The Business Record’s Women of Influence awards celebrate the work of Central Iowa women who have attained success while helping others along the way. From a variety of career paths and walks of life, they’ve devoted their time to making an impact. They’ve spent countless hours on various initiatives, working on major issues and blazing a trail either personally or professionally for other women to follow.

This year’s Women of Influence included: 

• Courtney Clarke, mayor of Waukee | vice president, institutional portfolio manager, PMA Financial Network, LLC
• Bridget Cravens-Neely, CEO, Big Brothers Big Sisters of Central Iowa
• Suzanna de Baca, CEO, Story Board Advisors | former CEO, Business Publications Corp.
• Sally Dix,
president, Bravo Greater Des Moines
• Sally Frank, professor of law, Drake University
• Christina Moffatt, assistant director of business development for income solutions, Principal Financial Group
• Jackie Norris, chair, Des Moines School Board | president and owner, Horizon Group
• Dawn Refsell, North America field sciences leader, trait characterization and development, Corteva Agriscience
• Iowa State University Ivy College of Business Woman Business Owner of the Year: Kimberly Baeth, president, Cutting Edge Success | founder, Golden Openings
• Federal Home Loan Bank of Des Moines Emerging Woman of Influence: Courtney Shaw, chief communications and engagement officer, Greater Des Moines Partnership

We asked each of the women to share with Fearless how they believe gender equity can be achieved. Here’s what they had to say.

– Emily Barske Wood, Business Record special projects editor 

What do you consider the greatest barrier to gender equity?

Courtney Clarke: There are two barriers that spring to mind. The first is gender stereotypes, from beliefs that women are less competent to the idea we are too emotional to be in positions of power. Women have time and again disproved these, but the stereotypes are still alive and well in our society. The second is structural barriers, such as lack of mentorship/network or an inflexible work environment. This applies to me as well. I wasn’t planning to run for mayor until someone else asked me to. We continue to need more mentors tapping women on the shoulder.

Bridget Cravens-Neely: Honestly, I don’t know. My gut response is that traditional gender roles are still front of mind in society. Both women and men have evolved beyond those traditional definitions and expectations. Now, we are at risk of backtracking and reverting to those oppressive and limiting thoughts and actions.

Suzanna de Baca: While many factors contribute, the most significant barrier to gender equity is the persistence of unconscious biases that subtly influence decision-making in hiring, promotions and leadership opportunities. These biases often go unrecognized, yet they deeply perpetuate systemic inequalities, a challenge interconnected with the unequal distribution of unpaid care work, the impact of workplace culture, restrictions on reproductive rights and the vital role of robust legal protection. Addressing these complex, pervasive issues requires intentional efforts to educate, reflect and implement equitable practices across all organizational levels.

Sally Dix: I think there’s an expectation that “successful” women can do it all, which is an impossible – and totally false – premise. I think this can lead some women to lean out of opportunities because of unrealistic standards and expectations. Perhaps cultivating a different narrative of what success looks like – including rest and joy and space to breathe and think – would help more women feel valued and inspired instead of overwhelmed.

Sally Frank: Sexism and male efforts to maintain supremacy. This includes efforts to prevent women from being able to control their own reproduction.

Christina Moffatt: The greatest barrier to gender equity is that women still disproportionately must adjust their work schedules to handle family responsibilities — whether caring for children or aging parents — which often forces them to forgo projects, travel and networking opportunities that advance careers. Even with flexible hours or remote options, the assumption that a woman will step away for family needs can lead to fewer stretch assignments and slower promotions. This constant juggling causes stress and burnout, and reinforces the bias that women are less committed, making true equity elusive until caregiving is viewed as a shared responsibility and performance is judged by results rather than availability.

Jackie Norris: The traditional expectations that our society still puts on women and the often unrealistic expectations women put on themselves.

Dawn Refsell: The lack of intentional opportunity — systems aren’t always designed to include women. At the same time, many women struggle to believe they belong or are capable, especially in spaces where they’ve been historically underrepresented. True equity requires both structural change and personal empowerment. We must create space — and help women see they’re more than ready to step into it. As Glinda said in “The Wizard of Oz,” “You’ve always had the power, my dear, you just had to learn it for yourself.”

