Combining breastfeeding and work: findings from the Epifane population-based birth cohort

Castetbon, Katia; Boudet-Berquier, Julie; Salanave, Benoît

doi:10.1186/s12884-020-2801-x

Cited by 20 publications

(23 citation statements)

References 43 publications

(56 reference statements)

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“…Employed women with higher education levels may learn more about the benefits of breastfeeding and remain committed to it in various ways. Similar results were also found in an investigation conducted in France (Castetbon et al, 2020). One study exploring breastfeeding intention of female physicians suggested that breastfeeding duration of employed women might be influenced by health educators and found that their intentions and knowledge correlated with their breastfeeding initiation practices (Sattari et al, 2016).…”

Section: Discussionsupporting

confidence: 90%

Breastfeeding Practices of Women Returning to Full-Time Employment in China: Prevalence and Determinants

Huang

Liu

et al. 2022

Workplace Health Saf

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Background: Returning to work after childbirth is a common reason for women to stop breastfeeding. This study aimed to assess breastfeeding practices and breastfeeding support available to employed women in China, and factors affecting breastfeeding duration. Methods: A cross-sectional survey of 1,243 breastfeeding women employed full-time was conducted. Participants completed a sociodemographic questionnaire and the Workplace Breastfeeding Support Scale (WBSS). Multiple linear regression analysis was used to explore the factors that are associated with breastfeeding. Results: The mean exclusive breastfeeding duration and any breastfeeding duration of full-time employed women were 5.7 ± 0.5 months and 9.8 ± 1.5 months, respectively. The total WBSS score was 46.6 ± 5.3 ( M ± SD). Generally, women perceived coworkers ( M [ SD] = 4.8 [1.0]) and supervisors ( M [ SD] = 5.7 [1.2]) to be supportive of breastfeeding. Lower scores on the WBSS were related to lack of technical and facility support, indicating no access to a refrigerator to store breast milk ( M [ SD] = 2.0 [1.5]) or to a breast pump ( M [ SD] = 1.7 [1.7]). Similarly, a private area for expressing breast milk ( M [ SD] = 1.4 [1.0]) was unavailable. Maternity leave, residential province, ethnicity, education level, average monthly household income, main reason for stopping exclusive breastfeeding, commute time greater than 1 hour, and the total WBSS score were also factors influencing breastfeeding duration of the full-time employed women. Conclusions: There were gaps in breastfeeding practices and workplace breastfeeding support of Chinese full-time employed women when compared with the World Health Organization recommendations. Occupational health providers should consider these findings when developing programs to support breastfeeding in the workplace.

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Section: Discussionsupporting

confidence: 90%

Breastfeeding Practices of Women Returning to Full-Time Employment in China: Prevalence and Determinants

Huang

Liu

et al. 2022

Workplace Health Saf

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“…One study [34] examined staff employed in a diverse range of clinical and non-clinical occupations, including doctors, nurses, allied health, population health, administration, management, information technology, and domestic services, and found that clinical staff may have less flexibility in their daily workload due to patient demands, which could impact their ability to take regular lactation breaks; hence, flexible work options and lactation breaks were identified as the main factors that facilitate breastfeeding at work [34]. Many similar studies highlighted the need for a support system that encourages flexible working hours as a key determinant of breastfeeding initiation and continuation [34][35][36]. In our study, the use of a lactation room and breast-pumping breaks were significant predictors of continued breastfeeding for between one to six months and more than six months after returning to work among the two groups after adjusting for other variables.…”

Section: Discussionmentioning

confidence: 99%

Shift-work and breastfeeding for women returning to work in a manufacturing workplace in Taiwan

