Embrace the Power of PWH® Networking During Transition
PWH Marketing Chair Eryn Veronesi and several more PWH® members share their stories.
» p.7-11
PWH® ANNUAL AUGUST BOARD MEETING:
PWH Board members share milestones and renew values. p.4
MENTORSHIP SPOTLIGHT:
Role Reversal Creates a Positive Cycle in Mentorship p.12
CID COMMITTEE UPDATE: Know the ROI of DEI and Reframe for Compliance p.18
The PWH® Mentoring Committee attended the 2025 PWH® Leadership Summit where they hosted Speed Mentoring. The Committee also matches mentorship pairs and hosts Mentor Circles virtually throughout the year.
LETTER FROM THE CHAIR
Our Spirit Keeps Lifting Us Higher
Pg. 3
PWH® ANNUAL AUGUST BOARD MEETING
PWH® Board Members Share Milestones and Renew Values
Pg. 4-6
PROFESSIONAL ADVICE
Embrace the Power of PWH® Networking During Transition Times
Pg. 7-11
PWH® MENTORSHIP SPOTLIGHT Role Reversal Creates a Positive Cycle in Mentorship!
Pg. 12-13
PWH® MENTOR CIRCLES
The Reward of Leading PWH® Mentor Circles
Pg. 14-16
PWH® MENTORING
Celebrate Mentoring Day and Enrich Your Mentorships Pg. 17
CID COMMITTEE UPDATE
Know the ROI of DEI and Reframe for Compliance Pg. 18-19
PWH® BOARD MEMBER RECOGNITION Pg. 20-21
HIDA UPDATE
HIDA Participates in Emerging Leaders in Biosecurity Initiative Pg. 22
PWH® NEW MEMBERS
Pg. 23
THANK YOU PWH® 2025 CORPORATE PARTNERS
Pg. 24
PWH® Connect Journal Staff and Volunteers
PWH® MARKETING COMMITTEE CHAIR
Eryn Veronesi
Business Development Manager, Marketing Sales and Services, NDC
VICE CHAIR, PWH® DIGITAL MARKETING
Jennifer Eiselein
EDITOR
Rachel Bailey, PhD Penwan Communication Inc. rachel@penwancomm.com
ART DIRECTOR
Brent Cashman
Graphic Designer, BOCdesign, Inc. brent@bocdesigninc.com
PWH® is an organization dedicated to ongoing professional leadership development in healthcare businesses. We are a member organization providing a national voice and progressive leadership for women in healthcare products manufacturing and delivery industries. Our goal is to reach all women in our industry and empower them in their personal and professional lives. We are also committed to integrated leadership development and gender equity for all individuals within the industries we serve. Vision – To create a culturally inclusive healthcare industry equally led by women.
Our Spirit Keeps Lifting Us Higher
It was so wonderful to be with our PWH Board members in mid-August for the annual full-board meeting. As we wrapped up, I found myself reflecting on a theme I shared with our leaders at the start of our time together. I asked everyone to share a “breakthrough moment” in their career—those pivotal experiences that shape who we are as leaders today.
For me, one breakthrough came when I realized that leadership isn’t about having all the answers. It’s about creating space for others to shine. Which is why this quote resonates so deeply with me: “Great leaders don’t show you their superpowers. They show you yours.”
That spirit is alive throughout this issue. You will find stories of how PWH’s network and resources have supported members during seasons of change, reminding us that none of us have to navigate transition alone (see pages 7-11). You will also read about the power of Mentoring and Mentoring Circles and how these programs create space to share wisdom, lift each other higher, and grow together (see pages 12-17). With National Mentoring Day coming up on October 27, it’s the perfect time to reflect on the impact of those relationships.
We have also included a recap of our PWH Board Meeting, where we gathered to align on strategy, innovate boldly, and continue building a strong foundation for the future of our organization (see images from our meeting and a recap on pages 4-6). Every time we come together as leaders, I’m reminded of the energy, creativity, and heart that drives PWH forward.
As we step into a new season, may we embrace change with optimism, support one another through transition, and continue to grow stronger together.
This fall, I hope you also find moments to pause, reflect, and lean into the power of community. Together, we already have everything we need, and our role is to share it generously and use it to lift one another higher.
I am so grateful to be on this journey with each of you.
With
gratitude,
Ashleigh McLaughlin Chair, Professional Women in Healthcare, 2025-2026
Ashleigh McLaughlin
PWH Board Members Share Milestones and Renew Values
PWH Board members shared their milestones and renewed our organization’s values during the annual PWH full-board meeting in August in Frisco, Texas.
