Colleague understanding and support of the current laws and/or the need for future laws is just as important as the employer needing to know. I suggest there be a professional development offered to staff/employees/colleagues so they too understand and can better support their colleagues who are breastfeeding and/or pumping.
My employer has deemed that the space available for lactation purposes is the "shower room" which has a shower stall, sink and drain in the floor at the center of the room. That drain connects to a single toilet men's room on the other side of the... more »
Employers tend to see "provide space" and think it needs to be an added room/space. Outlining examples of low cost ways to provide space, such as utilizing an existing space as needed.
Many women pump past one year. If you're goal is one year, you can't just stop pumping. It has to be a gradual process. The WHO recommends breastfeeding to 2yrs. I don't feel it's fair to put an end date or at least it needs to be extended to 2 yrs.
Employers are often not familiar with breastfeeding and what's involved in pumping. Providing additional education around what is typical for a pumping parent in regards to length of time and frequency would be helpful for employers understanding of needs.
To ensure that all breastfeeding employees and employers are aware of their rights and responsibilities under the Break Time for Nursing Mothers provision, the U.S. Breastfeeding Committee recommends that the Department of Labor makes Fact Sheet #73 and the associated FAQs available in multiple languages.
Using academic researchers to go into their communities to help mothers understand their rights through participatory action research. Those willing, can help organize communities through academic/scholar activism that involves giving voice to mothers so that they can discuss their issues and prioritize.