August 12, 2026 - Women's Journal

Forbes Names Sarasota Memorial a Leading Florida Employer for Women

Womens Journal Staff 2 on August 12, 2026

Sarasota Memorial’s employer-for-women ranking places the health care system at No. 1 among Florida employers in Forbes’ 2026 list, with the organization also ranking No. 28 nationally among 700 employers. The ranking considers career advancement, pay equity, benefits, workplace culture, family support and representation of women in leadership.

Key Takeaways

Sarasota Memorial Health Care System ranked No. 1 among Florida employers for women in Forbes’ 2026 ranking.
The health care system placed No. 28 nationally among 700 employers across industries.
Sarasota Memorial ranked No. 8 among healthcare organizations included in the ranking.
Women represent 75% of Sarasota Memorial’s more than 11,000 employees.
Women hold 73% of leadership positions at the health care system.

The Sarasota Memorial Health Care System has been recognized as Florida’s top employer for women in Forbes’ 2026 ranking, placing the organization among the highest-rated employers evaluated for workplace conditions relevant to women.

The ranking places Sarasota Memorial at No. 28 nationally among 700 employers across industries. The health care system also ranked No. 8 among healthcare organizations included in the list.

The ranking uses workplace-related criteria that include career advancement opportunities, pay equity, employee benefits, workplace culture and conditions, parental leave, family support and representation in leadership.

Those factors provide the basis for the ranking and place workplace opportunities and support for women among the criteria used to assess employers.

Sarasota Memorial’s position in the ranking also comes alongside a workforce in which women make up a substantial majority of employees and leadership positions.

Women account for 75% of Sarasota Memorial’s more than 11,000 employees. Women also hold 73% of leadership positions at the health care system.

The figures provide specific measures of women’s representation within the organization and form an important part of the employment picture associated with the ranking.

For broader context on professional advancement, a recent Women’s Journal report examined changing approaches to career development among senior women executives, including changing approaches to women’s careers.

Forbes Ranking Places Sarasota Memorial Among Leading Employers

The 2026 Forbes ranking evaluates employers across industries rather than limiting the list to healthcare organizations. Sarasota Memorial’s No. 28 national position therefore places the health care system among employers from a range of business sectors.

Its No. 1 position among Florida employers gives the ranking a state-level distinction, while its No. 8 position among healthcare organizations provides a separate industry comparison.

The ranking uses workplace-related criteria that directly address conditions affecting employees. Career advancement, compensation equity, benefits and family support are among the factors considered.

Representation in leadership is also included, connecting the employment assessment with opportunities for women to advance into management and other leadership roles.

For Sarasota Memorial, the leadership representation figure shows that women hold 73% of leadership positions. The organization’s workforce is also 75% women, according to the figures associated with the ranking.

The combination of these figures gives readers specific information about the composition of Sarasota Memorial’s workforce and leadership structure.

The national ranking also distinguishes the organization from a recognition based solely on its size or industry. The assessment considers multiple workplace characteristics when determining employer positions.

Research covered by Women’s Journal has also examined the relationship between executive leadership and women’s representation in senior roles, including women’s leadership representation rates.

Workplace Factors Shape the Women’s Employer Ranking

Forbes Names Sarasota Memorial a Leading Florida Employer for Women

Photo Credit: Unsplash.com

Career advancement is one of the factors included in the ranking. For women in the workplace, advancement opportunities address the ability to progress professionally within an organization.

Pay equity is another component considered by the ranking. Compensation practices are evaluated alongside other employment conditions rather than being treated as the sole measure of workplace quality.

Benefits also form part of the assessment. Employee benefits can include workplace provisions that support employees beyond base compensation.

Workplace culture and conditions are included as additional factors. These criteria broaden the assessment to the day-to-day employment environment and the conditions employees experience within an organization.

Parental leave and family support are also part of the ranking criteria. These factors address workplace provisions connected to employees with family responsibilities.

The inclusion of these categories means the ranking does not rely on a single workplace characteristic. Instead, it considers several elements connected to professional advancement, compensation, benefits and employee support.

For women evaluating employers, the criteria also identify specific areas that can be examined when comparing workplace opportunities. Career development, pay equity, benefits, workplace conditions and family support are each represented in the assessment.

Sarasota Memorial’s placement provides a specific example of an employer receiving a high ranking under those criteria.

Women’s Journal has also reported on workplace wellbeing for leaders, including leadership and workplace wellbeing, another area connected to the workplace conditions considered in evaluating employers.

Career Advancement and Leadership Development

Career advancement is directly represented in the ranking criteria, while leadership representation provides a separate measure of women’s positions within the organization.

