Member Feature: BARBARA MARANHAO is an Eastern Regional Sales Manager at Feelux Lighting. She is an active member of the WILD New Jersey chapter. Originally from Brazil , she moved to the USA in 2016. Learning to navigate another culture and language helped her with flexibility and empathy.
Take a look at what activities keep her busy “AFTER HOURS“…
MADE is a craft fair I participate every year.
I always come with something different: photography, watercolor, collage.
Barbara is also very active in dancing and photography! Spreading light where ever she goes.
Want to be featured in what inspires you after hours? Please share with us!
Serving on the WILD Board has been one of the most fulfilling experiences of my career, and stepping away feels a bit like when Mad Men ended: loss, nostalgia, and gratitude all together. But I know the WILD story will continue, and I’m very proud of what we’ve built.
I’ll miss being “on the inside,” but I’m excited to see Nastassia Ortiz bring her creativity and energy to the Board. She represents everything that keeps WILD growing and glowing.
We are an equity organization
I’ve been attending informal WILD events for decades, with about 9 years in leadership and board service. When I look back, it isn’t the meetings, events, spreadsheets, or graphics: it’s what we built and how we built it.
From the start, WILD’s foundation has been rooted in equity, and not just for women. We built it into our structure, creating a leadership model that depends on the Chapter Liaisons for shared decision-making and accountability. Principles of equity shaped every conversation about bylaws, program design, participation, and partnerships.
As Programs Chair, I’ve had the privilege of nurturing four programs, each addressing a different kind of growth. The amazing women leading these efforts found their rhythm in different ways and at different times. As a group, they reflect the full range of what WILD stands for: supporting the whole person, not just the professional.
Lamplighter offers members valuable resources on sexual harassment and bullying awareness and prevention. It’s a heavy topic, but avoiding it is not an option.
PRG+ opened space for “conversations” during COVID and continues to seek transparency from employers on issues that too often remain afterthoughts. It’s empowering simply to say, “You’re not alone.” Lamplighter offers members valuable resources on sexual harassment and bullying awareness and prevention. It’s a heavy topic, but avoiding it is not an option. The DEIR Committee has shifted to collaborating with allied advocacy organizations. Holding space for other marginalized professionals is just about the WILD-est thing we do.
As WILD grows, sustaining our momentum will take more than goodwill. Leadership provides the structure, continuity, and care that turn volunteer energy into lasting strength. WILD will need to invest in the framework that helps chapters and programs thrive year after year.
There’s power in partnership
None of this happens in isolation. We learned early on, and keep learning every day, that we don’t have to reinvent the wheel. Collaborating with groups like local IES sections, NACLIQ, NOMA, IALD, and Equity in Light expands both our reach and our resources. When we share responsibilities across the lighting professions, the whole industry moves forward.
And then there’s Mentorship: the program that truly took flight. I had just about given up finding leadership for this committee when the Sara(h)s stepped forward. (Thank you, Sarah Richter and Sara Schonour!) We started with a small pilot in 2023 and designed it to be peer-to-peer, because every lighting professional has something to teach and something to learn.
The testimonials from generous participants have been profoundly moving: stories of confidence gained, goals clarified, and friendships formed across time zones and career stages. With the next cycle beginning, we’re looking at 100 participants in 2026. Every application represents someone raising her hand to connect, share, and lift others up.
The multiplier effect
These programs, and the relationships behind them, prove the efficacy of collective efforts. WILD isn’t powered by individuals; it runs on people who raise their hands and work together to build something remarkable.
Yes, it’s hard to let go. But it’s easier when you feel proud. As I step back from leadership, I remain an active member. WILD has empowered me to learn and love and lead in ways I never expected. And I know I’ve empowered others in turn. It’s not linear, it’s exponential.
Let’s call it the “empowerment multiplier.” In WILD, the mentee becomes a mentor/leader. The participant is encouraged to organize a group. A young person finds their voice and uses it to open doors for others. The introvert becomes an advocate for many. In fact, it’s logarithmic.
That’s a stellar, immeasurable ROI. The work never ends, but the impact keeps expanding. Welcome, Nastassia. And to everyone considering raising your hand: Work together. Empower yourself. Empower others. And just watch what happens.
The WILD Mentorship Committee is so excited to have reached our goal of 100 applicants.
We think we can accommodate everyone, so applicants should keep an eye out for communication about their assigned cohort and “Save the Date” for the Kickoff meetings which will be consist of two sessions that participants need only attend one). Participants will be able to choose from one at noon and the other at 3:00 pm ET.
BECOME A LIAISON!
Mentorship is still seeking cohort liaisons for organizing and monitoring individual cohorts and reporting back to the Mentorship Committee. A relatively light life about 3 hrs per month. If you’re available, please reach out to us mentorship@womeninlightinganddesign.org
As the eldest in my family and the first to attend college in the U.S., National First-Generation Day holds deep personal meaning for me. It represents resilience, determination, and the power of breaking generational cycles.
