In celebration of Women’s History Month, Steptoe & Johnson presents the fifth installment of our “Women Who Inspire” series, featuring female leaders who will share reflections on women empowerment, opportunities for professional women now and in the future, and the women they have looked up to throughout their careers.
Barb Smoot currently serves as the President and CEO of Women for Economic and Leadership Development (WELD), a nonprofit organization that supports and advances women’s leadership development and business growth. As an executive with over 20 years in financial services and a former Fellow in the Society of Actuaries, Barb gained extensive experience in strategic planning, profit and loss center management, line responsibilities, product management, and business development. Barb is on the board of the Ohio Bar Liability Insurance Co., where she is a member of the claims, nomination, and audit committees. She chairs the Advisory Board of Western Governors University Ohio, a nonprofit online institution with over 5,000 enrolled students statewide and over 400,000 graduates at the national level. Barb is a 2020 YWCA Columbus Women of Achievement honoree. She earned a B.A. in physics from Amherst College.
Initially, I thought my biggest success was earning my fellowship in the Society of Actuaries after passing the exams. However, upon reflection, I believe my greatest achievement was becoming CEO of WELD. This role has given me the opportunity to give back to the community, uplift women, and create pathways for their success by removing barriers that often hinder progress. Being able to shape and invest in the next generation of women leaders is a gift that I have unwrapped carefully and have treasured immensely.
I encourage women to create a personal board of advisors. None of us has all the answers, and we can sometimes be our own worst enemy in making career decisions. A group of trusted advisors can provide honest feedback and help navigate tough conversations with colleagues and bosses. I strongly encourage women to take more risks, especially early in their careers, as new challenges lead to growth, even if they don’t pan out as expected. Lastly, getting involved in the community is essential, forming the “third leg of the stool” alongside work and home life. Community engagement offers leadership opportunities and a chance to give back outside the workplace, enriching personal development while making a positive impact on the world.
Pay equity is a stubborn problem with more than one solution. First, employers should stop asking for salary history and pay what the job is worth — there’s no need to base compensation on past earnings. Second, conduct pay audits to assess equity across gender, ethnicity, roles, and levels, ensuring fair and consistent pay. Companies should also embrace transparency by publishing pay bands, perks, and benefits. Keeping pay practices secret perpetuates inequities, but openness and accountability can drive meaningful change. As the saying goes, sunlight is the best disinfectant.
I’m optimistic about everything and love to say, “Flip the script.” Challenges are inevitable, but what matters is how we respond. I’m especially bullish about more women, particularly women of color, starting businesses, advancing in corporate spaces, and making a difference in nonprofits. Their achievements are inspiring. We cannot let things beyond our control stop us from doing the best we can with the resources, influence, and passion we have.
Addressing the lack of diversity in the C-suite requires both short-term and long-term solutions. Research shows that women and people of color often miss their first promotion into management, creating a broken rung on the career ladder. Fixing this gap by promoting diverse talent into management roles is essential for building a stronger pipeline to leadership. In the short term, companies must ensure that diverse groups are involved in decision-making processes for C-suite roles. A diverse decision-making team increases safeguards against bias and brings broader perspectives, more robust evaluations, and access to wider networks. Long-term success depends on addressing systemic issues in management-level promotions and ensuring that diverse talent is given the chance to advance and thrive. Both approaches are critical for creating meaningful change and injecting more rigor into the pursuit of putting the best person in the job.
Melissa Judd is Deputy General Counsel at Westlake Corporation, a global manufacturing company that specializes in performance and essential materials as well as housing and infrastructure products that are integral to a variety of consumer and industrial markets. In her role, she leads a team of lawyers and professionals in compliance, privacy, corporate communications, and legal operations. Prior to joining Westlake, Melissa was a shareholder at Littler Mendelson, P.C., an international labor and employment law firm. When not at work, Melissa enjoys spending time with her husband and three children (ages 17, 15, and 7).
I am proud of two major accomplishments in my career. First, achieving my childhood dream of becoming a partner at a law firm — a goal I had envisioned since I was around 7 or 8 years old. I did not have family members who were lawyers, and I did not know any lawyers, but as a kid I had an idealized view of what it meant to be a lawyer and a law partner in a firm. When I became a law partner, I realized a childhood dream, and it was so gratifying. My second proudest achievement included taking a leap of faith and deciding to make the transition to an in-house counsel role six years ago and subsequently being given opportunities for promotion at Westlake. Unlike the clear path I had envisioned to become firm partner, I was uncertain about the trajectory of an in-house career. Despite the uncertainty, I have been blessed with opportunities that have helped advance my career, and that has been exciting.
