by Sarah Nicastro, Creator, Future of Field Service
Each year we’ve created content around International Women’s Day, and this year it felt no less important to do so (if anything, more important than ever). But as I pondered who to interview or what specifically to focus on, I found myself feeling very curious about what’s on the hearts and minds of the Future of Field Service and my LinkedIn communities. So, I decided to ask!
I appreciated each and every response – and many echoed my feelings about now being such a crucial time to keep the conversation alive. As such, I’ve decided to share the responses I received with you directly – raw and unfiltered.
This isn’t me being lazy and not wanting to do the work of editing – in fact, in this week’s podcast, I do share snippets of these contributions organized around the common themes stood out to me from the responses. But I feel it’s so important not to edit or filter women’s voices (and one man!) – I’d rather you read their thoughts in full and reflect on every word they had to share.
For context, I sent everyone the below questions and asked that they weigh in on any that they felt compelled to – or to share something entirely unrelated that is on their minds. What you’ll see below, in alphabetical order beginning with those who requested to share anonymously, is exactly what I received from the community – and I am so thankful for their engagement, reflections, and wisdom.
- How do you feel we could/where do you feel we need to #AccelerateAction (this year’s IWD theme)?
- When you think about gender equality, what is most frustrating for you OR what makes you feel most inspired?
- What is one specific action you’ve taken that has benefitted you as a woman in service/at work?
- What have you witnessed firsthand as most effective when it comes to the tactics or actions that truly create gender equality?
- What is the most impactful way you’ve been supported that others could benefit from hearing and perhaps modeling?
- How do you feel the U.S. current administration will impact women at work and gender equity as a whole?
Anonymous
“Of late I have been so frustrated by the fact that DEI initiatives have been undermined (even before the current administration) by what is perceived as having swung over to ‘the other extreme’, where they see women being appointed for more leadership roles over men in a given organization for example. And thereby the constant assumption that ‘she got hired because she’s a woman.’ I do understand that in a micro-situation, one may perceive that as being unfair. But I also believe that if we don’t change things today, then we will never get to the point of equity. We have suffered through decades of being undermined at the workplace due to stereotypical expectations from women, and the action to change needs to come now. It’s not just good (and fair) for women, but also better to prepare humankind for a future where all segments of society are represented and in fact utilized optimally.”
“I’m very worried about how this administration’s policies will undo so much of the progress we’ve made in recent years. Their stance on DEI is alarming and the sweeping RTO mandates are impacting so many of the women that I know. Covid was a tipping point for the family structure in the U.S., and for the first time, we started to see moms and dads share the load more evenly. It feels like all of that is in jeopardy now and women are left to figure out how to make it all work. I expect we’ll see a lot of women pushed out of work in the years ahead, which is deeply sad to me.”
Alyce Peterson
Product Marketing Manager, ServicePro by MSI Data
How do you feel we could/where do you feel we need to #AccelerateAction?
“When hearing from other women in our industry at events across the country it sounds like the biggest support we need is honestly just visibility. We need more women in leadership and for others to help pass the torch. There are so many ways to get women not only a seat at the table but also become deeply integrated leaders into their organizations.
What have you witnessed firsthand as most effective when it comes to the tactics or actions that truly create gender equality?
“Within the service space, I've attended events coast to coast from Field Service to smaller niche, service tradeshows. These on-site networking events, workshops and discussions are not just 'nice to haves' they are crucial for women to have the space to be heard and connect in such large rooms. Some of these women invite you to be mentored, be on boards, in other rooms, attend other shows, speak with them. The networking is invaluable. I'm also a mother and often bond with other women quickly over being a traveling working parent.
Recently, I had a touching experience at a service show that highlighted the importance of bringing our whole selves to these professional spaces. A fellow attendee also recognized my Latina heritage, opening the door to a deeper, more personal connection. Being able to share this part of my identity and bond over our common background was incredibly meaningful. It reminded me that our diverse experiences and cultures enrich the industry and create opportunities for more genuine, human connections.”
What is one specific action you’ve taken that has benefitted you as a woman in service/at work?
“Embracing that I bring something different to the table as a woman to mentor other women. In my work life, I volunteer to go to the tradeshows and conferences and feel comfortable enough to even run the networking table or event. These connections have built so much for the work I do. There are people who I will drive over an hour to go see and mentor. It's all about making the time to give back to invest in those who are next in line.”
