Women2Women Magazine Winter 2021 by Hoffmann Publishing Group

CONNECT GROW LEAD

Rachael Romig, Editor 606 Court Street • Reading, PA 19601 berkswomen2women.com • 610.376.6766

Women2Women Council:

Alison Snyder, Chairwoman Rosa Arroyo, Kelly Beaver, Devon Fiore, Amanda Hand, Maria Mitchell, Mary Ann Moffitt, Mary Jean Noon, Tracy Parmer, Regina Rinehimer, Rachael Romig, Brenda Rosado, Trish Shermot

Women2Women is Greater Reading Chamber Alliance’s catalyst for developing women leaders and connecting women from diverse backgrounds to learn, share ideas, and mentor each other. W2W offers a forum for women to create connections, gain knowledge, and build strategic alliances to foster their personal potential and career advancement. Joining the network is open to all who support women and Women2Women Magazine is a publication of the Greater Reading Chamber Alliance.

To join: W2W@greaterreading.org

Stay connected: BerksWomen2Women.com

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Berks Women2Women @berksW2W

Reflections

We’ve made it through 2020 all – welcome to 2021! As we all look to a new year, new possibilities, and opportunities I remind you to use a ‘hopeful’ lens when searching for what it all means. We have been tested, pushed, bent and bruised beyond our wildest expectations in 2020 and we are all stronger because of it. That’s why our winter magazine features SHE-EOs (family leaders), leadership qualities to take you back on track, our De Mujer a Mujer 2020 Award Recipients, and how to run into 2021 being a better you and an ALLY to all.

The 10-year anniversary of Women2Women holds the theme “Be An Ally.” In this issue we focus on diversity in our workplaces and our lives. We look at how we can be better to each other, better understand each other, and move forward in strength together. Being an ally can mean so many different things and when you hear us say it through 2021, remember that you can be an ally to any other person, but through educating ourselves on how to be better allies to groups we normally don’t think about, you will grow as a person and the right kind of leader for the future.

This program year encompasses everything I am passionate about. Helping others, understanding differences (and similarities), mentoring each other, and listening and sharing with those who have a soft voice, so they feel heard.

Rachael Romig Senior Director - Events & Special Programs Women2Women | Family Business Alliance

2020 tried to break us and we came out stronger. In November we had a full screen of smiling faces joined for our event. Nothing can stop us.

A

woman is like a diamond: She reaches her full potential under immense amounts of pressure.

The Emerging (SHE)EO

The trend of women in leadership roles continues to grow across the corporate ranks but it should not be surprising to see successes women achieve once given a seat at the table. Look across the landscape at politics, policing, manufacturing, small business ownership and, even, corporate America and one can easily see women leadership growing beyond the traditional institutions like healthcare and education. Of course, this hard-earned voice has not been easy; nor have the ranks expanded dramatically due to a slow-changing culture and the history of tenure among those seeking the top spots in organizations.

This is not a story about sexism, the glass ceiling or the boys’ club; it’s an exploration into the many talents women bring to leadership roles in business, and words of encouragement to continue the journey in achieving success at any level. Whether pursuing the top spot or a leadership role in any organization, or pushing your own entrepreneurial boundaries, the demands are many, and the competition for the few managementlevel openings is fierce, regardless of gender. Understanding expectations and valuing your skill sets can be prized assets in pursuing your career aspirations.

We have had, and continue to see, a greater influx of outstanding (SHE)EOs in our community.

While we may agree that attainment of certain requisite, and specialty, education and industry knowledge provides the solid foundation for business success in most fields, we would argue there are certain management level techniques and soft skills that women utilize to bring value to leadership roles. Many of these skills are often gained and honed from being the family CEO Several are learned through earlier years of gender and cultural awareness. We asked a few of our community (SHE)EOs to share their thoughts on women leaders in the workplace, perceptible skills that women bring to the job, and the correlations between family and business management talents. We trust you’ll find some kernels of wisdom from the contributions below.

KRISTI GAGE-LINDERMAN

I am supportive of all women trying to grow in their career, children or no children... as well as those that have chosen to stay home with their children, as there is no right or wrong answer. I admire both sides and have even struggled with that myself.

Like most moms, I find myself exhausted most days because #KIDS. Add to that, navigating work and life as a business owner and a mom to two boys – a baby and a toddler – all while trying to figure it out during one of the most unpredictable and trying years in decades.

By and large, it should be acknowledged that all mothers are multi-tasking machines with super skills in time management, resourcefulness, resilience, patience, intuition and creativity. Day to day, it’s all about finding a balance, planning ahead, setting priorities and being able to handle the curveballs as they come. It’s about simply going with the flow when things are out of your control.

As many may already know, both running a business and raising children, require constant attention, focus and creativity. We are always on a learning curve, creating new ways of doing business and adapting to the constant changes happening in the market and in the world around us.

For women looking to grow in their career instead of taking a step back during motherhood, I want you to know that it’s possible. It’s important to lean in and share your ideas – better yet, show them what you’ve got, don’t just tell them. Offer to take on a project or dive right in by helping with a challenging situation at work. Talk to your boss about potential room for growth and share your goals. Offer to take on a leadership role on a committee or a board, or join a non-profit and use all of your skills to help make an impact and create opportunities for success. Make connections and learn from others. Lean in and apply for that promotion – just because you have kids or are planning to have kids, it doesn’t mean you need to take a step back from the workforce. In today’s world, you can do more from anywhere – at any time. I’m never quite sure where my days begin or end, but I do know that somehow there is a way to get it all done and keep moving forward.

Through trial and error, successes and failures, I am more confident than ever as a “mom in management.” I’m a firm believer in finding a support system and surrounding yourself with positive people - whether it’s a mentor, a supportive team, another superhero mom, amazing coworkers - or simply just family and friends that understand your need to prioritize your time in a hectic world. I’ll be forever grateful for those who have helped guide me along the way, from growing up watching my own mother working endless hours while building a business and

raising two little girls – to having the opportunity to work with other female leaders and mentors that have worked hard to pave the way for both women in business and for working mothers.

Especially during these unprecedented times, whether in the workplace or at home, I rely even more heavily on my intuition, my resiliency and my drive to simply get things done.

A shout out to all the mothers out there - you are doing an amazing job and you are exactly where you need to be. A shout out to my fellow working moms and mom-preneurs, I see you – and I’m seriously impressed. A shout out to my friends and family – your patience and support is invaluable as this time management thing is easier said than done.

Kristi Gage-Linderman is the COO of Gage Personnel and is responsible for running the day to day operations of the business. She also serves as Chairwoman for the Berks County Workforce Development Board, and on several other boards and committees both locally and nationally.