During the annual August board meeting of Professional Women in Healthcare (PWH), committee chairs and vice chairs reported on year-to-date work and planned for the year ahead. They also shared updates on personal and professional milestones. Some
will be completing advanced degrees, taking on greater responsibility at their organizations, sending their youngest off to kindergarten or college, and considering their parenting job well done as their young adult children start careers. Some are lucky enough to be
celebrating with fabulous cruises and trips to places like Italy!
The distinguished group of industry leaders also renewed their commitment to elevating women in leadership and developing and sharing resources to help all industry members and their
Board members of the Professional Women in Healthcare (PWH®) organization met in Frisco, Texas on Aug 19-21, 2025.
organizations thrive. In addition, each PWH Committee Chair spotlighted new members of their committees who are sharing their passion and skills to advance the mission of PWH.
As requested by PWH Chair and Chief Financial Officer for IMCO Ashleigh McLaughlin, each committee shared big ideas that their committees are developing for the future of PWH. Greater collaboration amongst PWH committees remains a common goal to ensure value for PWH members, Corporate Partners, and Summit Sponsors. Further, specific committees are fortifying the organization’s structure, conducting industry research, creating more unique content, and finding new ways to engage members with in-person and virtual events. For example, regional events will return. We’ll be announcing them on the PWH website and through our social media channels, especially LinkedIn. Look for meetings in your area. And, if your organization would like to host an event, please let us know.
Another project in the works includes efforts to track our success. Help us measure the value PWH brings to all of us by sharing your story about how PWH helps you not only gain confidence and trusted mentors, but also how it provides you a platform to learn and practice new skills. Look for testimonials coming out on PWH® social media channels soon. To share your story, please let us know at www.mypwh.org/contact. You can also submit 60 to 90-second video testimonials to pwhmarketing@mypwh.org
PWH Board Advisor, Past Chair, and Vice President of Marketing and Channel Management at Dukal Corporation Heather Llorca-Kropp inspired her fellow PWH Board Members by sharing her story about
On Tuesday night, the Board celebrated Executive Director Michelle Rydberg’s birthday (bottom right). The next morning the Board gathered for a full day of planning (middle right). That evening we competed against each other in small groups by playing a variety of game shows (bottom left) and then enjoyed a relaxing meal together (top).
how PWH helped her gain the confidence and skills she needed to be the leader she is today. Heather began working for Dukal Corporation in 2004. As she rose through the ranks of PWH, she also rose through the ranks at Dukal. After serving as PWH Chair for the term of 2015-2016, Heather was soon promoted from Director of Marketing to her current v-level position.
Special thanks goes to everyone who attended and those who were with us in spirit. As Ashleigh said, “Our time in Frisco was more than just a board meeting. It was energizing, inspiring, and truly uplifting to be surrounded by such passionate, collaborative, and forwardthinking women. You could feel the momentum in the room, and I’m grateful to each of you for leaning in, showing up, and pushing us forward.”
“I especially loved seeing your competitive sides shine during the Game Show Challenge! What a fun reminder that this group knows how to lead and laugh! That energy is what makes PWH so special.”
Follow us on LinkedIn for updates on the 2026 PWH Leadership Summit as well as upcoming regional and virtual events. www.linkedin.com/company/professional-women-inhealthcare/posts/?feedView=all
“Breakthrough” at the 2026 PWH® Leadership Summit
The 2026 PWH® Leadership Summit will take place in West Palm Beach, FL at the Hilton West Palm Beach, May 18-20, 2026. Our theme, “Breakthrough,” is inspired by the Japanese art of Kintsugi. “Breakthrough” represents more than just shattering ceilings or pushing past limits. It symbolizes transformational leadership moments, growth after challenge, and bold steps into new territory. By weaving in the art of Kintsugi, the summit will celebrate not only achievement but resilience, healing, and becoming stronger through adversity—a story many women in leadership share.
Kintsugi is the Japanese art of repairing broken pottery with gold, highlighting the cracks rather than hiding them. PWH® encourages all our PWH® members and Summit attendees to embrace what Kintsugi symbolizes.
Resilience and Transformation
Embracing challenges as part of your leadership journey
Beauty in Imperfection
Growth through setbacks makes leaders stronger and more valuable
Breakthrough Reframed
It’s not just about breaking barriers but mending and emerging better than before
Embrace the Power of PWH® Networking During Transition
Whether you’re in transition by choice or circumstance, your PWH network can help you take next steps with strategy and support. PWH Marketing Chair Eryn Veronesi and other PWH members share their stories.
If you have not had the pleasure of meeting and working with Eryn Veronesi, Business Development Manager, Marketing Sales & Services at NDC and Chair of the PWH Marketing Committee, you should make the time to do so. Her specialty is marketing, technology, and mentoring. In fact, prior to serving as PWH Marketing Chair, Eryn served as PWH Technology Chair. Prior to that she chaired the PWH Mentoring Committee.