Kimberly Baeth: Workplace discrimination, imbalance in unpaid work care, lack of women in leadership political and business positions, poverty and lack of economic opportunities, breaking through social norms and cultural practices, inadequate access to education and health care, physical or sexual violence and legal barriers that do not promote gender equality remain a challenge. Lack of clubs, organizations and groups focusing on this. Let’s start another one!

Courtney Shaw: Earlier in my career, there were moments when I had a seat at the table but not a voice in the conversation. Over time, I learned the real difference is when you’re not just present but heard, valued and trusted to lead.

How has gender equity evolved since your childhood?

Courtney Clarke: While women are heard more often and the percentage of women in the C-suite and state legislatures has increased to approximately 30% in 2024, I’m not sure gender equity has improved as much as we would like to believe. Female experts in court testimony are still viewed as less confident and credible, female professors are consistently rated lower than male professors in knowledge and other metrics, etc. After 45 years of gains, it is apparent we still have work to do.

Bridget Cravens-Neely: Women have more opportunities to show what they can do in spaces traditionally occupied by men. Had it not been for the evolution of gender equity, I would not be in the leadership role I am today. I am living my dream – leading a business that serves our most vulnerable citizens.

Suzanna de Baca: Since my childhood, there has been notable progress in women’s representation in various sectors. However, true equity remains elusive, especially in leadership roles. While societal attitudes have shifted, structural barriers persist, necessitating continued advocacy and systemic change to achieve genuine gender parity.

Sally Dix: I’m lucky to be in a relationship where my husband and I share the adulting responsibilities. We don’t always do everything 50/50, but I think it’s an evolution that we expect each other to work together, well beyond the traditional social roles, to be a team and get done what needs to be done for our shared life requirements. The fact that it was never a question for us feels like progress.

Sally Frank: It got stronger as I was growing up in the 1960s and ’70s, but lately we have taken major steps backwards.

Christina Moffatt: When I was growing up, women faced legal and financial barriers, like being unable to secure loans without a male co-signer. This dependency limited career and entrepreneurial opportunities. Today, milestones such as women independently purchasing homes and securing business loans highlight progress. Despite persistent pay gaps and underrepresentation in leadership, gender equity has advanced significantly. Moving from a time when financial autonomy was unattainable for women to one where they can build wealth and invest in their futures showcases the strides made in achieving gender equity since my childhood.

Jackie Norris: I was raised to expect that my husband/partner would contribute to household duties, and I have raised my sons with that same expectation.

Dawn Refsell: The narrative around roles in agriculture still carries outdated perceptions — about who belongs, who leads and whose contributions matter. Women in agriculture continue to face skepticism in areas like equipment operation, financial management, agronomy, livestock decisions and succession planning. Access to land, capital and mentorship is often unequal, compounding these challenges. I was fortunate to grow up seeing strong women operating machinery, providing agronomic support, leading 4-H clubs and serving throughout my rural community. Because of their example, I’ve always known I belong. Today, social media amplifies these stories — showcasing women in agriculture and beyond, and reinforcing the belief that others can succeed in those roles too.

Kimberly Baeth: Women’s rights have undergone significant changes, marked by advancements in political representation, economic opportunities and reproductive rights. These changes are due in part to the second-wave feminist movement, which focused on addressing issues like discrimination and equal pay. In the U.S., 88.9% of legal frameworks that promote, enforce and monitor gender equality under the United Nations’ Sustainable Development Goal, with a focus on violence against women, are in place.

Courtney Shaw: Women today have more visible support, mentorship and access to leadership opportunities. I was fortunate to grow up in a household where my parents modeled partnership and shared responsibility, which gave me a strong foundation.

What policies or business practices should leaders focus on to support working women?

Courtney Clarke: Mentorship programs and unbiased evaluations are two areas that spring to mind.

Bridget Cravens-Neely: Business practices: equal pay for equal skill and equal work and equal experience. Give women the experiential opportunities when they have the skills to do so. Give women a voice at the decision-making table and LISTEN to them. Walk beside women, not behind and not in front of. Be a true partner as they are partners to men.

