CHICAGO — March marks Women’s History Month, meant to recognize and celebrate the progress and accomplishments women have made and contributed to. To honor this, Trade Show Executive (TSE) is talking to some of the trade show industry’s best and brightest. Karalynn Sprouse, Executive Vice President at Emerald, has more than 25 years of experience in the media and event marketing industries — including years at UBM Advanstar (now Informa) and 15 years in the publishing industry. In her role at Emerald, which she joined in 2013, she is responsible for building new revenue streams through partnerships, increasing marketshare and creating solution-based sales and customer success approaches.
TSE caught up with Karalynn Sprouse to learn more about her thoughts on the industry’s progress toward gender equality over the course of her career, as well as the importance of mentorship and pay equity.
MADDY: How has the industry progressed in terms of gender equality over the course of your career?
KARALYNN: Over the course of my career, the exhibitions industry has made significant progress in gender equality, particularly in leadership roles. When I first started, women were underrepresented in senior positions, despite their significant presence at lower levels. For example, in my early years at Emerald, I was one of just two female SVPs and, upon promotion, became the only female EVP on the executive team. However, over the past decade, we have witnessed remarkable advancements, with women now holding over 50% of these leadership roles at Emerald.
This shift did not happen by chance; it reflects a fundamental change in industry dialogue and action. As conversations about gender equality gained momentum within organizations, they sparked greater awareness, driving meaningful action and tangible change. Intentional effort which includes advocating for women when they are not in the room, as well as mentoring them has been and will continue to be the key drivers in this progress.
Looking at the exhibition industry, I’ve observed a substantial increase in female representation across various roles, from event management to executive positions. Additionally, the industry now actively fosters discussions around gender representation and equity — topics that were rarely addressed two decades ago. This evolution underscores a collective commitment to creating a more inclusive and balanced environment.
MADDY: Where do we still need to improve?
KARALYNN: The exhibitions industry has made significant progress in advancing gender equality, but there is still more to accomplish. While more women are moving into mid to senior leadership roles, representation at the C-Suite and board levels remains an area for growth.
Equitable representation of individuals from diverse backgrounds, including different ethnicities, abilities and LGBTQ+ communities, is essential for building inclusive leadership. As an industry focused on bringing people together, it’s vital that leadership reflects the diversity of the communities we serve.
Pay equity remains a critical area for improvement. Addressing this requires increased transparency around salaries and the implementation of regular pay audits to ensure fairness.
High-performing and contributing women should feel empowered and comfortable discussing money — whether it is negotiating salaries, advocating for raises or addressing pay gaps for their team — as this is a critical step toward closing the gender gap in leadership and compensation.
While progress has been made, there is still work to do in diversifying leadership at all levels, broadening inclusivity beyond gender and fostering equity across all groups. By maintaining focus on these efforts, organizations can create more balanced and inclusive workplaces.
MADDY: What are some misconceptions about women in this industry or in leadership that you’d like to dispel?
KARALYNN: Despite progress in gender equality, significant challenges persist for women in leadership roles across industries.
For instance, when leaders assert themselves firmly in meetings or with their teams, women are often perceived as overly aggressive, whereas men exhibiting the same behavior are viewed as strong and confident. This disparity reflects a broader issue where emotional judgments are disproportionately attached to women in leadership, creating barriers that are not based in reality.
Additionally, there is a persistent expectation that women should naturally excel in empathy and nurturing qualities, while men who display these traits may be unfairly viewed as weak. However, skills such as mentorship, succession planning and emotional intelligence — often categorized as “soft skills” — are critical to organizational success and should be recognized as essential leadership attributes.
Emotional intelligence, in particular, is frequently misunderstood as a weakness when exhibited by women, rather than being seen as a powerful tool for effective leadership. Addressing these misconceptions and valuing these skills equally is essential to fostering a more equitable understanding of leadership.
Related. Powerful Women Series: Monique Ruff-Bell
MADDY: What would be your advice to other women professionals in this industry?
KARALYNN: For women looking to advance professionally, it’s essential to confidently speak up in meetings and advocate for your contributions. Ensuring you know how to use your voice, and making sure your voice is heard, is a critical step toward gaining recognition. Supporting your ideas with data not only reinforces their validity but also helps build respect and credibility.
Mentorship and sponsorship are vital at every stage of your career. Mentors can provide guidance and perspective, while sponsors actively champion your growth and open doors to new opportunities. Building a network of allies who support and amplify your voice is equally important. When women come together, our collective strength becomes a powerful force for breaking barriers and driving change.
True progress comes from both individual achievement and lifting each other up. By supporting one another, women can foster more inclusive and empowering environments in leadership. Lastly, do not shy away from taking risks or stepping out of your comfort zone. Growth and transformation often arise when you embrace challenges and push beyond familiar boundaries.
In honor of Women’s History Month, are there any women in your life, professionally or personally, that you’d like to give a shout out to?
In honor of Women’s History Month, I would like to give a special shout-out to Liz Gaier, who has been an incredible mentor to me throughout my career. I first met Liz when I was 22, working as an advertising assistant, and she took the time to guide me through presentations, meetings and other opportunities to help me grow professionally. Over the years, whenever I have been looking for advice or considering a career move, she has been someone I always turn to. She is part of my network and has always given me honest, invaluable feedback — pointing out both my strengths and areas where I needed to grow.
Interestingly, I worked for Liz when I was 22, and later in my career, we found ourselves working at the same company again when I was in my early 30s. That time, I had my first opportunity to become a vice president. Liz has played such a significant role in my journey, and I am grateful for her guidance and support.
Beyond that, I also feel fortunate to have built strong bonds with female leaders, both within and outside of the exhibitions industry. These connections have been incredibly valuable to me. Within Emerald, I truly value the relationships I have built with the talented women here. We actively work on supporting one another and creating an environment where women can thrive is a big part of our culture. I am proud to be part of a team that emphasizes collaboration, empowerment and mutual growth among women — whether it is inside or outside of our organization.
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