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

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