This January an updated Lactation Accommodation Policy (PPSM-84) went into effect for all University of California campuses. The purpose of this revision was two-fold: making sure that the current policy is compliant with state and federal regulations while also reflecting the practical needs of UC staff members.
“The University aims to promote a family-friendly work environment and recognizes the importance and benefits of supporting lactation, including nursing for employees. In line with that, the goals for this most recent round of revisions included updating and reorganizing the policy for clarity, to improve readability, and to align with current practices,” Aafia Ali Khan, Systemwide HR Policy Specialist for University of California Office of the President (UCOP) said.
A dedicated workgroup was appointed by the UCOP to provide edits to the revisions and UCSF rose to the opportunity.
“Our workgroup from UCSF provided thorough revisions that incorporated the current laws, clinical research, and best practices. This update reflects the collective efforts of lactation programs and lactation experts across the UC system," Lactation Program Manager, Caroline Carter, IBCLC, said.
For Andrea Whipple-Samuel, JD, Director of Records and Information Management, Executive Vice Chancellor and Provost Office, this updated policy reaffirms the UC’s commitment to supporting employees who are lactating.
“Having these policies in place provides a sense of security and validation. It sends a message that the UC takes this responsibility very seriously, and it does support lactating employees to be able to return to the workforce and to continue doing their jobs,” Whipple-Samuel said.
For Carter, these policies do not just impact the lactating employee but also provide a new standard of care and consideration throughout the campus.
“This policy impacts every single person at UCSF, and I know that sounds pretty surprising because not everyone's a lactating person. Of course, it affects a lactating person individually, but these policies and guidance affect teams, too. It affects supervisors. It affects how we interact with each other and respect each other. I think this is something that can impact a lot more than just a lactating person. We're a system. We work together,” Carter said.
One of the contributors to the revised policy was Ana Delgado, CNM, MS, Clinical Professor, Assistant Director of Inpatient Obstetrics, and Director of Inpatient Midwifery Services for Zuckerberg San Francisco General Hospital (ZSFG). Delgado, who also coordinates the Mission Neighborhood Health Center Prenatal Program and is Co-Director for the ZSFG Division of Diversity, Equity, and Inclusion, drew upon her extensive experience as a faculty member and lactation advocate to provide suggestions for the updated policy.
“I really appreciated the opportunity to participate in this because it is an intersection for me as a faculty member here on campus, a midwife, and a lactation advocate. I do a lot of advocacy with patients around lactation accommodations in their workplaces. It was helpful for me to have had that background and to have heard from folks throughout my career on what are the obstacles, what are the barriers, what facilitates [lactation], and what makes it difficult. I found it to be a nice opportunity to share back that experience and that information,” Delgado said.
The new policy features several key changes such as inclusive language, replacing references to “breastfeeding” and “mothers” with “lactation” and “lactating employees. The updated language is in line with other systemwide policies such as the Gender Recognition and Lived Name (GRLN) policy that aim to create a culture of belonging.
“It really is like exactly the right time to center the experiences of all birthing people and how we're moving forward with policy changes feels very timely. And as someone who does identify as female, and did breastfeed and work, I feel like it doesn't take away from my experience as a mother or somebody who identifies as a woman to be more inclusive,” Delgado said.
One of the other changes is the policy specifications on location and distance, providing detailed parameters on what qualifies as a lactation room and accounting for the distance and time between an employee’s work area and the lactation room.
“Breastfeeding and going back to work is really a big logistical effort in addition to the physiological part of it. It’s one of those things that is really helped by policies and practices that make those logistics easier. Things like time, things like space. Those are actually critical factors to the success of being able to pump and be able to maintain your lactation when you go back to work,” Delgado said.
The hope is that the updated policy also provides clarity to supervisors who are helping lactating employees navigate their transition back to the office.
“I think that's huge for teams and supervisors who want to support their employees and their trainees. Now they'll have a little bit more of a realistic idea of what is involved in a lactation break, so they can realistically provide that flexibility and accommodation to their schedule, especially if they are patient-focused,” Carter said.
According to Delgado, these accommodations are a win-win for employees and employers, as research shows that providing comprehensive lactation programs improves productivity and reduces absenteeism.
“We know, based on all of the evidence, when you look at it on the whole, you have less missed days and less sick days. It's healthier for both the baby and the birthing person. So. it's a net gain for the workplace,” Delgado said.
Associate Professor in the Department of Family Health Care Nursing, Ifeyinwa Asiodu, PhD, RN, IBCLC, FAAN sees the policy as an opportunity to think about lactation accommodations and employee health as a collective right.
“Family leave policies also very much impact individuals, abilities to meet their infant feeding goals. This is even more exacerbated when we look across race and ethnicity, socioeconomic status, and class. Revising this policy gives the opportunity for programs such as the one that Caroline [Carter] leads, the Lactation Accommodation program at UCSF, to better educate employees during their pregnancy and when they return back to work in terms of knowing their rights. This revision also provides an opportunity to educate and raise awareness among supervisors,” Asiodu said, “I think this policy reaffirms UC's commitment to improve health overall and is an important step in helping UCSF achieve its mission of advancing health worldwide.”
To better facilitate employees' understanding of these rights, the new policy also includes an updated section with frequently asked questions (FAQ).
“Reading a policy on its own can be difficult. It can be kind of dry, but if you have a framework that presents it to the reader, this is a fantastic thing. It affects everyone and it will make the policy less formidable and a bit more friendly.” Brenda Gee, Administrative Director, Executive Vice Chancellor and Provost Office, said.
The current policy scope pertains to professional and support staff managers, senior professionals, and senior management group members. However, all employees and learners are covered under state and federal law, including students, nurses, and faculty, regardless of bargaining units or job roles.
A new group, the Lactation Accommodation Advisory Group, led by Caroline Carter and a team representing Brenda Gee, Andrea Whipple-Samuel, Tiffany Criger, and Cristina Morison are working together to establish UCSF lactation policy, which will include a formal process to ensure equitable access to lactation accommodations.
“The Advisory Group has emphasized that a standardized approach is needed across UCSF. Whether you are a resident, postdoc, faculty member, or staff, working on either the campus or health side, ensuring equitable access to lactation accommodations is essential for fostering a fair and healthy workplace," Carter said.
For Asiodu, the policy is a positive move that she hopes carries the vision of the UC as a family-centered and friendly institution.
“My hope is that they will understand that the University of California is a family-friendly place and institution. Of course, as any institution, we have a good amount of work to continue to do to ensure we are meeting the needs of all individuals, parents, and families, but this policy revision is an important step in the right direction.”
To learn about lactation accommodations at UCSF, visit the Family Life Services website.
To find out how UCSF supports the lactation needs of those traveling on university business, go to the UCSF Milk Stork page to learn about free shipping (approximately 20% discount). On this page you will also be able to find information about the Travel Related Dependent Care and Dependent Travel Expenses guide.
