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In this paper, we provide a fiery critique of the tendency for management research to adopt gender-blind perspectives and call on management scholars to step up and call workplaces what they are: gendered. Blending perspectives from diversity scholarship, organizational sciences, popular culture, feminism, etc., we provide a multifaceted argument for why ignoring gender in our work is harmful to our field and to gender equity efforts.

Within the United States, there are governmental benefits and policies in place to support breastfeeding mothers as they return to work. However, the effectiveness and inclusiveness of these policies is not always clear. Because of this, breastfeeding at work, in general, and governmental workplace mandates, specifically, often receive negative press and social media attention as women struggle to reconcile their workplace and lactation demands. To provide evidence-based recommendations for how to best support breastfeeding employees, we use an organizational science perspective to review the existing research for evidence on the (1) effectiveness of the existing legal benefits and supports within the US, and (2) barriers or facilitators that impact benefit success. Through this, we identify areas for improvement and provide suggestions for policy.