Continued on page 8

TAMMY WHITE

I had the advantage of growing up with strong women in my life; my grandmother, my mom and four aunts. My grandmother raised six children and ran a household. I remember her telling me a story about how she would create a safe and secure space in the living room for her six young children while she went outside to hang laundry. I would call that problem solving.

Throughout my life, I have watched and learned from women. A common thread among women is the seemingly innate range of skills for project management, delegation, creative thinking, time management, listening skills, empathy (emotional intelligence)…oh, and most importantly, great awareness (also known as having eyes in the back of your head!). Women running households often manage family finances and procurement—also known as grocery shopping, comparison pricing for household appliances/items, school shopping, holiday shopping (you get the idea).

Bottom-line, women have incredible skills, transferable for securing a primary or second job in the workforce. Be confident in your skills, experience, and knowledge… employers would be fortunate to hire a capable household CEO.

Tammy White is President at United Way of Berks County.

LINDSAY SOKOL

By nature I am a very collaborative person who likes to work together to make things happen. I believe the skills I use in my home life, such as scheduling for my kids’ appointments, school, activities, meetings and other events, require planning, time management and organization. Being able to work together to achieve things is necessary at home and at work. We are a team and the success of the team depends on strong communication, organization and planning.

Foregoing personal success for overall success, at home and in the company, I want everyone to do well, be happy, and love what they do. I want all to have pride in a strong company. You establish a routine, and certain actions or habits, that need to take place at home for success, such as chores, spending time together, playing games, healthy food, adequate sleep, etc. The same happens in the workplace. You need to establish the routine and habits of success and spread them across the entire organization.

I am a natural motivator because I genuinely want everyone to succeed. It is not about me; it is about everyone else. Regularly

communicating and checking in to make sure we are all aligned and moving together in the right direction happens at home and at work. I help remove barriers that impede everyone’s ability to succeed. I am also working on where we are heading and not getting too caught up in what is happening day to day. I need to be focusing on future planning and where we are going. Same for at home. We are working on raising our kids to be healthy, strong and independent so they are able to thrive as adults.

Lindsay

Sokol is CEO at Solo Labs in Kutztown.

PAT LANGIOTTI

Women are typically experts at multi-tasking and juggling multiple roles and commitments at the same time – work, home, kids, meals, finances, and special events. Business leaders must be able to focus on the most urgent need at the time but never be so laser focused that they screen out everything else that also needs their attention. The discipline of time management and the ability to maintain constant awareness of all that is your responsibility, is essential to business leadership success. Top level business leaders are never allowed to offer excuses such as “I was too busy doing X to think about Y.”

Women, especially those who have children, have mastered the art of ‘choosing their battles’ and know when it’s time to just let something go. Successful business leaders must do the same. They must be willing to allow others to make mistakes as part of the learning process, and they must be capable of delegating some responsibilities to others (knowing all the while that things might not be done quite as well as if they had done it themselves). This does not mean that you lower your standards; you simply recognize the things that are most important and devote your time and attention to those things. After all, there are only 24 hours in a day!

Different family members have different needs. Some are sensitive and emotional. Some are aloof. A mom quickly learns that a ‘one size fits all’ method of getting everyone to do what she wants them to do does not work. Some need discipline. Some need encouragement. This awareness that everyone is different helps women recognize that managing and motivating people in the world of work, or leading diverse teams of people to accomplish the agreed upon mission, requires both flexibility and pragmatism.

Patricia L. Langiotti, PMC, is President at Creative Management Concepts, and Acting CEO at F. M. Brown’s Sons, Inc.

ANDI FUNK

Katharine Graham was the first female CEO of a Fortune 500 Company, the Washington Post, in 1972. Over the next 20 years, only 2 other women would join her rank. Today, almost 50 years later, we have 38 Fortune 500 female CEOs. We’ve come a long way! But still, 38 of 500 companies is only 7.6%. And remember, 51% of the US population is women, and in January 17, 2020, CBS reported that women now hold more than 50% of the US workforce. So, 7.6% means WHAT?

As we continue blazing the trail for women behind us, we need to stretch. We haven’t been in the top positions for long, so our resumes may not look the same as our male colleagues. But that doesn’t mean we don’t have skills that are transferable and valuable.

When I did my MBA at the Wharton School, I was working fulltime, going to school fulltime, and had just given birth to my beautiful first born baby boy. I learned a lot about finance and business at Wharton. But almost as importantly, I learned the capacity to take on a lot, both of which have been invaluable to me in my professional career.

Because of the expectations society places on women, we naturally become adept at “multi-tasking.” When we get home from work, we don’t just grab a beer and turn on Sports Center. We walk in the house, pop the chicken in the microwave to defrost, pick up three wrappers and a pair of dirty socks off the floor, deposit them in the laundry room and trash as we navigate to the kitchen, click off the TV on the way, fill a dog’s water bowl, kiss a kid, open the mail and look over the bank statement while we walk upstairs to get changed… multi-takings is our nature! This may seem like we’re just juggling life’s natural craziness, but these are real skills –don’t sell yourselves short!

You CAN be the Project Manager who knows how to budget the resources for the job and ensure seven different work streams are getting accomplished simultaneously; you CAN be the Director of the Department with ten direct reports and deadlines and responsibilities – even if those titles have not been on your CV before. Be confident in, and talk up, the qualifications and skills that you’ve developed in the school of life as we shatter new records on what women can accomplish in the workplace.

Andrea Funk, MBA, is past CEO, Cambridge-Lee, and currently VP, Finance, Enersys, Inc.

By Tracy Hoffmann, CEO – Hoffmann Publishing Group Inc.

Empathy: A LEADERSHIP SUPERPOWER

How important is empathy as an attribute for effective leadership?

In a year dominated by the COVID-19 pandemic, the answer is simple. Now, more than ever.

Let’s start with what empathy is in the context of leadership. The global Center for Creative Leadership suggests that it’s a leader’s ability to relate to employees’ thoughts, emotions and experiences – and that with nearly 50% of managers in today’s management pool ineffective, one big reason is an empathy skills gap.

In this extraordinary business environment, business leaders are being called on to demonstrate their empathetic skills. Since research consistently shows empathy enables leaders to be open and understand what employees are thinking, empathetic leaders strive to create the conditions for employees to share their thoughts. The pandemic is a case study in how a leader’s behavior toward employees can have a positive or negative impact on their overall mental health. Having empathy for an employee has nothing to do with a leader’s ability to be firm, fair and consistent. It’s not a sign of weakness; it’s a sign of strength, and evidence that an employee’s well-being matters.

