Welcome to the Bullvine Podcast, where we bring you the latest insights, trends, and
discussions from the dairy industry.
I'm your host, Bella, and I'm joined today by my co-host, Douglas.
Thanks, Bella.
It's great to be here today discussing a topic that's not only timely, but essential for
our industry's future.
As today is International Women's Day 2025, we're taking a deep dive into the changing
role of women in dairy.
That's right, Douglas.
Today's episode, Breaking the Barn Ceiling, Women's Revolution in Dairy, explores how
women are shattering glass ceilings across our industry while examining the persistent
challenges they face.
We'll be unpacking the latest data from the IDFA's 2025 State of Women in Dairy report
and hearing about the experiences that are reshaping dairy's future.
We've got a lot to cover today, from leadership trends and technological innovations to the
economic case for gender diversity and the program's driving change.
So let's dive right in.
Douglas, when we look at dairy farms across America, there's a transformation happening
that many of our listeners might not fully appreciate.
Women haven't just entered the dairy industry, they're actively reshaping it from milking
parlors to boardrooms.
That's absolutely right, Bella.
And what's fascinating is that the International Dairy Foods Association's latest report gives
us concrete numbers to understand this shift.
Their 2025 survey of 608 industry professionals found that 54% of women are actively asking
for promotions compared to 47% of men.
And what's even more remarkable is that when women ask for those promotions, 62% of them
are successful, exactly the same success rate as their male counterparts.
This really challenges the old narrative that women aren't as ambitious or capable in traditional
agricultural settings.
I think what those numbers show us is that when given the opportunity, women are demonstrating
equal capability.
But there's still a disconnect, isn't there?
The same report found that nearly half of women, 48%, still believe they have fewer
advancement opportunities than men in the industry.
That gap between demonstrated success and perceived opportunity really highlights the
work still ahead.
What we're seeing is progress, certainly, but not yet equality.
I'm curious, Bella, in your travels visiting dairy operations across the country, have
you noticed this shift in women's roles firsthand?
Absolutely, Douglas.
Just last month, I visited a 1200 cow dairy in Wisconsin, where the herd manager, nutrition
specialist and calf program leader were all women.
What struck me wasn't just their presence, but how they were implementing innovative
approaches that were measurably improving herd health and milk quality.
The farm owner specifically mentioned that his operation had become more efficient since
these women took on leadership roles.
That mirrors what we're seeing in the data.
It's not just about representation.
It's about the unique perspective and skills women bring to dairy operations.
Let's dig deeper into the historical context of women in dairy and how we got to where
we are today.
The perception of dairy farming as exclusively male territory has persisted for generations,
despite the fact that women have always been present throughout agricultural history.
What's different now isn't that women are newly arriving in dairy.
It's that their longstanding contributions are finally receiving acknowledgement.
That's so true, Douglas.
Historically, women were often the ones handling the actual milking on family farms, managing
calf raising, keeping the records, and handling finances, all critical components of successful
operations.
But they were rarely featured in agricultural publications or recognized as the real farmers.
If we look back just a few decades, women's involvement in dairy was often categorized
as helping out rather than recognized as essential labor or expertise.
Mary Creek, a third generation dairy farmer from Hagerstown, Maryland, shared her experience
growing up when it was not common to have a woman as involved in showing cattle as she
was.
Now 62 years old, she farms 300 acres with her brother and recalls, our parents raised
us to do what was necessary, and I used to be able to keep up with just about any man
with my chore accomplishments.
That historical dismissal of women's contributions has had lasting effects.
Today's women in dairy are not just overcoming current obstacles.
They're pushing against decades of institutional and cultural barriers that marginalize their
predecessors' contributions.
According to the IDFA's 2025 survey, 63% of women express satisfaction with their opportunities
for career advancement.
Furthermore, half of female respondents acknowledge having access to programs designed to foster
career growth and retention.
These numbers tell us women aren't merely surviving in dairy.
They're increasingly finding pathways to thrive.
But here's what I find particularly interesting and concerning.
