working in government institutions in Tigray region, Ethiopia, were invited to participate in this study. Semi-structured, face-to-face interviews were used to explore mothers' perspectives of the factors that influenced EBF when they returned to work. The interview data were transcribed verbatim and thematically analysed. Twenty mothers were interviewed from 10 organizations. Three themes were identified from their accounts: mother's knowledge, attitudes and practice towards breastfeeding; workplace context and employment conditions; and support received at home. Most participants were familiar with the benefits of EBF.Most participants reported that their colleagues had more positive attitudes towards breastfeeding than their managers. In almost all the workplaces, there was no specific designated breastfeeding space. Participants reported that close family members including husbands and mothers were supportive. Mothers' knowledge and attitude towards breastfeeding, workplace and employment conditions and support received at home were found to be the main factors determining the duration of EBF among employed women. Participants reported that the overall support given to breastfeeding women from their employers was insufficient to promote EBF.

Considering gender power dynamics for supporting workforce nutrition

“…For instance, in Indonesia, although workplaces are mandated by law to provide lactation facilities, Wagiu Basrowi et al (25) found that companies are not held accountable when they fail to comply. In Ethiopia, Gebrekidan et al (30) reported that while women were ostensibly allowed to take breaks to breastfeed their infants, they relied on coworkers to cover their workload and could only ask for such favours a few times before colleagues would be upset.…”

“…In these and similar cases, supporting mothers to breastfeed or pump breastmilk requires that workplaces have routine break times that are supported and enforced by management (31), as well as a private, clean space where women feel comfortable and safe. In addition to providing material and regulatory support, employers can encourage recommended breastfeeding practices through community outreach campaigns that aim to sensitise husbands and extended family members to the challenge faced by new mothers who must balance heavy burdens of professional and domestic work in order to continue breastfeeding (30,32).…”

Employers’ perceptions of breastfeeding practice of employed mothers in Addis Ababa, Ethiopia: a qualitative study

“…There are different studies on the breastfeeding experience of employed mothers in Ethiopia [ 11 , 12 ]. There are also studies from other countries, that focus on exploring employers’ perception and experience of employed mothers’ breastfeeding in different work environments [ 13 ].…”

The Utilization of Lactation Rooms by Health Workers in Medan City

“…10,11 Knowledge and attitudes also contribute to improve breastfeeding practices, but they need support from their husbands and coworkers as well as adequate working conditions for mothers. 12 The formula feeding practice can also inhibit exclusive breastfeeding for working women. 6 The discomfort and embarrassment in expressing breast milk at work lead many women to give formula milk or stop breastfeeding altogether.…”