What is the most impactful way you’ve been supported that others could benefit from hearing and perhaps modeling?
“By joining like-minded associations and groups, there are so many wonderful organizations for women. I've served on the WI Board for Women in Manufacturing (WiM), and at first was nervous because at the time I was in my twenties. In my current role, I also led a Women In Field Technologies panel at our user conference. As women, we have to stop disqualifying ourselves for opportunities because everyone has something to offer.”
Caroline Haggstrom Marklund
Managing Director/VP Customer Services Nordics at Vattenfall
“For me from a personal point of view what’s been most impactful in terms of support has been allyship and I try to pay that forward as often as can. It’s not hard, just be mindful of sharing your space and putting people forward within your networks.
Another topic that speaks to me is that I currently get questions from my organization about the developments in the US when it comes to DEI at large and what it means for us and if this means we’re going to change something in the way we do things here.
And the clear answer is NO, nothing will change other than that we will prioritize our DEI agenda even higher. We do this because we truly believe in it, equal rights and opportunities are a core belief and not something we’ll change just because the wind blows in another direction.
It has never been more important to speak up and stand up for these values!”
Catherine Coulter-Wood
Senior Manager, Service Optimization & Transformation, Compugen Inc.
“Gender equality in the workplace has really come a long way, but women still face real challenges. In STEM particularly, I see a lot of Capability Bias. Underpinning the results of this bias, which results in hiring disparities, leadership inequality, etc, is the why. Why is there an unconscious hiring of men over women or of promoting men over women to leadership roles. At its core, there is a Capability Bias. There are many historical and societal reasons which have created this unconscious (and sometimes very conscious) belief that men are more intelligent or capable than women, particularly in areas of STEM. Multiple studies and ample testimonies of people's lived experiences show that when there are two candidates with the same qualifications, credentials, and experience the man is generally viewed as more capable. This is an area where we can #AccelerateActions! What if we could make it visible? Some organizations work to mitigate these issues by removing names from incoming resumes to address this phenomenon, but this solution isn’t scalable and is too limited. What if, alternatively, we could make Capability Bias more visible? We need to develop methods that enable us to name it, measure it, and critically analyze how to change it.
Organizations measure areas of focus so that they can best understand the problems they face and, later, the impact of proposed solutions. If we can find a way to make Capability Bias visible and measure how often it happens, then we would be equipped to address one of the root causes of gender inequality in the workplace. Ruth Bader Ginsberg once said to ‘[f]ight for the things that you care about but do it in a way that will lead others to join you.’ Real change takes will and, when armed with knowledge, we can lead that change. Let’s #AccelerateActions!”
Chantel King
Managing Partner, Woola
How do you feel we could/where do you feel we need to #AccelerateAction?
“We need to accelerate action in industries that have historically been male-dominated—especially in trades, operations, and leadership roles. Representation matters, and we need to actively encourage and support more women in these spaces through mentorship, sponsorship, and leadership development programs.”
What is one specific action you’ve taken that has benefited you as a woman in service/at work?
“One of the most beneficial actions I’ve taken as a woman in service and at work is advocating for myself. This includes confidently taking on leadership opportunities, ensuring my contributions are recognized, and making my voice heard in meetings and decision-making processes. I've learned that speaking up, even when it feels uncomfortable, is crucial for growth and visibility.”
What is the most impactful way you’ve been supported that others could benefit from hearing and perhaps modeling?
“Having male allies who actively create space for women in discussions, advocate for their advancement, and push back against biases has been incredibly impactful. Leadership needs to be intentional about fostering inclusion.”
Danielle Waterworth
VP- NA AG Dealer & Customer Support + Global VP Parts & Service AG Maintenance & Services Development, CNH
“Two and a half years ago, I was given a first…..my first dual role, but my first where one of those leaders was a female executive ! While I have learned and enjoyed working for all my prior leaders, I have found this relationship to be different in that she sees things in a different lens. Our relationship has grown to be open and reciprocal where we do not bullsh** one another. We are transparent when we are disappointed in the other’s opinion or work, and we are open with one another when it comes to growth and leadership. Also, when I have a problem, it is her problem too.