Not only has Eryn helped PWH to grow, but she has also helped many organizations in our industry grow.
In 2024, her success brought her to a crossroads. She could continue working in an executive position for a large company that had acquired the company for which she had already been working. Or she could reset. She took a leap of faith, left the larger company, and then alerted her network of her availability.
Within weeks, she secured her current position at NDC, thanks in large part to her active membership in PWH and the strong and expansive network it has helped her to develop.
Her connection with Natalie Martin, PWH Chair Elect and Senior Director, Supplier Management at NDC also came in handy. Their story exemplifies the benefits of being actively involved in PWH over time. Especially during times of transition, the networking benefits of PWH membership is invaluable.
Eryn Veronesi
Recently, I had the pleasure of connecting with Eryn and Natalie, as well as other PWH members who have found themselves in transition as of late. Their stories offer advice and options for all of us.
Embrace Your PWH Network
Natalie and Eryn each joined PWH many years ago and have held a variety of board positions for various committees. When they met, Natalie was already working for NDC, an organization that supports distribution (and more), and Eryn worked for a manufacturer. Thus, their connection had industry synergy. But their active engagement with PWH helped grow their business relationship into friendship.
To deepen their connection, they stole an opportunity to go on a hike together during the August 2022 PWH Board meeting in Denver, Colorado. “We had a chance to just talk about life,” Natalie said. “Eryn was about to get married, and it was just really nice to share with her and get to know each other better.”
Little did they know then that in a few years, Eryn would take a leap of faith to seek opportunities with a new organization. The company she had worked for was
bought by a different organization and the new culture did not fit as well. That can happen to any of us.
But as Natalie noted, the timing for Eryn was perfect. “Eryn had the network, so that when she was ready to advance her career, she had the connections for that.”
After resigning, one of the first people Eryn contacted for advice was Natalie. “I feel like Natalie’s one of my mentors and has helped me in so many different ways,” Eryn said. “So, after I resigned, I called her and said, ‘I wanted you to see this before it’s public that I’m looking for a new role.’”
Natalie quickly tried to think of ways to help her friend. “When Eryn reached out and said she had left her role and was looking for a new role, my first thought was we definitely have to keep Eryn in the industry,” Natalie said. “And then, everything just kind of aligned.”
Around that same time, Natalie was planning her next step. She loved being Creative Director at NDC, and she loved her company’s culture! So of course, she wanted to stay at NDC, but she also wanted more executive responsibility.
When an opportunity to move up at NDC presented itself, Natalie also wanted to make sure she left the marketing team in good hands. Natalie knew Eryn would be a great fit, so she championed Eryn internally after she learned of Eryn’s availability. After an extensive interviewing process that allowed the NDC executive team to consider all their choices, they agreed with Natalie that Eryn was the best candidate for the role of Business Development Manager, Marketing Sales & Services at NDC. Problem solved. Careers advanced!
Stay In the Industry
When the industry is in flux, staying in it during transition can be extra tough. But Shellene Baines, PWH Chair of Mentoring, managed it. Shellene was recently impacted by a reduction in force at Owens & Minor and is now Director, Business Process at McKesson.
Shellene started working in the healthcare industry in 2004 when she transitioned from a career in social work to healthcare distribution and a position at Cardinal. After a few years, Shellene had twins and decided to stay home
Natalie Martin
with them for a few years. When she was ready to get back in the job market, her old boss at Cardinal had moved to Owens & Minor and suggested she apply at Owens. Shellene did, and she ended up working at Owens in a variety of roles for 11 years, most recently as Director, Continuous Improvement Business System. In November of 2024, changes already underfoot at Owens reached Shellene and her team, whose roles were eliminated
Although Shellene had a sense of the upcoming changes, it was still a shock to
Dr. Melody Vanoy
Shellene Baines
Events like the PWH Leadership Summit, Board Meetings, Mentoring Circles, Webinars, and PWH Touch Points provide PWH members in-person and virtual options for networking.
leave a company she had been at for so long. But Shellene had a network of caring supporters including her PWH network that she began cultivating in 2019 when she joined our organization.
“Calls from my mentors across the industry and from fellow Board members at PWH meant so much at that time,” Shellene said. “And many of them told me to take some time to digest what happened and think about what I wanted to do next.”
Shellene took their advice. She knew she wanted to stay in the industry, although she was prepared to sacrifice even that to make sure she found the right role. She reached out to her network, set up lots of coffee talks and low-stakes professional
interviews to share her experience and learn more about organizations she was interested in, like McKesson.
Through consistent and strategic networking, she was able to make key connections in several organizations, raising awareness of her capabilities and setting her apart from other candidates. She wasn’t just a drop in the bucket of available talent. She stood out. When the right role opened, Shellene was positioned well, and by April 2025 she stepped into the role of Director of Business Process at McKesson.
