Opinion: The PUMP Act is a game-changer for everyone in the workplace
I am the chief product officer at a global software company. I have worked in technology for over 20 years in Austin and am a mother to two incredible sons. It has not always been easy doing both.
The Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act, passed last year and now in effect, gives me hope that it can be easier to be a working parent. The PUMP Act is a game-changer for everyone in the workplace, not just working moms who are pregnant or breastfeeding. Here’s why:
Attitudes have changed toward working moms and the support they need following the birth or adoption of a child. The workforce loses most women from the workplace after they have their first child. It is tough to navigate both career and motherhood, especially when there is a lack of support. Inspired by the PUMP Act, here are three ways leadership can better support families in the workplace.
The future is pro-family
Families today come in all shapes and sizes: single, foster, adoptive parents, stay-at-home dads, traditional nuclear families, etc. Part of supporting employees includes treating them as humans first and workers second. The future of the workplace is pro-family.
For example, paternity leave is still not the norm in many workplaces. Much buzz around paid family leave is helping set standards for dads or partners to have time off, too. I feel fortunate that my employer offers maternity and paternity leave and other parenthood benefits, including IVF benefits. Leaders need to support the family, whatever that definition looks like for the individual today, and offering or advocating for benefits that support families is a must.
Invest in the right infrastructure
Some provisions within the PUMP Act will require employers to set time aside for nursing moms to pump. A nursing room or wellness room is critical to providing the infrastructure at the workplace to help working moms feel like they have space to be a mom, take care of mom duties, and not have to choose between being a mom and being an employee.
There are other ways leaders can invest in infrastructure that supports working parents, too. One is flexible work. Recently, there has been a significant charge to return to the office by many high-profile executives, but that will only hurt many working parents. A flexible work environment – hybrid, remote, flexible hours – helps foster a more inclusive environment. Second, Employee Resource Groups, or ERGs, can be the support system working parents desperately need.
A company must live its values day in and day out. Rather than simply saying you support people in some of the most critical times in their lives, you must follow through. Leaders need to make people feel safe and supported. It sets the tone for the company. It is vital to foster an environment where employees feel comfortable asking for what they need, whether they are welcoming a new baby or when they are caring for an aging parent, ill spouse, or something else.
I am proud I can say I work at a company that lives its values. That foundation means I can support my team and meet their needs through care, compassion and empathy. That’s how every workplace should operate. Happy, cared-for people are good for business, and that’s why the PUMP Act is a significant step forward for mothers and families in the workplace.
Allen is an Austin-based tech executive and chief product officer for Planview.
This article originally appeared on Austin American-Statesman: Opinion: The PUMP Act is a game-changer for all in the workplace
