As a female business owner, I’m often asked about the challenges I’ve had to overcome running a successful business. I can understand why. I started Murray Resources, a Houston-based recruiting firm, in 1988 and for the past 26 years have worked with some of the most powerful companies in the energy capital of the world. It’s naturally assumed that the road was difficult because I was a female in a predominantly man’s world. In fact, it might be disappointing to some who expect a story of brave redemption, but I never felt even the slightest bit of prejudice because I am a female. That’s not to say the road was easy. Owning and running a business, regardless of gender, is a challenging, 24/7 endeavor.

However, my mindset has always been that as long as I performed at a high level, I would succeed in this business.

Of course I been aware of potential prejudices, and have made conscious, and potentially subconscious, efforts to compensate. For example, understanding that there is a common stereotype in corporate America, whether justified or not, that female employees are more emotional than their male counterparts, I have made it a point throughout my career to maintain a steady, all-business approach, regardless of the situation. Our employer clients and job candidates need to know that we are as serious about their businesses and careers as they are.

I’ve rounded out my perspective with the thoughts and tips of several colleagues about how a woman can advance up the ladder in the traditionally male-dominated energy sector.

Metha Vasquez, vice president of human resources for Aurora USA Oil & Gas made it a point throughout her career to continually update her skills and learn about the oil and gas industry, while staying on top of current HR trends. She said that doing so has helped gain credibility and evolve her career.

James Tastard, former vice president human resources for Statoil North America offered the following specific recommendations for women looking to get ahead in their careers:

Join and participate in women-focused professional energy networking associations such as the Women’s Energy Network.

Become active in a functional professional association to meet a wider group of like-minded women in your area of specialty.

Seek out a leader who will sponsor you and promote you. Executives or senior managers who provide input into the human capital talent pipeline are best positioned to sponsor you, but they can only promote you if they know you. Go to lunch with a manager or executive within and outside your area of work monthly to learn more about the organization and to share your views and ideas.

Utilize company initiatives as a way to showcase leadership and project management skills. Leadership roles in areas such as cost reduction, quality improvement, community outreach, organizational change and recruitment campaigns provide great opportunities to raise your profile.

My general takeaway and advice to future female leaders is to focus on doing the best possible job they can, without focusing on real or perceived glass ceilings. Instead, as Metha and James pointed out, seek opportunities to continually learn, add value to your organization and become involved. You will be noticed. Now, is there pay grade discrimination? That’s an article for another day.