I believe in the value of hard work and good work, and that a meritocracy rewards those who put in the effort. My primary advice to young female lawyers is to always give your best and strive for excellence. Equally important is leveraging interpersonal skills to build meaningful relationships — not just with peers, but also with mentors who can provide guidance and opportunities for growth. Many of my mentors emerged naturally from those who recognized and appreciated my dedication, and entrusted me with more responsibilities, from allowing me to engage directly with clients as a junior associate to presenting to boards of directors in my role today. And finally, view your career as a continuous learning journey and gain insights from those who are more experienced and knowledgeable, with the goal of becoming just as effective and capable in your own right.
Pay equity remains a significant issue, with disparities appearing in various ways. A key challenge is ensuring sufficient representation for women in decision making roles, where they can have equal influence alongside men in shaping compensation structures. Decision-makers play a crucial role in addressing and bridging the pay gap across different positions within an organization. While employers have made efforts to promote pay equity, underlying systemic issues continue to affect the opportunities available to women, ultimately influencing their compensation. The persistent pay gap for women is rooted in historical and structural challenges that require deeper analysis and corrective action.
Women face significant challenges in their careers, often due to societal expectations that position them as primary caregivers at home. This push and pull can lead many women to choose different career paths, slow down their progress, or postpone their professional goals to prioritize personal and family well-being. These decisions, while equally valuable — if not more important — can impact career advancement opportunities. Addressing these challenges requires greater representation and the creation of flexible workplace policies that support women in balancing their professional and personal responsibilities. Providing such opportunities can enable women to continue advancing in their careers without having to sacrifice their family commitments.
My mom has inspired me. She was pregnant with me at 15 and had two more children in the next seven years. My dad was also young, and my parents divorced when I was seven. We struggled, but my mom was a hard worker and had tremendous grit. She had a job that required her to be up by 5 a.m. and at work by 6:30 a.m. She typically wasn’t home until 5:30 p.m. She taught my siblings and me a lot about responsibility and accountability and how to get things done and be independent. She instilled in me a strong work ethic, and, not surprisingly, she still works hard today. She says she’s amazed by me, but I’m more amazed by her. It is incredible to think about her struggle that included becoming a teen mother, not being able to complete high school or go to college, and working to successfully raise three children who were all able to obtain postgraduate degrees.
Pam Cortese has chartered a path in the oil and gas industry and serves as the President and CEO of TCO Land Services, a company recognized for its technological innovation and leadership in land services for the energy industry. She is well regarded for her business skills and her leadership, both for TCO and within the broader community of land professionals. In December 2023, Pam was recognized as “Landman of the Year” by the Denver Association of Professional Landmen. Pam’s impressive career in the petroleum industry, marked by her knowledge and commitment to ethical standards, has made a profound impact on the industry.
Under Pam’s leadership, TCO has adapted successfully to changing market conditions and has helped modernize the delivery of land services with technological innovation, setting new standards for performance, quality, and client service. She is fiercely dedicated to achieving excellence and often rolls up her sleeves to help the team meet and exceed client expectations. Pam’s dedication to charity is evident in the many organizations that her company sponsors. She is the very definition of a “giver,” dedicating her time, resources, and care to her community and those around her.
What do you consider the greatest success in your career?
Definitely my tenure at TCO Land Services, I came in with an extensive oil and gas background, but no land experience. I started out as a land technician and was quickly promoted to Landman, then Project Manager, and then my promotions continued, to Junior Partner, then Senior Partner and finally to President and CEO. It was a quick rise. All my experiences in different roles that I’ve had in the oil and gas industry since my career started have contributed to, I believe, my success. I think, in general, all of one’s life experiences, good or bad, contribute to their successes.
What advice do you have for younger female professionals who are navigating through their career?
For most of my career, I was a single mom. Navigating through a career as a woman is hard enough, but especially when you’re a working single mom. It’s such a balance that you want to strike, but it can be done. You need to surround yourself with strong managers who understand your role as a mother and all the challenges that come with that being an equally important priority. I think that it’s most important that young working women who have kids should understand and strive to have balance. I was fortunate enough to have those types of managers who supported me, and I don’t think I would have worked for anyone who didn’t understand, appreciate, or embrace my insistence on making sure that I could be a strong worker but also a good mom.
What organizations do you support that empower women?
I am a member of WOGA, which is Women in Oil and Gas Association. TCO also sponsors WEN, Women’s Energy Network, and one of our sales team employees is a WEN board member. We also participate in sponsoring the WEN Women in Shoes event held annually in Midland, Texas, that supports the Midland Rape Crisis & Children’s Advocacy Centers.