At Sarasota Memorial, women hold 73% of leadership positions. Women also account for 75% of the health system’s more than 11,000 employees.

These figures show that women represent a majority of both the overall workforce and leadership positions at the organization.

Women Hold Majority of Leadership Roles at Sarasota Memorial

The proportion of women in Sarasota Memorial’s workforce is one of the clearest quantitative details associated with the recognition.

Women comprise 75% of the organization’s more than 11,000 employees. That means women make up a substantial majority of the health care system’s workforce.

Women also occupy 73% of leadership positions. The leadership figure is separate from the overall workforce figure and provides information about women’s representation at higher organizational levels.

The two figures place workforce composition and leadership representation side by side.

The leadership percentage is particularly relevant to the ranking because representation in leadership is one of the factors used in evaluating employers for women.

The figures also provide measurable information beyond the organization’s overall ranking. Rather than relying only on the No. 1 Florida designation, readers can assess the reported representation of women among employees and leaders.

Sarasota Memorial’s No. 8 position among healthcare organizations adds another point of comparison. The health system therefore received recognition both within Florida and across the broader healthcare category represented in the ranking.

The national No. 28 position provides a third comparison, placing the organization among 700 employers across industries.

Together, the three rankings establish Sarasota Memorial’s position at the state, national and healthcare-industry levels.

Career and Family Support Programs at Sarasota Memorial

The ranking also considers benefits, career advancement and family support alongside leadership representation and pay equity.

Sarasota Memorial provides professional development and leadership training as part of its workplace support offerings. These areas correspond with the career advancement and leadership-related criteria included in the ranking.

The health care system also provides wellness resources, onsite childcare and work-life-balance programs.

Family support is specifically included among the factors used to assess employers for women. Onsite childcare and work-life-balance programs therefore represent workplace provisions directly connected to that category.

Employee benefits form another component of the ranking. Sarasota Memorial’s workplace offerings are considered alongside the organization’s representation figures and other employment factors.

Pay Equity and Employee Benefits

Pay equity is one of the criteria used in the Forbes ranking, alongside benefits and workplace conditions.

The ranking therefore evaluates compensation-related considerations within a broader assessment of the employee experience. Sarasota Memorial’s position reflects the combined criteria used to evaluate employers rather than a single measure.

Family Support and Workplace Flexibility

Parental leave and family support are also included among the ranking factors. Sarasota Memorial’s onsite childcare and work-life-balance programs fall within the workplace support information associated with the health system.

The combination of career development, leadership training, wellness resources, childcare and work-life-balance programs provides specific examples of the employment provisions identified in the organization’s recognition.

Frequently Asked Questions

Why was Sarasota Memorial named Florida’s top employer for women?

Sarasota Memorial was ranked No. 1 among Florida employers for women in Forbes’ 2026 ranking. The assessment considers factors including career advancement, pay equity, benefits, workplace culture and conditions, family support and women’s representation in leadership.

How did Sarasota Memorial rank nationally among employers for women?

Sarasota Memorial placed No. 28 nationally among 700 employers across industries in the 2026 ranking.

How many women work at Sarasota Memorial Health Care System?

Women represent 75% of Sarasota Memorial Health Care System’s more than 11,000 employees.

What workplace factors are considered in the best employers for women ranking?

The ranking considers career advancement opportunities, pay equity, benefits, workplace culture and conditions, parental leave, family support and representation in leadership.

How many women hold leadership positions at Sarasota Memorial?

Women hold 73% of leadership positions at Sarasota Memorial Health Care System.

Tia Shelton’s Journey Toward Holistic and Community Impact

Women's Journal Staff on August 12, 2026

By Nikki Johnson, PR Representative, BBMgmt PR Agency

A Journey Rooted in Resilience

Some people discover their purpose through opportunity. For Tia Shelton, purpose emerged through perseverance.

Today, Shelton is a holistic wellness educator, entrepreneur, philanthropist, and motivational speaker who is passionate about helping others embrace healthier, more intentional lifestyles. Her story is one of resilience, faith, and transformation, proof that life’s greatest challenges can often become the foundation for meaningful purpose.

Originally from Indianapolis, Indiana, Shelton relocated to Houston in 2012 with her two young children in search of greater opportunities and a fresh start. Moving to a new city without the support of nearby family required courage, determination, and unwavering faith. She was committed to creating a stable future for her children, even when the path ahead was uncertain.

Life, however, would soon present obstacles she never anticipated.

