Industry Labor: Supply and Demand(Horse)

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Drawing from personal experience as a freelance equine professional, I drew upon firsthand accounts with the industry's outdated practices and advocate for much-needed reforms, including fairer pay, safer work environments, and accountability.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.

Click It

1. Expand Visa Programs:

Increasing H-2B visa quotas or creating equine-specific programs can address labor shortages legally.

2. Improve Job Conditions:

Offering better pay, benefits, and training can make equine jobs more appealing to domestic workers.

3. Mechanization:

Limited automation, such as feeding systems, can reduce demand for manual labor.

4. Community Training:

Outreach and training initiatives can help build a sustainable, diverse workforce. By addressing these systemic issues, the equine industry can create a more stable and ethical labor market while ensuring its long-term sustainability. The supply and demand dynamics for workers in the U.S. equine industry reflect broader trends in agriculture and manual labor-intensive sectors. This industry has historically relied on a mix of domestic and immigrant labor, with varying levels of legal status, to meet its needs. Here's a detailed look at the situation:

High Demand, Limited Supply:
The equine industry requires skilled labor, including grooms, trainers, stable hands, farriers, and veterinary technicians. The physically demanding nature of the work, long hours, relatively low pay, and rural locations make it challenging to attract and retain domestic workers.

Seasonal Variability: Demand for workers often peaks during certain seasons, such as breeding, racing, or show seasons. Temporary labor surges can strain the workforce.

Skill Requirements: Employers often need workers with specialized skills, such as horse handling, grooming, or riding. This narrows the pool of qualified candidates, especially among domestic workers unfamiliar with the industry.

Competing Industries: Other industries, such as construction, landscaping, and general agriculture, compete for a similar workforce, further reducing availability for the equine sector.

Legal Domestic Workers: There is a steady but limited supply of legal U.S. workers, often attracted by higher-paying jobs in other industries. Domestic employees in the equine industry tend to occupy management or specialized roles.

Immigrant Workforce: Immigrant workers form a significant portion of the labor force in the equine industry, especially in lower-skilled positions such as grooms and stable hands.

Legal Immigrants: Many employers sponsor H-2B visas for temporary, non-agricultural work or H-2A visas (less common for equine jobs). However, the quota for these visas often fills quickly, leaving employers struggling to fill positions legally.
•Undocumented Immigrants: A portion of the workforce consists of undocumented workers, who are often willing to take on physically demanding jobs for lower wages. These workers are typically vital to the day-to-day operations of many barns.

The H-2B program, which is commonly used for seasonal workers, has strict caps (currently 66,000 visas annually) and does not fully meet the industry's needs. Delays and complexities in obtaining visas exacerbate the labor shortage.

Reliance on Undocumented Workers: Many equine operations, particularly smaller farms or less-regulated sectors, rely on undocumented workers. These workers may accept jobs with lower wages and fewer benefits, but their legal status presents risks for both the workers and employers, including fines, deportation, and instability.

Cost of Compliance: Employers seeking to hire legal immigrant workers face high costs for visa processing, legal assistance, and compliance with labor laws. This discourages smaller operations from pursuing legal options.

Workforce Aging and Attrition: Many domestic and immigrant workers in the equine industry are aging out, while younger generations show less interest in manual labor-intensive roles, creating a growing gap in labor supply.

Economic and Social Implications

Wage Pressures: Increased reliance on a shrinking labor pool has led to rising wages in some areas, but not enough to make the industry competitive with other sectors. Employers often struggle to balance affordability with the need to attract reliable workers.

Policy Uncertainty: Shifts in immigration policy significantly impact workforce availability. Stricter enforcement of immigration laws can create labor shortages, while policy reforms that expand visa programs could alleviate them.

Ethical and Legal Concerns: There is an ongoing debate within the industry about the ethics and legality of relying on undocumented workers. Advocacy groups call for more inclusive and accessible visa programs to address labor needs without exploitation.

Expanding Visa Programs: Advocacy for expanding H-2B visa quotas or creating specific programs for the equine industry is essential to addressing labor shortages legally. Improving Job Conditions: Offering better wages, benefits, and training opportunities can make equine jobs more attractive to domestic workers.

Mechanization: While mechanization is limited in a labor-intensive and skill-specific industry like equine care, some tasks (e.g., feeding systems, manure removal) could benefit from automation and systematic analysis to reduce labor demand.

Community Training Programs: Initiatives to train local workers, including outreach to underrepresented groups, could build a sustainable workforce pipeline. By addressing these challenges, the industry can better balance its reliance on immigrant labor with efforts to attract and retain a more diverse, stable workforce.

The U.S. equine industry's labor crisis underscores a complex interplay of challenges rooted in high demand for skilled labor, a shrinking workforce, and a reliance on immigrant workers to fill vital roles. The physically demanding nature of the work, combined with low wages and limited benefits, has made it increasingly difficult to attract and retain domestic employees. Seasonal labor demands, specialized skills, and competition from higher-paying industries exacerbate this issue, leaving employers struggling to maintain operations.

While immigrant workers, both documented and undocumented, have been the backbone of the equine labor force, visa limitations, policy uncertainties, and ethical concerns highlight the urgent need for systemic reform. Expanding visa quotas, improving job conditions, and investing in training programs are essential to creating a stable and sustainable workforce.

As the industry evolves, stakeholders must prioritize balancing economic viability with workforce welfare. Addressing these challenges holistically will not only secure the future of equine operations but also promote ethical labor practices, ensuring the long-term sustainability and success of this vital sector.

Katie graduated from Delaware Valley University with a Bachelors degree in Equine Studies, specializing in Equine Training. She also studied abroad in the UK at Hartpury College, where she found her enthusiasm for research and globalization practices within the equine industry. In 2016, she formed Wilderer Equestrian as a young professional, committed to young horses, sales, and showing on the circuit. After 20+ years in the industry, she continues to document first-hand experiences, fight diversity inconsistencies, advocating for her peers, while searching for solution-based policies to bring into practice.