Breast may be best, but any working mother knows that it can be a challenge to continue to breastfeeding exclusively in an unsupportive workplace.

I myself have never had to deal with this specific issue since I am able to work from home, but I have friends who have shared horror stories of having to pump in bathrooms or cramped closets, and others still who have had issues keeping up their milk supply because promised pumping sessions started taking a back seat to requests from the boss for “just one more thing.”

With most work environments offering little breastfeeding support, it should come as no surprise that many working moms stop breastfeeding or wean earlier than non-working mothers. But moms now have some much needed backing from the International Lactation Consultant Association (ILCA), a member of the Maternity Protection Coalition, through its newly released position paper—Position Paper on Breastfeeding & Work.

Through a series of affirmations, positions, and actions, ILCA, which also works closely with the World Alliance for Breastfeeding Advocacy (WABA) Women and Work Task Force, continually emphasizes the benefits to not only the mother and child, but to the workplace, as well.

Many research studies have shown the cost-effectiveness of protecting and promoting breastfeeding for working women. Increased worker productivity, higher levels of satisfaction, increased loyalty, lower absenteeism, and enhanced public image for the employer are among the many benefits demonstrated.

It’s also important to note that women working in supportive environments are also more likely to be able to meet or exceed their personal breastfeeding goals. ILCA’s position paper cites a 2005 study of American women that showed most discontinued breastfeeding before the end of their first month back on the job.

ILCA’s stance is that it is a woman’s human right to breastfeed her child, as it is also her human right to work. As it follows, a child’s human rights include health, food, and care.

Other important points from ILCA’s position paper include affirmations such as paid breaks for breastfeeding or milk expression, flexible job scheduling, and individual accommodations which change as the child grows.

It goes without saying that breastfeeding relationships suffer least when mother and baby are able to remain together. While this might not be an issue for mother’s who do not work outside the home, it certainly remains a hot button for those who do. ILCA’s stand encourages strategies for allowing for arrangements such as working from home and bringing baby to the workplace, either intermittently or through on-site child care.

I don’t know about you, but I think this is a very positive step in the right direction. And it’s about time that corporate America not only recognizes this right, but wholeheartedly supports it, as well.