Discovering Healing Through Adversity

The tragic loss of both of her parents in a car accident became one of the defining moments of Shelton’s life. As she worked through grief while raising a family, she began searching for ways to support not only her physical health but also her emotional and spiritual well-being.

Rather than allowing pain to consume her, Shelton turned inward, seeking knowledge about herbs, natural wellness, and holistic living. She immersed herself in learning how plant-based remedies, intentional self-care, and lifestyle changes could contribute to overall wellness.

That personal journey sparked something greater than healing. It ignited a passion for education.

Shelton began sharing what she was learning with friends, family, and members of her community. Her ability to explain holistic wellness in a practical and approachable way resonated with people looking for alternatives that complemented healthier living.

A Mission Built on Wellness Education

For Shelton, holistic wellness is about much more than herbs or natural products. It is a philosophy centered on caring for the whole person, mind, body, and spirit.

She believes that wellness begins with education and that people gain confidence when they understand the choices available to them. Through conversations, workshops, speaking engagements, and community outreach, she encourages individuals to take an active role in their personal wellness journeys.

Her message is rooted in balance, consistency, and self-awareness rather than quick fixes. Shelton emphasizes that healing is often a process requiring patience, intentionality, and a willingness to continue learning.

As more people connected with her message, opportunities to speak, teach, and inspire others continued to grow.

Giving Back as a Way of Life

While wellness education remains central to Shelton’s work, community service has become equally important.

She believes that success carries a responsibility to uplift others, particularly those facing difficult circumstances. Throughout the years, she has participated in initiatives that support families during the holidays, assist individuals experiencing homelessness, and provide aid to elderly and disabled community members.

Whether through acts of service, charitable giving, or simply encouraging someone during a difficult season, Shelton views community impact as an essential part of her life’s purpose.

Her philosophy is simple. When you’re blessed, you should become a blessing to someone else.

That mindset continues to guide both her personal and professional journey.

Inspiring Others to Begin Their Own Journey

Today, Shelton continues to inspire audiences through education, public speaking, and advocacy for holistic wellness. She encourages people to approach healing as a lifelong journey rather than a destination, reminding them that lasting transformation often begins with small, intentional steps.

Her story serves as a powerful reminder that adversity does not have to define a person’s future. Instead, life’s greatest hardships can become the catalyst for growth, purpose, and service to others.

As more people seek healthier lifestyles and meaningful ways to care for themselves, Shelton hopes her journey encourages others to trust the process, embrace resilience, and recognize that true healing begins from within.

For Tia Shelton, holistic wellness is not simply a profession. It is a calling. Through education, compassion, and an unwavering commitment to serving others, she continues to demonstrate that purpose can emerge from pain, and that one person’s journey toward healing can inspire countless others to begin their own.

Media and Booking Contact

Shelton speaks on entrepreneurship, holistic wellness, herbal education, women’s advocacy, community impact, and overcoming adversity. Media inquiries, interviews, speaking engagements, and booking requests are handled by BBMgmt PR Agency.

BBMgmt PR Agency Phone: (346) 291-3025 Email: bbmgmtbookings@gmail.com Subject Line: Healing Oil Co. Instagram: @healingoilco Website: The Healing Oil Ltd. Co.

Disclaimer: This article is for informational and educational purposes only and is not intended to provide medical advice, diagnosis, or treatment. References to holistic wellness, herbs, natural remedies, or lifestyle practices should not be considered a substitute for guidance from a qualified healthcare professional. Readers should consult an appropriate healthcare provider before making changes to their health or wellness routine.

Whose Voice Is It Anyway? How Generational Patterns Quietly Run Your Life

Women's Journal Staff on August 12, 2026

By: Charlotte Dean

“I’m not enough.”

“I have to do everything myself.”

“I cannot disappoint anyone.”

“Setting a boundary would make me selfish.”

Thoughts like these can feel deeply personal. Yet a belief can sound like your own voice even when it begins somewhere else.

Family expectations, cultural messages, repeated experiences, and the ways you learned to maintain connection all shape how you see yourself. With enough repetition, those messages become internal rules. They influence how you relate to others, what you tolerate, and whether you trust your own instincts.

Sue Campanella, an award-winning life coach, best-selling author, and founder of Transformations Life Coaching and Healing LLC, has worked with women for nearly two decades. Across her coaching, writing, and speaking, she has focused on the hidden beliefs and emotional conditioning that influence relationships, self-worth, motherhood, career decisions, and the ability to trust one’s own voice.

Her work centers on one deceptively simple question:

“Is this truly my belief, or is it something I learned?”

