Workplace Breastfeeding Support Research Articles

Work experience of breastfeeding nurses returning to work after maternity leave in Liaoning Province of China: A qualitative study.

With the implementation of China's three-child policy in 2021, the nurse population faces an increase in the number of breastfeeding nurses returning to work after maternity leave. This study aims to describe the work experience of breastfeeding nurses returning to work after maternity leave. A qualitative descriptive design. The data were collected through semi-structured interviews with eight nurses and analysed through Braun and Clarke's thematic analysis. Three themes and nine sub-themes emerged from the analysis of the interviews: changes in nurses (emotional changes, physical changes and changes in work); needs for an improving work environment (needs for a supportive workplace and nurse shortage); support for breastfeeding nurses (support from coworkers, support from the manager, support from the organisation and own need for work). This study highlighted that breastfeeding nurses need an adjustment period when they return to work after maternity leave. Successful breastfeeding requires support from coworkers, managers and the organisation. In addition, workplace support for breastfeeding and management for nurses needs to be improved.

Women's Perception Regarding Breastfeeding Support in Workplace: A Scoping Review

Background: Newborns mostly require breast milk. Women who choose to work are equally responsible for maintaining breastfeeding. Prior studies have identified variations in the time and intensity of breastfeeding before and after returning to work. Disparities exist in the assistance provided for women to breastfeed in the workplace, with past studies revealing insufficient facilities. This study intends to examine women's views on the support for breastfeeding in the workplace.Method: A scoping review was carried out using the PubMed, Google Scholar, and ScienceDirect databases, following PRISMA procedures. The papers were selected based on specific criteria: they had to be cross-sectional and qualitative studies focusing on women's opinions of breastfeeding in the workplace. Additionally, the articles were to be written in English, give the entire text, and have been done between 2019 and 2023.Results: Ten publications were examined from different workplaces. The research examines different forms of work and workplaces. Women's views on breastfeeding support focus on instrumental support, such as inappropriate or unavailable lactation rooms, work hours and policies, lack of breastfeeding groups, facilities for breastfeeding and breast milk pumping, insufficient storage, inadequate childcare facilities, and lack of caregivers at home, which impede exclusive breastfeeding. Emotional support refers to the assistance provided by colleagues in the workplace. Form of information support, namely the absence of communication and information support. There is a common belief that breastfeeding is seen as a personal issue connected to one's knowledge and self-confidence. Cross-sectoral collaboration needs to be involved, including family, workplace commitment, and government support to support the success of breastfeeding in the workplace.

Regulating the marketing of foods for infants and young children: Lessons from assessment of gaps in monitoring and enforcement in Thailand.

Breast milk substitute (BMS) marketing harms breastfeeding and public health. To control BMS marketing, the Member States of the World Health Organization is called upon to adopt all provisions of the International Code of Marketing of Breastmilk Substitutes (the Code) into national law. In 2017, Thailand adopted many provisions of the Code through the Control of Marketing Promotion of Infant and Young Child Food Act B.E. 2560 (the Act), including the establishment of a compliance monitoring system and enforcement mechanisms. Nevertheless, recent research showed widespread violations. This study aims to assess gaps in the monitoring system and the Act's enforcement in its first three years of operation. This qualitative research study employed in-depth interviews between April and June 2020 with 34 key informants (KIs) from the Thai government, academia and civil society organisations. KIs identified gaps in six areas that could be mitigated to increase compliance with the Act. These gaps are unclear provisions on coverage of the Act; communications with retailers and the public; lack of strong direction and processes; inadequate budget allocations; skilled and confident human resources; and external factors which facilitate BMS marketing. Recommendations may be relevant for other countries and include revising and clarifying the Act, developing targeted communication strategies; providing clear monitoring direction including through setting key performance indicators related to the Act; and providing sufficient budget and training for authorised and support officers. Strengthening the health system and workplace support for breastfeeding and social marketing would also help address wider structural factors.

