Maximizing Return on Investment: Creating a Comprehensive Program of Breastfeeding Support

Transcription

1 Maximizing Return on Investment: Creating a Comprehensive Program of Breastfeeding Support Julie Stagg, MSN, RN, IBCLC, RLC State Women's and Perinatal Health Nurse Consultant State Breastfeeding Coordinator Office of Title V and Family Health Division for Family and Community Health Services Texas Department of State Health Services Wednesday, December 2, 2015 Family friendly. Worker friendly. Business friendly.

2 Overview Texas Mother-Friendly Technical Assistance and Support Program us at

3 Outline Best practices for a high return, sustainable worksite lactation support program Ideas for leveraging existing resources to build a comprehensive program package Mother-Friendly benefit ideas for your male employees Questions

4 Cost Impact Children 90% exclusive 6 months Credit: OWH Employer Solutions

5 Cost Impact - Children US annual savings: $13 billion Credit: OWH Employer Solutions

6 Cost Impact Children Infants saved: Nearly 1,000 Credit: OWH Employer Solutions

7 Reference: Bartick M & Reinhold A. (2010). The burden of suboptimal breastfeeding in the United States: a pediatric cost analysis. Pediatrics, 125(5):e1048. Credit: OWH Employer Solutions

8 Cost Impact Moms Photo Credit: OWH Employer Solutions

9 Impact 90% of women breastfed at least one year after child s birth Credit: OWH Employer Solutions

10 Impact $17.4 billion in direct and indirect medical costs Credit: OWH Employer Solutions

11 Impact Save 4,396 premature deaths (before age 70) Credit: OWH Employer Solutions

12 Reference Bartick M, Stuebe A, Schwarz E, et al. (2013). Cost analysis of maternal disease associated with suboptimal breastfeeding. Obstetrics & Gynecology, 122(1): Save 4,396 Premature Reference Credit: OWH Employer Solutions

13 What do families want or need to meet their breastfeeding goals?

14 Adequate Maternity Leave Credit: OWH Employer Solutions

15 Direct Access to Baby Credit: OWH Employer Solutions

16 Mom-to-Mom Support Credit: OWH Employer Solutions

17 Lactation Experts Credit: OWH Employer Solutions

18 Back to Work Consults Credit: OWH Employer Solutions

19 Managers and Coworkers Credit: OWH Employer Solutions

20 Expressing Milk Time to Express Milk

21 Private Space Private Space

22 Image from Business Case for Breastfeeding train the trainer guide Comprehensive Lactation Support Program Components

23 Breastfeeding is GOOD for Business Return on Investment: 2 to 1 and Higher ROI 2 to 1 Credit: OWH Employer Solutions

24 Lower Health Care Costs to Business Lower Costs Credit: OWH Employer Solutions

25 Absenteeism One-day absences occur twice as often for employees whose babies are not breastfed. One-day Absences Male Absences Breaks are Predictable Absences Are NOT Credit: OWH Employer Solutions

26 Male Absences Absenteeism rates are lower for male employees when female partners Texas Department of State Health Services One-day Absences Male Absences Breaks are Predictable Absences Are NOT Credit: OWH Employer Solutions

27 Employee Breaks Breaks are predictable One-day Absences Male Absences Breaks are Predictable Absences Are NOT Credit: OWH Employer Solutions

28 Employee Breaks Absences are NOT! One-day Absences Male Absences Breaks are Predictable Absences Are NOT Credit: OWH Employer Solutions

29 Presenteeism Presenteeism Credit: OWH Employer Solutions

30 Turnover U.S. retention rate: 59% Companies with lactation programs: >90% Turnover Cost of Replacing Retain Vs. Retrain Credit: OWH Employer Solutions

31 Turnover Replacement: Up to 1.5 Times as High Cost of Replacing Employees Salary Turnover Cost of Replacing Retain Vs. Retrain Credit: OWH Employer Solutions

32 Turnover RETAIN VS. RETRAIN Turnover Cost of Replacing Retain Vs. Retrain Credit: OWH Employer Solutions

33 Loyalty/Productivity Employees of companies providing lactation support feel more productive and loyal to the company. Loyalty Credit: OWH Employer Solutions

34 Recruitment Used with permission from the NY State Department of Health Business Savings Credit: OWH Employer Solutions

35 Legal Basis Federal FLSA Reasonable Break Time for Nursing Mothers (DOL) An employer must provide reasonable break time each time a mother has a need to express breast milk and a place that a place that is not a bathroom that is shielded from view and free from intrusion to express breastmilk. Pregnancy Discrimination Amendment, Title VII of the Civil Rights Act (EEOC) An employee must have the same freedom to address such lactation-related needs that she and her co-workers would have to address other similarly limiting medical conditions. TX Government Code Ch 619 Right to Express Breastmilk in the Workplace Requires all public employers to develop a written policy providing for support of expressing breastmilk and providing reasonable breaks and a place. Prohibits discrimination.