Herbein + Company, Inc. managing partner Dave Stonesifer

began his first full year as the firm’s chief executive in January 2020, two months before the public health crisis began.

Stonesifer realized that employees who don’t feel safe or cared for can become anxious – and this can affect performance.

“Our executive leadership made a conscious effort to communicate as frequently and transparently as possible – and to be as available as possible to help calm fears. Personally, I look back at the first few months of the pandemic as an opportunity for me to learn more about our team, and hopefully to inspire them to believe our firm – and each of us – could be positive about our future,” Stonesifer said.

An empathetic leader understands what their employees want at an individual level. They accept that their employees come with a wide variety of differences and expectations. In a society evolving with respect to diversity and inclusion, empathy becomes a more critical micro skill for leaders.

Interestingly, Herbein launched its new diversity initiative in 2020. While this had been under discussion prior to the pandemic, it acquired new urgency in the COVID-19 business environment and following the racial justice protests in the summer of 2020.

Empathy: Genetic, learned – or both?

People naturally have low or high levels of empathy – and some people are naturally empathetic. However, it is something that can be taught, and enhanced through practice. A leader committed to developing empathy will know they’re becoming more empathetic when they can stop focusing on what they think, slow down, and instead put themselves in their employees’ shoes. They stop focusing on being right and start being open to learning what an employee is thinking before making a decision.

However, it actually is possible to have too much empathy. If not monitored, a leader may become emotionally overwhelmed trying to meet every employee’s wants. Leaders must make decisions, and even with the best intentions some employees may not be happy.

Empathy actions

Every leader ultimately determines how much effort they’ll put forth to be empathetic. The Wall Street Journal reports that 20% of organizations send managers to empathy training. This suggests that there’s a growing interest in how empathy can support employees.

Leaders who focus on developing empathy often find that as a result, employees demonstrate increased loyalty. It helps develop teams that are tolerant of peers, which increases cooperation, decreases stress levels, and positively impacts employees’ creativity and problem solving.

Empathy enhancing tips

Be patient – Understand that whenever there is a difference between what an employee wants and what they have, they may become frustrated or emotional. Allow employees time to get their thoughts out – and don’t feel an immediate need to control a situation. Be open, seek to understand, and don’t interrupt them. Be patient.

Listen – Open your mind and focus on what employees are saying, not on what you’re thinking, or what you want to say. Seek to understand their facts and rationale before forming a conclusion. Slow down and learn why something is important to them before you agree or disagree.

Be mindful of your body language – It’s not only your words that employees pay attention to; it’s also your facial expressions and body language. Have your body language align with your words and intentions. Checking your phone when someone is talking to you shows that you’re not really interested or listening to them.

Encourage – Encourage more introverted employees to share their thinking on work-related matters in non-threatening ways – and what work for them, such as one-on-one meetings. Encourage all employees to share their thinking with you regularly.

Learn – Learn what’s important to employees by asking questions about their work, projects, culture and what defines their success. 2

By Jennifer Cerra, Communications Manager, Herbein + Company, Inc.

as strong as the woman next to me.

Having a solid group of females surrounding you is necessary. These women lift each other up, joke with one another, talk careers and life, and overall enjoy one another. Each comes from a different background and industry, but ALL are leaders everyday in how they operate personally and professionally. We had the pleasure of hanging out with them for an afternoon and heard from them about what leadership means to them.

We asked each of them the following questions:

1. Why is it important to you to have a group of supportive women around you? What benefits come from your supportive group?

2. How are you a leader [in your industry]?

3. What advice would you give to other women coming up who want to be a leader [in their respective industry]?

HEATHER ADAMS Executive Director, Berks Community Television

1. A group of supportive, professional female peers is a sounding board that I didn’t know I needed, and now I am not sure what I would do without. The insight, encouragement, and perspective shared openly among ladies that have each other’s best interest at heart is irreplaceable.

BERNADETTE

BERRIOS Director of Sales, Crowne Plaza Hotel

2. I think that you can only really be a ‘leader’ if you are helping other people to lead as well, in whatever way is best for them. I would like to think that if I am seen as a leader it is because I have done my best to lift up and engage the people around me.

3. Be bold. Stand up for your yourself and your ideas, and admit when you’re wrong.

1. You know the saying “Surround yourself with people who empower you to become better”…. well these ladies are that for me. The genuine support and energy I get from them and their belief in my abilities and opportunities they see for me (more so than I sometimes see for myself) is invaluable. This energy helps me make choices that are not always easy but I know to be the right path or next steps to take.

2. To be honest when I first started my goal was never to be a “leader,” it was to do my job well and be great at it. But over time I’ve been a mentor to my colleagues, others I’ve met in the industry and even my sister who is AGM at the Homewood Suites – “so proud of her!” And after 15 years in this field, it’s nice to hear how I was able to help guide others towards their goals just by simply sharing my experiences and being an example. It’s hard for me to call myself a leader when so much of what’s been successful is due to Team Work and inspiring each other.

3. Try not to mold yourself into an environment of complacency. If you love what you do don’t be afraid to show it. Start by perfecting your current duties and go above and beyond that. Adding that unexpected extra effort will pay off. It takes patience and consistency so that when the opportunity for advancement appears, the proof is in your work. This is a world of revolving doors, the opportunity is just a turn away.

ENGLISH BRADLEY Administrative Manager, Berks Community Television

1. I firmly believe that you are the sum of the people around you. Curating a diverse circle is crucial to our overall wellbeing; we see the countless studies on the value of diversity in the work place. This is also true and in my opinion even more critical in our personal lives. Not to mention the beauty of being able to call a gf and say hey today sucked, I’m struggling, can we talk this out (be open to their feedback, give permission for them to speak honestly) or on the flip side saying Girl! I killed it today, let’s celebrate (and encourage each other)! Both are needed and immensely valuable!

2. It feels super weird to answer this one but I think it should, the tension of humility and revelation! Saying YES! where I can and NO. where I should has brought a level of maturity to my work – recognizing that I am not always the best person for a project and recommending the better candidate/team member to get it done and supporting them in their efforts as an ally has opened doors and continues to put me professionally in a place of stretching and introspection which is really fun and ultimately creates space for other highly capable women to flex and I love that.

3. Show up, be open, engage fully and do great work. You bring value when you contribute, no matter how big or small the contribution, whether the team goes with your idea or not, you put it out there and keep showing up! You’ll notice that your circle expands, people will ask for your thoughts, and at some point you’ll look around and think, “How did I get here in a room with these incredible people?” It’ll be because you always did the brave work of putting yourself, your ideas, solutions, questions, and work out there. Leadership looks different in all of us; embrace that and serve your mission well!

