"Male-dominated" is still a term that aptly describes the convention center industry, at least when it comes to who is at the helm. Convene wanted to know: Why is this the case? What's the outlook for the next generation? What catalysts are necessary for change? Here's what six prominent convention center managers - who happen to be women - had to say.

Convene: Why do you think there currently are so few women in the top position at convention centers?

Carol Wallace President and CEO, San Diego Convention Center Corp.
A shortage of mentors has, in my opinion, been one of the most significant impediments to women in breaking through the glass convention center ceiling. There's also the issue of two-career families. Traditionally, if a woman is recruited for the top position at a convention center and the spouse isn't willing to move, she's out of the running.

Reba Pittman Walker CEO and General Manager, Washington Convention Center Authority Unfortunately, there remains the perception that the convention center segment of the industry is male-dominated in general and white male-dominated in particular, and that breaking into it would therefore be a very difficult task. It still amazes me how many people assume it's a given that the male is automatically in charge. Not long ago, my husband accompanied me to an industry event and at least one person walked up and introduced himself to him, thinking he was the one involved [with the event] rather than me.

Dittie Guise Chief Operating Officer, Pennsylvania Convention Center
It's no secret that heading up a convention center is a complex, difficult job. From what I have seen, the majority of individuals involved in recruiting for the top convention center position still believe men are "tougher" and more prepared for the challenge than are their female counterparts.

Peggy Daidakis Executive Director, Baltimore Convention Center
Most convention center managers come to that position from the operations side - it's a natural transition. However, we still see far more men in operations than we do women, who traditionally have gravitated toward sales and marketing or customer service. There's still a bit of an "Old Boys' Network" in place as well; breaking through it is not a simple task. Interestingly, though - and I'm not sure why this is the case - the number of women in the top slot at convention centers is greater than the number of women in the comparable spot at stadiums, arenas, and performing arts centers. So, we are ahead there.

Gretchen Landrum, CMP Executive Director, Northern Kentucky Convention Center
I think it's history, more than anything else. A majority of men who are convention center leaders have been in their roles for a long time. As a result, women haven't had the leeway to rise to the top. At the same time - and I truly hate that it's so - many women have allowed themselves to be caught up in the whole, "There's an Old Boys Network, they aren't going to let me in so why should I even try?" mentality.

 Leticia Peralta Davis CEO, Metropolitan Pier and Exposition Authority (owner and operator of McCormick Place and Navy Pier)
There's been a tendency to focus too much on what has not been done in advancing the careers of women in the convention center industry, versus what has been done and the fact that yes, doors are starting to open up to women. That focus has held us back.

Convene: Are doors to the convention center top indeed opening wider to women? What steps should any female who wants to go in this direction take in order to move herself along the continuum?

Wallace: Things are definitely changing. Hiring authorities are beginning to appreciate the value of female leadership; it helps us that it's happening not only in the convention center industry, but in other traditionally 'male' industries. Finance is a good example. Every woman who aspires to ascend the convention center ladder needs to take a deep breath and step up to the plate, realizing that there's no such thing as an automatic strikeout anymore just because she happens to be female.

Pittman Walker: Yes, the doors are cracking open, but it's imperative that women push the envelope by engaging in as much self-promotion as possible. When they apply or are recruited for positions, they need to shamelessly say, "This is what I have accomplished and this is how I can apply it in a convention center setting, to make that facility the best it can be." We can't afford to sit back and wait for them to ask the questions, as many [women] have for years and years.

Guise: There's no doubt that the outlook for women in convention centers is improving. However, it behooves every woman to leverage that improvement by working doubly hard to prove herself, to establish a track record and to face challenges head on. I believe women who thrive on challenge have the best chance to get through the door first.

Daidakis: Although the field remains dominated by men, I think fewer women today automatically assume that they're going to be in sales and marketing or customer service forever. They'll at least consider the operations side, which as I mentioned is where most convention center heads come from. But if there's one thing women need to do better in reaching the top in the convention center sector, it's not just considering the idea of going into operations or expressing interest in a high convention center position. It's quite literally taking an "in your face" stance with whomever is making the decisions - letting them know you really want it rather than you'd take it or leave it.

