When our hospital finally developed a dedicated LC position, the requirement was RN with "additional lactation training". IBCLC wasn't specified. As I was one of the candidates, I didn't feel I could push the issue too far at that time. I did point out the advantages of IBCLC and the 2 of us who were eventually hired to job share the position were both RN/IBCLCs. When we looked for our first pool LC, administration still insisted on also having RN in spite of our attempting to educate them on why that didn't need to be a requirement. The ads read IBCLC preferred. When we first had an LC intern who wanted to work with us, we again faced some resistance as her background was as a dietitian. When the department "survived" her 100 hours with us they were then more receptive with the next intern. That intern eventually became a pool LC with us when our department expanded and the current pool LC became regualr staff LC. By that time, any ads for the position required IBCLC. We have now had another LC intern whose background in in Social Work. Admittedly, the fact that her husband is one of our OBs may have reduced resistence. We now have another non-RN intern who will start with us soon. When the department Educator raised the question of whether she was an RN, I pointed out the ones we have had who weren't RN and she seemed a little taken aback, but the program will proceed. What's my point? Sometimes resistance won't go away all at once, but can be eroded until it is no longer in the way. Whenever we expand again or need to replace one of our LCs I think the position may well be available to a non-RN, but IBCLC cnadidate. So in addition to speaking out, it also helps to make some small inroads. Winnie Mading hospital-based LC in WI *********************************************** The LACTNET mailing list is powered by L-Soft's renowned LISTSERV(R) list management software together with L-Soft's LSMTP(TM) mailer for lightning fast mail delivery. For more information, go to: http://www.lsoft.com/LISTSERV-powered.html