If women are increasingly taking charge of their careers and succeeding, why do nearly
half, 48%, still believe they have fewer advancement opportunities than their male counterparts?
That disconnect between progress and perception gets at something deeper, doesn't it?
It suggests that despite statistical improvements, there are still deeply entrenched cultural
assumptions about gender roles in agricultural sectors, including dairy.
Elable.
I've spoken with several women in dairy who describe what they call the prove-it-again
factor, this feeling that they have to continuously demonstrate their competence in ways their
male colleagues simply don't.
One woman who manages a 500-cow operation told me she's still occasionally mistaken
for the farmer's wife when equipment suppliers visit the farm, despite the fact that she's
actually the owner and primary operator.
That persistent underestimation has real costs for our industry.
If qualified, capable women are constantly having to overcome these extra hurdles, how
much innovation and leadership potential are we losing in the process?
Speaking of leadership, let's look at some of the remarkable women who are breaking through
those barriers and reshaping what leadership looks like in dairy today.
The rise of women to leadership positions represents one of the most significant disruptions
to traditional dairy industry power structures in decades.
The IDF's research confirms this trajectory.
More than half of women reported asking for promotions compared to 47% of men, with 62%
of those women saying they received those promotions, a rate equal to men.
And behind those statistics are real women making remarkable contributions.
Becky Razdol Vargas, Senior Vice President at IDFA and leader of the Women in Dairy Initiative,
has been at the forefront of measuring and addressing gender equality in the industry.
The survey she helped develop conducted between October 16 and November 7, 2024, provides
the most comprehensive picture to date of women's experiences across the dairy sector.
Eelings.
We're seeing remarkable women emerge as industry leaders across various segments of dairy.
From processing to research to farm operations, women are bringing fresh perspectives that
drive innovation.
Jackie Klippenstein's work as Senior Vice President at Dairy Farmers of America exemplifies
this trend.
Recently awarded the prestigious 2024 Leading Impact Award by the Dairy Girl Network, Klippenstein
has been a transformative influence throughout the sector.
What's particularly noteworthy about Klippenstein's journey is how she's broken barriers in policy
development.
She became the first female board member at the National Milk Producers Federation and
now chairs New Triant, where she's working to reduce the environmental footprint of U.S.
dairy operations.
Her work demonstrates how women leaders are tackling some of dairy's most pressing challenges,
from sustainability to global market positioning.
What makes Razdal Vargas' work so important is that it's giving us data-driven insights
rather than anecdotal evidence.
The IDFA survey included 519 women and 89 men, providing a robust sample to understand
gender dynamics across various roles and career stages.
And what's particularly interesting is how that leadership pipeline is developing.
The report shows that dairy companies are increasingly making investments to support
women, yet disparities continue to impact job satisfaction and retention, particularly
for women in frontline roles.
That gap between institutional commitments and on-the-ground experiences raises a provocative
question – what transformative innovations are we missing when barriers still prevent
qualified women from reaching their full potential?
It reminds me of a conversation I had with a dairy cooperative board member last year.
She mentioned that until they added two women to their previously all-male board, they'd
never seriously discuss developing specialty products targeting female consumers, despite
women making approximately 80% of household food purchasing decisions.
That brings up an important point about the impact of diverse perspectives on innovation
and market responsiveness.
But before we get to the business case for women's leadership, let's talk about another
factor that's changing the game – technology.
Perhaps nowhere is the gender landscape shifting more dramatically than in technologically
advanced dairy operations.
Automation is rendering physical strength increasingly irrelevant and creating unprecedented
opportunities for women producers.
In Yelis, from robotic milking systems to automated feeding technology and data-driven
herd management software, these innovations are transforming what it means to run a modern
dairy farm, and importantly, they're making the physical demands that once created barriers
for some women increasingly obsolete.
What's most revolutionary about this technological shift is how it's rendering outdated gender
assumptions obsolete.
When farms run on brain power rather than just physical labor, women's capabilities
in problem-solving, animal health management, and operational efficiency emerge as competitive
advantages.