What are your thoughts on pay equity for women? If you believe it’s an issue, how might it be addressed?
I certainly don’t practice any pay inequality with the women I hire, both as employees and contractors. I think the oil and gas industry has come a long way to remedy this. I also think that transparency with pay helps, and women need to insist on pay equality, and if they don’t feel like they’re getting it, they need to move on because there are other opportunities out there. But if we as women don’t stand up for pay inequality, then it will continue.
Who are the women who have inspired you?
There have been so many and continue to be so many. My mother, who never worked a day in her life until after my dad died and after she raised kids, was brilliant. My daughter, who is a single mom and inspires me every day, makes me so proud of what she is doing in her career (she often gets the feedback “You’re killing it, Maghen!”). My mentor at TCO not only inspired me but also lifted me up to where I am today. The women who work for me inspire me every day and they are some of the smartest, most organized women in the company. I’m also in a leadership group of presidents and CEOs that has some of the strongest women I’ve ever met. I’m generally in awe of what they do. I encourage all women to emulate this and surround yourself with amazingly strong, brilliant women.
If you could give yourself one piece of advice, or give a piece of advice to your younger self, what would that be?
I would have extended my schooling as best as I could and driven myself as much as I could in education and continual learning. I didn’t do that, and most of my experience just came from working hard and hard knocks, but I think it’s so important for young women to get a solid education and try to continue whatever career path they choose. But if you’re continually learning and pushing yourself and driving toward learning and experiencing new things, then I think that will drive your career no matter what area you go into.
As co-founder of the Wing 2 Wing Foundation, Alys has helped lead positive change in West Virginia through the foundation, Ascend WV, and the Brad and Alys Smith Outdoor Economic Development Collaborative. Alys supports and facilitates many philanthropic activities that increase access to education, open entrepreneurial doors, and preserve and promote the natural environment of Appalachia. Additionally, Alys is passionate about her role and platform as the First Lady of Marshall University in supporting women’s equality and empowerment. Her goal is to empower women in Appalachia and beyond to realize their full potential on whatever path they choose. With this goal in mind, she founded the Women Warriors Summit in 2023 in Huntington, West Virginia, an event that taught women how to have courageous conversations on the difficult topics they face at home or at work. Alys will continue hosting this event each year on a variety of topics that will help women become the best versions of themselves.
As a certified mediator and licensed attorney, Alys seeks justice for all, regardless of social or economic status. Since 2005, she has worked with several nonprofits focused on education and adolescent counseling, and she served as a mentor and as a CASA (Court Appointed Special Advocate) for young women. She also serves on the boards of the New Opportunity School for Women in Berea, Kentucky, and the Education Alliance and Clay Center in Charleston, West Virginia. Alys is the co-chair of the Rockefeller Neuroscience Institute Philanthropy Leadership Council.
As an attorney, Alys spent her career working for the Ohio Attorney General and several law firms in Ohio, Connecticut, and New Jersey, and she was recently admitted to the West Virginia State Bar. She currently serves as a guardian ad litem representing the best interests of children in abuse and neglect cases across West Virginia. Alys received her B.S. from The Ohio State University and her J.D. from The University of Akron School of Law.
Alys is also the dedicated mother of two adult children, Devon and Payton.
What do you consider the greatest success in your career?
One of my greatest achievements has been to bring the Women Warriors Summit to Huntington, West Virginia. As a lawyer, I’ve worked with women of all backgrounds. I’ve been so inspired by their personal stories — stories that have stuck with me and shaped me in some way as I’ve taken on new opportunities in my career and personal life. I had that “aha” moment when I moved to West Virginia. Wouldn’t it be great to get as many of us in a room together here to help each other and lift ourselves up? When we feel empowered, we’re more successful. That’s what the Women Warriors Summit is all about — helping women learn new skills to improve their lives and feel more confident in what they do each day, whether going to work or being a caregiver at home.
During our first Summit in 2023, we had a fantastic turnout of women attendees from all different backgrounds. By the end of the event, I received so much great feedback. These women felt they were part of a tighter community, all seeking to better themselves and learn new skills they could take home with them. And that’s what I aimed for when I created the Summit, focusing on the important things to women in every facet of their lives. Because it’s important to support all women — not just an elite group. So whether someone is a corporate worker, a stay-at-home parent, or retired, everyone’s voice matters, and there is still so much opportunity for empowerment. Knowing that I can impact so many women makes me feel like there’s nothing more important to do in life — aside from raising my children, of course!