ELLEN ALBRIGHT Director, Talent + Workforce Development, Greater Reading Chamber Alliance

1. As we all know and have been told, relationships are so important. But take a quick inventory of your relationships – in your personal life, work life, and sometimes those really special relationships that span both! Are they truly meaningful and authentic? I feel lucky enough to be able to answer “YES” to that, and I hold this incredibly close to my heart. So many wonderful memories, projects, and positive things have come my way because of the strong, supportive women in my world.

I’ve also found that it’s important to allow that network to grow, even when it can feel uncomfortable. Force yourself into networking events like those offered by W2W. Make time for the Zoom happy hour that you were debating bailing on. Follow-up with that business card of the person you met 3 months ago – it’s always better late than never. Some of the most amazing women in my tribe have become my “people” through friends of friends or by showing up, even when sweatpants and frozen pizza sounded like a better choice!

2. Remaining completely, openly humble about all the things I do not know yet. We live in a world where things constantly change – technology, trends, community efforts, and global issues – it is impossible to keep up! Yet, if you maintain a circle of knowledgeable, driven and inspired women, you don’t have to go at-it alone. There is a weight of relief lifted knowing that I can pick the phone up and dial one (or more) of my girlfriends at any given time to get the scoop on issues I may know nothing about.

I would also say embracing and celebrating the differences in everyone. We all have so much to bring to the table, yet each of our strongest skillsets will show up at different times. We must recognize as a community that everyone brings value, and conversations must be inclusive across all levels of professional background, experience, and through a truly diverse lens.

3. Be authentic. Show up as yourself – all of the time. It’s far easier for people to get to know the real you from the start, rather than a masked version. Also be authentic and genuine in your responses to others – it’s okay to disagree or have varying perspectives, but it’s how you handle these interactions that matters.

When your peers can consistently rely on you to be YOU, that is where true relationships can thrive, and where work can get done. When people have to guess where they stand with you, they will spend more energy on that than the project or task at hand.

CAITLIN DEGLER

Senior Vice President of Business Development, Good Life Companies

1. I have always worked in male-dominated industries. Connecting with other women is imperative to my growth. Without the support of these women, I could have very easily been jaded and not as motivated to continue to prove myself on a daily basis. Everyone experiences peaks and valleys in life and in their careers. Supporting one another during the triumphs, and the moments we need to overcome, has been critical to my success. I wouldn’t be where I am today if it weren’t for the women around me.

2. I don’t know that I’m a leader in my industry, but my goal is to be a leader in my community. Giving back is something I try to do every day. I’ve been extremely blessed in my life and wish to share that with anyone whom I think I can help. I’m born and raised, and continue to live, work and play in Greater Reading. I’m honored to be a part of our corner of the world. Every day I try to move the needle in a positive direction.

3. Don’t be afraid to ask questions! Get comfortable being uncomfortable. Join boards and committees and meet other successful individuals. Creating long-lasting connections and building a network of like-minded people (both personal and professional) is paramount.

Continued on page 16

TAMMY DAHMS Director of Corporate Sales & Sponsorships, Santander Arena and Reading Royals

1. I think you could fill an entire magazine of comments from our group on why this is so important! The women I’ve been lucky enough to surround myself with are generous, powerful, kind, and inspiring – each in their own way. They are there to pick you up on a bad day, push you forward when you need a little nudge, and have your back when it feels like no one else does. Professionally, this group has provided me references and connections. Personally, they’ve provided inspiration, friendship, and support. And both of those parts of our lives influence the other in ways that aren’t always so obvious. I genuinely believe you are a summation of the people you surround yourself with and I’ve been fortunate enough to connect with some amazing ladies that make me aspire to be better and accomplish more.

AARON GANTZ Senior Director –Economic Development, Greater Reading Chamber Alliance

1. A solid foundation of support has been critical for my personal AND professional growth. The ability to have candid conversations, access different perspectives, and know a group of women have your back is incredibly empowering.

2. My definition of leadership has evolved over the course of my career – and will continue to! I have come to realize leadership is not a title or a formal position – it is action, it is showing up, it is inspiring.

3. Whenever possible, collaborate! When missions and goals align, so much can be accomplished at a faster pace when we work together. 2

2. This question is tough for me. By trade, my “industry” is the performing arts world, but in 2020 (weird as this year has been) I now (also) work for a professional sports team. It’s hard for me to claim to be a “leader” in an industry I’ve only recently joined, but what I feel makes a strong leader, and what I aspire to, is bringing authenticity to everything I do. In a position of authority, you can’t expect others to get behind a cause or a project that you yourself are not 100% supportive. It comes down to “walking the walk.” I believe in supporting the community, and I think my work and my choices reflect that, so when I have to ask the rest of my team to jump on board for that project, they see me first, at the front of the line, carrying the torch. And when buy-in is harder to come by, that’s when you lean on the women discussed in question 1 to rally behind you and help drum up support.

3. Be genuine. There is nothing more obvious than inauthentic motives and it will make everything you do harder. But, we also know sometimes you have to take on projects you don’t love. Find the thread of something in the project that you enjoy and build on that, and then as opportunities present themselves, take on the ones that align with your goals. More than anything, build a wide and diverse network of people that both support and challenge you. Never skip an opportunity to learn something new from someone. You don’t know what you don’t know, and being open to admitting that opens so many doors you never knew you wanted to walk through.

By Rachael Romig, Senior Director - Events & Special Programs, Women2Women

**Editor’s Note: I lovingly call this group “Badass Ladies” and we all love it. Masks were also worn when not snapping a photo! – Rachael

Making an Impact

for our Customers for our Community

“Because of their understanding of our company and industry, they’ve helped simplify our process of growth,” Frank says.

BARWIS CONSTRUCTION LLC

Frank Barwis, Owner

De Mujer a Mujer Change Agents

2nd Annual De Mujer a Mujer Award Recipients

On September 22nd Women2Women celebrated (virtually) the accomplishments of four Latina women in the Berks community as the 2020 De Mujer a Mujer Award Recipients. Since COVID kept us from gathering, the W2W team visited each winner to hear from them and award them personally.

COMMUNITY IMPACT AWARD

Mary Jimenez –United Way of Berks County Nominated by Tammy White

SMALL BUSINESS OWNER AWARD

Wanda Holdren –WH Dance Academy Nominated by Norma Tamayo

YOUNG LATINA/S AWARD

Raycell Diaz-Hernandez & Rangeline DeJesus –Graduates of Reading High School

Nominated by Kristin Boyd Edwards & Paige Sechler

Thank you to our judges for the 2nd Annual De Mujer a Mujer Awards Ceremony as well. Thank you to Josephina Encarnacion, co-founder of My Source Entrepreneur, Tracy Parmer, W2W Council Member and staff at Met-Ed First Energy, and Alneasa Jordan, Regional Human Resources Manager at Millwood, Inc. Packaging Supplies & Equipment, and the 2019 Community Impact award recipient. And thank you to all who nominated a Mujer this year. The judges all shared it was a tough decision as we have many, many amazing women in our community.

