Across the U.S., a troubling trend is making headlines in 2025: women are leaving the workforce in significant numbers. According to the Bureau of Labor Statistics, more than 212,000 women aged 20 and over have exited the workforce since January 2025—while 44,000 men have joined it¹. Among women aged 25–44 with children under five, labor force participation has dropped from 69.7% to 66.9% in just six months, erasing pandemic-era gains².

The reasons are complex—return-to-office mandates, caregiving demands, and workplace cultures that still undervalue flexibility are all contributing factors. But the message is clear: without structural change, women are being pushed out.

At Females in Food, we wanted to understand what this looks like within our industry. Earlier this year, we launched our inaugural State of Women in Food & Beverage Report to move beyond anecdotes and capture measurable data. The findings confirm what national data is telling us—women are at a breaking point—and add industry-specific nuance that leaders must pay attention to.

Leadership Development: The Broken Rung

Nationally, lack of advancement is one of the top reasons women leave. Our report reflects this reality:

• 49% of respondents cited limited growth opportunities as a barrier.
• While leadership programs exist, women describe them as “checkbox” exercises that don’t actually address the barriers they face.

This is the broken rung problem. Without targeted mentorship, sponsorship, and real advocacy, women will continue to exit instead of advance.

Work-Life Balance: Policy vs. Reality

The Washington Post highlights that working mothers saw participation rates fall to a three-year low in 2025³. Our industry data underscores why.

• 83% of companies offer flexible hours and 72% offer remote work, yet work-life balance is still one of the top barriers women face.
• Only 5% report access to paid family leave, a foundational benefit that keeps women in the workforce.

Flexibility on paper doesn’t matter if women are penalized for using it. True balance requires caregiving infrastructure and cultural permission.

Company Culture: Respect Without Value

The national data tells us women are leaving because they feel undervalued. Our report brings that home:

• Nearly half of respondents experience gender bias often or very often.
• 39% reported verbal or physical harassment, an alarming figure that cannot be ignored.

As one participant told us, “Respect without value feels like being tolerated, not celebrated.

Gender Bias: A Persistent Undercurrent

TheWeek recently reported that Black women are being disproportionately pushed out of the workforce in 2025⁴. In our industry, bias also shows up in concrete ways: lower pay, exclusion from decision-making, and fewer promotions. Bias erodes confidence and forces out top talent

From Data to Action

Both the national numbers and our industry-specific survey point to the same conclusion: retaining women requires more than policies—it requires cultural and structural change. Companies must:

• Rethink leadership development so it opens doors, not just checks boxes.
• Build infrastructure for care: childcare, parental leave, elder care.
• Measure culture by lived experiences, not just what’s written in handbooks.
• Audit pay, ensure safe reporting, and eliminate bias with urgency.

This is not just an HR issue—it’s a business imperative. Losing women from the workforce means losing innovation, leadership, and resilience.

At Females in Food, we believe that when we invest in women, we don’t just fix a broken rung—we build a stronger ladder for everyone.

👉 Download the full State of Women in Food & Beverage Report or Join Females in Food to be part of the solution.

¹time.com
²washingtonpost.com
³washingtonpost.com
⁴theweek.com

At Females in Food, we love shining a light on organizations that are not only innovating in the food and beverage space but are also leading the charge toward a more sustainable future. This year, Tetra Pak’s U.S. and Canada team released their FY2024 Sustainability Report Supplement, and it offers an inspiring look at how local initiatives can create ripple effects on a global scale.

While Tetra Pak’s global sustainability goals set the stage, this regional report shows the real-world progress being made right here in the U.S and Canada—where actions on the ground are delivering measurable impact for communities, the environment, and the industry at large.

Feeding the Future

Food safety, accessibility, and quality remain at the heart of Tetra Pak’s mission. In FY2024, their Denton, Texas converting factory underwent a major expansion, increasing capacity to 9.6 billion packs annually. This boost in production capacity helps meet rising demand for safe, high-quality packaging solutions—critical to strengthening food systems for a rapidly growing population.