36 Texas Mother-Friendly Worksite Designation Standards To be designated Mother-Friendly, a worksite must maintain a written policy that: (1) Adheres to the definition of a Mother-Friendly business (2) Provides work schedule and work pattern flexibility to accommodate a reasonable break time for an employee to express breastmilk for her nursing child each time such employee has need to express the milk for one year or longer after the child's birth.

37 (3) Provides employees a private, accessible area, other than a bathroom, that is sanitary and functional for the use of an employee to express breastmilk, shielded from view and free from intrusion from coworkers and the public, for either expressing breastmilk or breastfeeding each time such employee has need to express breastmilk or breastfeed. (4) Provides access to a clean, safe water source and a sink. (5) Provides access to a hygienic place to store expressed breastmilk.

38 Private Place Photo Credit: OWH Employer Solutions

39 No Bathroom Photo Credit: OWH Employer Solutions

40 Permanent Space Converted Bathroom Photo Credit: OWH Employer Solutions

41 Free From Intrusion Photo Credit: OWH Employer Solutions

42 Dedicated Not Required Photo Credit: OWH Employer Solutions

43 Flexible Space Partitions Photo Credit: OWH Employer Solutions

44 Photo Credit: OWH Employer Solutions

45 Photo Credit: OWH Employer Solutions

46 Multi-user Space Photo Credit: OWH Employer Solutions

47 Flexible Space Dressing Room Photo Credit: OWH Employer Solutions

48 Flexible Space Conference Rooms Photo Credit: OWH Employer Solutions

49 Flexible Space Exam or Patient Room Photo Credit: OWH Employer Solutions

50 Flexible Space Manager s Office Photo Credit: OWH Employer Solutions

51 Permanent Space Converted Locker/Shower Rooms Photo Credit: OWH Employer Solutions

52 Photo Credit: OWH Employer Solutions

53 Photo Credit: OWH Employer Solutions

54 Permanent Space Converted Closet Photo Credit: OWH Employer Solutions

55 Outdoor Space Portable Lactation Space Photo Credit: OWH Employer Solutions

56 Photo Credit: OWH Employer Solutions

57 Outdoor Space Vehicle Photo Credit: OWH Employer Solutions

58 Photo Credit: OWH Employer Solutions

59 Space Solutions Pop-up Tent Photo Credit: OWH Employer Solutions

60 Photo Credit: OWH Employer Solutions

61 Photo Credit: OWH Employer Solutions

62 Photo Credit: OWH Employer Solutions

63 Flexible Space Storage Areas Photo Credit: OWH Employer Solutions

64 Photo Credit: OWH Employer Solutions

65 Photo Credit: OWH Employer Solutions

66 Flexible Space Shared Space Photo Credit: OWH Employer Solutions

67 Proximity Matters Photo Credit: OWH Employer Solutions

68 Number of Spaces Needed Milk Expression Spaces # Female Employees # Stations Needed Under Appr Appr Appr Appr Every add employees 6 add. stations Calculations courtesy of National Institutes of Health Credit: OWH Employer Solutions

69 Chair and Flat Surface Functional Photo Credit: OWH Employer Solutions

70 Private Functional Photo Credit: OWH Employer Solutions

71 Electrical Outlet Preferred Functional Photo Credit: OWH Employer Solutions

72 Hygienic Storage Credit: OWH Employer Solutions

73 Credit: OWH Employer Solutions

74 Credit: OWH Employer Solutions

75 Credit: OWH Employer Solutions

76 Photo Credit: OWH Employer Solutions

77 Split Shifts Photo Credit: OWH Employer Solutions

78 Photo Credit: OWH Employer Solutions

79 Photo Credit: OWH Employer Solutions

80 Photo Credit: OWH Employer Solutions

81 Comprehensive Lactation Program Behavior Information Education Communication Environment Private non-bathroom space Storage alternatives Hygiene alternatives Policy Maternity leave, gradual return Flexible work hours Standard of supportive set by supervisors

82 Silver Level Designation Standards Minimum standards are met Policy regularly communicated Dedicated lactation room provided Dedicated pump, refrigerator/cooler, and/or sink Written policy for additional flexible scheduling options, additional compensated breaks or provisions for keeping baby close during work day Provide three or more specific types of education or support (e.g. lending library, referrals, forum for M2M networking, classes, facilities for support group, IBCLC services and coordination, extension of benefits to partners)