I visited a dairy in Pennsylvania last month that's using robotic milking systems and
wearable cow monitoring technology.
The herd manager, a woman in her 30s, told me that these technological advances have
completely changed her role.
Instead of focusing on the physical aspects of moving cows and managing milking systems,
she's now analyzing data patterns to optimize herd health and production.
Her background in biology and statistics combined with her understanding of cow behavior makes
her exceptionally qualified for this new dairy landscape.
As highlighted at the IDFA annual dairy forum in San Antonio this January, even in a world
of artificial intelligence and automation, business success requires a group of diverse
and capable people.
That diversity of thought and approach is becoming increasingly recognized as a competitive
advantage.
The International Dairy Foods Association has focused its efforts on six key areas impacting
gender equality—treatment, compensation, mentorship and support, opportunities for
advancement, factors in recruiting and retention, and discrimination policies and gender equality
goals.
This holistic approach recognizes that technological advancement must be paired with cultural evolution
to create truly inclusive workplaces.
It's worth noting that this technological revolution in dairy isn't just an American
phenomenon.
Across Canada, Europe, and increasingly in developing dairy regions, automation is creating
new opportunities for women.
In Canada, for instance, women like Alicia, who studied veterinary health technology before
joining her husband's dairy operation, are finding that technology has drastically reduced
the manual labor once required and enabled them to take on expanded roles in farm management.
That recognition of inclusion as a business imperative brings us to an important question.
Beyond fairness and equity, what's the economic case for advancing women's leadership in
dairy?
The business case for women's leadership in dairy extends far beyond equity.
It's about profitability and sustainability in an increasingly competitive global market.
While historical barriers have limited women's advancement, new data reveals how gender diversity
drives financial performance and innovation throughout the dairy supply chain.
The IDFA's 2025 State of Women in Dairy Report offers some compelling evidence here.
Let me share some key statistics that really highlight both progress and persistent challenges.
Let's break down these numbers in detail.
54% of women asked for promotions compared to 47% of men.
When they asked, 62% of women received those promotions, exactly the same success rate
as men.
However, 55% of women believe their gender negatively impacts their pay compared to only
5% of men.
That 50-point gap in perception is staggering.
And nearly half of women, 48%, believe they have fewer advancement opportunities than
their male counterparts.
These numbers reveal a striking disconnect between demonstrated capability and perceived
opportunity.
When women ask for promotions, they're just as successful as men, proving their competence
and readiness for advancement.
Yet, a majority still believe their gender negatively affects their compensation.
And this isn't just about fairness.
It represents a strategic vulnerability for an industry that cannot afford to undervalue
talent in an increasingly competitive global marketplace.
If more than half of women feel their contributions aren't being fairly compensated, how long
will they stay in dairy when other agricultural and food sectors are actively recruiting diverse
talent?
These findings align with broader research from previous years, which confirmed that
women in the dairy industry report feeling overlooked, undervalued, and underpaid.
The persistence of these challenges, despite growing awareness, suggests that systemic
change requires more than surface-level commitments to diversity and inclusion.
I've spoken with several dairy operation owners who've told me that their most significant
innovations in recent years, whether in sustainability practices, product development, or operational
efficiency, came from women in their organizations.
One processor mentioned that their female quality assurance manager identified a process
improvement that reduced product loss by 8%, translating to hundreds of thousands of dollars
annually.
These examples highlight why supporting women's advancement isn't just the right thing to
do.
It's a business imperative.
And that brings us to the networks and programs that are accelerating women's success in
dairy.
Douglas, would you take us through some of those initiatives?
The growth of dedicated networks supporting women in dairy has dramatically accelerated
progress toward gender equality in the industry.
The International Dairy Foods Association's Women in Dairy Network stands as a prominent
example working to improve gender equality within the U.S. dairy sector.
Becky Razdol Vargas, IDFA Senior Vice President of Trade and Workforce Policy, leads these
efforts which include mentoring circles, professional development webinars, and networking events.
