Breastfeeding Women in Academia

Abstract

Breastfeeding is a reproductive right for mothers, including women in the workforce. Limited postpartum leave, reliance on expressing milk at work, and lack of access to lactation rooms pose challenges for working mothers. Specific to mothers in academia, the heavy demands of teaching, sustaining research, and attending meetings and conferences pose additional challenges. Many female academicians delay childbearing due to pressures to attain tenure as early as possible. Women who leave academic careers often do so in the early career period, which coincides with the childbearing years. Lack of support for these mothers is a social-justice issue that warrants close examination and a realignment of priorities to facilitate and ensure breastfeeding success. The following are recommendations for developing a network of support for breastfeeding mothers: (a) Improved and standardized family leave policies, (b) inclusive workplace infrastructure, (c) flexibility in work schedule and structure, (d) equal opportunity to advance on the tenure track, (e) establishment of onsite daycares, (f) supportive policies clearly communicated and enforced, and (g) change in attitude and culture.

A Call to Action for Lactation Support at Colleges of Pharmacy

“…The following are targeted recommendations that may be implemented at colleges of pharmacy to promote the well-being of breastfeeding faculty and help ensure success as these individuals balance career and breastfeeding demands. 3…”

“…Employers should develop and implement lactation support policies which ensure compliance with federal regulations and thoroughly articulate support for the well-being of their lactating employees. 3 Such policies may be used to educate all employees about the importance of breastfeeding and assist in preventing and decreasing breastfeeding discrimination in the workplace. When developing lactation policies, employers should refer to Fair Labor Standards Act (FLSA) guidelines and clearly delineate the roles of both administration and faculty regarding lactation support services.…”

“…Institutions should consider allowing flexibility in work schedules, with the ability for employees to work from home, request reduced teaching loads, or teach online for a predefined time following the birth of a child. 3 Employers should also be aware of the requirement to provide time "each time such employee has a need to express milk." 3 This will vary based on the age of the baby and the mother's milk supply.…”

“…3 Employers should also be aware of the requirement to provide time "each time such employee has a need to express milk." 3 This will vary based on the age of the baby and the mother's milk supply. Early on, mothers will need to express milk every two to three hours, which equates to two to three pumping sessions during a typical eight-hour workday.…”

“…One specific, important area of consideration is the provision of lactation support in the workplace. 3 Responding to the broader directive to promote faculty wellbeing, the aim of this commentary is to stimulate conversation regarding the provision of lactation support at colleges of pharmacy. This article discusses the benefits of breastfeeding, highlights the personal, professional, and institutional ramifications of breastfeeding discrimination, and summarizes best practices related to implementation of lactation support services.…”