The fourth and final session of the 2026 Healthy Green Schools & Colleges Virtual Summer Summit brought together a panel of women leaders in custodial and facilities operations for a candid conversation about career pathways, leadership development, barriers, mentorship, and what it takes to grow into leadership in a field that has historically been male-dominated.
The panelists were:
- Ada Baldwin, Director of Environmental Services at North Carolina State University
- Aneta Mistak, Director of Operations at Township District No. 214
- Melissa Salinas, Custodial Director at Rice University
This final conversation created space to hear directly from women leaders about how they entered the field, what they learned along the way, and how they are helping others take the next step in their own careers.
A major theme of the conversation was that leadership careers in custodial services often begin in unexpected ways. Panelists described entering the field through different paths, including administrative support, hospitality and human resources, entry-level cleaning work, healthcare environmental services, airport operations, and school district facilities roles. Some stepped into leadership because someone else saw potential in them before they fully saw it in themselves. Others moved forward because they needed to support their families, pursue stability, or wanted to take on a new challenge.
In several stories, a supervisor, mentor, or colleague encouraged a panelist to apply for a role, return to school, step into supervision, or consider a leadership path. These moments prompted by the mentorship of others changed the course of panelists’ careers.
The panel also discussed the barriers women continue to face in custodial and facilities leadership. Panelists described being underestimated, having to prove themselves repeatedly, and facing assumptions about whether women can handle emergencies, high-pressure situations, direct communication, or complex operational responsibilities. The panelists also discussed the double standard women often face in communication: male colleagues may be seen as direct or decisive, while women using the same tone can be labeled difficult, emotional, or aggressive. The panelists also noted that the field is changing, with more women are stepping into management and operations roles.
The panel shared how to learn from people who dismiss or underestimate you. Their advice was to not let one person’s inability to see your value define your path. Additionally, sometimes a dismissive leader can become an example of what not to do. Someone else’s behavior can clarify the kind of leader one does not want to become.
The conversation also emphasized the importance of finding a variety of opportunities for learning. If one person will not teach you something, someone else might, and a broader network can offer guidance, knowledge, and encouragement. The panelists shared the importance of ‘keeping moving, staying professional, and not letting discouragement become the end of a story.’
The panelists also shared how they built credibility when stepping into new leadership roles. Their strategies included observing before making changes, listening carefully, being honest about what they did and did not know, respecting the expertise of longtime employees, and showing up consistently.
The panel closed with a discussion about how current leaders can identify and develop future leaders within their teams. Panelists look for employees who bring ideas forward, take initiative, go the extra mile, show curiosity, and express interest in growth. They also emphasized that not everyone wants to become a supervisor, and that is acceptable. Leadership development should begin with honest conversations about each employee’s goals.
As the 2026 HGSC Virtual Summer Summit came to a close, this conversation served as a reminder that healthy, green schools depend on strong standards and systems, as well as strong leaders who are willing to grow, support others, and open doors for future leaders.