This comprehensive approach recognizes that advancing women in dairy requires both individual
development and systemic change.
The IDFA Women in Dairy Mentoring Circles are particularly valuable.
They connect participants with a supportive network of peers to exchange knowledge, share
insights, and advance their professional development.
These structured relationships help women navigate challenges specific to the dairy
industry while building the connections that often lead to advancement opportunities.
For any listeners interested in these mentoring circles, it's worth noting that IDFA will
open applications for its next cohort in June 2025.
These programs are designed to support women at various career stages, from emerging leaders
to those advancing to executive roles.
What makes these networks truly revolutionary is their systemic approach.
Rather than focusing solely on helping individual women navigate existing structures, they're
gathering data, creating benchmarks, and holding the industry accountable for measurable progress.
This strategic approach transforms what could be dismissed as women's issues into industry-wide
imperatives for competitiveness and growth.
By showing the business impact of gender diversity, these initiatives are changing
how industry leaders think about talent development and retention.
And we're seeing similar initiatives at regional levels as well.
Dairy associations in states like Wisconsin, New York, and California have developed women's
leadership programs that combine skills development with networking opportunities.
These local connections often prove especially valuable for women working in more isolated
rural communities.
Beyond the United States, we're seeing similar networks emerge globally.
Australia's legendary women's network and Canada's mentorship programs for women in
agriculture demonstrate that this isn't just an American phenomenon.
These international initiatives suggest that the advancement of women in dairy is increasingly
recognized as a global priority for industry sustainability and innovation.
Despite these important initiatives, significant challenges remain for women in dairy.
Let's examine what the data tells us about the persistent roadblocks to full gender equality
in our industry.
Despite remarkable progress, women in dairy continue facing systemic barriers that limit
both individual advancement and industry innovation.
The 2025 IDFA survey reveals that nearly half of women, 48%, believe they have fewer advancement
opportunities than their male counterparts, and 55% of women reported that their gender
negatively influences their compensation.
Let's take a closer look at the generational and workplace divides revealed in the IDFA
report.
For Gen Z and millennial women, 41% believe gender will make career advancement harder.
This is particularly concerning because these younger women represent the future of our
industry.
The report also reveals that 29% of female frontline employees have left jobs due to
a lack of opportunities.
For frontline workers in processing plants and on farms, the challenges can be especially
acute, from lack of facilities to inflexible schedules that create particular hardships
for women with caregiving responsibilities.
And the gender pay gap remains a significant hurdle that has shown little improvement.
The 2025 data confirms this remains a pressing issue, with 55% of women reporting that their
gender negatively influences their compensation, compared to only 5% of men.
That stark contrast in perception, 55% versus 5%, underscores how differently men and women
experience the same workplace environments.
When we have such divergent views of workplace fairness, it becomes difficult to build truly
collaborative teams.
What makes these persistent challenges particularly frustrating is that they contradict the industry's
own data about women's capabilities and ambitions.
When women consistently demonstrate leadership potential, as evidenced by 62% of those who
ask for promotions successfully earning them, equal to their male counterparts, yet continue
to face systematic barriers to advancement, the industry loses access to critical talent
at precisely the moment when innovation and fresh perspectives are most needed.
I recently spoke with a woman who left a mid-sized dairy processor after eight years because despite
consistently strong performance reviews, she saw male colleagues with similar or lesser
qualifications being promoted ahead of her.
She's now working in food manufacturing outside the dairy sector, taking her expertise and
institutional knowledge with her.
Her story isn't unique, and these departures represent a significant loss of talent for
our industry.
Healing.
Looking toward the future, what do these trends tell us about where the dairy industry is
headed?
Let's explore dairy's female-powered future and what it means for all stakeholders.
As we look toward the remainder of 2025 and beyond, the implications of women's increasing
leadership in dairy will fundamentally reshape the industry's trajectory.
Having broken through initial barriers to participation and recognition, women are now
positioned to drive transformative change in areas ranging from sustainability practices
to consumer engagement and technological innovation.
The IDFA's comprehensive research provides a roadmap for continued progress.