Boost Your Consulting Value
Hopefully, when we find ourselves in
transition, we can take time to choose our next steps carefully. Being an entrepreneur can be challenging, but it can also enable extra flexibility.
Indeed, entrepreneurial consultants are always in transition. Each new client brings a different set of deliverables and schedule. Sometimes consultants work for a single client on a full-time basis for up to a year or years. Either way, when the work is done, consultants replace it with more work.
Armed with an MBA in global management and a PhD in organization and management, in 2012 Dr. Melody Vanoy began a consulting business. Today, Melody is a CID Committee member and
By focusing on mentoring, education, and networking, PWH helps its members meet industry leaders and develop skills to advance their careers.
CEO & Consultant at AmorX, a national consulting firm delivering executive coaching, DEI strategy, and organizational transformation services. However, AmorX did not always focus on DEI.
In 2015, Melody completed a Diversity Management in Healthcare Certificate. “I just fell in love and kind of never looked back.”
From January 2022 to May 2025, Melody deployed her passion for DEI as Vice President, Human Resources for GHX. In this position, she led the global healthcare technology company’s enterprise-wide inclusion strategy. When the organization restructured in May, her position was eliminated. Now
Melody is looking for new clients and polishing her brand.
As an expert in DEI, Melody and AmorX will continue to partner with C-suite clients across healthcare, nonprofit, and education sectors to help them design and reframe inclusive leadership development programs and strategic planning frameworks.
“You can read an organization’s mission and vision, and diversity is there without using the words diversity,” Melody said. “It has always been there, and it will always be there if they’re a smart organization.”
Building and rebuilding a client base can be tough, though. For those of us considering the option to go out on our own, Melody offers tips.
Even if you have a full-time job, you can mentor and help other organizations through volunteer work or on a pro-bono basis, she said. For example, Melody began helping small businesses, churches, and organizations understand diversity. If she had too
much work, she subcontracted it out to some of her mentees.
Reach out to organizations that share your passion to help expand your network and cultivate leads.
Follow market trends and consider how your special knowledge, experience, and skill set align. Determine the unique perspective you bring to those trends for a specific audience, industry, or organization.
Melody can also leverage her public speaking skills to attract more consulting business. “The horrible thing, you know, you lost your job,” she said. “But if I look at the bright side of it, I can speak, teach, and facilitate authentically.”
In fact, Dr. Melody Vanoy will share her specialized knowledge with PWH members during a PWH Mentor Circle this fall entitled, “Decoding Inclusion and Belonging in a Changing World.”
One thing is for sure, whatever career path step you are on, PWH offers a platform for our members to share their skills, develop new ones, and network.
Tips During Times of Transition
> Make sure you update your email address with PWH.
> If you know change is afoot, be sure to secure samples of your work that feature your skills.
> Update your LinkedIn profile now – don’t assume it won’t happen to you.
> If you don’t have one already, get a PWH mentor or become one. Such relationships are invaluable for managing a career path you desire.
> Join a PWH Mentor Circle to network with up to 15 women leaders over 10 weeks.
> Hop on a PWH Coffee Chat or attend a Member Touch Point meeting. Both are monthly face-to-face virtual networking opportunities.
> Be sure to follow PWH on LinkedIn for up to date courses and networking opportunities.
Role Reversal Creates a Positive Cycle in Mentorship
Mentee Zainab Ahmed and her Mentor Chelsea Johnston share their unique mentorship method.
Mentee’s Perspective
Zainab Ahmed, Data Consultant, Premier Inc,
What is your background?
I have been working in operations within the healthcare technology space for about three years. Prior to that, I spent a few years at a mortgage subservicing company as a tax default specialist.
Why were you seeking a mentor?
I was looking for a mentor to gain perspective, guidance, and support as I navigated new challenges in my career. Having someone with experience to offer insight and encouragement felt essential to moving forward with clarity and purpose.
My goal was to grow both professionally and personally—to develop stronger leadership skills, expand my network, and gain confidence in making strategic decisions.
What have you learned from your mentor?
My mentor, Chelsea, has taught me the importance of intentionality, resilience, and self-awareness. She has offered me practical advice and encouraged me to step outside my comfort zone. One of the biggest takeaways has been the value of trusting the process, even during uncertain times.
Zainab Ahmed Chelsea Johnston
Why has the relationship been successful?
Open and honest communication has been the foundation of our relationship. We established clear expectations early on and created space for meaningful conversations. Mutual respect has also contributed to a strong, effective dynamic. The relationship has been successful because it’s built on trust and mutual investment. My mentor genuinely cares about my development, and I’m committed to applying their insights and feedback. I feel like there is a sense of partnership and accountability that keeps us aligned.
