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Laura Gutierrez Becerra
Women in Food Safety

We Asked, You Answered: The Voice of Women In Food Safety

By Laura Gutierrez Becerra
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Laura Gutierrez Becerra

In an effort to continue supporting female professionals contributing to the food safety industry and better understand their feelings and experiences while going through different stages in their career, we released our first survey in September 2020. The results will help us provide better resources to address the challenges and barriers reported from the survey.

Women in Food Safety
Figure 1. (click to enlarge)

The participation received from the leaders in food safety who completed the survey was significant. We were humbled and excited to notice that within a couple of weeks of launching the survey, 201 responses were received from 19 different countries. Although the survey was intended to assess the situations and experiences women are going through or have gone through, responses from their counterparts, male leaders, were also received. Ninety six percent of the responses are from females. (see Figure 1).

The key survey results were shared and discussed during the “We Asked, You Answered- The Voice of Women In Food Safety” panel session (view complimentary webinar recording) at the Food Safety Consortium Virtual Conference Series on November 5. The following are the insights we gained from the responses.

Position Levels Percentage (%)
Senior executive 14.9
Management 61.7
Administrative/Entry level 6.5
Other (Students) 1.5
Other (CEO) 0.5
Other (Research, consulting, auditor, trainer, regulatory) 14.9
Table 1. Responses by Position Levels

The survey participants hold positions at all professional levels and years within an organization. 61.7% of the total responses are linked to management levels, but only 14.9% are Senior Executive Level (see Table 1). Years of experience were broken down into five categories (see Table 2); 68.2% of the respondents had more than eight years of experience.

Years of Experience Percentage (%)
15+ 38.8
8–15 29.4
5–8 11.9
2–5 13.4
0–2 6.5
Table 2. Responses by Years of Experience

Well-rounded questions were provided in the survey, including situational inquiries, career advancement and the obstacles presented when entering the job market. In addition, opinion-based questions were formulated to understand how extensive networking is leveraged as a developmental and career advancement tool; it also addressed some of the expectations hiring managers have when hiring talent versus what the expectations professionals had when looking for their first jobs. Last but not least, a set of experience-based questions related to the encountered barriers found throughout the career journey, what is attributed to career success, the importance of diversity, and what are the career pivot points when life and career changes come up, were also presented.

With regards to preparedness after graduating from educational training and starting a first job, similar responses were provided between females and males. Women provided three different responses: 54.2% felt they were/are not adequately prepared; 40.6% feel were/are well-prepared; and 7.7% of women did not know their level of preparation; this can be attributed to no guidance received to better navigate the transition from school to the workforce and not being able to completion an educational degree (see Figure 2). Similar to women, 55.6% of men feel they were not adequately prepared; however, the remainder of male responses (44.4%) did not find any issues with the transition to their first job from school (See Figure 3).

Respondents weigh in on feeling adequate prepared when starting their first job after graduating from school. Respondents weigh in on feeling adequate prepared when starting their first job after graduating from school. Figure 4. Obstacles presented when entering the job market. Understanding the Importance of networking (female participants).
Figure 2 and 3. Respondents weigh in on feeling adequate prepared when starting their first job after graduating from school. (Click to enlarge all images) Figure 4. Obstacles presented when entering the job market. Figure 5. Understanding the Importance of networking (female participants).

The experience all participants shared regarding the obstacles presented when entering the job market revealed that, in general, 52.7% of the participants find a lack of connection with a company-experienced employee is the primary obstacle, 49.3% associate the obstacle to lack of connection to industry while attending school, and nearly 30% of participants indicate that they are lacking credentials to meet the job requirements (i.e., not having enough experience for required certifications). In this question, there two additional responses were reported: 15.4% of women did/do not know where to start and 4.5% did/do not know what qualifications the industry is looking for (See Figure 4).

The highlight between female and male responses for this question is the lack of credentials to meet the job requirements as an obstacle to a successful job initiation. In this case, a higher percentage of men (44%) reported this issue as an obstacle compared to the responses submitted by women (29%).

