Supportive Services
LACTATION (BREASTFEEDING) SUPPORT
What it is
An established protocol for breast feeding mothers who need comfort and support when they return to the workplace.
benefits of implementing this
When breastfeeding mothers feel comfortable expressing milk at work, they are more likely to return to work after maternity leave and often return to work sooner. Breastfeeding has substantial health benefits for mothers, lowering their risk of diabetes, heart disease, breast cancer, depression and ovarian cancer, and helping them recover more quickly from childbirth. Breastfed babies are healthier, which means mothers are less stressed and less likely to miss work. Because breastfed babies get sick less often, one-day absences from work are half as common among mothers who breastfeed.
Tips and Tools
It is important to note that not all mothers are physically able to breastfeed or choose to breastfeed. Above all else, every employee’s needs and privacy should be respected.
While not part of legal requirements, but as a practical matter, nursing mothers also should have a chair, a door that locks, an electrical outlet, access to a sink and a place to refrigerate breast milk. Workplaces of all sizes and in a variety of sectors (including manufacturing and retail) successfully accommodate nursing mothers.
Other options employers can consider:
Allowing the nursing mother to take break time to go to the baby.
Allowing a caregiver to bring the baby to the workplace for feeding.
INFANTS-AT-WORK
What it is
A written “Infants at Work” policy supports parents who want to bring babies into the office or workplace. Policies establish parameters and expectation to ensure that babies are not disruptive to coworkers and that all employees effectively complete their work.
benefits of implementing this
Allowing parents to bring their babies to work for the first several months of life greatly increases employee retention, especially among mothers. Companies with baby programs have found that mothers frequently return from maternity leave much earlier for greater financial stability as well as to benefit from the social network of the workplace, resulting in cost savings. Baby inclusive companies report higher levels of teamwork and collaboration as a result of the program which is consistently linked with higher productivity. Both mothers and fathers in structured baby programs work very hard at their jobs to ensure that the baby program will be maintained, and they tend to become very efficient as they learn to balance baby care with work tasks. This higher efficiency and increased dedication to the organization results in higher long-term productivity by participating parents. Finally, surveys have that management and co-workers generally report positive impacts on workplace culture and very little disruption of operations and productivity.’’
Tips and Tools
A clearly written policy outlines parent responsibilities and co-worker expectations and generally provides guidance on the age of babies permitted at work.
Written policies often clarify with “until the infant reaches the age of 1 or starts to crawl, whichever comes first.”
Many companies have parents sign legal waiver forms, and some insurance companies will cover a babies-at-work program under their general liability coverage or provide a rider for the program.
To learn more about this practice, visit the Parenting in the Workplace Institute (PIWI) web site at www.babiesatwork.org to find resources on the implementation of formal programs in which parents can bring their children to work and care for them while doing their jobs and for a Infants and Work policy template.
NEW PARENT SUPPORT GROUPS
What it is
Access to a support network through the workplace.
benefits of implementing this
Caregiver support groups are a workplace option that can reduce employee stress.
Tips and Tools
Some employers host “lunch and learn” workshops with topics such as parenting or stress reduction.
Small employers might consider working together to host such groups/workshops.
Partners in Parenting (PIP) improves the well-being of Austin’s new parents so they are confident, connected, and have the tools to blossom into their full potential. Our proven 10-week program connects parents of babies with peers, trained facilitators, and experts so they can share the joy and weather the storms of new parenthood together. PIP believes that we build the foundation for healthy families by supporting parents in this early phase of parenthood. To find out more about how to create an in-house PIP group or to gift your employees a PIP group in their neighborhood please reach out to info@pipaustin.org.
EXPECTANT AND NEW PARENT PARKING
What it is
Designated parking spaces for expecting and new parents.
benefits of implementing this
This is a matter of safety for expecting parents, especially when the pregnancy causes additional health challenges or the weather is inclement.
Tips and Tools
New parents benefit from having more space to unload children and the ability to get in and out more quickly.
Resource and Referral Support for Additional Parent Resources
In the Greater Austin area there are a number of other resources for parents with young children, including home visiting, early intervention, and parent education resources for families including matching resources with income eligibility. The United Way for Greater Austin’s 2-1-1 Navigation Center has the most up-to-date resource and referral program. This call center can meet all language needs and assist employees in matching needs with available resources.