What is your take on the value of mentorship?
Mentorship is incredibly valuable— it’s a powerful catalyst for growth, learning and connection. It offers not just knowledge, but also perspective and encouragement. Whether you’re just starting out or in the midst of a transition, having a mentor can make all the difference in building confidence and achieving your goals.
Mentor’s Perspective
Chelsea Johnston, Director of Business Development
What is your background, current company affiliation and position?
I bring six years of progressive experience in healthcare sales, beginning my career as a medical device sales associate and advancing to my current leadership role. I earned my MBA from Longwood University, which provided me with strategic business knowledge that complements my handson sales experience. In my current position at GHX, I support a team of sales executives, focusing on helping healthcare
organizations streamline their operations through innovative software solutions. My core strengths include building authentic relationships with clients and identifying creative ways to solve their operational challenges using our technology platform.
What inspires you to mentor?
I was drawn to mentorship as an opportunity to give back to the professional community while continuing my own growth journey. Although I’m still building my career experience, I’ve discovered that teaching and coaching others actually accelerates my own learning. There’s something deeply fulfilling about helping someone navigate challenges I’ve faced myself, and I find that explaining concepts to others often clarifies my own thinking and reveals new perspectives I hadn’t considered before.
What have you learned from your mentee?
Through my mentorship experience, I’ve significantly improved my communication skills. Working with my mentee has taught me to articulate complex business concepts more clearly and to adapt my communication style to different learning preferences. I’ve also learned to ask better questions and listen more actively, skills that have enhanced both my mentoring and my day-to-day management responsibilities.
Why
has the relationship been successful?
Our mentoring relationship has a unique dynamic that evolved during my threemonth maternity leave. Zainab and I developed a “role reversal” approach where we each present current challenges we’re facing, and then both provide
advice and perspectives. This method is particularly effective because it encourages Zainab to think strategically and consider situations from a leadership perspective, as if she were in my position. This approach has created a more collaborative learning environment where we both benefit from each discussion, rather than a traditional one-way mentoring model.
What is your take on the value of mentorship?
Mentorship represents one of the most powerful catalysts for professional growth, learning, and network expansion. From the mentee’s perspective, it provides invaluable access to experience, insights, and connections that would take years to develop independently. From the mentor’s perspective, the act of guiding others creates unexpected opportunities for self-reflection and skill development. I’ve found that mentoring has made me a more thoughtful leader, improved my ability to develop talent, and reminded me to maintain a growth mindset in my own career. The relationship creates a positive cycle where both parties continuously learn from each other.
The Reward of Leading PWH®Mentor
PWH Mentor Circles enable professionals at all levels to come together to form a small virtual community and share knowledge on a topic. PWH Mentor Circles are made up of one Circle Leader and 10-15 Circle Members. The Mentor Circles meet 5 times over 10 weeks and may evolve into a longer conversation over time.
Being a Circle Member is incredibly rewarding. But being a Circle Leader is also very rewarding.
Nikki Lange, Senior Manager of Enterprise Learning & OD, Midmark Corporation facilitated one of the first PWH Mentor Circles entitled, “Finding Contentment in a Changing Environment” in the fall of 2022.
“I must admit that when Jamie Terran Shelosky, PWH Mentoring Committee Vice Chair of Group & Situational Mentoring, called me in 2022 about being a Mentor Circle Leader, I was a little hesitant,” Nikki said. “This was going to be the first time PWH was doing Mentor Circles, so I wasn’t sure what to expect or if I was qualified to be a circle leader. Jamie assured me that it would be a great experience. Little did I know that I would not only meet some wonderful women, but that we would continue to be a support system for each other for years to come.”
As a Circle Leader, Nikki ensured all participants contributed to each Circle conversation. During her Circle’s fifth and final scheduled session in late 2022, Nikki and her Circle members decided they wanted to continue to connect and support each other in their careers. Many members of that initial Circle continue to meet once a quarter.
“We don’t have a specific topic on the agenda,” Nikki said. “Instead, we let the conversation go where it needs to go. We’ve supported each other through career and personal transitions and look forward to the next time we can get updates on things happening with each other.”
Nikki encourages all PWH members to get involved in the mentoring options available through PWH, whether 1-on-1 or in small groups.
“Thank you PWH for inviting me to participate and giving me a wonderful group of sisters.”
PWH Mentor Circles for Fall and Spring
This fall, PWH is hosting four new PWH Mentor Circles. They take place on select Fridays, 12:30 to 1:30 PM ET from September through mid-November.
