Fearless 6.9.25

Good morning, Fearless readers:

We're doing something a little different in Fearless this week.

If you're like me, sometimes it can be easy to disregard male perspectives when exploring women-centered issues. But at Fearless, we explore gender issues with an inclusive and intersectional lens, and we know men play an important role in building equity for all.

In this week’s Fearless e-newsletter, you will find:

A column about the role fathers play in advancing gender equity.
A column from Suzanna de Baca on what drives women to pursue leadership positions.
In the headlines: Tami Nielsen was named next Food Bank of Iowa CEO.
In case you missed it: Emily Steele and the Great Outdoors Foundation are the Business Record's 2025 innovationIOWA award winners.
Lots more!

— Macey Shofroth, Fearless editor

Editor’s note: Researchers at the University of Kansas recently found that American dads are spending more time with their children today than they were prior to the COVID-19 pandemic.

A study done by the Institute for Family Studies shows that trend began long before the pandemic. Fathers in certain populations have been increasing their time of involvement with their children for more than two decades.

The norms for fatherhood are evolving. Whereas previous generations of fathers were not widely expected to participate much in child-rearing, fathers today are more emotionally and physically involved with the day-to-day lives of their children. Parents also play a role in modeling behavior and gender expression that both their sons and daughters pick up on.

Because mothers have historically taken on the brunt of household management duties, the involvement of fathers is changing the dynamics of many families in ways that benefit everyone.

Fearless approaches gender equity with an inclusive and intersectional lens. In honor of Father’s Day on June 15, we wanted to explore how fatherhood relates to gender equity.

By Chris Conetzkey | president and group publisher, Business Publications Corp.

In addition to being allies for their daughters, I think it is becoming more and more clear that fathers will need to play an increasing role and be more intentional in helping their sons understand gender equity issues. There has been a growing body of research that points to young men being less supportive of gender equality in comparison to young women as well as men of previous generations. In addition, many news articles have zeroed in on falling levels of boys’ educational achievement, mental health and their challenges transitioning to adulthood.

That growing body of evidence has highlighted some of the unique and perhaps not yet understood effects that boys are facing growing up in the existing technological and political climate. I’d recommend that fathers and mothers read a recent story in the Atlantic titled “What parents of boys should know.” The article focuses on how daughters tend to receive higher levels of affection and patience at home than sons, argues that perhaps sons might even need it more and shares how a lack of attention could be leading to some of the increasing gaps and changes in perception on issues like gender equity.

I have a 5-year-old son and a 1-year-old daughter. I know that for my daughter there are research, tools and support networks to help her, and my wife and me as her parents, navigate the many gender equity issues in the world. I worry about changes in gender equity perceptions and a continued backslide among men and what that could mean for her. I don’t know that there is research, tools or understanding of how to support boys and my recent reading has me more focused on what I might be able to do to help support my son by educating him and being intentional on the topic of gender equity.

I’ll let this final paragraph from the aforementioned Atlantic article sum it up: “It took several decades to begin to reverse American stereotypes about what was possible for girls. It may likewise take decades to reverse current attitudes and perceptions, in our politics and culture, about what boys should be. But if Americans truly want to improve the outcomes for boys — and, by extension, for society — the place to begin is at home, with fathers’ and mothers’ first attempts at nurturing.”

Fearless Editor Macey Shofroth invited six community leaders to also weigh in on the role they think fathers play in advancing gender equity. Here’s what they had to say.

Tony Dickinson, president, NCMIC Finance Corp.

Fathers are key to advancing gender equity by sharing domestic responsibilities, showing men and women can equally contribute at home. They should raise empowered daughters, encouraging limitless ambitions and teach sons to respect women as equals, breaking gender-based expectations. By rejecting toxic masculinity and embracing vulnerability and collaboration, fathers challenge norms that perpetuate inequality. This fosters a culture valuing contributions over outdated gender roles. Through actions at home, public advocacy and intentional parenting, fathers instill fairness and respect in the next generation, actively advancing gender equality.

Tim Johnson, YouthBuild director, Great Oaks High School

Fathers play a dynamic role in advancing gender equity by role modeling respect and actively challenging traditional gender norms. Within the family, fathers who share caregiving responsibilities, household duties and decision-making equally with their partners help normalize the idea that gender does not determine one’s role at home or in the workplace. This sets a powerful example for children of all genders, shaping their beliefs about fairness, capability and mutual respect. Additionally, fathers who engage in conversations about consent, emotional expression and respect help raise a generation that is more conscious and supportive of gender equality.

