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Part 3 of Our Webinar Series on Empowering Women Leaders The final installment of our transformative 3-part journey— designed to equip women with the tools, skills, and confidence to excel in leadership roles within the environmental health sec- tor—will take place on June 17. While this series is designed for women, it is open to all individuals interested in enhancing their leadership capabilities in environmental health. • Part 3—Celebrating Success: Building Confidence in Sharing Achievements (June 17, 1 p.m. ET) : In the final part of this series, you will learn how to confidently celebrate your accom- plishments and own your successes. This session will guide you through building a personal portfolio that captures both big wins and small victories. You will gain tools to boost your professional visibility and break through the discomfort of self- promotion. Whether it is for career advancement or personal growth, think of this session as building a personal PR (public relations) strategy for yourself. Learn more and register at www.neha.org/Empowering-Women- Leaders-in-Environmental-HealthWebinar-Series. The application period to apply for membership to any of our pro- gram committees is open from June 1 to June 30. We seek subject matter experts to provide guidance, input, and expertise for several dierent environmental health programs. We have seven program committees to fill: climate health, informatics, food safety, rural and frontier, vector control, private water and decentralized wastewater, and preparedness. Do not miss out—the application period is only open once a year in June. Learn more at www.neha.org/committees. Mentorship Pilot Program Our pilot Mentorship Program ran from September 2024 to March 2025 and represented a key milestone in our eorts to support and strengthen the environmental health workforce. For 6 months, this program paired 25 volunteer mentors with 25 mentees, promot- ing professional growth, leadership development, and meaningful connections throughout the field. Now complete, the program has left a lasting impact on participants and provides focus for similar future initiatives. Application Period Open for Our Program Committees Designed to support early-career professionals, the program encouraged mentees to define clear learning objectives and take an active role in shaping the mentorship experience. This work included completing a self-reflection worksheet at the start of the program, establishing meeting schedules, and identifying specific goals such as career guidance, technical skill development, and expanding professional networks. The emphasis on intentional goal setting helped ensure productive, personalized engagement between mentoring pairs.
Mentees reported significant benefits. Many described the expe- rience as transformative, noting increased confidence, a better understanding of the field, and clearer career direction. In several cases, mentees pursued new roles, obtained NEHA credentials, or took on public speaking opportunities with the encouragement of their mentors. The program empowered participants to take ini- tiative, seek feedback, and embrace a growth mindset—essential traits for long-term success in the profession. Mentors also expressed strong satisfaction. In addition to shar- ing their expertise and supporting the next generation, mentors appreciated the opportunity to reflect on their career journeys. The mutual learning aspect of the program was a key strength. Some mentors indicated that the conversations led them to consider novel approaches in their work or rearmed their commitment to the field. A majority of participants described their mentoring relation- ships as highly valuable. According to post-survey data, 94% of mentees planned to continue the relationship with their mentor after the program concluded, and >80% of mentees indicated they would recommend the program to others. Participants cited pro- fessional development, networking, and increased self-awareness as the most significant benefits. Despite its success, more than one half of participants felt the 6-month duration was too short. Many expressed that more time would allow mentoring relationships to deepen and goals to be more fully realized. As a result, we plan to extend the next program cycle to 9 months. In addition to one-on-one mentoring, participants were encour- aged to engage with our broader oerings—including webinars, credentialing opportunities, and our online Community plat- form—to complement the learning process. Many found these resources helpful in broadening their perspective and connecting with others beyond their mentoring pair. As we look ahead, expansion and refinement of the program are already underway. Future iterations aim to include graduate students and additional professionals from industry to diversify the partici- pant pool. Plans also include virtual networking events, additional training resources for mentors, and potential continuing education credit for participants. A digital badge or recognition system is also being explored to incentivize and celebrate participation. The success of our Mentorship Program lies not only in quan- titative outcomes but also in the professional growth and leader- ship it fostered. Mentees gained direction, mentors found purpose in giving back, and the environmental health profession benefited from renewed connections and shared knowledge. Several mentees have already expressed interest in returning as mentors, demon- strating the program’s long-term sustainability and value. By investing in mentorship, we reinforce our mission to build, sustain, and empower an eective environmental health workforce. As the program evolves, we will continue to provide a vital frame- work for supporting professionals at every stage of their careers, cultivating the next generation of environmental health leaders.
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Volume 87 • Number 10
https://doi.org/10.70387/001c.140447
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