Closing the Loop on Packaging

Sustainability is as much about rethinking end-of-life for products as it is about creating the products themselves. Partnering with the Carton Council, Tetra Pak helped launch UPFACTORY California—a recycling facility expected to handle 1.5 million pounds of carton material each month. These recycled materials will be transformed into sustainable building products, creating value from what was once considered waste.

Innovating for Efficiency

Technology is a driving force behind meaningful environmental progress. The introduction of the Tetra Pak® Direct UHT unit in the US and Canada maximizes processing efficiency and flexibility while lowering environmental impact. Compared to its predecessor, the Tetra Therm® Aseptic VTIS, this technology can save around 6% of fresh water during production, an important step in reducing resources used in the food manufacturing process.

Investing in People and Communities

Beyond environmental efforts, Tetra Pak is committed to social sustainability. This includes local events that strengthen community ties, the Core Wellbeing employee wellness program, and ElevateHER—an employee resource group dedicated to supporting and connecting women in the workplace. These programs create inclusive, supportive environments where individuals can thrive and bring their best selves to the table.

Why This Matters for the Food and Beverage Industry

Tetra Pak’s progress is a reminder that meaningful change starts close to home. By pairing bold global ambitions with practical, local solutions, they are proving that every action—whether it is pioneering advancements in technology, rethinking the packaging lifecycle, or investing in people—can create a ripple effect far beyond our own communities.

You can explore the U.S. and Canada FY2024 Sustainability Report Supplement here.

Females in Food is proud to announce ProXES North America as the newest corporate member of our growing community dedicated to advancing women across the food and beverage industry. As a global leader in equipment manufacturing and processing solutions, ProXES brings deep expertise and a spirit of innovation that aligns with our shared mission to shape a more inclusive and sustainable future for the industry. With three renowned brands under its umbrella — FrymaKoruma, Stephan, and Terlet — ProXES has built a reputation for engineering excellence and process expertise across the food, pharmaceutical, cosmetics, and advanced materials sectors. The company operates five technology centers around the globe, supporting customers in bringing bold application ideas to life through cutting-edge, sustainable solutions.

“We are excited to welcome ProXES to the Females in Food network,” said Angela Dodd, Founder and CEO of Females in Food. “Their commitment to innovation, collaboration, and sustainable product development makes them a natural fit for our community. Together, we will continue to support the women who are leading and transforming the food industry from the inside out.”

ProXES’ mission — to support customers in turning ideas into desirable and sustainable products — resonates with the values at the heart of Females in Food: driving progress through innovation, collaboration, and sustainable impact. As a corporate partner, ProXES will gain access to a powerful ecosystem of programming, peer networking, and talent development opportunities designed to elevate women at every level of the food and beverage value chain.

When asked about the significance of ProXES being an active member of Females in Food, Carla Guzman, Managing Director and President of ProXES North America, said, “Partnering with a platform that empowers and gives visibility to women in this industry is not only strategic for our organization but also beneficial for the business landscape in general. With many women now leading innovation, research, and sustainability initiatives, ProXES aims to be at the forefront of these conversations and drive the industry forward.” Through this partnership, Females in Food and ProXES aim to amplify innovation and elevate the voices of women who are shaping the future of food, technology, and sustainability.

About ProXES

ProXES stands out as a leader in the processing equipment industry, offering innovative solutions that cater to a wide range of applications. With a strong commitment to quality, sustainability, and customer support, ProXES continues to drive advancements in processing technology, helping customers achieve their production goals efficiently and effectively.

About Females in Food

Females in Food is a global leadership platform advancing women across the food and beverage industry. With over 2,000 members and growing, we provide programming, events, and resources designed to support women’s leadership journeys and close the gender gap in senior positions.