Rajee Harris, chief operating officer, REOC Investments

Fathers play a pivotal role in advancing gender equity – both through how we model respect and equality at home and how we advocate in the workplace. I watched my mother rise to the C-suite in a male-dominated industry, facing inequities in respect and compensation at every stage in her journey until launching her own successful company. That experience inspired my commitment to supporting women in my own company and industry. As a father of two sons, I know that how I treat my wife and champion women professionally will influence how they value and uphold gender equity in every part of their lives.

Cory McAnelly, assistant general counsel, patent attorney, Principal Financial Group

Fathers have a chance to be one of the brightest models of respectful and equitable behavior for their sons and daughters and to demonstrate how to challenge stereotypes. Actions. Speak. Volumes. The things we do, like sharing caregiving responsibilities, supporting daughters’ ambitions and treating our partners as equals, can start to normalize equity for the next generation. We must also serve as amplifiers of the mentors in our lives, like those featured in Fearless, that actively foster environments where equity thrives. When we build our lives around these behaviors and lead with fairness and empathy, we help build a more balanced and just world for all genders.

Joe Murphy, president, Iowa Business Council

The most important job I have is to be a good dad. Together with my wife, Amy, we’re committed to instilling values in our children that foster ambition, empower them to pursue their dreams, and reinforce the importance of hard work, resilience and collaboration. We regularly talk about how effort and integrity matter — and we share stories from our own lives where perseverance made the difference, as well as moments when we fell short and had to learn, adapt and keep going. Above all, we strive to create an environment where each of our children feels seen, supported and confident in their ability to grow into whoever they aspire to become.

Thomas Nucaro, community volunteer

Fathers play a crucial role as gender equality begins at home. If you teach children to respect others and treat all people equally and with kindness and compassion, you are also teaching them that they deserve a future full of opportunity and equality.

A father should let his children know they can talk to him about any gender-related concerns or questions without judgment. It’s not just about being there for your daughters or sons. The values that drive a father’s dedication to his children should be aligned with the values that drive his behavior.

The air in the interview room felt thick with expectation, a familiar pressure I’d come to know well throughout my career. I was interviewing for a leadership role at an investment firm, a position that felt like a natural next step, yet a quiet part of me wondered if I was truly "ready."It’s a common internal dialogue for many women, a subtle self-doubt that can whisper in the face of ambition. But then, a flicker of something else ignited within me – a memory of statistics, of the persistent gender gap in leadership, and a sudden, resolute desire to be part of the solution. This internal shift, from questioning to determined, highlights a fascinating aspect of female motivation: sometimes, the very awareness of existing disparities can fuel a powerful drive to overcome them.

The underrepresentation of women in leadership positions is well-documented. This week, Fortune reported that only 55 women served as CEOs on their 2025 500 list, representing 11% of the total, a statistic that underscores a significant imbalance. For decades, research has explored why women might be less inclined than men to enter highly competitive environments. However, recent findings suggest that merely bringing this gender gap to light can act as a powerful catalyst for women to step forward. Researchers at the Wharton Business School found a straightforward yet impactful solution: reminding women of the gender gap itself.

This Wharton study, detailed in a different Fortune article, drew on the concept of "stereotype resistance,"where awareness of a stereotype can trigger defiance against it. Partnering with AboveBoard, a platform for senior and executive leadership roles, the researchers tested their hypothesis. They found that men on the platform applied to 19% more open positions than women. To address this, women logging into AboveBoard were shown one of two banners. One was a general message about platform usage, while the other directly referenced Stanford research on gender gaps and encouraged women to apply to more jobs to help close the disparity.

The results were compelling: Compared to the control message, the banner highlighting gender gaps increased the likelihood of women submitting a job application by over 20%. As Katherine Milkman, professor of operations, information, and decisions at the Wharton School of Business, stated, “There’s really excellent research going back almost 20 years showing that women who are equally competent, are less willing to enter competitive environments than men. Our goal was to figure out if there was some actionable way to fix that.” This research indicates that a simple, targeted reminder about ingrained stereotypes can effectively boost a woman's willingness to compete for top positions.

Beyond this external push, understanding intrinsic motivations offers further insight into how women are driven to succeed. A report from Attuned, an AI-driven, psychology-backed platform, delved into the motivational needs of individuals in the workplace, offering valuable data-driven insights. This study, highlighted in a Globis Insights article, challenged many preconceived notions about gender-based motivational differences. While anecdotal evidence and cultural norms often suggest significant disparities, Attuned’s data from tens of thousands of intrinsic motivation assessments revealed remarkable similarities between men and women.