(Left) Nikki Lange (Right) Jamie Terran
Two focus on the topic of “Decoding Inclusion and Belonging in a Changing World.” One Circle on this topic is facilitated by Dr. Melody Vanoy, a transformational executive with over 20 years of experience designing inclusive people strategies, leading enterprise change, and coaching senior leaders to success. The other Circle on this topic is facilitated by Nisha Savanhu, a seasoned product manager at GrahamField with a proven track record in product lifecycle management, cross-functional leadership, and strategic market expansion within the healthcare industry.
Two more PWH Mentor Circles this fall focus on the topic of “Play the Leadership Long Game.” One Circle focusing on this topic is led by Susan Hollman, who is currently growing and developing in her
role as Senior Manager, Environmental, Health & Safety with Owens & Minor. The other Circle on this topic is led by Kristin Paffendorf, a driven leader with a diverse background in supply chain management and currently serving as a group purchasing organization (GPO) Contracting Manager at Premier Inc. Registration for all but one of the fall PWH Mentor Circles is closed. You can sign up for Dr. Vanoy’s Circle until September 19th.
Please help us plan Circles for the spring. If you are interested in leading a Circle, send us an email at pwhmentoring@mypwh.org and put “Mentor Circle Leader” in the subject line. For more information about PWH Mentoring programs, please visit mypwh.org/mentoring
Mentor Circle: Decoding Inclusion and Belonging in a Changing World
Circle Leader: Dr. Melody Vanoy, VP, Diversity & Inclusion
Registration is open until Sept 19th.
This circle meets Fridays, 12:30 - 1:30 PM ET Sept 19; Oct 3, 17, 31; Nov 14
PWH Seeks Industry Mentors
If you hold or have held a position in your field as a director or above and you value the benefits of mentorship, we hope you will share your valuable leadership insights by serving as a PWH Industry Mentor. You don’t have to be a member of PWH to be a PWH Industry Mentor. If you are a leader at an organization that has a Corporate Partner relationship with PWH, you can help mentor a PWH member. As a PWH Industry Mentor, you can expect the same mentor support and regular check-ins that all other PWH mentors receive.
To get involved, please visit the PWH website (mypwh.org), click on “Mentorship,” and then scroll down to click the “I want to Get Involved” button to access the PWH Mentor Request form.
Dr. Melody Vanoy
Nisha Savanhu
Susan Hollman
Kristin Paffendorf
Celebrate Mentoring Day and Enrich Your Mentorships
October 27th is Mentoring Day! It’s a great day to talk with your coworkers and friends about the values of being a mentor and a mentee. Plan events and post to social media about the advantages of being a mentor and being mentored.
For all you PWH mentors and mentees out there, here are five tips to help make the most of your mentorship.
1 Take Time to Get Acquainted
A strong mentoring relationship is built on trust—and like any relationship, that takes time. Before jumping straight into problem-solving or career advice, spend time getting to know each other as individuals. Share your experiences, interests, and goals. The more personal connection you build, the more meaningful and effective the relationship will be.
2 Set Clear Expectations
Establish a shared understanding of the purpose and direction of your mentoring partnership. Discuss what each person hopes to achieve and work together to set SMART goals—goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. This clarity ensures that both the mentor and mentee are aligned and working toward shared success.
3 Listen and Guide
Great mentors prioritize listening over speaking. Allow your mentee to openly share their goals, challenges, and perspective before offering any advice. Ask thoughtful, probing questions to gain a deeper understanding. When providing insights and experiences, it is essential that mentors share both their “how I did it right” (success) and their “how I did it wrong” (failures) stories to provide valuable opportunities for learning. Maintaining humility and honesty while leading by example is crucial.
4 Reflect and Adjust Regularly
Check in with each other periodically to ask: How is this going for you? What’s been helpful? What could we improve? Open, honest communication and realtime feedback helps strengthen the relationship and ensures that both parties continue to find value in the experience to drive overall success.
5 Thoughtfully Close Out the Relationship
If your mentoring relationship has a defined endpoint—such as a formal 12-month program or a set number of sessions in a Situation Mentoring relationship through PWH—be intentional about how you wrap up. Take time to reflect on what you’ve learned, celebrate progress, and discuss next steps. What moments stood out? What insights will you carry forward? What are you most grateful for? Whether mentor or mentee, be specific in acknowledging the impact the other person has made.
By Kristin Paffendorf, Contracting Manager, Diagnostics/ Laboratory, Premier Inc.
Attendees of the 2025 PWH Leadership Summit had the opportunity to network with 230 industry leaders.
Know the ROI of DEI and Reframe for Compliance
Five Reasons Why Investing in DEI is still a Strategic Business Imperative
Investing in diversity, equity, and inclusion (DEI) has long offered measurable returns. Research by organizations such as McKinsey & Company, Gallup, Forbes, Glassdoor and more find that efforts to make all employees, customers, and business partners feel valued and to seek diversity of thought and ability in decisionmaking and procurement strategies correlate with not only lower turnover but also higher profitability, innovation, and efficiency. Research also shows that treating DEI as an operating system for quality and resilience—not a side initiative—builds long-term advantage.