In terms of understanding the importance of networking, 76% of women confirm that they know how to master the skill of networking, but nearly 18% do not know how to start building their network. Additionally, there were a couple of responses from females confirming their understanding of the importance of networking; however, it is only to some extent and they have difficulty connecting with others due to the skill not coming naturally or having some limitations in terms of information sharing (see Figure 5). Only 1% of female responses reported not understanding exactly what a professional network is; whereas 100% of male respondents indicate no issues with understanding the important of networking.

When it comes to the topic of diversity and its importance within a company, 83.3% of female participants said diversity is important to them. Detailed responses are in Table 3.

Is Diversity within a Company Important to You?
11% Not important
9% Do not know
2% Do not know/Would not weigh diversity higher than finding the right candidate
Table 3. Percentages taken out of 192 female responses.

For females, significant career barriers did not fall under a single-specific category. The responses submitted identify 13 different barriers where work/life demands (41%), feeling of the glass ceiling (41%) and education/degree (5%) are found to have a greater concern among others, including students (see Figure 6.). Other barriers, such as soft skills, lack of support from management and lack of opportunity near family are categories that were mostly reported from women holding management level positions (see Figure 7.)

Figure 6. Most significant career barriers.
Figure 6. The most significant career barriers. Figure 7. The most significant career barrier among all level positions among female participants.

In the case of men, work/life demands are recognized as the career barrier of most concern among senior executives (56%). In addition , only other two reasons are reported as barriers: The feeling of a glass ceiling (reported by senior executive level and administrative/entry level) and diversity (reported by management level position) (see Figure 8).

Figure 8. Most significant career barriers among male participants. Figure 9. Career success attribution as defined by female participants. Figure 10. Career success attribution as defined by participants. Figure 11. Life and career changing concerns among female participants.
Figure 8. Most significant career barriers among male participants. Figure 9. Career success attribution as defined by female participants. Figure 10. Career success attribution as defined by participants. Figure 11. Life and career changing concerns among female participants.

Regarding the contributors to career success, self-learning/motivation is the leading category. This is followed by job experience and working with a mentor (see Figures 9 and 10). The main difference between women and men regarding their career success is educational degree, and being persistent and having patience. In this case, female responses outlined that being persistent and having patience is a success factor.

Life and career changes cause stress and disharmony in a person’s life, requiring a modification in job performance and handling of personal responsibility. The concern between men and women differs considerably. While men are more concerned about job reassignments/promotions, extensive traveling, and relocation; women reported they have 11 additional reasons to be concerned. Motherhood or taking care of dependents are the leading issues. (see Figure 11).

The survey also included inputs on what programs would better support the integration of work and life harmony within an organization. Flexible time/working location is found as the primary need from female responses in all position levels. Then, flexible/unlimited personal time off is the second identified need submitted in their responses. In addition, women in management level positions were the demographic responding to all four provided responses. This was contrary to senior executive women who found flexible time/working location as the only category to better support work integration and life harmony (see Figure 12). In the case of men, only two responses provide insight as to their need for support; 88.9% of them would like to have more flexible time/working location and 11.1% consider being part of the workload allocation process beneficial.

From all responses received, about 90% have felt stuck at least once in their position throughout their career or job. Females in management level positions with working experience of eight years or more lead the number of responses (see Figure 13). There is a higher percentage of males (22%) who have not felt stuck in their career compared to the response submitted by females (10%). Male senior executives with more than 15 years of experience have the higher number of responses (see Figure 14).

Figure 12. Better support for the integration of work and life harmony within an organization (female participants). Figure 13. Felt stuck at least once in their position throughout their career/job (female participants). Figure 14. Felt stuck at least once in their position throughout their career/job (male participants).
Figure 12. Better support for the integration of work and life harmony within an organization (female participants). Figure 13. Felt stuck at least once in their position throughout their career/job (female participants). Figure 14. Felt stuck at least once in their position throughout their career/job (male participants).

The survey also included ranking questions to understand what the expectations were/are among the participants related to their first job. Table 4 outlines the five expectations the participants chose from when answering this question, highlighting that 183 out of 201 participants place opportunities to grow at the highest level of importance. Social networking rated the lowest (81 out of 201) in importance among the total responses received.In term of gender-specific answers, both women and men identified opportunities to grow as the expectation with highest level of importance. For women, the expectation with lowest level of importance is social networking; for men, competitive salaries, and opportunities to use what you learned from school are the not-so important expectations (see Figures 15, 16, 17 and 18).