Tsai

2022

Int Breastfeed J

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Background Although breastfeeding-friendly workplaces are provided to promote an employed mother’s breastfeeding intention, few studies have explored breastfeeding intentions and behavior after a mother returns to work on a shift work or non-shift work schedule. To explore the impact of breastfeeding-friendly support on the intention of working mothers with different work schedules to continue breastfeeding, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan from August 2011 to April 2012. Methods Female workers who met the inclusion criteria (maternity leave between January 2009 and January 2011) were invited to participate in the survey. A structured questionnaire survey was administered to 715 working mothers employed at an electronics manufacturing plant in Tainan Science Park in Southern Taiwan. The questionnaire content included female employee demographic characteristics, employment characteristics, continued breastfeeding behavior after returning to work, access to lactation rooms, and employee perception of the breastfeeding policy and support when raising their most recently born child. Results A total of 715 employed mothers’ data were collected. Of the shift workers, 90.1% breastfed during maternity leave, but the breastfeeding rates after returning to work decreased to 21.5% for one to six months and 17.9% for more than six months. Of the non-shift workers, 87.6% breastfed during maternity leave and the breastfeeding rates after returning to work were 24.1% for one to six months and 34.6% for more than six months. Using a lactation room and taking advantage of breast-pumping breaks were significant factors for continuing to breastfeed one to six months after returning to work and more than six months after returning to work among shift workers and non-shift workers. In addition, among non-shift workers, a higher education level of the mother (odds ratio (OR) = 9.57) and partner support (OR = 4.89) had positive effects toward a mother continuing breastfeeding for more than six months after returning to work. Conclusions Workplaces or employers should provide more support to encourage employed mothers to take advantage of the breastfeeding room and breast-pumping breaks, enhance the frequency of the usage of lactation rooms, and increase the rate of continued breastfeeding.

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“…Mothers working as farmers, artisans, and merchants were more likely to continue MOM provision after returning to work compared to mothers working as managers; mothers classified as intermediate employees and manual workers were less likely to continue MOM provision after returning to work compared to mothers working as managers [ 82 ]…”

Section: Tablementioning

confidence: 99%

The Role of Work as a Social Determinant of Health in Mother’s Own Milk Feeding Decisions for Preterm Infants: A State of the Science Review

et al. 2023

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In the United States, 10% of infants are born preterm (PT; <37 weeks gestational age) each year and are at higher risk of complications compared to full term infants. The burden of PT birth is borne disproportionately by Black versus non-Black families, with Black mothers significantly more likely to give birth to a PT infant. One proven strategy to improve short- and long-term health outcomes in PT infants is to feed mother’s own milk (MOM; breast milk from the mother). However, mothers must make decisions about work and MOM provision following PT birth, and more time spent in paid work may reduce time spent in unpaid activities, including MOM provision. Non-Black PT infants are substantially more likely than Black PT infants to receive MOM during the birth hospitalization, and this disparity is likely to be influenced by the complex decisions mothers of PT infants make about allocating their time between paid and unpaid work. Work is a social determinant of health that provides a source of income and health insurance coverage, and at the same time, has been shown to create disparities through poorer job quality, lower earnings, and more precarious employment in racial and ethnic minority populations. However, little is known about the relationship between work and disparities in MOM provision by mothers of PT infants. This State of the Science review synthesizes the literature on paid and unpaid work and MOM provision, including: (1) the complex decisions that mothers of PT infants make about returning to work, (2) racial and ethnic disparities in paid and unpaid workloads of mothers, and (3) the relationship between components of job quality and duration of MOM provision. Important gaps in the literature and opportunities for future research are summarized, including the generalizability of findings to other countries.

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Combining breastfeeding and work: findings from the Epifane population-based birth cohort

Cited by 20 publications

References 43 publications

Breastfeeding Practices of Women Returning to Full-Time Employment in China: Prevalence and Determinants

Breastfeeding Practices of Women Returning to Full-Time Employment in China: Prevalence and Determinants

Shift-work and breastfeeding for women returning to work in a manufacturing workplace in Taiwan

The Role of Work as a Social Determinant of Health in Mother’s Own Milk Feeding Decisions for Preterm Infants: A State of the Science Review

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