EDITORIAL COMMITTEE

Jessica Bezler

Reading Hospital – Tower Health

Jennifer Cerra Herbein + Company, Inc.

Devon Fiore

Greater Reading Chamber Alliance

Sara Frassinelli Spherion Staffing Services

Kelly Hancock Community Volunteer

Kirsten Haas Women2Women

Tracy Hoffmann Hoffmann Publishing Group

Nicole Kantor TRIOSE, Inc.

Amy B. Klatt Herbein + Company, Inc.

Karen Klein Fulcrum Information Resources

Alicia Lee Hoffmann Publishing Group

Karen Miller Women2Women

Yoheli Ortiz-Uqdah Women2Women

Rosa Parra Palo Magazine

Rachael Romig

Greater Reading Chamber Alliance

Monica Rush Penn State Health – St. Joseph berkswomen2women.com

2021 EVENT SCHEDULE

CONNECT GROW LEAD 2

Women2Women (W2W) is Greater Reading Chamber Alliance’s catalyst for developing women leaders and connecting women from diverse backgrounds to learn, share ideas, and mentor each other through offering a forum for women to create connections, gain knowledge, and build strategic alliances to foster their personal potential and career advancement. Joining the network is open to all who support women.

10-Year Anniversary Theme:

Be An Ally

The 10-Year Anniversary theme for Women2Women & De Mujer a Mujer is “Be An Ally.” The full W2W program in 2021 features a diverse range of speakers across age, gender, background, and industry affiliation to represent the Berks community. Join us for our 10-Year Anniversary to learn more about how we can lift each other up to advance together and enjoy pop-ins from our W2W Founders as well as more Anniversary surprises!

JANUARY

MINDFUL LEADERSHIP: HOW TO GIVE WITHOUT DEPLETION

BONITA OWENS - Certified Life Coach, Author, Speaker, Facilitator Bonita is the founder of the Amazing Women Network which is a personal and professional development company for women in Texas. Bonita works with successful, but worried entrepreneurs who are struggling with their transition from solopreneur to CEO. What they want is to be a boss that leads with confidence, clarity, and authenticity so that they can continue to grow their business.

DATE: THURSDAY, JANUARY 14, 2021

Time: 10 a.m.– 11:30 a.m. Venue: Virtual Event

Mujer Mujer 2

FEBRUARY

PASSING THE BATON: THE IMPORTANCE OF MENTORSHIP

MICHELLE LEHMANDirector of Student and Client Services, The O’Pake Institute, Alvernia University

Magic can happen when women, young and old, stand together as leaders. This presentation will focus on the value of cross-generational mentoring and how we can actively evolve together. Michelle has mentored over 50 businesses in the areas of business development, business planning, market analysis, market planning and website design.

Takeaways: 1. Why mentors matter

2. Discover the value of cross-generational mentoring

3. Working session and idea sharing a.What piece of magic will you pass on?

DATE: WEDNESDAY, FEBRUARY 3, 2021

Time: 10 a.m. - 11:30 a.m.

Venue: Virtual Event

CULTURAL DIVERSITY AND CULTURAL AWARENESS: STORIES FROM A COVID19 FRONT-LINE INTERPRETER

Susana Tercero, Spanish Medical Interpreter - Penn State Health St. Joseph

Susana joins us to share her story – where she’s been, where she’s come from, obstacles she has overcome to get to where she is. Originally from Santa Fe, New Mexico, Susana and her husband were missionaries for 30+ years. They lived and worked in several countries but spent most time in Chile (18 years) and China (10 years). Traveling to 13 countries has helped Susana to understand why people might say or do things differently to your own culture; how it affects us in our workplace and in public, and how to respond and not react.

DATE: THURSDAY, FEBRUARY 11, 2021

Time: 10 a.m. - 11:30 a.m.

Venue: Virtual Event

MARCH

Celebrating Women’s History Month

CAREER ROAD MAPPING: IDENTIFYING, GROWING & LEVERAGING THE NETWORK THAT WILL POSITIVELY SUPPORT YOUR CAREER

NGOZI BELL - Partner, Trans-Sahara Investment Corporation, a Private Equity and Business Development Consulting Company

Your esteem might be tied to a job or title, but your life is tied to those that remember you and propel you. What is critically important here is to identify and quantify your crew. Who are they, which ones are champions, cheerleaders, squad, enablers, mentors, brigades, etc. Ngozi Bell will walk you through critical identifiers for calibrating your network and if necessary, how to find the network for your specific career journey.

DATE: WEDNESDAY, MARCH 10, 2021

Time: 10 a.m. – 11:30 a.m.

Venue: Virtual Event

BACK TO SCHOOL NIGHTS WITH ALVERNIA UNIVERSITY

PREFERRED TUITION FOR W2W MEMBERS!

The W2W + Alvernia partnership aims to assist in growing more women leaders and next generation family business leaders within the Greater Reading community through enabling W2W members to access adult and graduate education at Alvernia at a preferred tuition rate.

DATES: APRIL 6, 2021 & NOVEMBER 10, 2021

Time: 6:30 p.m. – 7:30 p.m.

Venue: Alvernia University (or Virtual)

Cost: Free to attend!

Continued on page 20

Mujer Mujer

THURSDAY, APRIL 22 ~ Save the Date

Save the date for our 2nd Annual Digital Summit Women’s Conference, this year transformed to a half-day experience in our own 3D world where attendees enjoy our ATHENA Ceremony, Keynote, Breakouts and Vendor/Sponsor Expo. Join our virtual world (after creating your ‘virtual self’) from 9am-1pm and walk from Expo booth to booth, meet us in the Ballroom for the ATHENA Ceremony, choose your Breakout Conference Room, order lunch from the Lunch Kiosk and have

MAY

STARTING A D&I COUNCIL IN YOUR WORKPLACE

DESHA DICKSON - Associate Vice President, Community Wellness at Reading Hospital – Tower Health

A Diversity & Inclusion Council is necessary in today’s business. The Council will foster a culture that is welcoming and accepting of everyone’s unique background, perspective, and experience. According to Ms. Dickson, diversity encompasses a wide array of attributes including, but not limited to, religion, ethnicity, age, race, gender, socio-economic status, sexual orientation, personality, and gender identity. The work of your Council is meaningful because it enhances the experience of employees, your clients, and communities.