Figure 15. Importance of expectation on the first job (female participants). Figure 16. Opportunities to grow (female participants). Figure 17. Figure 18.
Figure 15. Importance of expectation on the first job (female participants). Figure 16. Opportunities to grow (female participants). Figure 17 and 18. Male participants

The expectation from participants regarding what is the level of importance when hiring new graduate employees highlights “complete the tasks as instructed” as the highest expectation among the 201 participants and experience through internships as the lowest level of importance (see Table 5).

In addition to the five options for answers, women also included three additional expectations:

  • Understanding of company culture and when is a good time to look for a new opportunity
  • Ability to solve problems, analytical thinking and get results independently
  • Learning mindset

Conclusions

Responses from 19 different countries were received from the survey with 96% being from females. Among all position levels provided their inputs, but the largest participation was from women holding management level positions (62%). With regards to the categories on years of experience, those with more than 15 years of experience had the higher percentage of participation (39%), but only 15% were senior executives.

Some key preliminary outcomes are reported as follows:

  • Self-learning and motivation are two leading drivers for career success.
  • Work/life demands and feeling of a glass ceiling are identified as the main career barrier among women and men. Educational degree is a reported concern specific to women and diversity is specific to men.
  • There are no significant differences between females and males regarding not feeling adequately prepared when starting the first job (52.4% – female; 55.6% – male).
  • 52.7% of all participants find a lack of connection with a company-experienced employee as the main obstacle when entering the job market. Lack of credentials is a significant obstacle for males (44.4%) vs. females (29.2%).
  • 100% of male responses said they mastered the skill of networking vs. 76% from female responses.
  • There are no significant differences between females and males regarding not having any issues when transitioning to their first job after graduating from school (41% – female; 44% – male). However, 7.7% of women do not know if they were/are prepared.
  • Flexible time/working location named as the primary need as people believe it would better to support integration of work and life harmony among all position levels.
  • 90% of participants felt stuck at least once in their position throughout their career or job. A higher percentage of men (22%) confirmed not feeling stuck in their career compared with the responses submitted by women (10%).
  • All responses identified opportunities to grow as the expectation with highest level of importance when first starting a career. For females, the expectation with lowest level of importance is social networking. For men, competitive salaries and opportunities to use what they learned in school are not important expectations.
  • The expectation among the 201 participants on what is important when hiring newly graduated employee report completing the tasks as instructed as the highest expectation and placed experience through internships as the lowest level of importance.
Melody Ge, Corvium
Women in Food Safety

We Belong Here

By Melody Ge
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Melody Ge, Corvium

It’s always a pleasure to speak with LeAnn Chuboff, vice president of technical affairs at SQFI. On a cozy sunny afternoon, I chatted with her for more than an hour, and a lot of memories from when we worked together came back. Once again, it was another inspiring conversation.

LeAnn considered her sister as the first mentor who inspired her to take the food industry as her career path. When they were kids, they always visited test kitchens such as Betty Crocker. LeAnn found it fascinating to see how foods were made and developed. So when she went to Iowa State University, she pursued a bachelor’s degree in food science. After graduation, LeAnn took her first job as a food microbiologist, where she found her career. She liked the science and the mission in the food safety industry. During her career, LeAnn has worked for multiple food manufacturers, foodservice operations, the National Restaurant Association, and now is with FMI.

“I find it so fascinating to see the progress we have made in food safety since I started in this industry. I find us all so passionate with our purpose.” she said, adding how she persevered through her career when there were difficulties and challenges. “There will always be difficult decisions, but if you stick with your vision, mission and purpose, then those decisions will be made for you.”

During the interview, we spent some time discussing communication, how to get your voice heard, and how to effectively communicate. LeAnn provided some of her insights, although she said she is still working and learning on it.

