Ending Weight Bias Initiative Badge

Purpose of the Initiative

This awareness effort, led by the Wellness Council of Indiana, is designed to provide employers with practical guidance, resources and actionable steps to establish and maintain a workplace lactation program and breastfeeding-friendly best practices. Supporting lactating mothers not only fulfills legal obligations but also demonstrates a commitment to employee well-being and long-term retention.

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Why Breastfeeding Support in the Workplace Matters

Workplace lactation support benefits both employers and employees. For employees, it reduces stress and barriers to breastfeeding, contributing to better health outcomes for mother and child. For employers, lactation support has been shown to improve employee retention, reduce absenteeism and enhance workplace satisfaction. According to U.S. Department of Health and Human Services study, businesses that provide lactation support experience a 94% retention rate among employees after maternity leave, compared to the national average of 59%. Additionally, the Centers for Disease Control and Prevention (CDC) reports that absenteeism related to infant illness is reduced by up to 50% in companies with lactation programs.

How to Use This Breastfeeding-Friendly Workplace Initiative

This initiative is a flexible guide intended for HR professionals, wellness coordinators and organizational decision makers. This step-by-step process is organized into key sections to guide employers to developing a lactation support program. This initiative is supported by the Indiana Employer Lactation Program Guide.

You don’t need to have everything in place. This initiative is designed to meet you where you are. Start by understanding where your organization stands.

  • Conduct employee needs assessment
  • Evaluate existing spaces and policies
  • Secure leadership buy-in
  • Establish lactation program committee
  • Develop a six-month implementation plan

Internal Readiness Checklist

Before launching your workplace lactation program, it’s helpful to assess your organization’s readiness. Use the checklist below to identify where you are and what support you may need:

Internal Readiness Checklist

If several boxes remain unchecked, that’s OK. This initiative is meant to meet you where you are in your well-being journey. The upcoming tools and templates are designed to help you build momentum.

Complete the Sample Lactation Space Audit Tool at this time to document your organization’s improvements during interaction with the Breastfeeding-Friendly Badge. This will be required to receive the badge.

Secure leadership buy-in:

  • Present data-driven benefits, such as increased retention and reduced absenteeism
  • Share case studies from similar organizations with successful programs
  • Obtain formal approval to allocate resources for lactation accommodations
  • Align lactation support with corporate policies and wellness initiatives

Lactation Program Committee:

  • HR professionals to draft policies and provide employee support throughout the maternity process
  • Facilities management to ensure designated lactation spaces are properly equipped
  • Employee resource groups (ERGs) to provide peer support and advocacy
  • Health and wellness champions to promote awareness

Develop a six-month implementation plan and set goals:

Example Timeline:

  • Months 1-2: Conduct workplace assessment and secure leadership buy-in
  • Month 3: Form lactation committee, set SMART goals and draft policies
  • Months 4-5: Equip lactation spaces and finalize training materials
  • Month 6: Launch the program and conduct manager training
  • Ongoing: Collect employee feedback and make continuous improvements

Goals might focus on:

  • Improving lactation space accommodations, accessibility or usage
  • Improving metrics like retention and return-to-work rates
  • Improving policies and training
  • Improving awareness and communication

Ensure all goals are set using SMART goal framework; Specific, Measurable, Achievable, Relevant and Time-bound.

Example SMART Goal:

“By Q4, the lactation committee will improve our lactation space accommodations to increase the space score by seven points using the Sample Lactation Space Audit Tool.”

Once you have leadership buy-in, developing a formal lactation support policy helps employees understand their rights while ensuring managers provide consistent support.

Sample Lactation Policy

Key Policy Elements:

  • Designated lactation spaces and how mothers can access them
  • Reasonable break time to express milk
  • Flexible scheduling options to accommodate nursing mothers
  • Non-discrimination and confidentiality
  • Employee communication
  • Quality control

To communicate the policy effectively employers should train managers and HR teams on lactation accommodation, include the policy in onboarding materials, display the information, encourage open conversations about employee needs and create a feedback loop.

Providing a dedicated, private space for lactation and general wellness is essential. These spaces can serve multiple purposes, but priority should always be given to nursing mothers.

Ensure you have completed the Sample Lactation Space Audit Tool to document your organization’s improvements during interaction with the Breastfeeding-Friendly Badge. This will be required to receive the badge.

A multi-use space can include lactation and breastfeeding support, migraine/quiet recovery space, rest area for expecting mothers and/or a mental health decompression zone.

A well-equipped multi-use space can be achieved at a cost as low as $500. This space should include:

  • A comfortable chair for relaxation or milk expression.
  • A small table or shelf for personal items.
  • Electrical outlets for breast pumps and other devices
  • A refrigerator for milk storage (if feasible).
  • Sink access for cleaning pump parts and refreshing.
  • Soft lighting and soundproofing for a calming atmosphere.
  • Optional wellness tools such as aromatherapy, white noise machines or meditation guides.
  • Educational tools or printed resources (e.g., one-page guide on room use, lactation rights, lactation resources, etc.).

To make the space accessible, a scheduling system should be in place that allows employees to reserve time in the space while maintaining privacy.

Sample scheduling system options:

  • Digital calendar system (e.g., Outlook, Google Calendar)
  • Sign-up sheet posted at door – a hanging door sign should accompany the sheet.
  • Online scheduling platform (e.g., Calendly, Doodle)
  • Internal room reservation software (e.g., Microsoft Bookings, Robin, Teem, Envoy)

A key component of lactation support is ensuring mothers have adequate break time to express milk during the workday. Employers should create policies that offer flexibility while balancing operational needs.