Food ingredients are more than building blocks—they’re the foundation of innovation, community, and growth. Batory Foods exemplifies this ethos, offering not just exceptional products and services but also a commitment to meaningful partnerships, fostering leadership, and making an impact through programs that empower people and drive inclusivity.

At the heart of Batory Foods is a deep dedication to people. Through initiatives like the Batory Women’s Forum, the company creates spaces where women can connect, share, and grow professionally. This program includes hybrid webinars and a year-long mentor circle, currently supporting 50 women who inspire each other with shared learning and encouragement. It is initiatives like this that reflect Batory’s mission to nurture the next generation of leaders and support women as they thrive in their careers.

Batory’s BIDE initiative (Belonging, Inclusion, Diversity, and Equity) has been another cornerstone of their people-focused strategy. This longstanding program underlines the company’s commitment to fostering a culture of inclusivity across all levels of the organization. By creating an environment where everyone feels valued and heard, Batory is not only driving diversity but also setting the standard for equitable practices in the food industry.

While innovation has long been a key highlight of Batory’s offerings, the company’s focus encompasses the full scope of its services as a trusted distributor. With a value proposition centered on “supply chain solutions” and “food-focused expertise,” Batory provides comprehensive support to companies of all sizes—from global enterprises to emerging brands. Their Wilmington, Illinois, facility and Innovation Center are instrumental in offering vital resources, technical expertise, and tailored solutions to help businesses grow and succeed in an evolving industry.

Beyond their services, Batory is deeply committed to cultivating the next generation of leaders. Through their Batory Way program, the company has built a culture of mentorship, professional development, and support that inspires individuals to achieve their full potential. This initiative goes beyond technical expertise to instill leadership principles that empower employees and partners alike to succeed in a dynamic and competitive industry.

Batory’s partnerships and outreach initiatives reflect their core values of authenticity, respect, and empowerment. Whether it is their efforts to elevate women in the industry, their commitment to diversity, or their emphasis on delivering exceptional value to customers, Batory’s approach is grounded in building meaningful relationships and making a lasting impact.

As a result of this impactful work, Batory’s achievements have been spotlighted by major industry publications, from BakingBusiness.com to Food Engineering Online. But for Batory, these recognitions are just the beginning. They see themselves as more than a leader in food ingredients; they are a company committed to uplifting communities, empowering individuals, and shaping a brighter future for the food industry.

In Batory Foods, we see a company that seamlessly combines expertise with heart, industry leadership with authenticity, and business success with a dedication to social responsibility. Their partnership with Females in Food emphasizes their commitment to fostering inclusivity and driving meaningful change. As they continue to grow, Batory serves as an inspiring example of how companies can lead with purpose while delivering exceptional value.

The challenge of recruiting and retaining women in today’s competitive market is more complex than simply posting job openings. Women seek out workplaces where they feel valued, supported, and empowered to grow, which requires companies to adopt intentional, strategic approaches. At Females in Food (FIF), we help organizations in the food and beverage (F&B) industry attract and retain talented women through initiatives designed to create an inclusive, opportunity-rich environment.

Drawing on research and proven tactics, we’ve outlined key strategies for companies aiming to become employers of choice for women—and how a partnership with Females in Food can bring these strategies to life.

The Problem: Why Traditional Recruiting Falls Short

Women today are actively evaluating potential employers based on a few essential criteria. They’re looking for evidence of a company’s commitment to gender diversity and are highly attuned to the opportunities for growth and leadership within an organization. As a Harvard Business Review article notes, “Women are much more likely to apply for jobs where they can see other women in leadership and where they know their unique skills and perspectives will be valued” (HBR, 2019). Without strategic recruitment channels, leadership development programs, and flexible benefits, companies risk losing out on highly skilled women who value these elements in a potential employer.

The Solution: Proven Strategies for Recruiting and Retaining Women

Here’s how companies can tackle these challenges through intentional approaches, many of which Females in Food can help you implement.