  1. Listen; not ‘pretend’ listening but actually hear from your audience to understand what they are saying and their needs.
  2. Understand the problem before coming up with the solution. We all have great ideas but it’s always important to identify the problem we are trying to solve.
  3. Prepare a recommendation on a path forward. When you speak up and address a problem, try and have a recommendation on how to proceed.

At the end of the interview, I asked LeAnn whether she would do anything differently if the clocks turned back to right after her graduation from Iowa State. LeAnn’s answer was a solid no. She likes her career path. When she looks back now with her 30+ years’ experience and how she got to where she is currently, she has enjoyed every step. All the ups and downs through all her experiences have made her who she is today. “I do not think I would change anything, but I would give one piece of advice to my younger self: Be more open minded.”

“I believe there are glass ceilings in some areas, but it is cracking—it’s progress. We are all talented individuals, and we belong at the executive table. ” – LeAnn Chuboff

Melody Ge: Why do you prefer the food safety industry?

LeAnn Chuboff: I like the people and the working environment. There are so many opportunities. Like for myself, first, I was a food microbiologist working in a plant, then I managed a QA department where I think training and lab management are needed. Then, I was exposed to auditing when I was managing suppliers. There are a lot of open doors and opportunities of what you can do in this industry.

Ge: Do you have any tips for females who are working towards an executive position?

Chuboff: Aren’t you feeling sad that we are still talking about this? We, as women, have provided our points, and we are all talented individuals. We belong in this place, the executive team. We also belong in the environment. I think we need to recognize our talents and embrace ourselves. We bring valuable input to business. Second, we have to surround ourselves with people who are going to challenge us, encourage us, and provide us with the criticism that will help us grow and develop. No matter where we are in our professional career, we have to keep moving and learning, and make sure we know we belong.

Ge: I completely agree. I always think female/male is a personality. Individuals shall be seen objectively, when we work, we all have two sides, sometimes the male personality is stronger, sometimes, the female personality is needed. Do you believe in a glass ceiling, by the way?

Chuboff: I do believe that there is a glass ceiling in some industries and regions, but it’s cracking, and that includes in the food safety industry. However, I am very fortunate to work at where there are many examples of strong women in executive positions. We’ve made progress, but it takes time. I do believe we are in a unique environment where men recognize the talents of women; women recognize the talents of men. Four or five years ago, there were more ceilings, with more discussions revealed—it’s definitely shattering now

“As a leader, always treat people, all people, as I would like to be treated or how I wish I was treated.” – Chuboff.

Ge: There are always discussions about work-life balance. What is your vision of achieving balance?

Chuboff: To be honest, I have to say I am not good at this one, but I am trying my best. My best advice is to commit time for your family and personal life. For professional women, it’s not easy as it sounds to flip that switch, but we need to have the switch so we can turn off work mode. Especially with working from home, it always feels like we’re working. My other piece of advice is, don’t be afraid to ask for help. I think a lot of times, we feel like we are showing our vulnerabilities when we ask for help. Actually, we’re not! Asking for help doesn’t mean you are weak; asking for help can actually help you or the employer to balance resources.

Ge: Besides what you have shared today, if you could give one last tip for young female professionals who are entering the career or during the transition of their career, what would that be?

Chuboff: One thing I believe is that as long as you always represent who you are, and remain genuine with the expertise you have, you will shine!

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Women in Food Safety: Take the Survey Now

By Food Safety Tech Staff
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The organizers of the Women in Food Safety column on Food Safety Tech have put together a survey to understand the journey of food safety professionals throughout their career, along with sharing relevant work experiences. The results of this survey will be released and discussed during an episode of the 2020 Food Safety Consortium Virtual Conference Series on November 5 about Professional Development & Women in Food Safety.

Participate in the survey now.

