The un-acknowledged relationship between shared parental leave, breastfeeding and workplace support in UK Universities

Gender equality is integral to a universities’ strategy and agenda. However, there is a gap when looking through the lens of shared parental leave (SPL) or breastfeeding. This research investigates the causal relationship between SPL, breastfeeding, and workplace support. A survey targeting women working in UK Higher Education Institutions was conducted between February and July 2021, and 49 completed responses were recorded. Women reported knowledge of SPL but not all workplaces were offering SPL, it wasn’t easily accessible and often too complex to understand. Breastfeeding policies and workplace resources were minimal. Lack of breastfeeding support on return to work affected women’s decision to take SPL. Recommendations include the creation of more accessible policies (SPL and breastfeeding), providing examples of parents who have utilized SPL, dissemination of information on SPL and breastfeeding when women announce their pregnancy and on return to work, and adequate resources in the workplace to support breastfeeding mothers.

Pregnancy and Fertility Trends Among Female Otolaryngologists

Objective This study sought to determine childbearing patterns and decision making among female otolaryngologists. Study Design Anonymous survey. Setting An anonymous survey was sent in 2020 to female otolaryngologists identified through their membership with the American Academy of Otolaryngology–Head and Neck Surgery. Methods Data were analyzed concerning individual fertility and childbearing history, reflections regarding decision making, perceptions of workplace support, and estimations of objective childbearing potential. Results There were 398 responses. The mean age at first pregnancy was 32.3 years. Almost one-third of respondents who attempted to conceive (30.4%) were diagnosed with infertility. Of those who had their first pregnancy during training, 55% reported having substantial workplace support, as opposed to 70% of those whose first pregnancies followed completion of training ( P = .01). When asked what they would do differently in retrospect, most women with infertility (65.0%) would have attempted conception earlier; 41 (41.0%) would have used cryopreservation to extend fertility; and 14 (14.0%) would have gone into a different specialty. Conclusion Female otolaryngologist respondents have children later in life than the general population, and a substantial proportion face infertility or have regrets about family planning decisions and career decision making. Increased awareness, further investigation, and targeted programs are needed to support the growing number of female otolaryngologists who desire both a career and a family.

Working Family Caregiver Well-Being: Work Impact, Workplace Supports, and Family Discord

A recent study by our team showed that family discord about care provision among multiple family caregivers was a significant predictor of caregiver burden, anxiety, depression, and activity restrictions. This study examined the combined effects of family discord, work impacts (missed work, caregiving affects work), and workplace supports (flexible hours, caregiver benefits) on caregiver well-being. We conducted a secondary analysis using cross-sectional survey data from the Western Pennsylvania Family Caregiving Project 2017-2018. Participants were family caregivers who worked outside the home and shared older adult (i.e. over age 50) caregiving responsibilities with family (n=364, mean age: 52.59 years, female: 71.7%, White: 79.7%, cared for a parent: 69.5%, mean work hours/week: 37.30). Hierarchical regression analyses were conducted testing for main effects of family discord, work impacts, and workplace supports; and interactions between discord and work impacts/workplace supports. The presence of family discord negatively impacted all caregiver well-being outcomes (p<0.05). Having more work impacts increased the risk for anxiety (p<0.04), activity restrictions (p<0.01) and burden (p<0.01). No main effects were found for workplace support. Moderating effects were found, such that anxiety was high when family discord and work impacts were higher (p=0.025). Additionally, more activity restrictions occurred when caregivers had low workplace support and higher family discord (p=0.020). Results suggest having less family discord, more workplace support, and less negative work impacts may improve caregiver well-being. Future work is needed to determine which work supports are most beneficial to this population and how family discord and negative work impacts can be reduced.