Towards a comprehensive breastfeeding-friendly workplace environment: insight from selected healthcare facilities in the central region of Ghana

BackgroundIn the last three decades, Ghana has championed the objectives of Baby-Friendly Hospital Initiatives to provide pregnant women and nursing mothers with the skills and support systems necessary for attaining optimal breastfeeding. Yet, little is known in literature on how these intervention regimes practically promote breastfeeding-friendly work environment in healthcare facilities and their level of effectiveness. This study explores the extent to which healthcare facilities in Ghana’s Effutu Municipality provide breastfeeding-friendly workplace environment to breastfeeding frontline health workers.MethodsA descriptive mixed-method approach was employed to collect data from fifty-four participants, comprising healthcare facility representatives and breastfeeding frontline health workers. A self-administered questionnaire with structured responses was administered to frontline health workers, followed by interview guides for representatives of hospital management. Thematic analysis was used to analyze interview responses. Responses to questionnaires were processed with SPSS version 23.0 and presented using frequencies and percentages.ResultsThree main themes emerged, namely, Standpoints on workplace breastfeeding support; Breastfeeding support, and Suggested future directions. Beyond this, six sub-themes emerged, including backings for workplace breastfeeding support; perceived benefits of breastfeeding support; factors of poor breastfeeding workplace support; maternity protection benefits; workplace support gaps, and awareness creation on benefits. Breastfeeding frontline health workers held that their hospitals have no breastfeeding policy (96%), no breastfeeding facility (96%), they do not go to work with baby (96%), but had 12 weeks maternity leave (96%) and worked half-day upon return to work (70%).ConclusionHealth facilities in the study do not provide a breastfeeding-friendly work environment except for the privileges provided by the Labor Act and conditions of service. Continuous advocacy on breastfeeding workplace support and stakeholder engagement to build consensus on the mix of strategies suitable to cushion breastfeeding frontline health workers is recommended for optimal breastfeeding and improved productivity.

Using citizen science to engage the public in monitoring workplace breastfeeding support in Australia.

Returning to work is a major barrier to continued breastfeeding. While many large organisations in Australia have policies to support breastfeeding and expressing at work, it is not known how these are implemented in practice, what support is available in smaller workplaces or to what extent workplace support meets the needs of breastfeeding mothers. This pilot study trialled a citizen science approach where members of the public provided photographs and descriptions of breastfeeding facilities and support within their workplaces. The study was promoted through community networks and social media, and data were submitted via an online survey. Data were analysed inductively to identify key themes. Thirty-seven participants provided data on breastfeeding support in their workplace. Three key themes were identified: physical features and facilities; workplace culture; and organisational and occupational characteristics. There was considerable variation in workplace support and around half of the participants indicated that they had to use communal, poorly equipped and/or unhygienic spaces to breastfeed or express at work. While some employers have taken important steps towards supporting mothers to combine breastfeeding and work, there is room for improvement. Through this pilot study, we have demonstrated the feasibility and value of using a citizen science approach to obtain data from a range of workplaces along with perceptions of workplace characteristics that support or hinder breastfeeding and expressing at work. SO WHAT?: Citizen science is a useful approach to capturing data on workplace support for breastfeeding and could be scaled up to enable ongoing monitoring. The findings raise important issues around the interpretation and implementation of current legislation to support mothers in the workplace.

Experiences of workplace breastfeeding in a provincial government setting: a qualitative exploratory study among managers and mothers in South Africa

BackgroundReturn to employment is a major barrier to breastfeeding continuation, globally and in the Southern African context. The Lancet Breastfeeding Series revealed an explicit need for research exploring breastfeeding as a workplace issue in low- and middle-income countries. A dearth of research on workplace breastfeeding in South Africa calls for attention to this topic. This study sought to explore breastfeeding at work experiences from the perspective of employed mothers and senior managers in a provincial government setting in South Africa.MethodsThe study adopted an exploratory qualitative design with multi-perspective semi-structured interviews. Snowball sampling was employed to recruit twelve participants, senior managers (n = 4) and employed mothers (n = 8), from two provincial government departments in Cape Town, South Africa. Interviews were conducted between April and August 2018 to capture participants’ experiences with breastfeeding in the workplace. Thematic analysis was used to analyse data.ResultsFour key themes that described experiences of workplace breastfeeding emerged which further traversed three critical maternity periods: pregnancy, maternity leave, and return to work. The prevalent themes were: 1) Knowledge about the legislation and breastfeeding support benefits. Most participants only knew about the legislated four months maternity leave and time off for prenatal visits but lacked knowledge about comprehensive maternity benefits; 2) Perceptions and experiences of breastfeeding in the workplace. Breastfeeding was perceived to be a mother’s responsibility and a private issue. As a result, most participants stopped breastfeeding prior to or immediately upon return to work after maternity leave; 3) Barriers to breastfeeding continuation, such as the absence of a conversation about infant feeding plans between managers and mothers; and 4) Recommendations to improve breastfeeding support at work from an individual, organisational and national level.ConclusionsOur study contributions emphasise that breastfeeding support from managers should begin prior to the mother taking maternity leave, and that in addition to providing supportive facilities (such as private space and breastmilk storage), immediate supervisor support may be critical in fostering breastfeeding-friendly workplaces for mothers. Management implications for advancing workplace breastfeeding support in the public sector are presented.