Laura Gutierrez Becerra
Women in Food Safety

Always Seek Opportunities for Improvement

By Laura Gutierrez Becerra
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Laura Gutierrez Becerra

This month I had the pleasure of interviewing Neshat Soofi, president of JIT Experts Hive, for the Women in Food Safety Column. She shared some of her inspirational experiences working with multicultural teams and companies, and how she eventually became an entrepreneur, launching her own business. “As food safety experts, our primary job is to minimize the risk of contamination in food and protect consumer health and safety. Of course, there are other aspects of our job such as contributing to the profitable growth of companies we work for. Sometimes we get caught in conflict situations with a lot of pressure on us. Most of the time it comes down to assessing risk in uncertain situations and with limited information. Even food safety situations are not black and white. To make the right decision we need to assess the risk-taking multiple factors into consideration. One thing that always helped me was to remember why I was hired and that my reason for being in a company was to minimize risk to the consumers,” says Soofi. “Being a food safety professional also helped me understand business holistically, since as a food safety lead you have to work with many functions in a company, from sourcing to customer service, marketing and sales. As part of my career path, I even worked in different functions that provided me with different perspectives of business. This knowledge helped me be a better product safety and quality leader, and later helped me set up my own business, which provides consultation and expert knowledge in many areas of business.”

Join Women in Food Safety for a special episode on November 5 about career development and mentorship during the 2020 Food Safety Virtual Conference SeriesSoofi was born and raised in Iran and has lived in Canada and the United States for the past 30 years. She has more than 25 years of experience in product safety, quality and development working for small to large companies like Target, Cargill and Multifoods (Pillsbury). After working with some of the largest corporations, she decided to join start-up company “Brandless” to build their product safety, quality and integrity programs from scratch. After three years working in a fast-paced, autonomous environment, she started her own business called JIT Experts Hive. She leveraged her broad and diverse background to fill a gap in the market, connecting like-minded and purpose-driven hands-on experts to companies in need of those expertise in a just in time fashion. Connecting knowledge to innovation. The mission of JIT Experts Hive is to help accelerate the growth of CPG companies in food, supplement, CBD, cosmetic/beauty and household industries by providing just-in-time expertise.

Working in consumer-packaged goods (CPG) industries including food for more than 25 years, Soofi felt fortunate with what she has learned over the years. “I learned that in order to grow and succeed, I needed to step outside my comfort zone. Every job I took was very different from the previous one. Even going so far as stepping completely out of food safety and working in other areas of business like leading data governance and business intelligence, or getting into new product categories such as personal care, cosmetics and even household cleaners. What I found was that these learnings and experiences made me a better product safety and quality expert and leader. Product safety jobs are quite unique; one is responsible for results of work of many functions with no direct control over them. The ability to understand other functions, their priorities and pressures and look at situations through different lenses helps one assess the risks better and come up with better solutions. One can also articulate the risks and benefits in a way that would be more compelling and effective,” Soofi explained.

Neshat Soofi, JIT Experts Hive
Neshat Soofi, president of JIT Experts Hive

With a unique multicultural background and experience working in large corporations leading teams in different countries, Soofi advises that when working with multicultural teams one should: Learn about each country’s work ethics, how to address someone (i.e., first name or with titles), what is the appropriate way of greeting and interacting during and after work hours, and the level and importance of hierarchy.

Tactical details are also important: Be cognizant of time zone differences and schedule meetings on a rotating time zone basis; in virtual meetings/calls and in the absence of getting the non-verbal cues and body language, pay more attention to pauses, silence and the importance of clear communication so things are not lost in translation or misinterpreted.

Last but not least, remember: Never assume, and never stereotype. Each person is unique and may be very different from the stereotype in their countries, so don’t go with assumptions. And if in doubt, ask, because it not only helps you understand their preference, but also helps break the ice.

As a female leader, Soofi has also learned a lot from her multicultural female team members. “As Cheryl Sandberg has mentioned in her book ‘Lean In’, women generally have a harder time taking a seat at the table! In some cultures this feeling is even stronger due to cultural factors. What I found for myself and many great talents in my teams was that gradually pushing ourselves out of comfort zones by taking challenging assignments, leading projects and teams and being the voice and face of the team was a great way to build confidence in yourself and take your rightful seat at the table. Don’t be afraid of failure and do not internalize it if it happens. Having a mentor to help you in this journey by providing advice but also constructive criticism and course correction when needed is key to success,” Soofi says.

Another aspect is that as a woman, building strong negotiation skills is a must. “Whether negotiating for a new position, salary, etc., do your homework, know where the bottom line and the absolute non-negotiable variable are for you, but also understand where you can compromise. At the same time, do not be afraid of hearing “no” and do not take things personally.”