National First Generation Day is on November 8, 2025. The day is dedicated to celebrating the achievements and resilience of first-generation college students, faculty, and staff. It also commemorates the signing of the Higher Education Act of 1965, which expanded access to college for low-income and first-generation students.
This day is a reminder of the sacrifices my family made and the strength it took to navigate unfamiliar systems without a roadmap. It symbolizes not just my journey, but the hopes and dreams of those who came before me—and the legacy I’m helping to build for those who will come after.
Being a first-generation woman in the lighting and design industry makes this even more significant. It means showing up with pride, paving the way for others, and proving that you don’t have to have a traditional path to make an impact.
The International Association of Lighting Designers (IALD) Southeast, Illuminating Engineering Society (IES) Atlanta, and Women in Lighting + Design (WILD) Atlanta chapters are proud to announce the return of their annual Holiday Gathering, taking place on December 10, 2025, at Indie Studios in Atlanta.
This festive event brings together members from all three chapters and welcomes lighting professionals from across the commercial and architectural sectors to connect, celebrate, and learn more about each chapter’s mission.
Now in its second year, the event builds on the success of last year’s inaugural gathering, which drew strong attendance and community support. This year, attendees will enjoy an evening of networking, food, drinks, and entertainment, while engaging with peers and discovering opportunities for involvement in each organization. A highlight of the evening is the toy donation drive benefiting Children’s Healthcareof Atlanta (CHOA).
Demonstrating the lighting community’s generosity, last year’s toy drive filled an entire SUV with new donations – an outpouring of support that CHOA volunteers described as both overwhelming and deeply appreciated. This year, the chapters aim to double the impact. Guests are encouraged to bring new, unwrapped gifts for children and young adults from infancy through age 21 to help bring joy to patients and families during the holiday season.
Sponsors supporting this year’s event include:
The Edison Report, Today In Lighting, Designing Lighting Magazine, Acuity Brands Lighting, Cooper Lighting, Bell & McCoy, ArchLIGHT Summit, Ardd + Winter, and TAG Lighting Brands.
Join the Atlanta lighting industry for a night of celebration, connection, and giving back to close out the year with purpose and community spirit.
About the Organizing Chapters:
IALD Southeast Chapter
The International Association of Lighting Designers (IALD) Southeast Chapter represents professional lighting designers across the region, promoting excellence in lighting design and supporting education, advocacy, and community engagement.
IES Atlanta Section
The Illuminating Engineering Society (IES) Atlanta Section is dedicated to advancing the art and science of lighting through education, standards development, and knowledge sharing among engineers, designers, and industry professionals.
WILD Atlanta Chapter
Women in Lighting + Design (WILD) Atlanta Chapter fosters a supportive and inclusive community for women and allies in the lighting industry, promoting mentorship, advocacy, and professional growth.
Member Feature: Andrea (Andi) Hunt is a Project Manager at JC Wright Lighting Sales in Spokane, Washington.
Andi is involved in our Spokane chapter. Take a look at what activity keeps her energy burning “AFTER HOURS“…
I am part of a professional belly dance troupe called Wild Alchemy. We dance “Fat Chance” style Belly dance. I also teach this style. I am also learning sword dancing and do some fire dancing and fire eating. I am a huge reader and I love to crochet.
Be sure to join WILD at “The Connections Section” during the show to learn more about how to get involved in the Canada Chapters with the leaders listed below.
Orgullo Latino There is something to say about being a Latina.
I was brought up by humble immigrant parents who came to the US seeking amnesty in the early 80s; El Salvador was amid a civil war. I applaud them for wanting more and risking it all for a better life. As a child, the US was an exciting new world but with a language I quickly had to learn. As la hija mayor I was my own motivator and learned how to be a servant leader. Micultura shaped me and made me who I am today.
“Latinas are considered to be fierce, and we are!”
With fierce determination, I served as a medic in the US Army. Our culture teaches us that it takes a village to get something done and care for others we love. Orgullo comes within even when things are not easy, and you still plow through it. That is what I had to do to become a first-generation college graduate. As a bi-lingual Latina, I want to inspire and speak on behalf of mi familia. We have great faith, heart, love and not to mention good food and music.
Through my 16 years in the Lighting industry, I’ve had many mentors and great leaders who’ve embraced me for me and what I bring to the business. Yes, my Spanglish comes out sometimes but it’s who I am.
To all Latinx coming into the business-
“Be a leader who understands hard work and perseverance. Remember that failures and obstacles are part of life. It’s how you face them that matters. Just ask your Abuelita!”
Great leaders strive to make a difference in the community through the work they put in and leading by example.
“Female colleagues at every stage of their careers stand ready and willing to support one another.”
Juliana Ruffalo, Senior Sales at Visual Interest
” My strongest takeaway from the WILD Mentorship program was the group of women in my cohort: four professionals hailing from different regions and different facets of the lighting industry. These women have become more than colleagues: they are resources, cheerleaders, advocates, and friends who will continue to shape my career as long as I am part of this profession. I have to admit, I was surprised by the overall experience and the friendships made.”