Flexible scheduling options:

  • Allow employees to adjust their work schedules to accommodate lactation breaks
  • Provide additional short breaks if needed beyond standard meal or rest periods
  • Implement core working hours with flexible start and end times to support lactating mothers
  • Encourage remote work or hybrid schedules for employees who may benefit from expressing milk at home
  • Expectations for hourly vs. salaried employees:
  • Hourly employees: The FLSA requires lactation breaks be provided but does not require them to be paid unless they coincide with regular paid breaks.
  • Salaried employees: Employers should ensure salaried employees have the flexibility to take lactation breaks without it impacting their workload or performance expectations.
  • Document lactation break policies clearly to ensure consistency and compliance

Training managers and HR personnel is critical to ensure nursing mothers receive the support and accommodations they need. Providing accessible and comprehensive resources ensures employees feel supported from pregnancy through their return to work. Offering education and training to staff is a requirement for badge completion.

Key Training Topics:

  • Legal obligations: Review of federal and state lactation laws, including break time and space requirements
  • Supporting lactating mothers: Best practices for creating a supportive workplace culture and responding to accommodation requests
  • Confidentiality and sensitivity: How to address needs including lactation professionally and respectfully. View our Training Academy for training opportunities for your team.
  • Managing scheduling conflicts: Strategies for balancing lactation breaks with workplace productivity.

Sample Management Training Guide

Providing accessible and comprehensive resources ensures employees feel supported from pregnancy through their return to work.

Create a lactation welcome packet for new or expecting parents to streamline information and offer early support. This packet can include:

Creating a workplace culture that embraces lactation support helps reduce stigma and encourages employees to utilize available resources.

Internal campaigns to reduce stigma:

  • Develop awareness campaigns highlighting the benefits of workplace lactation support
  • Share educational materials in company newsletters and internal communication channels
  • Display posters and digital signage, reinforcing a supportive lactation environment

Share success stories:

  • Feature employee testimonials in internal newsletters or meetings
  • Showcase stories of employees who have benefited from lactation accommodations
  • Recognize managers and teams that actively support lactating mothers

Peer Support Programs:

  • Connecting nursing mothers with peer support and expert guidance can further enhance a culture of support and care.
  • Create employee support groups
  • Invite lactation consultants for workshops

To learn more about building a culture that supports maternal health, watch our webinar Employer Maternal Health Panel – Wellness Council of Indiana.

Gathering feedback from employees ensures the lactation support program remains effective and meets the needs of those using it. Based on the feedback collected, employers should take proactive steps to enhance their lactation support programs.

Collect feedback through methods such as; employee surveys, focus groups and one-on-one conversations.

Sample Employee Lactation Needs Survey

To make continuous improvements, consider adjusting policies, enhancing lactation spaces, improve communication and improve support resources.

The postpartum period is a critical time for supporting maternal mental health. Hormonal changes, sleep deprivation and the demands of new parenthood can significantly impact emotional well-being. When lactation challenges arise, they can compound these stressors. Employers that proactively address maternal mental health alongside lactation support help normalize the experience and reduce stigma.

  • Equip managers and HR to respond with compassion. Offering training to prepare them to recognize and respond to mental health challenges. Visit our Training Academy to learn more about these types of trainings.
  • Provide access to mental health resources like EAPs, share provider directories within network with a focus on postpartum expertise and host workshops and peer support.
  • Foster a culture that supports emotional well-being by celebrating parenthood, incorporating mental health messaging into lactation awareness campaigns and allow flexible return to work plans that consider physical and mental recovery.

To learn more about parental mental health, watch our webinar, Supporting New & Expecting Parents: Workplace Strategies for Mental Health – Wellness Council of Indiana.

Workplace lactation support focuses on mothers, but fathers, spouses, partner and adoptive parents also face major transitions when expanding their families.

  • Add fathers, spouses and partner support to existing lactation or parental resource materials
  • Include them in orientation or wellness conversations around family planning and return-to-work transitions
  • Add a checklist of partner-friendly benefits and additional community resource list for fathers, spouses and partners (doulas, parenting classes, support groups) to your fathers, spouse and partner welcome packet
  • Invite input from fathers, spouses and partners during surveys or focus groups
  • Adjust programming to reflect each family’s uniqueness and evolving needs

Sample Father, Spouses and Partners Welcome Guide

It’s time to celebrate your commitment! You’re now ready to complete your application to earn your badge.

  • Once approved, employers will receive a digital badge to showcase their commitment to this initiative.
  • Organization’s name and logo will be highlighted on WCI’s website for 12 months.
    • After 12 months, a renewal option will be available to maintain your badge recognition.

Resource:

Breastfeeding-Friendly Workplace Media Kit

Breastfeeding-Friendly Workplace Badge Application

Terms to Use

Here are a few terms to use when referencing this topic:

  • Lactation Space/Wellness Space
  • Breastfeeding/Nursing/Milk Expression
  • Need/Accommodations
  • Fathers/Spouses/Partners

Educational Materials

Ready to Get Started?

The Wellness Council of Indiana team is here to support you. Contact us at info@wellnessindiana.org to schedule a consultation or ask questions about your badge journey.

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