Prevalence of 'Mother/Infant Friendly Worksite Designations' and state laws regulating workplace breastfeeding support in the United States.

Human milk is the normative infant feeding standard. Yet breastfeeding rates in the United States are suboptimal as many women discontinue breastfeeding upon return to work. As a result, the Unites States Congress included the Break time for Nursing Mothers law in the Patient Protection and Affordable Care Act of 2010 (ACA). The law mandates that employers provide break time and a private space for employees to express breastmilk. This federal legislation does not cover all employees. The purpose of this project was to identify state legislation and Mother/Infant Friendly Worksite Designations (MIFWD) that provide additional protections to working, breastfeeding mothers. We reviewed websites from the United States Breastfeeding Committee and state health departments, and found 27 states have legislation related to breastfeeding in the workplace, and eight states have active MIFWD program. State laws and designation programs are important additions to federal legislation to support employees not covered by the ACA provision.

Workplace breastfeeding support and job satisfaction among working mothers in the United States.

Job satisfaction is associated with health and productivity. Workplace support for breastfeeding may affect working mothers' job satisfaction. We analyzed responses from 488 women from the Infant Feeding Practices Study II (2005-2007). Using logistic regression, we assessed whether workplace breastfeeding problems at 3 months postpartum were related to low job satisfaction concurrently and, for a subsample (n = 265), at 9 and 12 months postpartum. Compared with women reporting no problems, women reporting three or more problems had higher odds (odds ratio [OR] = 4.76; 95% confidence interval [CI]: 2.03-11.18) of low job satisfaction at 3 months, and at 12 months (OR = 6.88, 95% CI: 1.33-35.58) after controlling for baseline job satisfaction. Models isolating problems with break time and space to pump/nurse showed more modest results. Work-related breastfeeding problems at 3 months postpartum were associated with low job satisfaction concurrently and at follow-up. Improving workplace breastfeeding accommodations could improve mothers' job satisfaction.

Infant Feeding Practices, Workplace Breastfeeding/Lactation Practices, and Perception of Unit/Service Support Among Primiparous Active Duty Servicewomen.

Successful breastfeeding provides multiple health benefits to Servicewomen and their infants and has positive indirect benefits to the military. Workplace lactation support influences breastfeeding continuation after a Servicewoman's return to work. This study evaluated the breastfeeding practices and workplace breastfeeding support among primiparous women serving in the U.S. Army. The study was a subanalysis of a non-blinded randomized controlled trial designed to determine the effect of postpartum appointment timing (either 2-3 or 6-8 weeks after delivery) on breastfeeding rates 6 months post-delivery. Subanalysis results were obtained through a telephonic follow-up survey 5-6 months after delivery; Servicewomen were queried to assess their breastfeeding/lactation practices and perception of unit and service support. Eighty of the 97 (82.5%) enrolled Servicewomen participated in the survey. Among respondents, 43.8% were still breastfeeding and 93.6% of those indicated an intent to breastfeed for a duration of 6 months or longer. Among respondents who provided feedback on their workplace, unit, and Army support for breastfeeding/lactation, only 13% reported they had access to a private room, sink, and refrigerator; 53% of respondents felt "mostly" or "very" supported by their assigned unit and 50% felt "mostly" or "very" supported by the Army. While almost half of the respondents were still breastfeeding and planned to continue 5-6 months postpartum and the majority of respondents felt "mostly" or "very" supported in their breastfeeding by their unit and the Army, comprehensive physical support for lactation in the workplace was inconsistent. This study provides feedback to inform ongoing implementation of the existing Army breastfeeding support directive.

Does Maternal Employment Affect Breastfeeding in Plateau State, Nigeria?

There are competing priorities between maternal employment and breastfeeding. This study was conducted to determine the influence of the maternal employment status and the time of return to work postpartum on breastfeeding. This will provide vital information that could be used in promoting breastfeeding among working mothers in the future. A cross-sectional study of 763 pregnant women who had previously given birth was conducted in Plateau State, Nigeria. Data were collected using a validated questionnaire and the women participated voluntarily. Exclusive breastfeeding for at least five months was recorded in 75.4 per cent (270/358) of employed women and 78.4 per cent (225/287) of unemployed women. An overall duration of 13 months’ breastfeeding was reported in 72.9 per cent (256/351) of women who were working at the time of the birth compared to 84 per cent (241/287) of women who were not working. For the overall duration of breastfeeding (any breastfeeding), results revealed that women who return to work early after delivery are more likely to stop breastfeeding earlier than the recommended period. Maternal employment at the time of delivery may therefore have an influence on breastfeeding. Accordingly, working mothers in this setting require additional breastfeeding support or counselling, and also, workplace breastfeeding support in Plateau State requires evaluation.