Landrum: The balance is absolutely shifting. For starters, many of the men from the "Good Old Boys" convention center management network are retiring; the next "layer" of candidates for their positions is more of a mix of men and women. In addition, women are becoming a little more aggressive about pursuing higher-level convention center jobs. There also seems to be more of a willingness among boards of directors to look beyond gender lines to find the best person for the job, instead of to follow the reasoning that a position was held by a man and should automatically go to another man. This last point is one women really should remember in trying to advance within the convention center realm - or any business realm. Just because a man always did the job, doesn't mean a woman cannot do it as well or maybe better. We need to feel confident in standing up for our own abilities. It's also essential for women to stop avoiding the ranks that seem closed to them. For instance, instead of shying away from the "Good Old Boys," they would do well to network with as many of these individuals as possible and to learn from them. They can then apply this knowledge to proving themselves and to exceeding their own expectations when it comes to performing their jobs.

Peralta Davis: Increased opportunities for women are definitely opening up as the old guard wind down their careers and the individuals who are selecting their successors open their minds to the new dimensions women can bring to the table. For every woman, communication is and always will be the key to capitalizing on the expanding breadth of convention center management opportunities. This means networking on a national and even an international level with anyone who makes hiring decisions - grabbing every chance to do so by attending hospitality association meetings. Given a choice between a candidate - male or female - with whom they've actually interacted and one with whom they haven't, the powers that be are going to look a lot more seriously at the one with the personal connection.

 Convene: Beyond efforts on the individual woman's part, what are the other essential catalysts for female ascendancy to the top of the convention center ladder?

Wallace: Certainly mentoring is at the top of the list. We need to be willing to give time to help the next generation prepare itself for an enhanced convention center presence on the operations/management side.

Pittman Walker: Women must be more careful to support each other. I am currently a member of an informal networking group whose other members include Carol (Wallace), Peggy (Daidakis), Dittie (Guise), and several other women who head up other facilities outside the convention center sector. We openly share the good, the bad, and the ugly, and it has benefited all of us. What we learn from our colleagues can be used to improve our own operations and in turn, our own images, but it also enhances the image of women managers across the board.

Guise: It starts with support. When I mention to the others in the group that I have an issue, nine times out of 10 at least one other person will have the same issue and at least one will offer suggestions for addressing it. Recently there seems to be a trend among the male population in the industry to be more open to the idea of helping and mentoring women on the convention center path. As we continue to prove ourselves, the trend will increase, it will become easier for women to move forward.

Daidakis: We need to treat each other like colleagues, not competitors, which means being very open about discussing what works and what doesn't for the greater good. Women also must encourage each other to think out of the box and to go for it - no matter what or how far-fetched "it" is.

Landrum: Along with mentoring, not dwelling on the negatives - and encouraging each other not to dwell on the negatives - will be a big plus. Equal pay is an example. In many cases women are getting paid less to do the same jobs as men. It's not right and it's not fair, but we shouldn't let ourselves or our colleagues allow that to stop us from making it known that we want to take charge on the convention center side or at least move into positions that will permit us [to move] toward that goal.

Peralta Davis: As I mentioned before, there will be further progress when women as a whole assume a more positive attitude about what can be done and what we can accomplish at our own facilities and for the industry. If we keep going back to the negative, that's what boards of directors, recruiters, and the like will remember when they are attempting to fill a position at the helm of a convention cente

r and we won't see the advancement that's so important for us as well as for the younger generation. Convene: What gender-related challenges do you face, or have you faced in your role and how have you dealt with them?

Wallace: For me it's been the usual challenge encountered by women in positions of leadership: Someone new, be it a customer or whomever, walks in and automatically assumes that a man is in charge. All I can do is to continue to correct the perception.

Pittman Walker: Many times over the years, I've had to remind myself that I'm not Superwoman, and that I don't need to be. Yes, I need to make decisions that are logically and factually-based, and for which I can be held accountable, and yes, I need to do my job as well as the male convention center head in the next city, but I don't have to be Superwoman.

Guise: I'd say it's been establishing a sense of cohesiveness not only among my staff, but also with unions and contractors. Let's face it; not all of them are accustomed to working with women. Constant communication with unions and contractors, as well as showing them that I will get done what I have promised to get done or that what I say will happen will indeed happen, has definitely helped. We're making headway. Recently we had the task of preparing for a sit-down event for 11,000 people, within a span of three-and-one-half hours. We needed union cooperation. Because of that cooperation, we got the job done, but without the cohesiveness it wouldn't have turned out as well as it did.

Landrum: I've only been in my position for a short time, so I haven't yet faced gender-based challenges in that regard. However, in general I do see some second-guessing from women in other professions. I'm 37 years old. They look at me and ask, "How old are you?" as if age and ability are related.

° Contributing Editor Julie Ritzer Ross is a freelance writer in Glen Ridge, N.J.