That question creates a pause. Inside that pause, you can begin to separate what feels familiar from what reflects your own truth.

How an Inherited Belief Becomes Your Own

Some beliefs are taught directly. Others are absorbed by watching what happens around you.

You may grow up learning that harmony depends on being agreeable. Perhaps the women in your family rarely asked for help or placed their own needs last. Achievement brought approval, while honesty sometimes created tension.

These lessons often arrive through behavior rather than explanation. By adulthood, they may show up as an automatic yes, discomfort with boundaries, or silence at moments when speaking would feel more honest.

Human behavior is complex, and generational conditioning is not the source of every struggle. Still, recurring patterns deserve attention, especially when the same response appears in different relationships or circumstances.

Campanella’s perspective is clear: “You cannot change a pattern you don’t recognize.”

Many beliefs are passed forward unconsciously by people shaped by their own histories. Awareness allows you to see the influence without turning the process into an exercise in blame.

A belief can feel convincing simply because it has been repeated for years. “I have to do everything myself” may have developed when support was unreliable. “I cannot let anyone down” may have taken root after years of being praised for dependability.

Once you understand where a belief came from, you can decide whether it still deserves authority in your life.

Campanella’s Soul Mirror™ philosophy is grounded in the belief that every woman is born whole. Expectations and inherited stories can obscure that inner knowing until they feel inseparable from identity. The Soul Mirror™ reflects what has remained present beneath those influences.

Campanella’s perspective has been shaped by years of coaching women through recurring emotional and relational patterns. Her work has also reached readers through Chicken Soup for the Soul: 101 Ways to Think Positive, Heart Whispers, and Living Beyond Fear.

She is also a two-time Readers’ Choice winner in Essential Naples Magazine’s “10 Best Life Coaches,” a featured wellness expert for Naples Illustrated Magazine, and a columnist for Expert Magazine.

That experience informed the development of the Soul Mirror™ Method. Campanella repeatedly saw women who understood the behavior they wanted to change but had never identified the belief directing it. Her method helps bring that belief into view so it can be examined consciously rather than repeated automatically.

Some of your most familiar traits may carry more history than you realize. Responsibility can be tied to a fear of disappointing others. Independence may make receiving support uncomfortable. An easygoing nature can sometimes conceal a longstanding habit of avoiding conflict.

Familiarity alone is not proof.

Tracing the Pattern

Many women focus first on the behavior they want to change. They try to become more confident, stop overcommitting, or set firmer boundaries. When the pattern returns, frustration quickly turns inward.

Understanding what drives the behavior creates a more useful starting point.

Overcommitting may reveal a deep fear of disappointing someone. A recurring need to rescue others can grow from an identity built around being needed. Discomfort with visibility may connect to earlier experiences in which being seen brought criticism.

Those connections help explain why willpower alone often fails to create lasting change. The pattern has meaning. It has usually been reinforced over time, and it may once have served an important purpose.

This kind of reflection supports personal responsibility by bringing the underlying belief into view. It can complement professional mental health care when deeper support is needed.

Reconnecting with your own voice begins in ordinary moments. Pausing before answering a request can reveal what is driving the response. You may notice the pull of someone else’s approval or recognize an old belief beneath a strong reaction.

Boundaries often bring these patterns into focus. Intense guilt after saying no does not automatically mean the boundary was unkind or unreasonable. The guilt may be evidence of how unfamiliar it feels to honor your own capacity.

The Soul Mirror™ Method gives structure to this process by helping women trace a recurring reaction to the belief beneath it. The Legacy Rewrite Journey™, Campanella’s six-month coaching experience, provides the longer framework for applying that awareness in daily life. The Soul Mirror Path™ companion book supports brief 5-15 minute reflections between sessions and helps women document the choices they are beginning to make differently.

Together, these elements reflect Campanella’s central philosophy: change begins with remembering. The aim is to hear the voice that existed before outside expectations became internal rules.

The impact of this work can also extend beyond the individual.

A child who watches a woman honor a boundary receives a different lesson about self-respect. Greater honesty can change the tone of a partnership. In the workplace, leadership no longer has to depend on overwork or self-erasure.

One person’s choices cannot guarantee change for an entire family. They can, however, introduce a new example of what is possible.

That is where legacy begins.

Your authentic voice may have been difficult to hear beneath years of expectation, responsibility, and habit. It is still there. Recognizing the beliefs that have been speaking on your behalf gives you the freedom to choose what continues with you and what ends here.

Learn more about Sue Campanella’s Soul Mirror Method™ and Legacy Rewrite Journey™ at www.suecampanella.com.