DATE: TUESDAY, MAY 4, 2021

Time: 10 a.m. – 11:30 a.m..

Venue: Virtual Event

it delivered to you, and network with us ‘face-to-face’ on the rooftop, the beach and even enjoy a boat ride. We are taking “virtual event” to a new level so you can connect with other women around the region (and beyond) both personally and professionally who are on the path to empowerment and growth!

DATE: THURSDAY, APRIL 22, 2021

Time: 9:00 a.m. – 1:00 p.m.

Venue: Virtual Experience within DEGY World

W2W GOLF CLINIC

WOMEN2WOMEN GOLF CLINICS WITH MANOR GOLF CLUB 2021

Golf with the pros while supporting a woman owned business!

Women2Women and Manor Golf Club have teamed up again to offer all women the opportunity to learn the great game of golf!

The Women2Women Golf Clinic is designed to teach you in four short lessons everything you’ll need to know to step onto a golf course and get out to play with confidence. Manor Golf Academy PGA Professionals will be your instructors.

DATES: JUNE CLASS: June 2, 9, 16, 23

JULY CLASS : July 8, 15, 22, 29

Location: Manor Golf Club www.themanorgolfclub.com

JUNE MAY

ENGAGING MEN TO ADVANCE WOMEN PANEL DISCUSSION:

How Men Can Help Women Work to Their Full Capacity as Leaders (And Why it’s Good for Business!)

OMAR WHITFIELDOccupational Safety and Health Administration (OSHA) - Safety Engineer at U.S. Department of Labor

MARCUS ARDIEL - Group Car Sales Manager at Enterprise Car Sales (New Mexico)

Male allies are men who associate with, cooperate with, and support women. A 2016 Fairygodboss and Artemis survey highlighted ways in which men have been allies to advancing women’s inclusion at work including 53% who said they privately advocated for equality, inclusion, and diversity and 41% who publicly advocated for equality, inclusion and diversity. Many others wanted to but didn’t know how to help…and this goes for men and women. Join us to hear from two male allies who have empowered and advocated for women right here in our own Berks Women2Women base.

DATE: THURSDAY, MAY 13, 2021

Time: 10 a.m. – 11:30 a.m.

Venue: Virtual Event

WOMEN2WOMEN YOUTH SUMMER READING PROGRAM 2021

2021 Summer Book: Danny Dollar Millionaire ExtraordinaireThe Lemonade Escapade

Mission: The W2W Youth Summer Reading Program offers Berks County’s schools, libraries and local organizations the materials needed to start their own, or add to their existing, summer reading program. The program aims to encourage more children to read age-appropriate literature, enjoy what they are reading and continue to read through the summer to combat the “summer slide.”

2021 Partner:

BREAKFAST4SUCESS - LEADERSHIP PANEL: REAL LIFE. REAL TALK. REAL STRATEGIES.

COURTNIE NEINPresident & Co-Founder, Good Life Companies

ADELLE SCHADE - Dean of Pre-College & Summer Programs and Director of Science Research Institute, Albright College Leadership isn’t just ‘the action of leading a group of people or an organization’, it is being compassionate, an open communicator and active listener among many other skills. Courtnie Nein & Adelle Schade will share with us their strategies for leadership and their personal stories of becoming the leaders they are today, including the obstacles.

While you’re with us, join us in welcoming new GRCA members and celebrate those long-standing with a Shining Star Award in partnership with WFMZ-TV 69News.

DATE: WEDNESDAY, JUNE 2, 2021

Time: 8:30 a.m. - 10 a.m.

Venue: TBD based on gathering guidelines

3rd Annual De Mujer a Mujer Awards Ceremony & Development Workshop

OWN YOUR INFLUENCE: TAKING SMALL STEPS TO MAKE BIG IMPACTS IN YOUR CAREER

KATHERINE KETTER, CDP, PCHA - Senior Manager, Telephonic Workforce Operations at UPMC Health Plan

As a celebration of impact to the LatinX community, De Mujer a Mujer hosts our annual awards ceremony honoring three women who are contributing to the success of others in Berks in categories Community Impact, Young Change Maker, and Small Business Owner. Join us to elevate these amazing recipients followed by a development workshop with Katherine Ketter as she shares her story of promotion, hard work, and practical tools for owning your influence with excellence and empowerment with 4 key skills to strengthen your ability to change your career.

DATE: THURSDAY, JUNE 10, 2021

Time: 10 a.m. – Noon

Venue: TBD based on gathering guildlines

Mujer Mujer

Omar Whitfield

Marcus Ardiel

Courtnie Nein

Adelle Schade

OCTOBER NOVEMBER

Save the Date!

ANNUAL EVENING OF EMPOWERMENT

Join us in October for a celebration of empowerment and inspiration! In years past, keynote speakers featured Michelle Poler, Janice Kaplan, Kathrine Switzer, and Emily Giffin. No matter how we can meet, 2021 will prove to host another amazing signature event! Stay tuned for details and keynote speaker announcement.

DATE: WEDNESDAY, OCTOBER 20, 2021

Time: 5 p.m. – 7 p.m.

Venue: TBD based on gathering guidelines

PREVIOUS KEYNOTE SPEAKERS

SHOWING UP FOR OTHER WOMEN: AN UPLIFTING PANEL DISCUSSION

RACHAEL ROMIG, Director, Women2Women

ROSA PARRA, CEO, El Palo Magazine

TRACY PARMER, Analyst, FirstEnergy; LGBT Center of Greater Reading Board Member and Legislative & Advocacy Committee Chair

TONYA BUTLER, Magisterial District Judge, Berks County

As we wrap up our themed year of “Be An Ally,” hear from four women who work daily to empower, guide and connect other women in their communities, no matter their differences. How can we support other women who don’t look like us, don’t travel in our ‘normal circles’, and have a softer voice than others? Join us for an uplifting conversation and leave ready to SHOW UP for other women to elevate all.

DATE: TUESDAY, NOVEMBER 9, 2021

Time: 10 a.m. – 11:30 a.m.

Venue: TBD based on gathering guidelines

A PLACE TO BE UNAPOLOGETICALLY AMBITIOUS

A Lean In Circle is an intentionally curated and professionally facilitated group of 12-14 women who come together to learn, grow and support each other in an atmosphere of confidentiality and trust. Circles meet monthly, alternating between Education and Exploration meetings with a curriculum designed by LeanIn.org. As you consider women within your organization who you have identified as the next generation of leaders, we invite you to consider investing in their future and the future of your organization. Circles form in October and applications are currently being accepted. For more information please visit www.berkswomen2women.com.