The fact that 54% of women are now actively asking for promotions compared to 47% of men,
with 62% of those women successfully earning the promotion, indicates a growing confidence
and assertiveness among women in the industry.
However, the persistence of the gender pay gap and the fact that nearly half, 48%, of
women still believe they have fewer advancement opportunities than their male counterparts
indicates that significant work remains.
This isn't a challenge that will resolve itself without continued focus and action.
As IDFA continues its work through the Women in Dairy initiative, their approach of using
data-based metrics and tools, C-suite engagement, and fostering networking and professional
and leadership development offers a promising framework for continued progress.
The IDFA Women in Dairy Network will open applications for its next mentoring circles
in June 2025, providing another opportunity for women across the industry to connect with
peers and mentors who can support their professional development.
For listeners interested in participating, we'll include a link in our show notes.
The findings presented at the Dairy Forum 2025 in San Antonio this January made clear
that creating a people-first culture is essential for a strong dairy future.
As the industry continues to navigate challenges from automation to market pressures, leveraging
the full talent pool, regardless of gender, will be crucial for maintaining competitive
advantage.
Based on current trends, we can expect to see women increasingly shaping industry priorities
over the next decade.
Areas like sustainability, animal welfare, consumer transparency, and workforce development,
where women already demonstrate strong leadership, will likely become even more central to dairy
success.
The question isn't whether women will influence these areas, but how quickly the industry
will remove remaining barriers to their full participation.
Bella, we've covered a lot of ground today, from historical barriers to future opportunities.
Let's wrap up with some key takeaways and final thoughts.
As we've discussed throughout today's episode, the dairy industry stands at a pivotal juncture,
one where women's increasing influence, leadership, and innovation are fundamentally reshaping
its trajectory.
The statistics from the IDFA's comprehensive 2025 research paint a clear picture.
54% of women are actively asking for promotions compared to 47% of men, with 62% successfully
earning them.
Yet 48% still believe they have fewer advancement opportunities than their male counterparts.
And a concerning 55% report that their gender negatively influences their compensation compared
to only 5% of men.
These numbers tell a story of both remarkable progress and persistent challenges, a reflection
of an industry in transformation rather than one that has completed its journey toward
gender equality.
The IDFA's 2025 State of Women in Dairy report, based on a survey of 608 industry professionals
conducted between October 16th and November 7th, 2024, provides the most comprehensive
picture to date of both advancements made and barriers that remain.
We'd like to challenge our listeners to take specific actions based on today's discussion.
For dairy farm owners and managers, take a hard look at your hiring, promotion, and compensation
practices.
Are you fully leveraging female talent?
For agricultural educators, are you actively encouraging young women to consider dairy
careers and providing them with role models and mentors?
For industry associations, are you collecting and publishing data on gender representation
in your leadership?
And for everyone in dairy, are you speaking up when you see barriers to women's full
participation?
The dairy industry faces unprecedented challenges from climate concerns to changing consumer
preferences to technological disruption.
We simply cannot afford to underutilize half of our potential talent pool.
The operations and organizations that thrive in the coming decades will be those that fully
leverage diverse perspectives, experiences, and leadership styles.
As today is International Women's Day 2025, we encourage all our listeners to recognize
that women's advancement in dairy isn't merely a matter of equity.
It's an economic and strategic imperative.
The question is no longer whether women can lead in dairy, but how quickly the industry
will transform to fully leverage the talent, perspective, and innovation that women have
always brought to agriculture.
The glass milking parlor is cracking, if not yet fully shattered.
The dairy industry must not only acknowledge its gender disparities, but actively work
to address them, both through individual actions and systemic change.
The future of our industry depends on it.
Thank you for joining us for this important conversation.
We'd love to hear your thoughts, experiences, and questions about women's roles in dairy.
You can reach us through our website at thebullvine.com or on our social media channels.
Until next time, I'm Bella.
And I'm Douglas.
Thanks for listening to the Bullvine Podcast, where we're passionate about the future of
dairy.