Recap: In the last installment of the series, we explored the evolving equine industry. We discussed the industry's ongoing challenges, particularly around worker compensation, transparency, and working conditions. Drawing from personal experience as a freelance equine professional, I drew upon firsthand accounts with the industry's outdated practices and advocate for much-needed reforms, including fairer pay, safer work environments, and accountability.
The last article explored the possibility of unionization in the equine industry, noting how labor unions in other sectors have achieved progress in improving worker conditions. By applying some of these principles to the equine world-especially in disciplines like competitions, grooming, and training-unions could offer a powerful tool for improving wages, job security, safety, and work-life balance. In this article, we will dive deep into how industry standards are largely affected by fluctuations in the supply and demand of its laborers.
It seems that most of our industry standards for horses and humans start with the race industry. But why is racing seemingly the only discipline that keeps track of its workers, laborers, and owners accountable for equality practices? I also find it interesting that in the USA, outside of racing, there are zero tolerance policies regarding horse welfare and banning riders or trainers, but there are no repercussions for bad paying employers. Explain to me why the United States of America is one of the only countries without regulatory practices for pay, training, and professional development in equine sport. To me, the arguments are excuses. "America is so big", "even if you regulate it, people will find a way around it anyway". If you have similar thoughts, again, this widespread industry brainwashing is how we have become the downcast industry of today. Just because following laws can be dismissed, doesn't mean that there should be no laws at all.
The racing industry has mapped out some potential roads for employment to take in other horse industries. In all the mentioned countries, the general theme is that employers in the horse racing industry must comply with local labor laws, which often include the requirement to pay staff, such as grooms, trainers, and jockeys, on time. Some jurisdictions explicitly prohibit a horse from competing if there are unresolved employment or payment issues, while others enforce this through licensing or certification requirements. The specifics can vary by country or even state/province, but in all cases, ensuring fair pay for workers is a critical aspect of maintaining ethical and legal racing operations. Just by adapting a few of these principles into other disciplines of equestrian sport, we could certainly make a crucial step in keeping equestrians validated and safeguarded in their jobs.
Our data is only as good as those willing to participate in or collect it. If our governing bodies, American Horse Publications, or other organizations trying to improve the industry send out a survey, please seriously consider answering honestly. While we may not be able to cover every individual perspective, we can certainly take away a more wholesome approach in finding solutions to the current plight of the laborers. At the same time, we must open up about the hard truths in the equine industry. Our aim as industry professionals should be to work towards educating and furthering reform where necessary, to the benefit of the future of the equine industry. These articles are geared to open conversation for those in the equine community with a commitment to change. My sincere hope is that this information will fuel up-and-coming generations, as well as serve as a reminder that progress must be made to keep the interest and integrity within the sport we have all come to love. Ultimately, the article is one of collective action, accountability, and empowerment: the industry will only change if its workers come together to demand transparency, fair pay, and better conditions for everyone involved. We are experiencing a generational shift in how equine professionals view their value and their rights. Let us sit down at the table and encourage ongoing reform in the industry to ensure it is equitable and sustainable for the future.
More often than you think, we come across gaslighting rhetoric similar to the following:
"There's a hundred where you came from."
"If you don't like it, I'll find someone who does."
"People would beg for your job."
The U.S. equine industry faces a growing labor crisis, driven by a high demand for skilled workers and a dwindling supply of seasoned veteran horsemen. Physically demanding work, long hours, and relatively low wages make it difficult to attract domestic workers. Diversity issues notwithstanding, seasonal labor surges such as during breeding or show seasons further strain the workforce. The specialized skills required for roles like grooming, training, and stable management also narrow the pool of qualified candidates, while competing industries like construction, landscaping, and agriculture reduce the availability of workers seeking more monetary value. For those of you witnessing firsthand, what is your next move? I've heard from various professionals that some are decidedly shutting their business down or downsizing due to a lack of staff. Is this the industry of the future we wish to see? If not, let us continue the discussion of further possibilities of change.
The truth is that the equine industry's workforce is heavily reliant on immigrant labor, particularly for positions such as grooms and stable hands. Legal domestic workers often occupy management or specialized roles, leaving immigrant workers to fill the gaps. Many employers turn to the H-2B visa program for temporary labor, but strict caps and processing delays limit its effectiveness. Undocumented workers, despite being vital to daily operations, introduce risks for both workers and employers, including legal penalties and workforce instability. Many frustrations from the legal system, including price and punctuality of these legal procedures, have further divided the workforce from flourishing, so where do we find the compromise?
Employers face numerous challenges, from rising costs of visa compliance to workforce attrition as older workers leave the industry and younger generations show little interest in manual labor roles. This reliance on a shrinking labor pool has not translated into competitive wages or benefits, and policy uncertainty around immigration exacerbates the problem. Does anyone else remember when our teachers asked us to wear our critical thinking caps? It would seem an appropriate time when most of the industry seems to be suffering silently.