What advice do you have for young female professionals?
I get this question a lot, and my answer is always the same: Just play golf! No, I don’t mean the actual game. But in golf, success comes from keeping your head down, focusing on your mechanics, and tuning out distractions. You can’t control the score or what other players are doing — you can only control your own game. The same principle applies professionally. If you’re constantly looking for the next job, you’re not fully present in the one you have. You’re missing opportunities to hone your skills. Instead, focus on excelling where you are, and success will surely follow.
For young women just starting their careers, confidence is key – even if you have to fake it at first. In my first job after law school, I was immediately thrown into trial work. No matter what deposition or trial came up, I had to be well prepared and act like I knew exactly what I was doing. The amazing thing? People believed me. Soon enough, I believed it too. Confidence attracts people — it makes them listen to you, follow your lead, and take you seriously. In the end, it will get you further than you think.
What organizations do you support that empower women?
I serve on the board of the New Opportunity School for Women in Berea, Kentucky, an organization dedicated to helping women reclaim their lives through education, vocational training, and personal and professional development. Many of the women we support have faced incredible hardships like incarceration, abusive relationships, medical issues, or the overwhelming demands of caregiving. Some come from rural areas where basic necessities like plumbing and electricity were never guaranteed. Others have spent years in abusive situations where they didn’t know a different path was possible. This program is about helping women find themselves and move forward with a renewed purpose through education and training.
Where do you see the biggest opportunities for women in business?
Sheryl Sandberg’s Lean In started an important conversation about women in leadership, pushing us to take up space, speak up, and go after what we want. And she’s right — women belong at the table. But over time, I started asking myself, why is the burden always on women to change? Why do we have to push harder and fight more just to get a seat? Marissa Orr’s Lean Out takes this further, questioning whether the real issue isn’t women’s ambition but the fact that workplaces just weren’t built with us in mind.
The truth is women don’t need to change. We already have everything it takes to lead. But for too long, success has been defined by a narrow, masculine idea of leadership — one that tells us we need to be tougher, more aggressive, or less “emotional” to succeed. That’s nonsense. We should be able to lead in a way that’s true to who we are. We have empathy, we have intuition, and we have the ability to bring people together. These are our opportunities or, as I call them, our superpowers.
The biggest opportunities for women in business are in leadership. However, I think there’s still work to be done in corporate culture to recognize the value that women bring instead of forcing us to fit into a masculine idea of success. As it stands, there’s not a lot of balance, and many women may not naturally choose a C-suite position because it doesn’t work with the laundry list of responsibilities they are expected to carry outside work. Women make great leaders, decision makers, and problem-solvers. But for too long, success has been defined by a narrow, outdated mold that doesn’t reflect the way we lead.
Who are some women who have inspired you?
Justice Ruth Bader Ginsburg once said, “Fight for the things you care about, but do it in a way that will lead others to join you.” And that’s exactly what she did. She knew how to make a case, and, more importantly, she didn’t argue for the sake of arguing. She laid out facts so clearly, passionately, and logically that there was no room for debate. That’s what I admired about her most. She was always prepared, always eloquent, and always 10 steps ahead. Her arguments and dissenting opinions were just fantastic. She’s a role model for every woman who’s ever had to stand her ground.
I also really admire Amal Clooney. She’s brilliant and impressive, and she takes on some of the hardest cases in human rights law. And sure, she’s married to George Clooney, but no one thinks of her as his wife. She’s her own person who has made her own success. She once said something that still sticks with me: “As women, we may not be a minority, but there is a bond that we all share. It is not a bond of geography or religion or culture. It is a bond of shared experience, experiences that only women go through and struggles that only women face.”
How can we create more opportunities for women to be involved in the C-suite?
Companies need to do their part by rethinking what leadership looks like. If businesses want more women in executive roles, they need to create workplaces that recognize different leadership styles and support balance. Women already have what it takes to lead, and it’s time for companies to catch up.
At the same time, it’s up to us as women to lift each other up. The more we support each other, the more opportunities we create — not just for ourselves but also for the women coming up behind us. Remember, it’s not a competition. Comparison can either push you forward or hold you back. They say that comparison is either the torturer or the teacher. If looking at a successful woman in leadership inspires you to go after what you want, that’s great. But if it makes you feel like you’re falling short, that’s the wrong way to look at it. The key is to focus on building a career that your future self would be proud of — one that aligns with your strengths and ambitions.
Ultimately, the more we support each other, the more opportunities we create.
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