Breastfeeding Patterns Among Employees at a Land Grant University.

Exclusive breastfeeding is recommended for the first 6 months of life, and up to 1 year with complementary food. Breastfeeding rates have improved over the last 20 years, but exclusive breastfeeding, and breastfeeding to 6 months have not yet met Healthy People 2020 goals. Given that the majority of women return to work shortly after delivery, workplace support for breastfeeding could facilitate breastfeeding continuance. The Patient Protection and Affordable Care Act (ACA) was the first federal legislation to address breastfeeding in the workplace. This article examines employee breastfeeding behavior before and after implementation of workplace breastfeeding support policies and practices. Breastfeeding behavior change over time was assessed by comparing employees' responses by age of their youngest children. Results indicated that breastfeeding among employees and breastfeeding after returning to work improved after initiation of breastfeeding support policies in this university setting.

Effectiveness of Planned Teaching Programme on importance of Breast Feeding support in workplace among D. Ed Students in selected D. Ed College of Mangalore

Breastfeeding is one of the important determinants of child health, development, nutrition and survival. Breastfeeding is the fundamental aspect of child rearing that a woman copes with.. Now, more women are working outside the home both in formal and informal sector. Difficulties working women face in practicing breastfeeding are also increasing. The aim of the study was to determine the knowledge of D. Ed students regarding the importance of breast feeding support in workplace as measured by structured knowledge questionnaire. An evaluative approach was adopted for the study. Sample of 32 students D. Ed students from selected D. Ed college of Mangalore were selected. Purposive sampling technique was used. Demographic proforma and Structured Knowledge Questionnaire was used for data collection. The result revealed that in the Pre test Majority (62.5%) of students had poor knowledge, (37.5%) of students had moderate knowledge, whereas none of the students had good knowledge, whereas in the Post test majority (75%) of students had good knowledge, (25%) of students had moderate knowledge, whereas none of the students had poor knowledge and also found that there was no significant association of knowledge score with demographic variables at P <0.05 level of significance.

Qualitative Analysis on the Factors Affecting Exclusive Breastfeeding among Working Mothers at Community Health Center in Bangkalan, Madura

Background : Exclusive breast milk is the main food for infants aged 0-6 months. Breast feeding can be extended up to 2 years with complementary food. The prevalence of exclusive breast feeding is targeted to exceed 80%. Study have shown some factors may determine exclusive breastfeeding among working mothers, such as desire to return to work soon after giving birth, distance from home to the workplace, and supporting facilities (e.g. space, freezer) at the workplace. This study aimed to investigate factors affecting exclusive breast feeding among working mother at the workplace. Subjects and Method : This was a qualitative study with phenomenology approach. This study was conducted at the Community Health Center, Bangkalan, Madura. A total of 9 working mothers were purposively selected as informants. The administrators at the workplace were interviewed as another source of information. Some family members were also selected as informants. The data were collected by interview, observation, taking photos, and document review (e.g. maternal and child health book). Results: Exclusive breastfeeding was associated with workplace support for breastfeeding. Adequacy of breastfeeding facility at the workplace was described by mothers as having a place allocated for expressing breast milk and provision of flexible time to express breast milk other than the usual rest time. Most of mothers who were interviewed breastfed their babies for less than three months. Mothers who worked in workplaces that did not provide breastfeeding rooms and refrigerators were more likely to discontinue breastfeeding. Lack of flexible time to express breast milk was also associated with breastfeeding discontinuation. The existence of policies breastfeeding leave, arrangement for light duty after delivery, and flexible working hours, were associated with breastfeeding. Conclusion: Provision of adequate breastfeeding facilities at the workplace, such as a room in which to express breast milk, and a refrigerator, as well as the existence of policy that allows mothers to have flexible time to express breast milk, are important determinants for exclusive breast feeding among employed mothers. Keywords: exclusive breast feeding, working mothers, workplace Correspondence: Dwi Wahyuning Tiyas. Masters Program in Public Health, Sebelas Maret University Journal of Maternal and Child Health (2016), 1(2): 110-118 https://doi.org/10.26911/thejmch.2016.01.02.06