I had never done anything like this before, but my experience encapsulates the purpose of the WILD Mentorship program: creating a structured space where professionals can learn directly from one another. I was originally expecting a traditional mentor-mentee model, where a veteran professional guides a junior colleague. But WILD has adopted peer-to-peer mentorship. This format allowed the four of us to share experiences, and it turns out people at different stages of their careers often face similar challenges. We were mostly mid-career professionals – some undergoing transitions in our careers. (For instance, I recently started dedicating more time to mentoring junior sales persons at my firm.) Every one of us brought valuable insights; optimally exchanged in an open, confidential setting.
Understanding peer-to-peer mentorship
Peer-to-peer mentorship is not unique to lighting. It is a well-established model practiced in professional development across many industries. Instead of the mentor giving and the mentee receiving, everyone in the group takes turns sharing experiences and resources, asking questions, and offering advice.
” It’s important for participants to turn off or set aside any distractions for the devoted mentoring hour, so they can fully benefit from not only being a teacher, but also a deep-listening learner. This approach creates space for intergenerational learning. Younger professionals bring new ways of thinking about communication, evolving workplace expectations, and emerging technologies. A mid-career designer transitioning to management may gain insight from a veteran manufacturers rep. Or a regional sales manager may learn from a daily Revit user.”
At any stage of your career you have lessons learned (often the hard way) from navigating projects, clients, career transitions, and our complex supply chain. It was my hope in being open and honest with my group that they could benefit from my hard-earned lessons.
Structure
In the WILD Mentorship program, participants are placed in small cohorts of four to six professionals that meet online twice a month: a commitment of about 3 hrs a month. As a full-time employee and a busy mom of two, this originally sounded like a lot, but I quickly realized, you will likely only need to lead or prepare for every fifth or sixth meeting. For the rest, you’re listening to individuals you learn to respect.
Each group is intentionally composed of people from different regions (so you’re likely not matched with your boss or client) and different sectors of the industry. We spanned all four time zones, so finding a time that worked for everyone is a challenge. Friday afternoon (1:00 pm Mountain) worked well for us. For me, it felt like a good departure from day-to-day tasks to focus on broader career and self-improvement issues. As an initial icebreaker, we all did a personality assessment (HIGH5), which turned out to be useful for my sales team as well.
Six months seems to be a sweet spot where trust builds gradually. Meeting twice a month consistently helps groups move beyond surface-level introductions into deeper discussions, and allows for flexibility with busy schedules should any sessions need to be adjusted. The online format makes participation accessible no matter where you live or work. And the small group size ensures everyone has the opportunity to engage and to lead.
What makes it successful?
Equality of roles: There is no single mentor. Everyone contributes knowledge and receives support.
Structured cadence: Though scheduling can be challenging, twice-monthly 1-hour meetings provide consistency without overwhelming commitment.
Diversity of perspectives: Cohorts are designed to include different disciplines and regions, broadening conversations.
Resiliency: The small-group format minimizes the risk of a single unsuccessful mentor-mentee match, ensuring deep connections through sharing and commitment.
Flexibility in topics: Conversations move beyond technical issues into leadership, self-empowerment, workplace culture, career changes, and other (sometimes surprising) topics.
Safe space: Repeated interaction within a small group builds trust and encourages honest dialogue, especially knowing that what’s mentioned in the cohort, stays in the cohort.
” I loved that our cohort explored topics both in and outside of lighting, and I am so grateful to the women in my cohort. They were easy to talk to, understanding, and, most of all, inspiring with their drive to continue to learn and collaborate! Their different perspectives, approaches, challenges, and successes gave me new insight into the possible directions a career in lighting may lead.”
Lasting benefits
The benefits of peer-to-peer mentorship will extend far beyond the six months of scheduled meetings. Though my cohort will not continue to meet monthly, we will keep in touch and hope to meet in-person at a trade show or industry event in the future. Exposure to different parts of the industry brought insights and perspectives I may never have encountered in my work as a manufacturers representative. Instead of adding one mentor to my network, I’ve established several peers as future resources and soundingboards.
“Hearing how others have faced similar challenges (successfully or not so much) made me realize I am not alone and prompted me to look for solutions in places I may not have considered otherwise. My peers provided valuable tools, and we encouraged each other to pursue opportunities as they presented themselves. Sharing our own experiences boosted our mental health/wellbeing, as well as our confidence. I can’t speak for everyone, but I better appreciate the value of my existing knowledge and skills.”
The lighting industry can be known as a lifetime sentence. While roles may shift – from designer to manufacturer to rep to educator – individuals often remain connected to the field for decades. Strengthening peer networks early and mid-career helps professionals, especially women, envision a sustainable and rewarding future here. Retention is one of WILD’s core goals, and Mentorship plays an important role. Female colleagues at every stage of their careers stand ready and willing to support one another.