Of the 11 core values measured – including altruism, autonomy, competition, feedback, financial needs, innovation, progress, rationality, security, social relationships and status – all but three ranked in the exact same positions for both male and female respondents. The only notable differences were in competition (first for men, fifth for women), security (first for women, third for men), and altruism (third for women, fifth for men). Even within these differences, only competition showed a significant percentage point disparity. Casey Wahl, founder and CEO of Attuned, observed, "Maybe women aren’t quite from Venus, and men aren’t quite from Mars when it comes to the values that motivate us. We are a lot more alike in our values, in our intrinsic motivations, than it would seem.” This suggests that the fundamental drivers for success, such as financial security, career progression and feeling respected, are universally important.

The Attuned report emphasizes that while societal expectations might shape certain motivational nuances, the core intrinsic drivers are largely shared. While external factors like the gender gap can act as a specific motivator for women to pursue leadership, the underlying desire for progress, security and achievement is deeply human and transcends gender.

Ultimately, the motivation for women to succeed is a multifaceted phenomenon. It can be ignited by an awareness of systemic inequalities, prompting a defiant push to challenge the status quo. It is also rooted in shared human desires for growth, security and recognition, intrinsic motivations that drive both men and women. By understanding and leveraging both external nudges and internal drivers, organizations can foster environments that not only encourage women to apply for leadership roles but also empower them to thrive once they are there, moving closer to a more equitable and representative future.

I asked top leaders if there was a specific moment or insight that transformed self-doubt into a resolute drive to pursue leadership.

Jamie Bussell, chief financial and administrative officer, Ellipsis
I was just 27, a staff accountant, when a former professor unexpectedly referred me for a CFO position at a rural Iowa community health center. My immediate thought was, “I'm not qualified.” I almost dismissed it entirely. But then, the narrative about women hesitating to seize opportunities flashed through my mind, and I knew I couldn't be another statistic. What did I have to lose by interviewing? I went in with confidence, and that's the real takeaway. Later, applying for a much bigger role at a fantastic organization, they asked why I believed I could do the job. My answer was direct: “If you give me the opportunity, I know I can do the job, and I will show you I can.” Forget the old adage about men applying with partial qualifications and women waiting until they're 100% ready. The truth is, there are countless opportunities out there. Don't hold back from applying for that leadership role – challenge stereotypes by demonstrating your true talents. Show your confidence, prove your worth and gain the experience of putting yourself out there!

Gabby Guerra Ceron, incoming executive director, Al Éxito

As a queer, immigrant Latina and first-generation college graduate, I grew up making myself small, not drawing attention and never asking for too much. I internalized self-doubt, especially as a young woman in leadership.

In my mid-20s, I joined a leadership mastermind for women. Surrounded by women at various life stages, I observed how deeply self-doubt influences our ability to lead. That summer, I finally accepted I didn’t need to be perfect. I only needed to be brave. Brave enough to pursue dreams bigger than I’d imagined and not be the first person to tell myself no.

I practice this belief and witness its impact – especially in the eyes of young girls at Al Éxito. My first instinct is no longer to decline opportunities that put me in the spotlight or doubt my expertise. This practice of bravery has helped me show up with confidence and lead more effectively.

Kaity Patchett, executive director, Capital Crossroads

A former supervisor once introduced me to a client by saying, “We love her because she’s motivated by the fear of failure.”

Not exactly my ideal icebreaker, but there was truth in it. Fear of failure is an all-too-common hurdle, especially for professional women facing imposter syndrome, societal expectations or hesitating to pursue leadership or entrepreneurial paths. If that resonates, you’re not alone. I’m navigating it, too.

But I’m reframing the narrative. Instead of letting fear of failure drive or define me, I choose to pursue excellence because I’ve proven I can deliver. I take calculated risks because I trust my skills and support system to help me navigate. I embrace a growth mindset, seeing challenges as opportunities to learn and improve rather than ruminate. And, importantly, I’m committed to helping other women do the same.

Katie Patterson, founder and CEO, Happy Medium
Nobody ever called me a “female lifeguard” or a “female account coordinator.” It wasn’t until I became a CEO that people began introducing me as a “female CEO.” That’s when I noticed the gender gap in leadership wasn’t about ability – it was about perception.

At that moment, instead of shrinking from the label, I felt a shift. I recognized that if I didn’t step up and lead confidently, the narrative would stay the same. So I stopped letting qualifiers define me and focused on my impact, vision and the unique perspective I brought to the table. Even if people have a preconceived notion of how females should act versus a general CEO, I lead from my heart and ignore those notions. Those expectations aren’t always easy to ignore, but part of leading the path for future women leaders is focusing on the work and not the noise.