83 Gold Level Designation Standards Minimum standards are met Policy regularly communicated Dedicated lactation room provided Dedicated pump, refrigerator/cooler, and sink, bulletin board, and phone Written policy that supports paid parental leave, paid break time and/or provisions for keeping baby close during work day (telecommuting, onsite child care, baby at work) Provide five or more educational and support resources: (e.g. lending library, referrals, forum for M2M networking, classes, facilities for support group, IBCLC services and coordination, extension of benefits to partners)

84 Family-friendly Benefits Examples Credit: OWH Employer Solutions

85 Family-friendly Benefits Examples Flexible work schedules offered Turnover rates dropped from 50% to 6% Familyfriendly UPS Bell Systems HP Credit: IBM OWH Employer Aetna Solutions

86 Family-friendly Benefits Examples Telecommute option 40% increase in productivity Familyfriendly UPS Bell Systems HP Credit: IBM OWH Employer Aetna Solutions

87 Family-friendly Benefits Examples Compressed workweek option 200% increase in business transactions and productivity doubled Familyfriendly UPS Bell Systems HP Credit: IBM OWH Employer Aetna Solutions

88 Family-friendly Benefits Examples Workplace flexibility & options Workers worked 8 hours more per week, yet felt they still had life balance Familyfriendly UPS Bell Systems HP Credit: IBM OWH Employer Aetna Solutions

89 Family-friendly Benefits Examples 6 months unpaid leave and part-time return to work option Attrition dropped by 50%, saving $1 million per year Familyfriendly UPS HP Credit: IBM OWH Employer Aetna Solutions

90 Family-friendly Benefits Society for Human Resource Management 2013 Employee Benefits Survey SHRM Ben. Survey Open Document Used with permission from SHRM

91 Leverage Existing Resources Create materials for your employees highlighting relevant legal protections, policies, and benefits

92 FMLA and Leave Policies Family Leave Paid Leave Insurance Track the Bill Credit: OWH Employer Solutions

93 Women s Preventive Services Essential Benefits Preventive Services Preventive Breastfeeding NBfC Credit: OWH Model Employer Policy Solutions Care Benefits Benefits Scorecard

94 Counseling Counseling Credit: OWH Employer Solutions

95 Breastfeeding Equipment Texas Department of State Health Services

96 Essential Benefits Preventive Services Preventive Breastfeeding NBfC Credit: OWH Model Employer Policy Solutions Care Benefits Benefits Scorecard

97 Leverage Existing Resources WIC Breastfeeding Classes WIC Lactation Resource and Training Centers Lesson Plans TexasWIC.org WIC E-newletters WIC Phone Ap: Feeding tracker/journal Lactation Support Hotline/Directory Baby Cafes Parenting Groups/La Leche League

98 Breastmilkcounts.org

99 Order Publications and Media

100 Order Publications and Media

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102 Best Practice Steps for Program Implementation Seek executive level support Convene, orient, and engage taskforce Conduct a worksite needs assessment Weigh needs, options, resources, and constraints and develop a program plan Develop and implement program components to create a supportive environment Track program indicators and evaluate outcomes on an ongoing basis

103 Get Input Company Stakeholders Community Stakeholders Credit: OWH Employer Solutions

104 Company Stakeholders HR, work-life, employee relations staff Wellness division staff Medical staff Facilities management Public relations Supervisors Current and previous breastfeeding employees Male and female co-workers Credit: OWH Employer Solutions

105 Community Stakeholders Local breastfeeding coalition Lactation consultants Healthy Start staff WIC program staff Healthcare providers La Leche League Leaders Credit: OWH Employer Solutions

106 Assess Needs How many will be affected? Which department will provide oversight? What options will employees need? Is permanent or flexible space needed? How Many Options Rooms Oversight What physical renovations are needed? What training will be needed? Which policies should be examined? What break options can be offered? Renovations Training Policies What Credit: OWH Employer Solutions

107 Develop a Plan to Address Needs Credit: OWH Employer Solutions

108 Oversight: Who will coordinate? Credit: OWH Employer Solutions

109 Evaluation Feedback from Employees Feedback from Supervisors and Co-Workers Cost Savings Absenteeism and Turnover Rates

110 DSHS Resources Texas Mother-Friendly Worksite Designation Comprehensive Employer toolkit

111 Questions and What s Next? A follow-up blog will posted : Please fill out survey Additional resources: TexasMotherFriendly.org Questions? us at info@texasmotherfriendly.org Family friendly. Worker friendly. Business friendly.

112 HR Certification Institute Recertification Credit This activity, , has been approved for 1 (HR General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR and SPHR recertification through the HR Certification Institute.