INCLUSIVE WORKSPACES REQUIRE BRAVE LEADERS

JEN CRONEBERGER - Founder, JLynne Consulting Group & The HUMAN Leadership Institute; Director of Culture Change, AAHA Hockey. What does it look like for your team to feel like they really belong? Where they not only have a seat at the table, but they have the courage and ability to use their voice… We will uncover how being a BRAVE leader creates a more inclusive culture, and therefore, happier employees. Jen is a published author, 4-time TEDx Speaker and Compassionate Leadership Specialist.

DATE: THURSDAY, NOVEMBER 11, 2021

Time: 10 a.m. – 11:30 a.m.

Venue: TBD based on gathering guidelines

GRCA’s mission is to be Berks County’s leading resource for building a healthy, competitive business community by assisting companies to retain, expand and grow their operations and employment while also attracting new business to Berks County. Greater Possibilities Start Here. Visit greaterreading.org for resources we can offer your business, or connect with us directly with any questions you may have at info@GreaterReading.org or call 610-376-6766 .

Rachael Romig

Rosa Parra

Tracy Parmer

Tonya Butler

Mujer Mujer

Kathrine Switzer Tala Raassi Michelle Poler

For 55 years, Berks Encore has been advocating and caring for seniors in Berks County by providing nutritional assistance with Meals on Wheels, personal grocery shoppers, counseling for Medicare, and running six senior centers for socialization, education and exercise. The newest program, Berks Encore Care+, was developed out of research completed in the Berks County community and from the desire to do more. Berks Encore Care+ is a care management program that assesses the personal and unique needs of older adults to determine potential obstacles that might impede their ability to age in place. Our Aging Life Care Managers, Christine Meyers and Katie Rex, are trained social workers, with over 30 years of combined experience working with older adults. As vetted members of the Aging Life Care Association, they are also backed by a national network of professionals who are able to provide expert advice on the unique and personal challenges that can arise for adults when aging.

Girls on the Run of Berks County: Community Call-Out for Volunteer Coaches

Additionally, the program can provide support for family caregivers who may need assistance to navigate the services available for their aging loved one. With the guidance of an Aging Life Care Manager the families can take actions and make decisions to ensure quality care and optimal life for their loved ones. As a result, the program can reduce stress, worry and the need for time off work to care for a loved one.

Nearly 2 out of 3 adults have a goal to age in place. Berks Encore Care+ can help make this goal a reality. A Berks Encore Care+ manager can provide answers and assistance at times of uncertainty. They can provide direction when you don’t know where to turn.

If you or someone you know may be in need of assistance, please feel free to contact us at 484-577-4243 or becareplus@berksencore.org. 2

Berks Encore Care+ 40 N. 9th St. Reading, PA 19601 | 484-577-4243 becareplus@berksencore.org

Be a mentor to the girls of Berks and Schuylkill counties and join Girls on the Run of Berks County as a volunteer coach for Spring 2021! Not a runner? Not a problem! At Girls on the Run of Berks County, we inspire girls to be joyful, healthy and confident using a fun, experience-based curriculum which creatively integrates running (and other physical activities). We provide all volunteer coaches with nationally-based training to deliver the Girls on the Run program as well as a lot of local support. The time you spend coaching a Girls on the Run team can have immeasurable impact on a girl’s life as well as your own.

Go to gotrberks.org to find out more or email to info@gotrberks.org.

Christine Meyers Katie Rex

Women Leading: Moms Influencing

Their Sons

“Dream

big. Don’t ever limit yourself.”

Those words sum up Kristin Boyd Edwards’ philosophy for rearing her three sons, Jermaine II (Maine Maine), 9; Jayden, 7; and Jameson, 3.

In addition to being the boys’ mom, Kristin is the Communications Director for the Reading School District.

“I'm just a dream big kind of person. I tell them all the time, ‘Whatever it is you set your mind to, you can absolutely accomplish.’”

Kristin was born and raised in Reading and met her husband Jermaine Edwards while attending Reading High School. After moving away from the area for a time after college, Kristin is thrilled to be back in the Reading area and near both their families.

“We have this multi-generational family where my mom is always around. His mom is always around, my sisters and siblings and his siblings are close by. It’s really nice to be back home in Berks County.”

dynamics. My niece was super girly and enjoyed dance and was very outgoing. My nephew was super athletic and always on the go.

“What surprised me most about becoming a parent, and being a parent of more than one child, is how I had to adjust my parenting for each one,” she said. “I didn’t recognize that when you have children, they come with their own personalities and their own packages.

“I’m not the same mom to each child. How I interact with them or how I support them looks different. I don’t think I was initially prepared for that. We have some baseline rules, but then I have to interact with both in a different way. With Jameson, we’re still kind of learning his personality and what he likes since he’s so young.”

Before having her own children, Kristin got a taste of parenthood when her niece and nephew were born, and observed the differences between boys and girls.

“My sister is 11 years older than me. I got very close with my niece and nephew when they were born. I saw the different

Jermaine and Jayden both have had a bit of celebrity surround them in the last year. Jermaine, a fourth-grader at Lancaster Country Day School, became a national viral sensation when he starred as the Kid Superintendent in a video his mom created at the beginning of the school year for the Reading School District to spread hope in advance of the uncertainty of the upcoming school year.

Jermaine had no previous acting experience but was a willing participant in his mom’s video. “When I was younger, I used to dance to songs and my mom would record me,” he said.

Typically shy and reserved, Kristin said Jermaine lights up when the camera is on, and his sparkly personality shines through. She looks forward to when he can join the drama club.

“That day when we recorded, he blew me away. He kind of went into this character space that I wasn’t even expecting,” Kristin said.

When asked about all the attention he received from the Kid Superintendent video, Jermaine said he was happy that he was helping other people feel better about the pandemic.

Jermaine has several career options in his sights including a marine biologist, an NBA or NFL player, or a car designer. He said his mom supports him and encourages him to go for whatever he wants to do.

“She tells me that I will always make a difference in the world. She tells me that I’m a great kid.” Kristin concurred, adding, “He’s someone who’s going to invent something that’s going to change the world.”

Jayden, a second-grader at Muhlenberg Elementary and proud recipient of his class’s first Cool Muhl Award, had his moment when Kristin tweeted a photo of him and his brothers wearing former Penn State and current New York Giants football player Saquon Barkley jerseys. The image was retweeted by Penn State football coach James Franklin, Penn State Athletic Director Sandy Barbour, and Saquon himself. Jayden said he freaked out, got really happy, jumped over the couch, and ran outside to tell the neighbors when he heard about the retweets.