Evaluating Attitudes Toward Workplace Support for Breastfeeding Among Hospital Managers

Background: Although the Patient Protection and Affordable Health Care Act has become a law, the enforcement provisions of the legislation are limited. Identifying attitudes and beliefs held by managerial roles may uncover barriers to breastfeeding support in the workplace and guide International Board Certified Lactation Consultants (IBCLCs) who are designing workplace support programs.Objective: The objectives were (a) to identify factors influencing managers’, service line directors’, and administrators’ attitudes about support for breastfeeding; (b) to develop a BreastfeedingFriendly Workplace Initiative addressing the identified factors; and (c) to assess the effectiveness of the initiatives in changing employers’ attitudes about support for breastfeeding in the workplace.Methods: This descriptive study was conducted from November 2010 to January 2011 in an urban academic medical center. Self-report, pretest, and posttest questionnaires were used in a convenience sample of 49 supervisors, managers, administrators, and charge nurses.Results: Following the implementation of the Breastfeeding-Friendly Workplace program, the overall managers’ perceptions and attitudes toward providing breastfeeding support were positive. Posttest scores revealed that most people in managerial roles rated their intent, subjective norms, personal beliefs, and having control over providing support to breastfeeding working women higher than the baseline mean scores.Conclusions: Findings demonstrated that managers’ perceptions, beliefs, attitudes, and intention to support breastfeeding improved the implementation of the hospital breastfeedingsupport program. Future research is needed to evaluate the effectiveness of the workplace lactation program on the duration and exclusivity of breastfeeding among employed mothers.

Development, Content Validity, and Piloting of an Instrument Designed to Measure Managers' Attitude toward Workplace Breastfeeding Support

Manager attitude is influential in female employees' perceptions of workplace breastfeeding support. Currently, no instrument is available to assess manager attitude toward supporting women who wish to combine breastfeeding with work. We developed and piloted an instrument to measure manager attitudes toward workplace breastfeeding support entitled the “Managers' Attitude Toward Breastfeeding Support Questionnaire,” an instrument that measures four constructs using 60 items that are rated agree/disagree on a 4-point Likert rating scale. We established the content validity of the Managers' Attitude Toward Breastfeeding Support Questionnaire measures through expert content review (n=22), expert assessment of item fit (n=11), and cognitive interviews (n=8). Data were collected from a purposive sample of 185 front-line managers who had experience supervising female employees, and responses were scaled using the Multidimensional Random Coefficients Multinomial Logit Model. Dimensionality analyses supported the proposed four-construct model. Reliability ranged from 0.75 to 0.86, and correlations between the constructs were moderately strong (0.47 to 0.71). Four items in two constructs exhibited model-to-data misfit and/or a low score-measure correlation. One item was revised and the other three items were retained in the Managers' Attitude Toward Breastfeeding Support Questionnaire. Findings of this study suggest that the Managers' Attitude Toward Breastfeeding Support Questionnaire measures are reliable and valid indicators of manager attitude toward workplace breastfeeding support, and future research should be conducted to establish external validity. The Managers' Attitude Toward Breastfeeding Support Questionnaire could be used to collect data in a standardized manner within and across companies to measure and compare manager attitudes toward supporting breastfeeding. Organizations can subsequently develop targeted strategies to improve support for breastfeeding employees through efforts influencing managerial attitude.

What Employers and Health Care Providers Can Do to Support Breastfeeding in the Workplace

The Surgeon General’s Call to Action to support breastfeeding reaches out to businesses to provide support to working moms. The purpose of this study was to explore what employers of low-income, full-time working women perceived to be their role in workplace breastfeeding support and actions they believed they could take to support and promote breastfeeding. From these findings, potential implications for health care providers to advocate with employers to support breastfeeding emerged. Research was conducted within the framework of the Theory of Reasoned Action. Qualitative methodology was used through in-depth interviews with 6 owners/managers of businesses employing low-income workers. Thematic analysis of verbatim transcripts revealed 5 themes: (a) reliance on a case-by-case consideration of support for breastfeeding employees and the opinion that the costs of breastfeeding support outweighed the benefits, (b) expression of positive attitudes about workplace breastfeeding support coupled with an incongruent lack of formal action to support breastfeeding employees, (c) absence of intention to implement breastfeeding support programs despite expression of intention to support employees when requested, (d) perceived limitations related to business size, and (e) speculation about the extent of employer roles. Results imply the decision to provide workplace breastfeeding support is more complex than a basic measurement of attitude or cost–benefit analysis might suggest. Findings indicate advocacy efforts should capitalize on actions employers believe they can take now, expand employers’ perceptions of their role in supporting and communicating with breastfeeding employees, and provide employers with tools to make implementation of breastfeeding support programs achievable.