Nielsen named next Food Bank of Iowa CEO. Food Bank of Iowa’s board of directors has appointed Tami Nielsen as its next president and CEO. Nielsen has served as interim CEO since Jan. 1, after the retirement of Michelle Book, and will assume her permanent role June 1. Nielsen joined Food Bank of Iowa in 2016 as a regional partnership coordinator. Since then, she has served as regional outreach manager, vice president of partners and programs and vice president of operations before becoming chief operating officer in 2023. She is the food bank's fourth leader since its founding 43 years ago.

Des Moines halts efforts to hire more female police officers in wake of Iowa DEI ban. Des Moines is withdrawing from a national program that aims to recruit and retain more women in law enforcement. The move comes as cities and counties in the metro take a second look at their diversity, equity and inclusion programs in anticipation of a new law that imposes restrictions on those efforts across Iowa. The bill, which Gov. Kim Reynolds signed on May 27, seeks to root out DEI initiatives, policies, programs, hiring and school acceptance practices from governmental entities and public higher education institutions. The law puts Iowa among other GOP-led states that have joined President Donald Trump's push to dismantle DEI efforts across the public sector and pressure the private sector to follow suit.

Doctor Deception: How these Iowans learned their mom's doctor was their biological father. A recent three-part series from the Des Moines Register explores the case of Dr. John H. Randall, a University of Iowa obstetrician-gynecologist in the mid-20th century who allegedly used his own semen without patient consent in artificial insemination procedures. Five of his adult biological children, who had uncovered the unknown biological connection to Randall through direct to consumer DNA testing sites, filed suit against the state. The Iowa Supreme Court ruled that Iowa's Fraud In Assisted Reproduction Act couldn't be applied retroactively, leaving the children to grapple with the knowledge of their true paternity and wondering what exactly happened to their mothers.

Iowa DNR specialist keeps the ‘bugs’ happy to make wastewater treatment plants running smoothly. Iowa wastewater treatment plants rely on bacteria and bugs to clean wastewater, and senior environmental specialist Michele Smith is charged with keeping those bugs happy. Smith works for the Iowa Department of Natural Resources and oversees a team that monitors 265 treatment plants in northeast Iowa. She followed her dad, who worked as an engineer for the Iowa DNR, when she joined the organization in 1997. “They are very specialized zookeepers,” Smith told the Cedar Rapids Gazette of wastewater facility operators. “They're scientists. ”

The Business Record recently announced its 2025 innovationIOWA Award recipients.

The Great Outdoors Foundation, a nonprofit aiming to advance conservation through innovation, collaboration and stewardship, is the Lean TECHniques innovationLEADER of the Year.

The innovationENTREPRENEUR of the Year is Emily Steele, CEO and co-founder of the venture-backed marketing platform Hummingbirds.

CEO Hannah Inman leads the Great Outdoors Foundation, including its Conservation Acceleration Fund. The fund is designed to maximize investments in water quality by using private donations to help conservation projects meet public grant match requirements.

Steele’s company Hummingbirds pairs local content creators with local and national brands to create word-of-mouth marketing, The startup has raised over $10 million to date from investors including Allos Ventures, Ground Game, M25 Fund, InnoVenture Iowa Fund, ISA Ventures, Next Level Ventures, AltiVentures and Homegrown Capital. Starting in Iowa, the company now serves 22 cities nationwide.

Each winner will be profiled in the 2025 innovationIOWA Magazine. You can celebrate the winners at our luncheon on July 10 at the Des Moines Heritage Center. Here is one question we asked them:

How do you describe innovation in your career?
Steele: For me, innovation isn’t just about building something new, it’s about building something better. In my career, innovation looks like listening closely, seeing patterns others miss and creating solutions that feel personal, intuitive and scalable. Whether it’s through technology that connects brands to real people or reimagining how communities shape commerce, I aim to innovate in ways that are both disruptive and deeply human. Innovation is also about asking better questions: What if it looked different? What if it worked better for women, parents or people outside the coasts? That curiosity is at the heart of everything I build.

How do you define innovation as an organization?
Inman: Most people think of conservation as this stagnant ideal. You’re preserving and reverting things back to their natural state. But we really see innovation within the conservation space as finding new ways to accelerate the pace of conservation. We do this by taking advantage of unlikely partnerships, really providing listening and finding new ways to make things happen. We don’t assume that we know the answer to things, we really want to listen to our partners to hear what they’re saying and to find new ways to make a big impact.

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