Accelerating Action: Women’s Voices in the Workplace

The “Accelerate Action” was the theme for International Women's Day 2025. It urged swift, decisive action to break down barriers holding women back. Projections show that, at the current pace, full gender equality won't be reached until 2158—making this call to accelerate progress more relevant than ever.

To contribute to this campaign and inspire concrete action, we interviewed two NSF female employees: Rafaella Cavalcanti, Account Manager for Specialty Services in São Paulo, Brazil, and Evelyn Valladares, Director of Global MSC Audit Management in Ann Arbor, MI. They shared their experiences, challenges, and perspectives.

For Rafaella, acceleration starts with clear and achievable goals. “Accelerating action means being objective when setting goals. There are many ways to support the cause, but focus is essential. To achieve results faster, it’s also crucial to ensure women in our communities also receive support, not just within the company.”

Support is a key word for Evelyn too. Drawing from her 16 years in the industry, she sees acceleration as an intergenerational responsibility.

“To me, accelerating action means recognizing the potential in the next generation of women and actively nurturing it. It’s not just about seeing their potential but providing the tools and resources to help them grow—support I didn’t always have. As a first-generation immigrant, I had to carve my own path. Now, I want to help elevate other women who may not have that support, giving them a step up so they don’t have to navigate it all alone.”

Rafaella illustrates breaking gender barriers in technical domains: “When I started in NSF, I didn’t know how to use Power BI, but I learned thanks to the great support from our team at NSF. I felt really proud that I could do that, because I wanted to create something to support the entire team. In the past, women wouldn’t have been so encouraged: especially when we’re talking about programming and data analysis, you generally see men running that kind of position.”

Evelyn’s experiences demonstrate the impact of direct mentorship on women’s career advancement: “At my last job, I mentored a colleague of mine so that she could take over my position when I left. But it was also about building her confidence, letting her know she could also become director. When she was promoted to that role, I felt like I was able to contribute to her success. Similarly, I have another colleague who was determined to become an IATF auditor but sometimes she would doubt herself. That was my opportunity to encourage her and let her know she’s as capable and qualified as everyone else. And I’m happy to say that she passed the exam to become an IATF auditor.”

Rafaella emphasizes the importance of genuine human connection: “I think it’s important to provide support also through active listening. Sometimes people talk to us, but we're not fully present. If we open our minds to different ideas and perspectives, creating more organic connections, we encourage others to speak up. This is such a small, but powerful action—just listening to what others have to say. It's vital at work because although we work for a corporation, we aren’t corporate, we’re people. We need to connect authentically regardless of gender. These organic connections inspire different approaches and create meaningful relationships.”

She notes how working at NSF has allowed her to practice active listening, drawing from her cultural background: “In Brazil, we’re very communicative. When talking to someone, we make them feel valued by giving our full attention to understand who they are beyond their professional role.”

Evelyn focuses on three practical actions:

1. “First, ensure everyone has a voice. As a leader, if you’re in a meeting, it’s important to remember that not everyone is an extrovert, so they might not speak up. Take time to ask quieter colleagues for their opinions, making sure their voices are heard.”
2. “Second, celebrate successes. As women, we’re often so task-oriented and focused on the next goal that we don’t pause to appreciate achievements. Celebrating successes boosts our self-esteem and confirms we’re heading in the right direction.”
3. “Third, be kind to ourselves. We’re quick to show kindness to others while being harsh critics of ourselves. The words we use when talking to ourselves truly matter.”

Rafaella finds her inspiration in the women who surround her daily: “I have many examples: my manager when I joined NSF and my current one, and also my mom, who, at the age of 50, just graduated in medical laboratory technology. When I saw her at her graduation surrounded by classmates just in their 20s, it was really inspiring.”

Evelyn identifies role models across different spheres: “Sarah Krol, our vice president of Food and Nutrition, inspires me with her polished demeanor—she speaks so eloquently and articulately, and I want to emulate how she carries herself. Then there’s Supreme Court Justice Sonia Sotomayor, a Latina woman who has risen to the highest ranks of influence and leadership. And finally, my mom—an immigrant who worked tirelessly for less than minimum wage to support her children. Whenever I face difficulties, I think of what she overcame, and I know I can handle my challenges.”

Rafaella intends to leverage her natural talent for building connections across the organization: “I have this ability to connect with people, so I intend to keep doing that. When you connect with people genuinely, you motivate them to do their best, to apply for new roles, and share important situations where they felt embraced and heard. This helps tremendously with women’s mental health. I will continue creating these supportive environments.”

Evelyn plans to focus her efforts on structured mentorship: “I feel such a strong desire to help mentor and coach. Currently, I’m mentoring university female students with their career paths, job interviews, and resume building. I want to do more of this while continuing to support my colleagues beyond their daily responsibilities by asking them ‘What do you want to do in this organization? What’s your dream job? How can we get you there?’ My role is to help them recognize their worth and understand that they deserve that promotion or new job title.”

The experiences shared by these women reveal that accelerating action for gender equality requires both everyday interactions and systemic transformation. Personal connections and formal organizational structures must work together to create environments where women can thrive. Mentorship emerges as a powerful catalyst for advancement. Whether through informal connections, career guidance from managers, or structured programs, it helps women navigate challenges and seize opportunities, opening pathways for growth.