1. Targeted Recruitment Channels to Reach the Right Candidates

To successfully attract female candidates, companies must go beyond generic recruitment channels. A Harvard Business Review study found that women are less likely to apply to roles unless they feel confident about meeting all the qualifications (HBR, 2019). Thus, effective recruitment of women means reaching them directly, creating job descriptions that reflect a commitment to growth, and positioning the company as inclusive and supportive.

Solution with FIF: By partnering with Females in Food, companies gain access to our exclusive job board, where corporate profiles are tailored to highlight opportunities that resonate with women in the F&B industry. Our expansive reach—over 100,000 women through social media posts and 4,000 email subscribers—ensures job postings reach qualified women who are motivated to advance their careers. Custom thought leadership articles on our platform further enhance job visibility, positioning your company as one that genuinely values female talent.

2. Showcasing Female Leadership to Inspire and Attract Talent

Female candidates often look for companies where they can envision themselves in leadership roles. Studies show that women are more likely to apply to companies that feature visible female role models and make diversity in leadership a priority (HBR, 2019). Showcasing women in key roles serves as a powerful recruitment tool and fosters a workplace culture where women feel valued and supported.

Solution with FIF: Our social media channels, with over 5,000 engaged followers, offer a platform to showcase the achievements of female leaders within your organization. Additionally, Females in Food hosts virtual community events featuring senior executives from our partner organizations. These events give women direct access to industry leaders, allowing them to gain insights and ask questions, creating an environment where they can connect with successful women who have advanced in the F&B industry. By sharing these stories and offering access to female role models, FIF helps candidates see a clear pathway for growth within your company.

3. Promoting Benefits That Matter: Flexibility, Wellness, and Career Development

Today’s female professionals prioritize benefits that support both personal and professional well-being. Harvard Business Review highlights that companies can increase retention by offering benefits such as flexible work options, parental leave, and access to professional development resources (HBR, 2019). Such benefits not only attract talent but also help women stay and thrive within an organization.

Solution with FIF: It is through our custom corporate profile pages that we feature each corporation’s benefits and culture, ensuring they resonate with women in the workforce. These profiles, along with custom thought leadership articles, allow companies to emphasize their commitment to flexibility, mental health, and career development. By sharing this information with our extensive network, we help position your brand as one that champions an inclusive and supportive work culture, drawing in women who value these benefits.

Why Partnering with Females in Food is a Strategic Advantage

Females in Food has proven to be a valuable ally for companies striving to recruit more women in the F&B industry. Tetra Pak, one of our partners, has experienced firsthand the benefits of this alignment. Angela Peterson, Communications Manager at Tetra Pak, shares her experience:

“In less than a year with Females in Food, we’ve already witnessed benefits associated with our involvement. We’ve connected with qualified candidates through the organization’s events and branding efforts, we’ve accessed resources to support our women’s ERG, and the learning & development offerings have been valuable for our employees.”

With our extensive reach, specialized job board, and tailored resources, partnering with Females in Food provides companies with a strategic advantage in today’s competitive hiring landscape. Together, we can elevate your brand’s visibility among talented women and help build a workplace where they feel supported, inspired, and empowered.

Recruiting and retaining women is about more than meeting diversity goals; it’s about fostering a culture of inclusivity that drives profitability, innovation, and sustainability. Through FIF’s expertise and resources, your company can become that workplace—one where women not only stay but thrive, contributing to your organization’s long-term success. Let’s take the next step together in building an environment where talented women can make a meaningful impact.

Interested in partnering with Females in Food? Contact us to learn more about how we can support your recruitment and retention goals.

In today’s corporate landscape, fostering a sense of inclusion and belonging is not just a nicety—it’s central to employee engagement and retention. According to a report by Gallup, employees who feel included are 3.5 times more likely to be engaged at work. Despite this, many companies struggle to build effective communities, particularly within Employee Resource Groups (ERGs).