By Sabrina Smith, PWH Cultural Inclusion & Diversity Committee (CID) Chair and Associate Director, Downstream Marketing, ECRI
In today’s competitive and dynamic landscape, organizations that prioritize DEI outperform their peers—not just morally, but measurably. Indeed, DEI is no longer a “nice to have.” It is a business-critical investment that drives innovation, financial performance, employee engagement, and long-term resilience.
Organizations who know the critical value of DEI are reframing to maintain its ROI. The PWH Cultural Inclusion & Diversity (CID) Committee has begun research to help healthcare organizations maintain and justify DEI strategies through a clear ROI lens and compliance-first framing in the new regulatory environment. In the meantime, here are five reasons why investing in DEI remains a strategic business imperative.
1 Financial Outperformance
Companies with greater diversity in leadership consistently achieve superior financial results.
> McKinsey & Company (2023): Companies in the top quartile for gender diversity on executive teams were 39% more likely to outperform on profitability. Ethnically diverse companies were 36% more likely to outperform less diverse peers.
Sources:
> Boston Consulting Group: Companies with more diverse management teams reported 19% higher revenue due to innovation.
2 Enhanced Innovation and Decision-Making
Diverse teams are more effective at problem-solving, creativity, and innovation.
> Harvard Business Review: Teams with members from diverse backgrounds outperform homogeneous teams because they are more likely to reexamine facts, remain objective, and stay focused.
> Forbes Insight: 85% of executives agreed that a diverse workforce is critical to driving innovation and creativity.
3 Talent Acquisition and Retention
Today’s workforce values inclusive workplaces.
> Glassdoor: 76% of job seekers and employees report a diverse workforce as a key factor when evaluating companies and job offers.
> Deloitte: Inclusive companies have 22% lower turnover rates and are more likely to attract top talent.
> Boston Consulting Group: How Diverse Leadership Teams Boost Innovation (2018)
> Catalyst: Risks of retreat: The enduring inclusion imperative (2025)
> Deloitte: Inclusive Mobility: How Mobilizing a Diverse Workforce Can Drive Business Performance (2018)
> Forbes: Global Diversity and Inclusion: Fostering Innovation through a Diverse Workforce (2011)
> Gallup: Culture of Inclusion: Assessment Overview (2018)
4 Improved Employee Engagement and Culture
Equity and inclusion are directly tied to morale and productivity.
> Harvard Business Review: Employees who feel included are 3.5 times more likely to be engaged at work.
> Inclusive cultures foster a sense of belonging, which improves collaboration, productivity, and psychological safety.
5 Risk Mitigation and Reputation Management
Failing to address DEI can harm brand equity and investor confidence.
> Regulatory pressure, public expectations, and investor scrutiny are rising.
> Catalyst: Organizations that neglect DEI are more vulnerable to reputational damage, legal risks, and lost market share.
Conclusion: DEI Delivers Tangible Returns
Investing in DEI is not only the right thing to do—it is the smart thing to do. Organizations that embed DEI into their strategy, leadership, and culture realize measurable ROI through stronger performance, innovation, employee loyalty, and risk management.
> Glassdoor: Diversity and Inclusion Workplace Survey (2020)
> Harvard Business Review: Why Diverse Teams Are Smarter (2015)
> Harvard Business Review: Surprising Power of Simply Asking Coworkers How They’re Doing (2019)
> McKinsey & Company: Diversity Matters Even More: The Case for Holistic impact (2023)
> McKinsey & Company: Diversity Wins: How Inclusion Matters (2020)
PWH ® EXECUTIVE BOARD, 2025
ASHLEIGH MCLAUGHLIN
PWH® Chair
IMCO, Inc.
Chief Financial Officer
ALLISON THERWHANGER
PWH® Past Chair and Treasurer
Innovia Medical
Vice President, Innovia Corporate Sales
NATALIE MARTIN
PWH® Chair Elect
NDC, Inc.
Senior Director, Supplier Management
LAURA RELINE
Secretary
NDC, Inc.
Vice President, Supplier Management
APRIL SHOMPER
Leadership Summit Committee Chair
Vizient
Sr. Director, Events Strategy & Planning
ERYN VERONESI
Marketing Committee Chair
NDC, Inc.
