Why your company needs a comfort room, now
Diversity vs Inclusion
There was a great analogy making the rounds recently for those who were struggling with the distinction between diversity and inclusion - "Diversity is being invited to the party: Inclusion is being asked to dance". (Vernā Myers gives an insightful talk on this for the Women's Leadership Forum here). Interestingly, it was only on a visit to a meeting at KPMG that I personally experienced the feeling of inclusion...
Diversity is being invited to the party: Inclusion is being asked to dance
Exclusion of women by default...
To expand on this, I had been breastfeeding for 8 months when I attended a meeting at KPMG and in that time had visited numerous large companies for voluntary and work related purposes.
When a visit would exceed 3 hours (as they often do!) I had to express breast milk. If you can't relate, the need is on a par with going to the toilet - Every 3 hours (on average), there is some flexibility on timing but beyond a certain point you have to go or face embarrassment!
I have come to realise that for working mums who breastfeed there are 2 typical workplace solutions:
Engage in a lengthy back and forth with the company you are visiting (assuming you can get to someone who can help). Correspondence includes sharing your personal circumstance and outlining your requirements for expressing. Typically, this yields a meeting room being booked and an apologetic offer to use the general office kitchen facilities. Not good.
Given the hassle of solution 1, more often than not, expressing in a disabled toilet is the 'preferred' option (or only feasible option). This isn't sustainable as the milk must be dumped for hygiene reasons but in the blur of working and parenting this unfortunately became my default.
Of course, neither of these options are appealing for women returning to work. Which leads me to wonder what percentage of women defer returning to work until absolutely necessary because their working environment does not support them both parenting and working?
The KPMG 'Comfort Room'
So you can imagine my absolute delight when visiting KPMG, instead of heading for the disabled toilet I was politely directed to the 'Comfort Room' - No questions. No fuss. No 20-minute phone call or lengthy email chain.
A discreet room on the 6th floor of the KPMG London Office with everything that a breastfeeding mum would need when returning to work. At ~9m2 with a sink, fridge, storage space, comfortable seats and privacy screens it's nothing extraordinary - except from the fact that the majority of businesses do not have them!
Well done KPMG for valuing your female talent and cultivating an inclusive environment - for staff, clients and visitors like me!
More impressively a quick google reveals the room was introduced alongside a suite of family friendly upgrades within the 'Retain your talented women' initiative at KPMG.
A sink and fridge with access to storage.
Screening for privacy so multiple women can use the room simultaneously.
A comfortable chair, table and easy reach power sockets.
Inspired to be more inclusive!
Following on from my own personal experiences, I'm inspired to effect positive change toward more inclusive working environments, removing the unseen barriers for women to create a working environment where everyone can participate, thrive and achieve. Here's my commitment, I will:
Raise awareness of the unseen barriers to workplace inclusion for women
Within any future role I’ll advocate for the provision of 'Comfort Room' facilities as the default in physical work spaces
Continue to celebrate companies who value their female talent
Final thought...
If you're interested in understanding whether your organisation is actually inclusive - ask where the comfort room is. I'm very interested to hear the answers...
Thanks for reading!
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