Outreach, society, policy

Leadership in an Austrian cattle breeders' association: Why is female representation so low?

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Abstract

In Austria, cattle breeding is organised under an umbrella organisation along with many regional cattle breeding associations. Active cattle breeders traditionally hold leadership positions and serve as unsalaried functionaries. In 2019, the umbrella organisation RINDERZUCHT AUSTRIA signed a charter with the Ministry of Agriculture to improve women's representation in leadership roles. A key goal of the charter is to guarantee at least 30% female representation on decision-making bodies within the agricultural and forestry sectors. Currently, the share of women in leadership positions within cattle breeders' associations varies, but it is below 10%. Therefore, this study aimed to understand the role of underlying structural or non-structural factors contributing to this gender gap. Twelve in-depth interviews were conducted with representatives with various roles within one regional cattle breeding organisation. The interview guideline was based on the study's conceptual framework that incorporates the theories of "Gendered Organizations" and "Neo-Institutionalism". Gendered organization theory emphasizes that organizational structures and practices are inherently gendered, while neo-institutionalism explains how such practices are shaped and stabilized by broader institutional norms and expectations. The framework served to systematically document and analyse gender-specific barriers to appointment to the various committees and boards. Official, formal procedures, as outlined in the association's bylaws and statutes, were compared with actual practice. In addition, actor-related factors such as one's own perceptions, willingness to take up leadership roles, and external factors addressing structural and organisational factors were analysed. The results show that many interviewees were not fully aware of the formal requirements for potential candidates in the recruitment process for new board members. Additionally, the study reveals the interviewees' diverse perceptions of the nomination process. For instance, before the formal voting by the general assembly, numerous informal steps are taken, and being well-known or coming from a family with former functionaries was frequently mentioned as an advantage. Board members actively identify and approach potential candidates to gauge their willingness to assume formal representative roles. Those already involved in subordinate local organizations are frequently targeted, as their prior engagement provides them with institutional familiarity and legitimacy, enabling smoother advancement within the organizational hierarchy. The results further show that not only structural factors may contribute to a gender-biased recruiting process. Officials often select potential candidates who reflect their own views, attitudes, and working methods, thereby reinforcing existing patterns and making it challenging for newcomers to enter the organization. The interviews illustrate that, in addition to formal requirements, a variety of informal practices exist that reinforce expectations and perpetuate the established system. The study encourages further investigation of such informal practices to better understand their dynamics and context, to identify strategies to increase the number of women in the decision-making bodies of the cattle breeders' organisations.

Keywords: 2026

How to Cite:

Rienesl, L., Diescher, J., Braito, M. & Wurzinger, M., (2026) “Leadership in an Austrian cattle breeders' association: Why is female representation so low?”, World Congress on Genetics Applied to Livestock Production Digital Archive 2026(1): 2285705. doi: https://doi.org/10.31274/wcgalp.23778

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