The Rise of Employee Resource Groups

In response to the growing emphasis on diversity and inclusion, many organizations have initiated ERGs. These groups aim to support underrepresented employees, providing a space for them to connect, share experiences, and advocate for change. The goals of ERGs are multifaceted: they seek to improve employee satisfaction, drive inclusivity, and contribute to personal and professional development.

Challenges in Building ERG Communities

However, building an effective community within ERGs is fraught with challenges. Companies often face several key issues:

1. Lack of Engagement: Engagement is the lifeblood of any community. Without active participation, ERGs can quickly become stagnant. Employees might join an ERG but fail to engage in its activities due to time constraints, lack of interest, or perceived irrelevance.
2. Creating Safe Spaces: For an ERG to thrive, members must feel safe to open up and share their experiences. Many companies fail to create such environments, leading to superficial participation and a lack of deep, meaningful interactions.
3. Effective Communication: Another major challenge is maintaining robust communication channels that are easy to use, secure, and accessible. Many companies struggle to implement a comprehensive member directory and effective onboarding process for new members. Poor communication between community leaders and members can hinder transparency, trust, and collaboration within the ERG.
4. Structural Weaknesses: The structure of an ERG is crucial to its success. Effective ERGs require clear moderation, regular updates, educational initiatives, engaging events, and continuous feedback. Without these elements, an ERG can lack direction and purpose.
5. Funding Issues: Adequate funding is essential for ERGs to operate effectively. Without financial support, organizing events, training sessions, and other activities becomes challenging, limiting the group’s impact.
6. External Community Engagement: Many companies overlook the importance of connecting ERGs with external communities. Engaging with external networks can support the broader goals of ERGs by providing additional resources, perspectives, and opportunities for collaboration.

Core Pillars of a Successful Community

To address these challenges, companies should focus on the core pillars of building a successful community or employee resource groups:

• Engagement and Interaction: Foster active participation through engaging content, discussions, and regular activities. Create an inclusive environment where every member feels valued and heard.
• Clear Purpose and Value: Clearly define the mission and goals of the community. Ensure that all members understand and align with these objectives, and provide real value through shared knowledge, support, and networking opportunities.
• Inclusivity and Safety: Build a culture of inclusivity where all members feel welcome and respected. Implement community guidelines, invite members to be speakers, and reinforce the community values at every meeting and event.
• Effective Communication and Feedback: Maintain open channels of communication between community leaders and members. Regularly solicit and incorporate feedback to continuously improve the community experience.

A report by Forbes underscores the importance of such communities, highlighting that women’s networking plays a crucial role in achieving most individual career milestones. Furthermore, it drives broader revenue benefits for organizations, showcasing the tangible impact of effective community building.

Supporting Corporate ERG Goals

Recognizing these challenges and opportunities, organizations like Females in Food are stepping in to support corporate ERG goals. They deploy a 360-degree approach to talent development and gender diversity by offering meaningful networking, professional development and peer support through a membership community. They also act as a trusted partner to organizations to help increase gender diversity through talent connection, professional development programs, and employer branding ensuring that diversity goals are not only met but exceeded.

Located in Indianapolis, IN, Endangered Species Chocolate (ESC), has been creating premium chocolate since its inception in 1993. In the visionary pursuit of “doing good better” the team at ESC has embraced a mission for delivering joy through exceptional chocolate and championing conservation organizations. This unique combination is brought to life through the company’s 10% giving program, as well as a commitment to sourcing and creating premium products that deliver on consumers wants and needs from confectionery goods.

“After years of growth in the natural food space, as well as the discovering the core of what drives excellence in leadership, ESC has evolved and formalized our vision into the aspirational pursuit of doing good better,” says Whitney Bembenick, Chief Revenue Officer at ESC. “Our mission to ‘seed joy through abundant giving’ is enabled through our values to serve, give and cultivate others. Living, breathing, hiring, firing and making major decisions through the lens of mission, vision and values has been transformative for the future health of our organization.”  

