Abstract The U.S. swine industry has been increasingly dependent on foreign professionals joining the workforce through the Trade NAFTA (TN) visa program due to ongoing labor shortages. No research has been conducted about their demographics, education, or prior work experience, despite the increased utilization of this labor. Hence, the goal of this study was to produce evidence-based background, experience, and demographics of TN-visa workers to provide retention strategies and support their long-term contributions to the swine industry. A research team from the University of Missouri, The Ohio State University, North Carolina State University, and the University of Minnesota developed and administered a bilingual (Spanish and English) survey. The project was reviewed and approved by the Institutional Review Board Committee (2101146-MU) at the University of Missouri and The Ohio State University (2024E0680). Seven themes were covered in the survey, which was conducted in seven leading pork-producing states: (1) farm information; (2) demographics; (3) cultural and professional background; (4) career goals; (5) training opportunities; (6) job benefits and working conditions; and (7) retention drivers. A total of 261 responses were collected from fifteen states, mostly from in-person interviews (81%) and the remainder from an online survey. Data was analyzed using descriptive statistics using frequencies and proportions. The responses revealed that 88% of TN-visa workers come to the US in their late twenties and thirties. Two-thirds are males and the rest identified as female. Roughly half grew up in rural areas, with the remainder from urban origin. Sixty-seven percent bring experience in crops, dairy and beef cattle, small ruminants, poultry, greenhouses, and equine, but not in swine. Forty-three percent of them were found working on farms with more than 5,000 heads, and two-fifths were assigned to the farrowing department. Over half 53% have been employed between 3-6 years. Nearly all (97%) held a bachelor’s degree in agriculture or livestock and even 10% had earned a master’s degree. When asked to self-assess their English proficiency, only 5% of TN-visa workers reported feeling comfortable speaking English, while 35% rated their skills as intermediate or advanced.” Over 25% held a top-management position and 75% expressed the desire to apply for a promotion predominantly for department head or team lead (53%). To improve retention, employers should offer tailored production training aligned with workers’ expertise and comprehension levels. Enhancing communication through bilingual resources can support both English and Spanish literacy. In addition, creating temporary leadership roles with some attained incentives. Lastly, providing training in employee management, leadership, and mental health for both supervisors and TN-visa workers may foster a more culturally supportive work environment. These strategies can help reduce turnover and promote long-term sustainability.
Lopez-Soriano et al. (Wed,) studied this question.