Suzanna de Baca: Leaders should implement equitable pay structures, flexible work arrangements and transparent promotion pathways. Mentorship programs and leadership development opportunities tailored for women can also bridge existing gaps. Creating an inclusive culture where women’s contributions are recognized and valued is essential for sustainable progress.

Sally Dix: For me, flexibility has been essential. We are a two-working-parent household and to raise our kids, we both need to be present for them when they need us, which is rarely only after work hours. Recognizing that my professional role is only one of my full-time jobs and trusting me to get the work done while supporting my family – without feeling guilty about it – has made all the difference for me.

Sally Frank: Reproductive justice: access to birth control, abortion and sterilization if desired. Also needed are paid parental leave, affordable day care, a living wage, an end to sexual harassment and discrimination, and access to medical care (no cut to Medicaid) and food (no cuts to food stamps).

Christina Moffatt: Leaders should implement policies and practices that recognize primary caregivers disproportionate roles for children and aging parents. This includes offering robust paid family leave for all parents — so caregivers aren’t penalized for stepping away when a child is sick or an elder needs care — and ensuring flexible work arrangements, such as adjustable start/end times or the ability to work remotely without stigma. In my own experience, flexibility in my current role has made all the difference, allowing me to manage family needs without derailing my career progression.

Jackie Norris: Workplace flexibility policies including including remote work days, core work hours and a caregiving policy to complement other policies such as caregiving leave and maternity leave.

Dawn Refsell: Flexible work arrangements – remote options, flexible hours and part-time opportunities that support work-life harmony.

Leadership development and mentorship – intentional pipelines that help women grow, supported by structured programs and advocacy.

Supportive culture – zero tolerance for bias or harassment, with inclusive practices that elevate diverse voices, celebrate differences and ensure recognition for all.

Accessible child care – affordable and reliable child care is essential for working parents to thrive. Whether through employer support, community partnerships or public investment.

Kimberly Baeth: While women have gained greater representation in the workforce and higher education, and have seen improvements in legal protections, disparities in pay, care work and political representation still exist. 

Leaders should focus on supporting women in the workplace, though: promoting gender diversity, gender equality, flexible work arrangements, recognizing their achievements, offering networking opportunities, mentorship and sponsorship programs for professional development, offering safe and inclusive environments, promoting transparency, encouraging work-life balance and ensuring women have the same opportunities, rights, equal pay and privileges as men in the workplace is critical to achieving gender equality.

Courtney Shaw: I’m often called a “working mom,” and like many others, I wear that title with pride. But it’s worth noting we don’t often hear the phrase “working dad.” As leaders, we need to make sure we’re creating and building cultures of flexibility, empathy and shared accountability so everyone can thrive at work and at home.

Fill in the blank: Empowering women means _____________.

Courtney Clarke: Greater success for everyone.

Bridget Cravens-Neely: Letting us do what God has gifted us to do – whatever that is.

Suzanna de Baca: Empowering women means we all recognize our collective responsibility to actively champion a multifaceted approach to achieving equity. This explicitly includes strong policy and law, alongside a steadfast focus on economic and bodily autonomy, ultimately paving the way for greater opportunities and influence.

Sally Dix: Better outcomes for everyone.

Sally Frank: Respecting their full personhood.

Christina Moffatt: Amplifying others voices.

Jackie Norris: Being vulnerable and sharing that life as a working parent or caregiver is difficult — but it’s also possible, worth it and something we don’t have to do alone.

Dawn Refsell: Creating space for voices to be heard, opportunities to lead and confidence to grow – even through failure.

Kimberly Baeth: Working to improve their overall well-being, including their health, education and economic status. It also leads to better outcomes for families, communities and societies. Women and men supporting each other, lifting each other up and celebrating each other’s successes. Creating a world where women can live each day to their fullest, have the power to create their own destiny and legacy, and help their business, family, friends and community without oppression or discrimination.

Courtney Shaw: Creating space, sharing the spotlight and lifting others as you lead. (No one does this better than Tiffany Tauscheck.)