Creating a breastfeeding-friendly environment goes way beyond offering a physical space. It involves creating a culture of understanding and flexibility, prioritising health and safety and providing practical support that empowers parents to balance their work and personal lives effectively. In this article, I will discuss five key strategies organisations should implement to create a breastfeeding-friendly environment, from encouraging open dialogue to providing flexibility.

Manager training

A supportive culture begins with normalising breastfeeding in the workplace, and this can only be done by empowering managers with the understanding of risks and requirements associated with breastfeeding. Managers and colleagues working in tech should recognise it as a natural and important part of a working parent’s life, that may require some adjustments to the standard working day. In an industry that thrives on adaptability, normalising this support is just another step in creating an environment where all employees feel seen and appreciated.

Encourage open dialogue

One of the first steps in creating a breastfeeding-friendly environment is encouraging open dialogue around parental needs. Whilst this may initially feel like an uncomfortable topic to have with your employee for the first time, it is too critical to simply ignore (health and safety requirements on breastfeeding employees are a legal requirement). In tech, where transparent and open communication is often a cornerstone of company culture, simple questions like “is there anything we can do to help balance your professional and parental needs?” are great. This approach helps destigmatise the topic and demonstrates that the company values and supports its breastfeeding employees.

While open dialogue is important, directly asking a returning mother if she is breastfeeding is likely to feel intrusive. It’s more appropriate to use gentle questions, like “whether she has any parental needs that the company can support” or “I want to make sure you feel supported when you come back. If breastfeeding is part of your plan, let's discuss what accommodations we can make to help.” Open, empathetic communication is key.

Promote positive stories and testimonials

Evidence suggests that nearly 68% of women in the UK begin breastfeeding, but only 48% continue beyond 6-8 weeks & less than 1% continue post one year. Clearly, continuing to breastfeed after returning to work can be extremely challenging, especially working in a high-pressure environment. To support breastfeeding women returning to work, tech companies should promote positive stories and testimonials from both current and former breastfeeding employees. Sharing these experiences within the workplace helps normalise the practice and encourages others to feel comfortable and empowered about their choices. Amplifying their voices not only inspires others to continue to breastfeed but allows them to know they are not alone and have the necessary support.

Provide flexibility

Flexibility is also key to supporting breastfeeding employees, as it allows them to manage their work and breastfeeding schedule effectively. Tech companies, known for embracing flexible work models, can extend this flexibility by offering adaptable break times to accommodate breastfeeding or pumping schedules. This may mean adjusting standard break times or providing additional breaks as needed.

Whenever possible, offering the option to work from home is also beneficial. Since many tech firms already embrace remote work, integrating this for breastfeeding mothers is a natural extension of existing policies. Allowing parents to work from home can significantly reduce the stress of balancing work with breastfeeding or pumping, especially by eliminating the need to navigate pumping schedules during the commute.

Encourage buddy schemes

In addition to offering flexibility, the use of a buddy scheme can be highly welcomed within the workplace. Pairing breastfeeding employees with an experienced colleague who has navigated similar experiences provides a reliable source of guidance and encouragement, helping them to return to work with greater ease.

Implementing peer support groups is also an excellent strategy, allowing breastfeeding mothers to connect with others who have relevant experience and training. These peer supporters are often selected through recruitment or selection processes, offering not only practical and emotional solutions but also fostering a sense of community, which helps individuals feel less isolated. With the addition of peer support and buddy schemes for breastfeeding mums returning to work, organisations can benefit from increased employee retention and employee wellbeing.

However, despite 95% of UK bosses claiming to run inclusive workplaces, only 22% of policies include breastfeeding friendly practices. Balancing breastfeeding needs with work responsibilities requires both time management and patience. Organisations, particularly in the tech industry, can help alleviate this pressure by training managers, adjusting workloads, encouraging buddy schemes, promoting positive stories and fostering open dialogue. By taking these practical steps, businesses can create a more inclusive and supportive environment that empowers both parents and the organisation to thrive.

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