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Subject:
From:
Chris Mulford <[log in to unmask]>
Reply To:
Lactation Information and Discussion <[log in to unmask]>
Date:
Tue, 11 Jul 2006 07:19:31 -0400
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On Mon, 10 Jul, Norma Ritter wrote:

<<I received a phone call from a woman who wanted to nominate *her client*
for an award...I asked who she wished to nominate. The answer was, *Nestle
formula company*  (Her words.) ...what on earth made her think we would give
an award to a formula company?>>

Well, this would be a real dilemma, wouldn't it, if a formula company
provides top-notch lactation facilities to its employees. Suppose the
employee policies at the "Super-insurance" and "Super-milk" companies offer
identical paid maternity leave, flexible scheduling on return to work, paid
nursing breaks, pumping rooms or on-site child-care for infants and
toddlers, LC services for pregnant and nursing employees and the wives of
employee fathers, etc. etc., would you give an award to "Super-insurance"
and withhold an award from "Super-milk" because you don't approve of
"Super-milk's" Code-breaking marketing policies? 

Suppose "Super-milk" made specialty formulas for babies with PKU, etc., and
did not market directly to the public or otherwise break the Code. (This is
a really hypothetical question, I know!) Then I would have no problem giving
them the award. If the day ever comes when infant feeding companies actually
do follow the Code and act as Good Neighbors, I think we have to be prepared
to acknowledge it. The Code is a document that's meant to be used. And
wouldn't it be a wonderful world if the companies actually did follow it!! 

Dreaming in Swarthmore...
Chris

Chris Mulford, RN, IBCLC
LLL Leader Reserve
working for WIC in South Jersey (Eastern USA)
Co-coordinator, Women & Work Task Force, WABA
 
 

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