Women in leadership in the New Zealand dairy industry

The business case for gender diversity is well documented; women make up 46% of the New Zealand workforce, women control 65% of global spending (Continuum) and yet how does New Zealand agribusiness sit in the leadership space? The Human Rights Commission report of August 2010 ( NZ Human Rights Commission, 2010) indicates that 11.84% is the female gender representation on significant agribusiness boards, with most of these being in the public sector. Not really a true reflection of the market place. Gender diversity is a strategy that is a matter of the bottom line not political correctness. Gender diversity is a powerful source of innovation and it also can act as an insurance policy by providing a wide range of thinking. In today’s volatile markets managing risk is a key strategy. Recent reports in the industry (KPMG, 2012) suggest urgent action is needed to supply people for the sustainability of the industry. It suggests that equipping future leaders to take governance roles as one of the TOP 10 on the agenda. The report “Call to Arms” indicates one of the enablers to meet our future needs is transformational leadership. Gender diversity will challenge the status quo and help facilitate this transformation. Gender diversity is definitely a topic on the table in all business and is part of the equation. Part of this unlocking the future and developing a strategy for dairy in 2025, I believe is to tap into a resource sitting on our door step, the women in the dairy industry. The KPMG report recommends that ‘industry good’ organisations should “Actively support initiatives’ that engage with women, to support them in their roles as directors/trustee of their farming business” (KPMG, 2012). In the years to come I want to reflect and know that the industry has built capability to ensure a succession plan for the future generations and that women have had the opportunity to participate in that conversation.