Laura Gutierrez Becerra: What would be your number one piece of advice to young women professionals who are planning to be leaders in food safety?

Neshat Soofi: Don’t be shy! Reach out to experienced professionals in the industry; there are plenty of higher-level peers who will be willing to help you. A good mentor is priceless. I have a personal story to share: About four years ago, I got a message through LinkedIn from someone who has just moved to the US. I had not met her before, and she asked me if we could meet and talk about the food industry and jobs in the US. We met and I happily shared my experience and advice in seeking jobs, helped her with a mock interview and resume, and anything else I could. Four years later, she is a quality assurance manager in one of the largest food companies here in the United States. We have stayed great friends, and I am so proud of her resilience and success.

Gutierrez Becerra: Is there an unforgettable story during your career journey that still has an impact?

Soofi: When I was working in Canada in food manufacturing, I was called to the processing line one day regarding a potential foreign object issue. I stopped the line to find out the root cause. At the same time there was a lot of pressure to resume production since this was an order for a major account. Under pressure, I agreed to start the line with adding inspection and controls that I knew in my guts were not sufficient. The products were shipped, and we started to get a series of complaints about foreign objects in the product. Thank god there was no injury, but as you can imagine, that major account was not happy with the situation and we lost the business with them. It was a major loss and my boss from the head office came for a visit to our plant. I tried to explain why I had allowed the production to resume and release the product because we couldn’t have a late shipment. In response he asked me one question, “What’s your job title?” I responded, “I am the food safety and quality assurance manager.” His comment was, “I am glad you remember. Your first priority is minimizing risk to consumers and company reputation. I am sure you took that into consideration when you okayed the release, [but] if not, please remember in future”. I expected him to be angry and was even prepared to be fired, but his quiet answer was more impactful. This is a lesson I remember to this day—there are rarely black and white situations in life, even in food safety. The key is to assess the risk and not let outside pressures impact your assessment and decisions.

Gutierrez Becerra: What do you hope to see in the next three to five years in terms of development and mentoring women in the industry?

Soofi: I see a need for networks like yours to connect new industry professionals regardless of gender to the more veteran experts on an as-needed basis—almost like a hotline, where food safety professionals can ask for advice and mentoring in a confidential and safe environment. This is becoming easier in a post-COVID era where virtual connections are becoming more of a norm than exception, and people from all over the world are learning to connect in ways that were not easy and personally comfortable in the past.

I also want to see a better appreciation of the importance of food safety programs in organizations, especially at leadership levels. We need to better articulate what additional values (efficiencies, better cultures, productivity, etc.) a great food safety program brings to the organization. I want food safety functions to be at the leadership tables and part of developing company strategies and directions. We can’t be only remembered when bad things happen and in the middle of a crisis. Food safety and quality leaders should be at the forefront of organizational leadership, all the way to the C-suite.

Food Safety Consortium

2020 Food Safety Consortium Virtual Conference Series Agenda Announced

By Food Safety Tech Staff
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Food Safety Consortium

The agenda for the 2020 Food Safety Consortium Virtual Conference Series has been released. The announcement about the annual Food Safety Consortium being converted to a virtual series due to the COVID-19 pandemic was made last month. Due to a demand to provide attendees with even more content, the event has been extended a full month and is running into December. Food Safety Tech is the media sponsor.

The event will begin every Thursday at 12 pm ET, beginning on September 3 and continue through December 17. Each week will feature three educational presentations, two Tech Talks, and a panel discussion. Weekly episodes include food defense, food labs, pest management, sanitation, food fraud, listeria detection, mitigation & control, professional development, women in food safety, supply chain management, COVID-19’s impact and food safety culture.

Frank Yiannas, FDA deputy commissioner for food policy and response, will serve as the keynote speaker on Thursday, October 1 at 12 pm ET.

“Human connection is so important for events, and we know we’re not the only game in town. That’s why we’ve invested in a Conference Virtual Platform that can facilitate discussions, discovery, and connection that can continue whether our event is offline or online—and not end with the live streaming,” says Rick Biros, president of Innovative Publishing and director of the Food Safety Consortium. “Simply, the experience other food safety conferences are offering is not conducive to learning, staying engaged or take into consideration that you have a job to do during that week. This is why we have designed the Consortium’s program with short, manageable episodes that are highly educational.”