Business Development Manager, Marketing Sales & Service
JESSICA WELLS
Membership Committee Chair
Vizient
Sr. Director, Member Experience
SHELLENE BAINES
Mentoring Committee Chair
McKesson
Director Business Process
JENNIFER O’REILLY
Corporate Partners Committee Chair
B. Braun Medical
Vice President, National Accounts
SABRINA SMITH
Cultural Inclusion & Diversity Committee Chair
ECRI
Associate Director, Downstream Marketing
JESSICA LUCIO
Professional Development Committee Chair
Vizient
Sr. Director, Business Learning
VICKY LYLE
Strategic Oversight Committee Chair
Owens & Minor
Vice President, Industry Associations
MEGAN QUEVEDO
Technology Committee Chair
Syneos Health
Manager, Commercial Quality Excellence
CATHY DENNING
PWH® Board Advisor
Vizient
STRATEGIC OVERSIGHT COMMITTEE
Suzanne Lord, Strategic Oversight Chair
PWH ® ADVISORY BOARD, 2025
Senior Vice President, Sourcing Operations
JULEE PREFER
Sue Hulsmeyer, Vice Chair Organizational Leadership Development
HIDA Participates in Emerging Leaders in Biosecurity Initiative
Participation in the Emerging Leaders in Biosecurity Initiative (ELBI) helps our industry build a network of professionals working within biosecurity.
In May 2025, I joined the Health Industry Distributors Association (HIDA) as the Director of Government Affairs. A seasoned lawyer and bioethicist by training, I’m bringing over a decade of experience in emergency management and public health law and policy. In my short time at HIDA, I’ve been entrenched in HIDA's tariff and health policy advocacy, ensuring the vital voice of healthcare distribution is heard.
In 2023, I participated in one of the best professional development experiences in my career— the Johns Hopkins University’s Center for Health
Security Emerging Leaders in Biosecurity Initiative (ELBI) Fellowship Program. ELBI Fellows enjoy great educational workshops, and the ongoing education and alumni networking activities create a community of biosecurity professionals.
Most recently, I participated in the 2025 ELBI Research and Practice symposium in Washington, D.C. in July. Representing HIDA, I was able to educate a range of biosecurity professionals and policymakers on the important role of healthcare distributors in the United States and across the
By Maggie Davis, Director of Government Affairs, HIDA
globe. Building connections with leaders from Europe and Africa, the symposium provided several key insights for healthcare distributors to help manage biosecurity in the future:
> Differing approaches across governments on how to ramp up critical supply chains for the quick production of medical countermeasures in response to an outbreak
> Lessons learned from recent disease outbreaks globally
> Benefits and risks for Artificial Intelligence (AI) in biotechnology
As a new representative of healthcare industry distributors, I am building relationships with other biosecurity leaders and advocating for the continued role of healthcare industry distributors in biosecurity planning. I hope other health industry distributor leaders can also benefit from the ELBI fellowship program.
Participating as an ELBI Fellow can help members of the U.S. supply chain expand
PWH® NEW MEMBERS
*New Members Since May 27, 2025
Tracey Davis Aesculap
Mary Chami Aesculap
Jennifer Greisen
Aesculap
Jane Nan
B. Braun Medical
Kimberly Fortune
B. Braun Medical
Emily Janik
B. Braun Medical
Janelle Paynkewicz
B. Braun Medical
Johanna Harris
B. Braun Medical
Danielle Jaacks
B. Braun Medical
Jenna Stuart
B. Braun Medical
Jeneane Leh B. Braun Medical
Julie Bauer B. Braun Medical
Robin Dudasik B. Braun Medical
Nicole Beck CuraScript SD
Dana Hankinson Drive DeVilbiss Healthcare
Nilkys Machado Drive DeVilbiss Healthcare
Michelle Tahir Drive Devilbiss Healthcare
Christina Ryan Drive DeVilbiss Healthcare
Amy Donia Drive DeVilbiss Healthcare
Maria Washington Drive DeVilbiss Healthcare
Kristi Corwin Drive DeVilbiss Healthcare
Rahson Powers Drive DeVilbiss Healthcare
Danielle Mazzaro Drive DeVilbiss Healthcare
Jamie Fitzgerald Drive DeVilbiss Healthcare
Nick Pombonyo Drive DeVilbiss Healthcare
Kimmie Cavrak Drive DeVilbiss Healthcare
Rossella Andosca Drive DeVilbiss Healthcare
Cassandra Mills Drive DeVilbiss Healthcare
Mariella Guiulfo Drive DeVilbiss Healthcare
Annalisa Williams Drive DeVilbiss Healthcare
their network of professionals working within biosecurity, including those working in lab research, medicine, and policymakers charged with preparing for and responding to disease outbreaks. To qualify, you need a graduate degree or three years of professional experience. You can apply for the 2026 ELBI class through the Center for Health Security’s Website: https:// centerforhealthsecurity.org/educationtraining/elbi-fellowship/apply-to-theelbi-fellowship.
