(EA03-06-25) Interviews With Human Resource Managers on the Provision of Workplace Lactation Support

Scientific conference where the work was recently presented: International Society for Research in Human Milk and Lactation

Date on which the work was previously presented at the scientific conference listed: December 10, 2024

Objectives: We wished to obtain input of stakeholders most likely to be responsible for workplace lactation support programs (WLS-P) in organizations-Human Resources (HR) managers, This information is needed to improve the implementation climate (IC) of the programs perceived by all employees, facilitate program use and increase chest/breastfeeding duration rates of employees.

Methods: We conducted in-depth interviews with 11 HR personnel from smaller (≤100 employees) organizations about how they make decisions on providing benefits to employees, the provision of WLS-P, and their view of WLS-P as an accommodation or a benefit. Interview guides were developed based on the literature, reviewed by 3 current or former HR managers, and revised based on this input. HR managers were recruited through a purchased email database and paid $100 for a 1-hour interview.

Results: HR managers reported they provided and viewed legally required WLS-P supports as accommodations but also provided additional supports they viewed as an extra “benefit” (e.g. upgraded lactation rooms, flexible work schedules). A benefit not often available but which HR would like to have provided was paid parental or family leave, to accommodate lactation as well as any other new parent need. Consideration for the provision of all benefits included perceived employee wants, financial constraints, and recruitment/retention. HR was not likely to provide training or support to managers or co-workers, and sometimes lacked information to share with leadership on WLS-P. Some managers did not believe they had the ability or responsibility to address other employees’ willingness to support those employees using WLS-P, but were receptive to tools that could be used for training all employees. Requested tools included model policies, videos, and short scripts.

Conclusions: Improving the IC for WLS is crucial for employees to use WLS-P, and HR managers were receptive to the provision of guidance to facilitate WLS-P acceptance by all employees.
Our next step is to conduct HR interviews with larger companies (100+ employees), such that the guidance we develop would be appropriate for larger organizations.

Funding Sources: The Wisconsin Alumni Research Foundation