Registration for the 2020 Food Safety Consortium Virtual Conference Series is open. Keeping in mind that registrants may not be able to attend every week due to scheduling conflicts, there is an option to watch the each session on demand.

Tech Talk Sponsorship

Companies that are interested in sponsoring a 10-minute technical presentation during the series can also submit their abstract through the portal. For pricing information, contact IPC Sales Director RJ Palermo.

Innovative Publishing has also converted the Cannabis Quality Conference to a virtual event. More information is available at Cannabis Industry Journal.

About Food Safety Tech

Food Safety Tech publishes news, technology, trends, regulations, and expert opinions on food safety, food quality, food business and food sustainability. We also offer educational, career advancement and networking opportunities to the global food industry. This information exchange is facilitated through ePublishing, digital and live events.

About the Food Safety Consortium Conference and Expo (The live event)

Food companies are concerned about protecting their customers, their brands and their own company’s financial bottom line. The term “Food Protection” requires a company-wide culture that incorporates food safety, food integrity and food defense into the company’s Food Protection strategy.

The Food Safety Consortium is an educational and networking event for Food Protection that has food safety, food integrity and food defense as the foundation of the educational content of the program. With a unique focus on science, technology and compliance, the “Consortium” enables attendees to engage in conversations that are critical for advancing careers and organizations alike. Delegates visit with exhibitors to learn about cutting-edge solutions, explore three high-level educational tracks for learning valuable industry trends, and network with industry executives to find solutions to improve quality, efficiency and cost effectiveness in the evolving food industry.

Melody Ge, Corvium
Women in Food Safety

Women in Food Safety: Meet the Members…and Join Us!

By Melody Ge
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Melody Ge, Corvium

“For Women, By Women in Food Safety” is a professional group that was formed in January 2019. Comprised of outstanding female leadership, food safety professionals and students who are passionate about this field, the goal is to provide a community and networking platform for the industry to share their stories and experiences, help young professionals, and grow together. Hopefully, the lessons and challenges that are shared will prove useful throughout one’s career journey.

“I see this group as means of connecting young, female food safety professionals to other females in food safety roles so they can share insights from their own experiences in their careers,” says Jill Hoffman, group committee member, and director of global quality systems and food safety at McCormick & Company.

Meet the Group Founder

Melody Ge, Corvium
Melody Ge is also a Food Safety Tech Editorial Advisory Board member

Melody Ge has 10+ years’ experience in food safety and is passionate about food safety on a global scale. She holds both bachelor’s and master’s degrees in food science and engineering, starting her career journey with Beyond Meat as the technical director for product development and food safety and quality control. Following this position Ge established the compliance and integrity program at SQFI, and then worked as the deputy QA director at Lidl US. Currently, Ge is the head of compliance at Corvium, Inc. where she continues to foster food safety culture using advanced technology within the industry. As a non-U.S. citizen, Ge is fortunate to work with different cultures and industries, including retailers and manufacturers, using her multi-language skills and expertise in food safety. Ge believes in women’s leadership and in using their strengths to be successful in their roles.

Meet Some of the Committee Members

Jacqueline Southee, Ph.D.
Jacqueline Southee, Ph.D., FSSC 22000

Jacqueline Southee, North American Representative, FSSC 22000
Jacqueline Southee is an agricultural scientist with a Ph.D. in animal science.She has an academic foundation with what one might call “earthy roots”. “I worked in the animal welfare arena for years before taking a career break to relocate from Europe to the USA and raise two boys. I was fortunate to have an opportunity to return to work with FSSC 22000 in 2013 and have enjoyed building the profile of the organization’s certification program in North America,” says Southee. “I also have experience in (and have encountered challenges) developing and evaluating standard operating procedures. This is becoming more relevant today in the food industry as regulations demand worldwide consistency in the use of standard approaches to minimizing risk and controlling hazards,” she says.