Having a leader that you trust to be truthful and that has your back is something all should have but especially women helping another woman as they know how to balance the various aspects or jobs that our life entails – from employee, to wife, to mother, to friend and volunteer- but do not question how or if you will be successful still in accomplishing what they expect of you.
I think it is very important, especially for International Women’s Day, to reiterate that women CAN do it all if they want to, but they have to be honest with themselves on if they want to do what it takes to attain the goal.
Do not let others make excuses for you or tell you what you can and cannot accomplish or be. AND ON A LAST NOTE- find a leader/mentor that you can trust to not hold things against you, that you can be your true self with, that deep down you know wants to help you grow.”
Dot Mynahan
Sr. Director, Safety and Workforce Development, National Elevator Industry, Inc.
“I think there’s a need to Accelerate Action around Employee Resource Groups. There’s a great guidance document assembled by 16 State AGs called, ‘Multi-State Guidance Concerning Diversity, Equity, Inclusion and Accessibility Employment Initiatives’ that stresses the importance of ERGs providing ‘an inclusive and supportive space where employees of particular backgrounds or common experiences feel value and heard.’ According to the document, ‘When employees feel that their identity is recognized and supported within the organization, they’re more likely to stay long-term.’”
Erica Marois
Sr. Manager, Content & Community, HDI & ICMI, Tech Events, Informa
What is one specific action you’ve taken that has benefitted you as a woman in service/at work?
“Setting boundaries and blocking off my calendar! I used to think I needed to put in more hours and always be available to prove my worth. With age, perspective, and out of necessity as a mom, I’ve learned that setting boundaries isn’t only an act of self-care, but an act that commands respect. Saying no to the things that don’t drive value and protecting my calendar allows me to work more effectively and deliver better results. A mentor once said to me, ‘if you don’t set your boundaries, someone else will set them for you.’ It’s so true!”
What is the most impactful way you’ve been supported that others could benefit from hearing and perhaps modeling?
“I was fortunate to have many other women take me under their wing in my 20s and gently nudge me out of my comfort zone while also championing my work. I didn’t realize it at the time, but they were planting the seeds of confidence I needed to grow both personally and professionally. Society loves to pit women against each other, but when we take it upon ourselves to offer support, kindness and understanding to others, those small acts can make a huge difference. Give other women a ‘seat at the table’ by speaking positively about their work and contributions even when they’re not in the room. It’s such an easy way to pay it forward.”
Jayda Nance
Delivery Project Executive Leader: AI Development & Innovation for Client Experience, IBM
“For me, it’s Allyship.
As an ambitious young Black woman, I learned early on to separate who I am from what I do—while preserving my happiness. Navigating male-dominated spaces meant building connections that felt both natural and authentic. Is that fair? Maybe not. But when you focus less on who and more on why, real relationships take shape.
Allyship is more than acknowledgment—it’s action. It’s men stepping into women’s world, not as saviors but as advocates. Too often, society assigns women the “easy” tasks, mistaking consideration for fragility. But we don’t want saving—we want opportunity. A voice. A seat at the table with a steak.
I’ve been fortunate to work with men who have spoken my name in rooms I wasn’t in, advocated for me when it mattered, and celebrated my accomplishments publicly. The hard truth? Sometimes, things happen simply because a man said so. That’s the reality. And while we work toward a future where all voices carry equal weight, we must also recognize the opportunity within this dynamic.
Behind many accomplished men are women who played a pivotal role in their success. So, lift us up with you. When you rise, bring us along. That is allyship. That is impact.”
Jennifer Dye
Director of Power Services, West Region at Schneider Electric
“I started writing down some thoughts, but I believe they're a hybrid of two of your prompts; ‘What is a specific action that I've taken that has benefitted me as a woman in service/at work’ and ‘what have I witnessed firsthand as an effective support of gender equality?’
I've spent 15 years in the corporate service industry (4 years+ before that in the hospitality industry of services), and in a way I have ‘grown-up’ in this industry. Looking back, I would change absolutely nothing; though in hindsight I can see more clearly the moments when gender inequality was the theme of my challenge, but I never looked at it like that in the moment. I'm thankful for that mindset, as it's allowed me to really examine and seek to understand other's and their perspectives on equality within their careers (and lives).
