August is National Breastfeeding Month. I find this sadly ironic because August also marks the end of the exclusive breastfeeding journey for many teachers. It did for me.
My Breastfeeding Journey with Kid #1
I had my first child in February 2020. I was blessed with an overabundance of milk and had to constantly fight off clogs and mastitis. Pumping was not as effective as breastfeeding and made it even harder for me to express enough milk to avoid engorgement.
When it was time to return to full-time, in-person teaching in the fall, I knew that pumping wasn’t going to work for me. I looked at my schedule and saw that there wasn’t time for me to pump as frequently as I needed. Plus, I felt my principal wouldn’t be supportive if I went to her and asked for help adjusting my schedule or getting coverage.
So I gradually quit breastfeeding.
Over the course of the summer, I slowly replaced breastfeeding sessions with formula bottles. By the time my son started daycare at the end of July, I was only breastfeeding him in the morning and before bed. The rest was formula.
There’s nothing wrong with formula feeding but, it’s not what I wanted for my son. I had hoped to exclusively feed him breast milk for a year, primarily because of the price of formula. But teaching stole that from me.
I’m not alone. Several moms give up pumping when returning to work after maternity leave. It’s even worse for teachers.
Read this study to learn more about how many moms usually quit breastfeeding after returning to work.
My Breastfeeding Journey with Kid #2
With my second child, I did pump when I returned to work. But, I was only able to fit it into my schedule by using a discreet pump in my bra during band rehearsals. Even with that discreet pump, I still struggled.
One morning, my assistant principal asked for my help with the sound system during my planning period. This delayed my pumping session a bit, but I knew I would still have planning time left after I helped and could pump then.
As soon as I returned to my room and got hooked up to the pump, my principal called to let me know she was sending detention students to my room. I occasionally had to supervise detention students during the second half of my planning, but I wasn’t expecting it that day.
When I asked for someone to cover the students while I finished pumping, she was extremely rude and dismissive. She told me that detention monitoring was part of my duties and that my duties came first. She said that I should have figured out how to pump on my time. I was at work and needed to be working.
The only reason I was pumping during that time was because my other administrator had asked me to help with something that wasn’t part of my duties!
After I broke down in tears, the principal finally agreed that the students could sit in the office. But, I needed to wrap up and come collect them as soon as possible.
I was seething with anger. I was trying to provide my baby with the best nutrition and take care of my own health. My principal acted like I was trying to get out of work because I was taking care of the basic needs of me and my child.
I slammed the phone down, cried, and cussed at the empty classroom around me.
I drafted an ugly email and then deleted it.
I Googled the laws…
… and learned that I had no rights or protections for pumping at work as a teacher in Tennessee in 2022.
Why Supporting Breastfeeding Employees is Important
Thank goodness teachers and other employees now have the PUMP Act to fall back on. The PUMP Act requires that almost all employees be given adequate breaks and space (that isn’t a bathroom!) to pump.
But the law isn’t enough. Leaders need to treat pumping moms with respect. Proactively work to accommodate their needs. Don’t make them feel guilty for continuing to breastfeed after they return to work.
Workplace challenges are one of the top reasons women don’t breastfeed or stop breastfeeding earlier than desired.
Lack of support for breastfeeding at the workplace can undermine breastfeeding efforts. Providing workplace breastfeeding rooms and nursing breaks are pretty low-cost investments. These investments not only improve breastfeeding but also improve employee engagement and retention! Moms who feel supported to continue breastfeeding have better job performance and less stress. Plus, they are more likely to stay in the workforce.
Organizational support (such as lactation rooms) is a great place to start, but leaders need to step up and be supportive, too. Studies have shown that support from managers can help women maintain breastfeeding. Remember how I said that I felt my principal wouldn’t help me find pumping time with my first child? I gave up on pumping before I even tried because I didn’t feel like I would be supported.
Perceived manager support for breastfeeding can make or break a mother’s breastfeeding journey. It improves organizational identification and vertical trust, both of which improve employee engagement and retention.
Supporting breastfeeding isn’t just a win for moms and babies – it helps businesses and the economy too!
What Can You Do?
If you are breastfeeding or expecting: Be sure you know your rights. Check out the Pregnant Workers Fairness Act and the PUMP Act. Advocate for yourself or find someone else who will if you need help (like a lawyer or union rep).
If you aren’t a mom: Stick up for the moms around you. Help advocate for breastfeeding support from your leaders. Even if it doesn’t directly benefit you, it will make your teammates happier. It also helps your business be more successful and helps the economy thrive.
If you are a manager, CEO, school administrator, or other leader: Learn how to make breastfeeding moms feel supported. Before their maternity leave, be sure they know that they will have the time and space to pump when they return to work. And figure out how to make it happen. It may take some creativity. But I promise you can do it.
Need help learning how to support breastfeeding moms at work? Reach out! I offer workshops, online courses, and consultations!
