The PHC wholesale industry — like many skilled trades and their supply chains — has long been dominated by men. Yet, as companies seek to diversify and strengthen their workforces, the conversation often centers on mentorship as the tool to bring women into the fold. While mentorship has its place, it is no longer enough. What women in this industry need most are allies, not only mentors.

Allyship vs. mentorship: The critical difference

Mentorship is typically passive. It often involves giving advice, sharing stories or offering a sounding board. While that can be meaningful, mentorship alone doesn’t challenge the systems or behaviors that can isolate women in the workplace.

Allyship, on the other hand, is action-oriented. Allies use their influence to open doors, correct bias, amplify women’s voices in meetings and challenge norms that can keep women on the margins. An ally doesn’t only talk to you about the game — they get in the game with you.

Alliances help drive structural and cultural change. Mentors may offer support behind closed doors; allies help reshape the room so women are not only present, but heard, respected and advancing.

Dottie Ramsey was never really my mentor

For years, I called Dottie Ramsey of Modern Supply in Tennessee a mentor. It was only later that I realized she was never truly a mentor; she was an ally in every sense of the word.

Dottie opened doors for everyone — men and women alike — but she had a way of seeing the people that others overlooked. She pulled me out of the shadows of my corporate counterparts at buying group meetings and industry events. She didn’t only encourage me; she positioned me. She didn’t only give advice; she gave me visibility. Dottie made it clear that there was a seat at the table for me — all I had to do was take it.

Her example continues to guide how I advocate for others in this industry. Mentorship shaped my confidence. However, allyship changed my career.

Ned Atkins and the upside-down pyramid

Another true ally in my journey was Ned Atkins, my boss at The Keeney Mfg. Co. His title was vice president of commercial sales, but to me, he was also an architect — someone who designed not only roles, but futures.

He once described my opportunity at the company as an “upside-down pyramid.” In his view, success wasn’t about climbing to a narrow peak and stopping there — it was about expanding outward, broadening my reach and touching as many people in the industry as possible. He believed that doing so wouldn’t only make me stronger, it would make the entire industry stronger, too.

Ned didn’t limit my path; he multiplied it. And yet, despite being in those same trade show booths, buying group shows and boardrooms, most people assumed I was part of the “family” — his daughter, even — because historically, the only women at these events were assumed to be family members of the owner or founder. The idea that a woman could be there as a leader in her own right was still foreign to many.

Ned never tolerated that assumption. He corrected it when necessary and, more importantly, he made sure I had the authority and credibility to do it myself.

When praise backfires

Well-meaning industry leaders often say things intended to encourage women. However, when these words are rooted in surprise, comparison or gendered stereotypes, they become diminishing rather than empowering.  

Why women need allies more than mentors in PHC wholesale

In industries where women are underrepresented, visibility matters — but so does being a proponent, a pathfinder and a partner. An ally intervenes when someone talks over a woman in a meeting. An ally ensures a woman is included in strategic decisions, not only social events. An ally actively sponsors women for advancement opportunities.

Women don’t only need advice — they need access.

How industry leaders can be better allies

1. Speak up in the moment

When you hear a sexist joke or comment, don’t laugh it off. Call it out directly and explain why it’s not acceptable.

2. Share the mic

In meetings, make room for women to speak. If someone interrupts or talks over her, redirect: “I’d like to hear her finish her thought.”

3. Sponsor, don’t just mentor

Put women’s names forward for promotions, stretch assignments and high-impact roles. Advocacy opens doors that mentorship cannot.

4. Audit your language

Be conscious of coded terms such as “bossy,” “aggressive,” “pushy” or “emotional” when giving feedback. Would you use the same word if she were a man?

5. Measure what matters

Track who’s getting opportunities, promotions and visibility. If women are missing from key roles, ask why — and fix it.

Final thought

Mentorship tells women, “You can do this.”

Allyship shows women, “I’m doing this with you.”

If PHC wholesale truly wants to build an inclusive future, it’s time to shift from being mentors behind the scenes to allies on the front lines. 

Karen Fox is the residential business manager at Viega.