Women leaders in HME: ‘This is kind of cool’ 

• Trend toward diversity: The HME industry is catching up with wider trends, and more women are taking high-profile roles. A mobile workforce seeking cultural alignment is driving this shift.
• Educational opportunities: Over the past decade, educational opportunities have expanded, including stronger master’s programs in health administration. Women now have more options for pursuing management careers.
• Support and empowerment: Women leaders face biases and pay gaps, but there’s growing support for them. Fostering an inclusive management style and embracing technology are essential for success.

YARMOUTH, Maine – There’s been a surge in women taking high profile roles at HME companies, a shift that could reshape workplace culture and drive innovation. 

Most recently, Suzanne Foster took the reins as CEO at AdaptHealth in May, and Robin Menchen was named president and CEO at Rotech Healthcare in February. More broadly, women now hold CEO roles at 10% of Fortune 500 companies. 

“I think there have been wider trends for some time and the HME industry is beginning to catch up,” says Katie Stevens, CEO at Reliable Medical and 2021 HME Woman of the Year. “There’s a workforce today that is more mobile and that is looking for cultural alignment. A desire for certain types of environments is going to drive a shift toward diversity, so it’s natural that you see more women taking on those positions.” 

‘Just more options’ 

Women have more ways to pursue careers in management than they did even a decade ago, says Michelle Jensen, who became president & CEO of CarePro Health Services in 2015 and then president and CEO of its parent company Rayser Holdings, when it formed in 2018. 

“I think it’s a combination of, there’s just a lot more educational opportunities – master’s programs in health administration have gotten much stronger, for one,” she said. “And then, we talk to a lot of people that want to pursue health care, a lot of whom are women or older clinicians who decide to go back to school and go into the management side of it after being nurses, for example.” 

There’s also simply more support now for women pursuing leadership positions, says Gayle Devin, who’s held CEO roles for about 21 years, including her latest at Home Care Delivered. 

“Early in my career, I was dealing with the biases and the pay gap and the categorization that women are weak and emotional,” she said. “I felt I really had to work harder than the males to prove myself.” 

Early in her career, Devin was told not to take her job personally – advice she says she ignored. 

“If I don’t take it personally, then I’m not taking it seriously,” she said. “I’m a very collaborative and inclusive leader and I think my management style has become more participative and empowering.” 

‘An industry in need of innovation’ 

More diversity in leadership positions brings new perspectives to how things are done – or could be done. Stevens strives to create an environment where people feel comfortable “throwing out ideas.” 

“HME is an industry in need of innovation,” she said. “I think everyone is looking for new models and leaning into technology. We have to look at ways of working smarter but also supporting one another and fostering creativity. Thinking outside the box we can achieve not only success, but profitability, better team environments and, ultimately, a better client experience.” 

‘Getting that balance’ 

More typically, women must also juggle the demands of work and family life, something that women in leadership positions not only try to encourage, but also model, says Danielle Schwiebert, executive director at CarePro Health Services. 

“It really is about getting that balance – can I get to every kid’s event? No,” she said. “But I get to most of them. My team all know they can reach out to me, and I always push others to do the same.” 

Advances in technology have been both helpful and harmful in helping women in leadership positions maintain that balance, says Jensen. 

“It’s hard to leave early at times, but really, it’s all in our heads,” she said. “I think you need discipline and a lot of common sense (about when to disconnect).” 

‘This is kind of cool’ 

The majority of Schwiebert’s team is currently female – something that job candidates take notice of, she says, and will hopefully pave the way for more women in leadership positions. 

“When we do (hiring) interviews, I’ve had several say notice and say, ‘This is kind of cool,’” she said.