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Dairy farming is undoubtedly a staple of the global food industry. In the UK, grazing herds having been an enduring part of the countryside for centuries. And for centuries, the dairy industry has had a male-dominated workforce; in fact, across the food and drink industry in general, only 33.5% of the total workforce are women. That being said, influential females in the industry are changing the scene. We caught up with Annabel McLelland, technical and sustainability director at Long Clawson Dairy, to ask her some questions and discuss her individual experience as a leading woman in the dairy industry.

As a female leader in the food and beverage sector, what challenges have you encountered over the years, and how have they shaped your journey?

The biggest challenge has been gaining acceptance as a strong, intelligent and empathetic professional. Historically, women were expected to manage households while working full-time, with little recognition for their efforts.

When I started my career 26 years ago, progression opportunities for women in the food and beverage industry were limited. Life events have taught me resilience, always pushing myself to improve and benefit the business.

One of the toughest moments was feeling undervalued as a single mother in a senior role, despite working long hours and weekends. The support of my mother was crucial during this time, and my partner over the last nine years has also helped me realise my worth. Without him, I certainly wouldn’t be where I am today.

The persistent need to prove oneself tenfold before being accepted in male-dominated environments has been challenging. Having successful women across various departments as role models for junior members of staff is vital in fostering an equitable culture. In my current role for six and a half years, I’ve witnessed a growing recognition of women in the industry.

How have you seen the role of women in dairy farming evolve over the years, particularly regarding gender diversity and inclusion?

Having been in the dairy industry for six and a half years, I can speak to the changes I've observed during this time. There’s been a noticeable shift in women’s roles on farms; previously, they were often relegated to administrative tasks.

Now, women are increasingly involved in the day-to-day operations and strategic development of farms. A particularly exciting development is their growing participation in sustainability initiatives, especially efforts to reduce carbon footprints.

Women on farms have demonstrated a keen understanding that a carbon-efficient farm is also financially efficient. This shift has empowered them to play a crucial role in driving both environmental and economic improvements within the industry.

How can food and beverage businesses effectively foster diversity, equity and inclusion (DE&I) within their company culture?

From my experience, key steps to ingraining DE&I as a core aspect of a company’s culture include:

• Establishing employee forums and engagement meetings.

• Implementing an open-door policy.

• Ensuring transparent communication regarding business decisions.

• Helping team members understand the 'why' behind those decisions.

I firmly believe that DE&I should not be merely a performative exercise for social media; it must be a genuine part of the workplace culture. The ultimate goal is for everyone to feel comfortable being their authentic selves at work.

What steps do you believe leaders can take to begin building a truly diverse and equitable organisation?

• Keep an open mind.

• Ensure everyone has a voice.

• Practice active listening.

• Be visible as a leader.

• Align actions with words!

What specific initiatives or programmes in the dairy industry have you observed that successfully support women and promote gender equality?

In my experience, the most effective approach to promoting gender equality in the dairy industry is not solely through specific programmes, but by cultivating an inclusive organisational culture that fosters the growth and development of all individuals, regardless of gender.

One notable initiative I've participated in is the 'Confident Club'. While not exclusively for women, this programme has been instrumental in pushing participants out of their comfort zones, particularly in developing presentation skills. All participants are treated equally, and the personal growth achieved over the two-day course is truly remarkable.

Can you share an example of a project or accomplishment in your career where your experience as a woman in leadership uniquely influenced the outcome?

I firmly believe that projects and accomplishments should be evaluated based on leadership merits rather than gender. However, being a woman in this industry has presented unique challenges that have shaped my leadership approach.

One of my initial hurdles was overcoming the stereotype that I had a 'cushy office job.' To address this, I took a hands-on approach, putting on my overalls and wellingtons to assist with farm issues. This practical demonstration of my commitment and willingness to get involved quickly changed perceptions. Word spread, and I soon became recognised as a go-to problem solver and supportive ear within our farming community.

This experience taught me the value of breaking stereotypes through action and the importance of building trust through practical engagement. This approach continues to influence my leadership style and effectiveness.

What advice would you give to women who are interested in entering or advancing within the dairy sector, particularly in leadership roles?

• Recognise the range of opportunities: Understand that there are roles for everyone in this industry, spanning from farm-level operations to manufacturing, commercial, technical, marketing, and health and safety.

• Be your authentic self: Don’t feel pressured to conform to preconceived notions of what a leader should be in this industry. Embrace your individuality.

• Embrace mistakes as learning opportunities: Don’t be afraid of making mistakes; they are invaluable learning experiences and a natural part of growth.

• Challenge stereotypes constructively: Be prepared to challenge stereotypes, but focus on demonstrating your skills and commitment rather than engaging in confrontation.

• Build a support network: Seek out mentors and cultivate connections within the industry. These relationships can provide essential support, advice, and opportunities.

• Stay informed on industry trends: Keep yourself updated on industry trends, particularly in sustainability and technology, which are driving significant changes in the sector.

• Develop a diverse skill set: Cultivate a skill set that combines practical knowledge of farm operations with strategic business acumen.

• Leverage your unique perspective: Remember, your unique perspective as a woman brings valuable insights to the table. Embrace this strength on your journey to leadership in the dairy industry.

#Dairy #leadership

This interview was conducted in conjunction with Browne Jacobson.