Breastfeeding‐friendly workplace:are employers ready?

Currently over 50% of mothers with infants are in the labor force in the U.S. The recent Health Care Reform Bill requires employers to provide reasonable breastfeeding support in the workplace for lactating mothers. A qualitative study explored employers' readiness to provide breastfeeding accommodation in the workplace. Personal interviews were conducted with human resource managers (N=20) of companies with 500 or more employees in New York metropolitan area. Content analyses identified recurrent concepts in responses and determined employers' salient beliefs on consequences, supporters, and facilitating/challenging circumstances for implementing breastfeeding support in workplace. “Happy employees” and “high retention rate and improved loyalty” were most frequently mentioned (95%) benefits to the company. Supporters of breastfeeding-friendly environment in the workplace included “mothers and expectant mothers (70%),” and “managers supervising women and new mothers (55%).” Most frequently mentioned company drawbacks were “not cost effective (65%),” “time consuming (65%),” followed by “perception of special favors for some (50%).” Challenges for implementation included cost-effectiveness, and perceived fear of the negative impact on employee dynamics. The modal beliefs can be addressed in awareness campaigns and in planning strategies to implement breastfeeding friendly workplace.

Employers of Low-Income, Full-Time Working Women Cite Mixed Perspectives on Strategies to Provide Workplace Breastfeeding Support

Employers of Low-Income, Full-Time Working Women Cite Mixed Perspectives on Strategies to Provide Workplace Breastfeeding Support

Development of an instrument to measure manager attitudes toward workplace breastfeeding support

Manager attitudes play a pivotal role in female employees' perceptions of breastfeeding support in the workplace. However, no instrument exists to assess manager attitudes toward supporting women wishing to combine breastfeeding with work. The objective of this study was to develop and pilot an instrument that measured manager attitudes toward workplace breastfeeding support. A modified version of an instrument development process was followed. Five focus groups were conducted to assess attitudes of managers on workplace breastfeeding and results were used to create subscales and items within each subscale. Survey design and item development was done iteratively. Experts' input was used to evaluate the instrument through content (n=20) and item fit (n=17). Individual cognitive interviews (n=8) were conducted with managers to ensure the appropriateness of the wording of each item. The resulting survey consisted of 4 subscales with 60 items measured in either dichotomous agree/disagree or four‐point Likert rating scale. The instrument development processes demonstrated that the subscales and items sufficiently reflect manager attitudes toward supporting breastfeeding in the workplace. Therefore, this instrument is suitable for piloting with a sample of managers to assess its validity as a measure of manager attitudes toward workplace breastfeeding support. Funded by: National Research Initiative of the USDA Cooperative State Research, Education and Extension Service, grant number 2006‐35215‐16703

Improving the Health of Working Women: Aligning Workplace Structures to Reflect the Value of Women’s Labor

The lack of societal response to the needs of working women, especially mothers, has resulted in systematic gender-based inequities in labor force opportunities, salary, and benefits that negatively impact the physical, psychological, social, and financial well-being of women and their families. Since women now comprise 45% of the total US labor force, and economists are predicting both an aging and shrinking labor force through 2050,1 reducing the workplace-workforce mismatch through polices and programs that better meet the needs of women workers makes sense from both health and economic perspectives. This paper outlines policies in several areas that could help reduce this mismatch and improve women’s health, including policies on health insurance, pay equity, paid sick leave, family leave, workplace breastfeeding support, sexual harassment, and healthy work environment. A 2003 national conference on “Workplace-Workforce Mismatch: Work, Family, Health and Wellbeing,” sponsored by the National Institute of Child Health and Human Development, and the Alfred P. Sloan Foundation, concluded that “it is evident that a structural workplace/workforce mismatch exists in which the workplace itself no longer fits the needs of increasing numbers of workers.”2 The force behind this mismatch is the feminization of the labor force and the lack of societal response to the needs of working mothers who continue to carry primary responsibility for both childcare and domestic work. Today, 45% of the American workforce is female, and over 75% of women ages 25-54 are employed. From 1975 to 2001 the participation of mothers in the labor force has risen from 54% to 73%.