Placing mission, vision and values at the center of the organization is what the company believes will unlock it’s next 30 years of success.

“About two years ago we realized that our vision was really a business objective or ‘big hairy audacious goal (BHAG)’ – and while envisioning a day when we would give forward $1M annually was aspirational for growth, it was not visionary enough,” Bembenick says. “It did not embody the reality of ESC, which is to conduct business in a restorative manner that not only does good immediately but also creates a ripple effect towards a thriving future.”

Indeed, from the beginning ESC has sourced sustainable cocoa. Of course, in the 30 years since ESC was founded, sustainable certifications have evolved and become more prevalent in the industry. Today, Endangered Species Chocolate currently participates in two sustainability programs: FairTrade America and Cocoa Horizons. Bembenick suggests that both of these systems empower cocoa farmers to enhance their quality of life while also fostering a sustainable future.

“The lens of sustainability is a gate keeper to doing business in all of our cocoa sourcing, processing and procedures,” Bembenick says.

Over time, ESC has adapted to modern innovations and recognized the vital role innovation plays in the industry, although it took the company some time to fully embrace this approach.

“After decades of success, we had fallen into a routine and were lagging behind the innovations and disruptions in our industry,” Bembenick says. “Thankfully, we began to realize we needed to pivot, setting in motion a domino effect of fantastic energy focused on our road map for growth and namely, innovation.”

Through a system called “jobs to be done,” the ESC team identified the key needs not being met today and developed product solutions that would close those gaps.

“At the onset of our pivot in 2022, we turned our traditional innovation funnel on its side and re-defined the filters of that funnel. We are no longer looking through a vertical tunnel of what influences the consumer, but instead tilting our head sideways to look through a cylinder that considers the market, the consumer and our mission, vision and values all at one time. 2024 will be a year of Endangered Species creating change for the category through innovative new products and business practices that do good better,” Bembenick says.

Looking Ahead

Bembenick believes that healthy organizations change and grow, therefore the company’s needs change. You, as an individual, take in and learn different things every day, therefore you change and grow.

“Syncing your growth to the needs of your team is the fuel that keeps refining and developing great leaders and great organizations,” Bembenick says.

After three decades of success in the confectionery industry, ESC is now bringing its unique energy to the natural foods space. While the average confectionery business generates 20 to 40% of its revenue from seasonal products, ESC, until 2024, generated less than 1% from seasonal collections.

“Starting in 2024, we are bringing the shopper re-sealable bags of seasonally shaped chocolate for every major season – for example, koala bears for Valentine’s Day and bats for Halloween,” Bembenick says. The company has also experienced significant growth in the baking sector and boasts the fastest-growing market share in natural chocolate baking chips. Through partnerships with major retailers like Walmart, ESC is set to more than double its presence in the baking aisle in 2024.

Inside the chocolate category, Bembenick says that ESC is bringing three flavors of perfectly sized mini truffle bars, wrapped individually in packages of five. At just 150 calories a piece and made with coconut oil instead of palm oil, these delicious treats serve ESC’s customers in one of their biggest areas of need: indulgence without the guilt.

 ESC also recognizes that chocolate shoppers craves unique and creative experiences that taste delicious, so combining the company’s high-quality chocolate with a clever experience has proven to be an ideal avenue to explore.

“To cap off a year filled with innovations, we’re excited to introduce what we coin as the category disruptor: ‘Dip ‘n Joy.’ This product taps into a deeply rooted behavior of consumers breaking off chocolate from their bar of choice and dunking it directly into their jar of peanut butter at home,” Bembenick says. “Marrying that behavior with modern lifestyles and nostalgic forms we created a single-serve product of chocolate batons nestled next to a valley of peanut butter, caramel or almond butter for the perfect convenient snack. As you can tell, 2024 is the year we are going to deliver on our road map to growth through the pillar of innovation.”