Breastfeeding is a natural, healthy, and essential part of early childhood development. The World Health Organization recommends that babies should be breastfed exclusively for the first six months of life, with continued breastfeeding alongside complementary foods for up to two years or beyond.
However, many Nigerian working mothers face significant challenges in balancing their career and breastfeeding responsibilities. HR practitioners have a crucial role to play in promoting a supportive workplace culture that prioritizes the needs of breastfeeding mothers.
This article will explore the importance of breastfeeding in the workplace, the challenges faced by nursing mothers, and practical steps HR practitioners can take to support breastfeeding mothers.
The importance of breastfeeding in the workplace
Breastfeeding is beneficial to both mother and child. It provides a natural source of nutrition, promotes bonding, and helps prevent a range of health problems in both the short and long term. For mothers, breastfeeding can help reduce the risk of postpartum depression, breast and ovarian cancer, and type 2 diabetes. For employers, supporting breastfeeding can also bring several benefits, such as reducing healthcare costs, boosting productivity, and improving employee retention.
However, despite the many benefits of breastfeeding, many Nigerian working mothers face significant challenges in balancing their career and breastfeeding responsibilities. Inadequate support from employers and colleagues can make it challenging for mothers to continue breastfeeding when they return to work.
Challenges faced by breastfeeding mothers in the workplace
Breastfeeding mothers face many challenges in the workplace. These challenges include:
· Lack of time and flexibility: Breastfeeding mothers may struggle to find time to pump or breastfeed during work hours, particularly in workplaces that lack flexible work arrangements or provide insufficient break time for nursing mothers.
· Stigmatization and discrimination: Some breastfeeding mothers may face negative attitudes and discrimination from colleagues or managers, which can create a hostile and unsupportive work environment.
· Inadequate support: Some employers may not provide designated lactation rooms or private spaces for nursing, or may not have policies in place to support breastfeeding mothers.
· Inability to access resources: Some mothers may have difficulty accessing breastfeeding resources, such as lactation consultants or breast pumps, due to cost or lack of availability.
Practical steps HR practitioners can take to support breastfeeding mothers
HR practitioners can take several practical steps to support breastfeeding mothers in the workplace, including:
· Providing designated lactation rooms or private spaces for nursing: Employers can provide designated spaces for nursing mothers to pump or breastfeed, such as private rooms or designated areas within the workplace.
· Offering flexible schedules or remote work options: Employers can offer flexible work arrangements, such as flexible schedules or remote work options, to help breastfeeding mothers balance their work and caregiving responsibilities.
· Implementing policies that allow for breaks to pump or breastfeed: Employers can implement policies that allow breastfeeding mothers to take breaks to pump or breastfeed without fear of discrimination or retaliation.
· Educating employees on the benefits of breastfeeding: HR practitioners can educate employees on the benefits of breastfeeding, including the positive impact it has on both mother and child.
· Breaking down stereotypes and stigmas surrounding breastfeeding: HR practitioners can work to break down stereotypes and stigmas surrounding breastfeeding and working mothers, creating a more supportive and inclusive workplace culture.
Examples of companies in Nigeria supporting breastfeeding mothers
Several companies in Nigeria have already taken steps to support breastfeeding mothers in the workplace. Access Bank, for example, provides breastfeeding rooms and flexible work arrangements to help nursing mothers balance their work and caregiving responsibilities through their implementation of a “MamaCare” program that provides nursing mothers with access to lactation rooms, breast pumps, and support from lactation consultants.
Other companies, such as Nestle, Sterling Bank and Union Bank, have also implemented policies to support nursing mothers. For example, Nestle Nigeria provides nursing mothers with paid maternity leave, lactation rooms, and breastfeeding support groups.
Read also: NAFDAC prohibits promotion, sales of breastmilk substitute in health facilities
Conclusion
Breastfeeding is a natural and essential part of early childhood development, and supporting breastfeeding mothers in the workplace is crucial for both mother and child. HR practitioners have a vital role to play in promoting a supportive workplace culture that prioritizes the needs of nursing mothers. By implementing policies and providing resources that support breastfeeding, companies can benefit from reduced healthcare costs, increased productivity, and improved employee retention.
The challenges faced by nursing mothers in the workplace are significant, but there are practical steps that HR practitioners can take to support them. Providing designated lactation rooms, offering flexible work arrangements, implementing policies that allow for breaks to pump or breastfeed, educating employees on the benefits of breastfeeding, and breaking down stereotypes and stigmas surrounding breastfeeding are all practical steps that companies can take to support nursing mothers.
Several companies in Nigeria have already taken steps to support breastfeeding mothers in the workplace, and it is essential that more companies follow suit. By prioritizing the needs of nursing mothers, companies can create a more supportive and inclusive workplace culture that benefits everyone.
In conclusion, putting the “care” in career means prioritizing the needs of breastfeeding mothers in the workplace. By supporting nursing mothers, companies can create a healthier, happier, and more productive workforce that benefits everyone.