Early in my career I observed that leaders do not beg or wait for someone else to set up time for an idea they have. If they feel their thoughts add value, or feed a curiosity, they take initiative to start that conversation without fear. They are intentional with the time, ensuring that it covers what they had in mind, and always ensuring if it's a quizzical topic that they leave room for others’ opinions. Women in meetings are usually the first to speak, the most to be interrupted, and yet seem to be the ones that take the most notes and bring the follow-up actions back to the table. From the beginning of my career to now, I can say I've witnessed more examples where the woman(en) were not asked to take notes or order the coffee, etc; and it's led to more productive interactions and inclusiveness. Leave it to Louisa May Alcott's main antagonist in Little Women, Jo March, to remind us from 1868 what was/is still true today: ‘women have minds and souls (and) hearts, and they have talent and ambition as well as beauty.’ We are never just one part of the conversation; we are every part of it.
I have taken many roles in my career in which I was the ‘first’ or the ‘only’ in the room (sometimes simultaneously); some with extreme levels of support from others, and some where I knew the ones who wished they'd been chosen for my seat, and they had struggles understanding why I was ‘the chosen one.’ The latter are who I spent a long time trying to justify my successes to; until I reached a point in my career (and within an incredibly inclusive culture of leaders and company mission) that I finally realized, ‘I'm in the room because I deserve to be.’ I owe nobody my proof of entry, and the only one who is allowed to question my worth, is me. (and I'm very familiar with imposter syndrome in excess). Once I realized this for myself, it's been a mission of mine to challenge others with this same mentality; inclusive and constantly curious. I think strong cultures (teams, companies, etc.) have succeeded when they encourage challenging the norm as a form of endearment and crucial to future success, and not a limiter to an outcome.
By nature, our tactical services instinct could be rebranded into #AccelarateAction; the moment we stop focusing on gender (in)equality and other social gaps, we cease to move the action forward.”
KM Manickam
Customer Support Manager, BD
“We need to #AccelerateAction in areas where gender disparities are most pronounced, such as in leadership roles. I am proud to say that my current organization strongly supports in every decision we make.
What frustrates me most is the crime against or targeting women. However, I am inspired by the growing number of women breaking barriers and leading successful initiatives across various industries.
One impactful way I've supported a woman at work was by advocating for her during performance reviews and promotion discussions. By highlighting her achievements and contributions, I helped ensure she received the recognition and opportunities she deserved.”
Sarah McKay
VP, Service Delivery, Concentrix
“These are the two areas that I have been thinking on most in relation to the female role in business, and in the community as a whole:
I think that the general direction of stepping back from DEI initiatives, which may be most visible in the US, is not unique to the US, but is becoming pervasive across the globe. The US administration may have made it feel acceptable for businesses to deprioritize, or worse, to be penalized for trying to redress imbalances within their organisation, but this mentality has been gaining popularity across the globe.
There is a huge risk that this conversational direction will damage, and reverse years of positive momentum, but that leads me to consider two options in terms of #AcclerateAction:
- We accept that the global trend is to favour the privileged wealthy white middle-aged man, and that any other view is ‘woke,’ and we start to create the Margaret Atwood dystopian world of ‘handmaids tail’ OR
- Those of us in a position to influence, amplify our voices in protest, and put a hand down to pull the next generation of female leaders up
Personally, I find that the more extreme the misogynistic commentary from the likes of Trump, Zuckerberg, Musk, Andrew Tate becomes, actually, the more it lights a fire in me to combat that narrative, and prove that the world is a better place when everyone has a seat at the table – women, and all minority communities, and it is not a threat to the position of those trying to protect their control of power.
In Northern Ireland, we have two female heads of state – a first and deputy first minister. They hold polar opposite political views, and have many points of difference, but they negotiate a path that allows practical decisions to be made, and all communities represented. It is examples like this, that prove to me that women add value, bring insight, and can engage people in conversations that result in value to the company/ country.
I am so glad that my own company continue to value and invest in ESG initiatives globally and will continue to do so. And I am so glad that people like you are still out there promoting the benefits of diversity for the benefit of the business, not just as a LinkedIn sound bite.”