Informal learning behaviors and the role of workplace support: preliminary findings from an India-USA workforce

Purpose (mandatory) The purpose of this paper is to study engagement of employees in informal learning behaviors (ILBs) and to understand the role of workplace support (organizational support, supervisor support and job support) in facilitating such behaviors. Design/methodology/approach (mandatory) The study uses descriptive design with data collected through voluntary non-probability sampling method of 58 employees from India and the USA through Amazon Mechanical Turk. Findings (mandatory) Preliminary findings suggest that 81% of the employees are likely to engage in ILBs and 65.5% agreed to have received workplace support. Employees from India rate their workplace support as higher and are more likely to engage in ILBs than those from the USA. Originality/value (mandatory) This study contributes to workplace informal learning literature and highlights the need for more studies on workforce ILBs across multiple countries and job role variations.

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

Background In 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. Methods A 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. Results Three 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%). Conclusion Health 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.

97Effectiveness of baby-friendly workplace support interventions on exclusive breastfeeding in Kenya: a propensity score-weighted analysis

Background Exclusive breastfeeding (EBF) during the first six months of life is crucial for optimising child’s growth, development and survival. Mother’s employment may hinder optimal breastfeeding. We assessed the effectiveness of a workplace support intervention on EBF in Kenya. Methods This quasi-experimental study employing a pre-post intervention design was conducted between 2016 and 2018 on an agricultural farm in Kericho County. The intervention targeted pregnant/breastfeeding women residing on the farm and consisted of: day-care centers, sensitization on available workplace baby-friendly policies, and home-based nutritional counselling of pregnant and breastfeeding women. The effect of the interventions on EBF was estimated using propensity score weighting. Results The study included 223 and 146 mother-infant dyads in the non-treated (pre-intervention) and treated (intervention) groups, respectively. The prevalence of EBF was 20.2% in the non-treated group and 80.8% in the treated group; corresponding to a 4-fold increased probability of EBF (RR 3.99; 95% CI 2.95–5.15). In age-stratified results, the effect of the interventions was stronger among children aged 3-5 months (RR 8.13; 95% CI 4.23–15.64) than among those aged < 3 months (RR 2.79; 95% CI 2.09–3.73). Conclusions The baby-friendly workplace support intervention promoted EBF especially beyond three months in this setting. Key messages Maintaining EBF while working is more likely when employers provide the support that women need to do so. Workplace policies and programmes to support women to combine work with breastfeeding are needed.

Persepsi Ibu, Dukungan Suami dan Dukungan Tempat Kerja dengan Pemberian Asi Ekslusif pada Ibu Bekerja di CV X

Introduction: Failure, The success of exclusive breastfeeding is due to the working mother .The failure factor to exclusively offer breastfeeding to working mothers is due to working mothers and the unavailability of breastfeeding room facilities and lack of support from the workplace. Objectives: The research objective was to determine the mother's perception, husband's support and workplace support by giving exclusive breastfeeding to working mothers at CV. Tri Corp Bogor Regency in 2019. Method: The research design used was a cross sectional study. The population in this study were mothers who worked at CV. Tri Corp Bogor Regency as many as 42 people. The sample used was 43 respondents with the sampling technique with the total sampling method. Data analysis using Chi Square test. Result: Based on the results of the investigation, it was found that 22 people were given exclusive breastfeeding (53.4%), 22 people had poor perceptions of mothers (53.4%), 23 people (54.8%) had poor support, local support good work as many as 24 people (57.1%). The statistical test results of the relationship between maternal perceptions and exclusive breastfeeding with a P value = 0.014. The relationship between partner support and exclusive breastfeeding with a P value = 0.032. The relationship between workplace support of exclusive breastfeeding with a P value = 0.011. Conclution: The conclusion is that there is a relationship between maternal perceptions, workplace support and support by providing exclusive breastfeeding for mothers working at CV. Tri Corp Bogor Regency in 2019. Suggestions for research sites to be able to provide health workers for pregnant and breastfeeding mothers as well as increase breastfeeding space and provide exclusive breastfeeding policies for mothers with children 0-6 months.