Why Supporting Lactation in the Workplace is Good Business
By Freedom Kolb, MBA, MEd, Chief Executive Officer of The Milk Bank
In the nonprofit world, we’re used to balancing dual bottom lines: mission and sustainability. We focus on delivering high-impact services while running efficient, compliant, and professional organizations. But even in mission-driven workplaces with robust HR practices, one area often lags in awareness and investment—lactation support.
That must change.
For corporate leaders committed to inclusion, retention, and workforce well-being, investing in lactation accommodations isn’t just about meeting legal compliance. It’s a smart business decision—one that delivers a measurable return, improves talent retention, and supports thriving families.
The Providing Urgent Maternal Protections (PUMP) Act now requires employers to provide reasonable break time and a private space (not a bathroom) for employees to express breast milk. But the most compelling reason to act isn’t just regulatory—it’s economic.
According to multiple studies, for every $1 invested in workplace lactation support, employers see a $3 return. That comes in the form of:
- Reduced healthcare costs: Breastfeeding is linked to fewer infant infections, respiratory illnesses, and chronic conditions, which means fewer pediatric visits and lower claims for employer-sponsored insurance plans. Mothers also benefit from reduced risks of breast and ovarian cancer, heart disease, and diabetes.
- Decreased absenteeism: Parents of breastfed babies often report fewer sick days, which helps maintain productivity and minimize disruptions due to unplanned leave.
- Improved retention: Supporting new parents at a pivotal time can boost employee satisfaction and reduce costly turnover. That’s particularly important when 6 in 10 women are also new mothers—the fastest-growing segment of today’s workforce.
At The Milk Bank, we recognize that equity in the workplace includes acknowledging employees’ diverse needs and creating policies that support the whole person, especially during life transitions like parenthood. Supporting lactation is one of the clearest ways employers can put their values into practice.
For historically marginalized communities, barriers to breastfeeding and accessing donor milk are often compounded by workplace policies that don’t offer adequate support. That’s why equity-minded businesses must look beyond minimum compliance and toward meaningful accommodation.
The call to action is clear, whether you lead a nonprofit or a large corporation. To align your operations with modern workforce needs and demonstrate your commitment to inclusion and wellbeing:
- Audit your policies. Do you have a lactation support policy that meets legal requirements and best practices?
- Create inclusive, designated spaces. Ensure lactation rooms are accessible, clean, and comfortable, and communicate their availability to all employees.
- Normalize the conversation. Talking about lactation at work shouldn’t feel taboo. Equip your managers and HR staff with the tools and language to support new parents without discomfort or stigma.
- Partner with community organizations. Consider supporting nonprofits like The Milk Bank, which provides equitable access to donor milk and education about infant health.
Supporting lactation isn’t just the right thing to do—it’s a strategic decision that reflects operational excellence, employee care, and long-term impact. For Business Equity for Indy partners and stakeholders, now is the time to lead intentionally and ensure that your workplace truly supports working families.
Let’s build workplaces where babies thrive, parents succeed, and businesses grow together.
Freedom Kolb, MBA, MEd, is Chief Executive Officer of The Milk Bank, a nonprofit dedicated to improving health outcomes for babies through safe donor milk and lactation support. With a background in public health and education, she is a passionate advocate for workplace equity, maternal health, and systems that prioritize both mission and operational excellence.