One of Southee’s greatest attributes is her “internationalism”, her experience working professionally with different cultures and fields, and her ability to communicate with all levels of an organization. She believes that there are huge opportunities in food safety for women of all ages and a need for a range of experiences. It remains important to communicate, encourage and to share in order to cultivate the next generation of food safety professionals.

Jill Hoffman, Director of Global Quality Systems and Food Safety, McCormick & Company

Jill Hoffman, McCormick & Company
Jill Hoffman, McCormick & Company

Jill Hoffman started her journey in food safety in college with a major in food science, when her exposure and desire to pursue a career in food came to her while taking a human nutrition course. Since then, Hoffman has had many roles in food manufacturing, both in food safety and quality as well as in operations management. In 2019, she completed her master’s degree in food safety at Michigan State University, which resolved her dilemma of pursuing an advanced degree without having to go back to school full-time (not an option for her!). Hoffman found the online master’s program was perfect for her to pursue an advanced degree in an area that truly interested her and was relevant to her career.

Currently, Hoffman works at McCormick & Co., Inc. as the director of global quality systems and food safety. At McCormick, she has been able to grow as a food safety professional as well as gain valuable experience working internationally and understanding the dynamics of working across cultures. She enjoys working to develop programs and solutions to address the ever-changing food safety and quality challenges that present themselves.

As Hoffman’s career continues to grow, she has learned and values the importance of work/life balance. She actively works to ensure balance between the two, as it is so important to take care of all aspects of yourself, not just your professional self. “The things we do outside of our ‘work self’ can help to grow and shape us as people just as much as the formal coaching and learning that we do in our day-to-day jobs,” Jill says.

What prompted the launch of a group that focuses on female professional development in the food safety sector?

Read the interview with Melody Ge, Technology Helps Your Food Safety Employees Work Smarter, Not HarderMelody Ge: I started this group because I received many questions from students about building their careers in food safety. I would love to help more, and I know my own experience is limited, so I wanted to leverage the knowledge of so many outstanding women out there. Hence, I formed this group with the hopes that it could be a resource to those who are seeking solutions in the industry.

Jacqueline Southee: I believe the food safety sector is growing exponentially with increasingly diverse requirements for a wider skill set, which needs to be communicated to young food scientists still making academic choices and building their proficiencies and talents. In addition, new opportunities are being created by this global industry that the next generation of food scientists need to be made aware of.

Jill Hoffman: I see this group as an opportunity to bring women together to share stories and challenges that have arisen throughout their careers. The group gives women an ability to learn how others have navigated both challenging and rewarding moments in their careers so that they can incorporate this awareness into their own journey. Additionally, this group will help with sharing the diverse opportunities in food safety. Everyone has a different road they’ve traveled to get to where they are today, and it’s important to share these stories as a testament to knowing that everyone doesn’t have to have traveled the same pathway in education or career experience to get into a role of ensuring food safety.

How do you see this group positioned in the future?

Ge: I would like to see this group sustain itself in the food safety industry and become a safe harbor for women to talk about their passions, experiences, challenges and learn from each other so ultimately, we all can be stronger in the industry together.

Southee: As the industry becomes more global, its success will depend on tech-savvy technologists and food scientists who have a wide range of skills, including in information science, regulations, quality management systems, economics, politics and climatology. The list is endless. We need to make sure the lines of communication are open, the opportunities are open to all and that we can help shepherd young women through.

Hoffman: I think there’s a flexible vision for the group to grow into a recognized forum for women to engage in at all points in their careers. The group will grow into an active space for sharing, learning and networking among food safety professionals and female students pursuing an interest in the field of food safety.

We can do this together!

Are you interested in helping the group? Although, it’s a female-focused group, we are open to all feedback, support, and partnership opportunities to grow this group together. We hope to hear from you. You can join the group, For Women, By Women in Food Safety or direct message Melody Ge on LinkedIn.

Currently, this is a LinkedIn group, and all committee members have joined voluntarily. However, with support from Food Safety Tech, we are planning on writing monthly columns for the publication, scheduling in-person meet ups at some of the industry conferences, and engaging in mentoring programs, webinars and more activities in the near future. We hope our visions can be achieved throughout the team efforts together.