“He got a Saquon Barkley calendar for Christmas and it has lots of different facts and things about Saquon,” Kristin said. “He realized that March 14 was Saquon Barkley day when he flipped to March and he asked if he could have a party that day.”

Kristin thought he was joking and didn’t think much of it until Jayden woke up on March 14 and announced that they needed to have the party. Kristin took Jayden and his brothers to Party City where they bought decorations and Jayden made cupcakes all by himself.

“I’m the mom who will take you to Party City at 10 on a Saturday morning. I think we spent $50 to buy stuff and allowed him to set it up and do whatever made his heart content,” Kristin said. “I’m that mom, whatever it is that you have your heart set on, I will try my best to bring it to fruition and to support you.”

Jayden invited some of his cousins to the party that night and they celebrated at precisely 6:26 pm in honor of Saquon’s jersey number 26.

Like his older brother, Jayden dreams of one day playing in the NFL, or becoming an artist or baker or a commercial jingle writer.

“He kind of decided at four that he wanted to be an NFL player and he wanted to go to Penn State and that’s it,” Kristin said. “And he’s been unwavering in that. Once he makes a decision, that’s it. That’s definitely his first choice.”

Kristin fully supports her sons’ interests and dreams, and makes sure they know it, but adjusts her parenting style to match each boy’s unique personality.

“I might have to ask Jermaine three times to please go do this before it clicks and he gets up. With Jayden I only have to ask once and its done,” she said. “Jermaine can be very reserved and shy, but he’s very intellectual so his activities might be sciencebased because that’s what he enjoys. Jayden wouldn’t necessarily want to do a science experiment but he loves to draw and would draw all day.”

She pointed out that their days aren’t just filled with baking and experiments and drawing. She laughed, adding, “These boys always wrestle like it’s their job. We have those rough and tumble moments because that’s how they interact sometimes. They are definitely brothers and they can swing from love to hate in a millisecond. It happens all the time. Then next thing you know, they’re best friends again and they’re playing a video game together.”

When thinking about how her sons will remember their childhood, Kristin said, “I hope they always see how my eyes light up when they enter the room, and I hope they know just how much I love them, believe in them and support them. Our movie nights and pizza picnics and cupcakes for breakfast days are the best, and I hope those special childhood memories stay with them for a lifetime.” 2

By Karen Klein, Fulcrum Information Resources

Women Leading: Moms Influencing Their Daughters

By Brianna Rodriguez

(Daughter of Rosa Parra – Palo Magazine)

A little over 10 years ago my mother started her own business, Palo Magazine. Since I was only 10 years old, I didn’t really understand what owning your own business was like, only that it was a new venture for her. Over the years I saw her business grow and flourish into the success that it is today and watched her become in her own right a successful Latina business owner.

However, seeing the work that she put in day in and day out, including holidays and weekends over the years, made me think that I never wanted to be a business owner or have anything to do with a business. But time passed and high school was coming to an end for me and I had to start looking at my college options. I began to think about what I wanted to do with my life and whether that would involve working for myself or working for someone else.

the more I thought about it the more it seemed to interest me. And besides, I love social media advertising and I love brand management and was very interested in PR. Eventually I landed at Kutztown University where I’m double majoring in Business Management and Marketing.

I didn’t know what school I wanted to attend but I knew that at least if I could pick a business major it would be an easier degree for me to achieve because of how much I had already learned. I wasn’t that passionate about it in the beginning, but as the school year continued, I was weighing all my options. I thought about how well I could do in business. I loved that my mom never pushed on me to go into Marketing or Business Management, but

To say I was shell-shocked when I arrived at Kutztown would be an understatement. I went from being surrounded by many Hispanics and Black people in the Reading School District to a sea of white people, and I quickly felt like I was at a disadvantage about how much I didn’t know, about certain things or practices that others did so easily in the beginning. I felt as if I had imposter syndrome where I didn’t feel like I deserved to be there as much as everyone else despite my AP classes, high grades and high GPA. It was at this time that I began to think about the opportunity that I was being given to attend college. You see, my mother did not attend college and neither did my grandma. Actually, my grandmother was adopted and never allowed to attend school at all, and she doesn’t even know how to read or write. But yet both of them were able to make a life for themselves, and my mother managed to own and run a successful business which motivated me to continue through college. I wanted to at least gain an educational level that she did not attain herself. I’m also grateful that with my mother’s help I have been able to visit many places. One of them was the experience of

spending my 20th birthday in South Africa for several weeks and volunteering to help others.

I realized that in order to level the playing field that I felt about my white counterparts I would need to get that education and prove myself to be the hardest worker with the most to offer by always being involved, accepting other positions and other organizations, and find my niche.

During my college senior year, due to the pandemic, I was forced out of my school setting and forced to be a part of my college’s organization from a distance. This was very frustrating to me because all of a sudden, I was being taken out of high stress levels and high work environments that I was used to. Surprisingly, I took advantage of this somewhat “down time” and created my own small business called Lavender Moon Skin Care Co. This is something that I have been dreaming of doing for many years since I started my first job at Ulta Beauty. Today I am proud to say that now it is something that I can rely on aside from my normal job, and I’m also delighted to say that it can be something that I can further develop in the future and possibly do full-time.

Today I’m 21 years old and about to have a double major college degree in the Spring of 2021, and I own my own small business. I don’t think I’d be able to do this without the influence of my role models including my mother and other strong women in the community that encouraged me to do my best and push myself. Also to see a female, Black Vice President has given me even more of a push to continue fighting for my dreams. 2

Creating a diverse WORKPLACE

How Herbein + Company, Inc. began its journey in 2020

While companies realize the strategic importance of a diverse workplace – and the corresponding need for a comprehensive strategy – developing and executing that strategy is no easy feat.

This year, Herbein + Company, Inc. (Herbein), a leading MidAtlantic accounting and consulting firm based in Reading, took this challenge head-on.

The effort began with Herbein Managing Partner Dave Stonesifer, who began his first full year as the firm’s chief executive in January 2020 – and made it a priority right out of the gate.

“With a multigenerational workforce like ours – and really, this is true in every workforce – there are unconscious biases and blind spots, which present an opportunity to develop cultural understanding and awareness. I felt it was our responsibility to implement an initiative at Herbein to make that a reality,” Stonesifer said.

Stonesifer tapped Jennifer Goldsmith Cerra, the firm’s new communications manager, to develop a framework for Herbein’s first diversity, inclusion, and belonging initiative. Goldsmith

Cerra had experience at a foundational level in shaping a national firm’s diversity initiative.

As the global COVID-19 pandemic struck in March, momentum slowed. “With so much change – and the need to focus on navigating our firm’s path ahead, this unfortunately got back burnered for a time. But it was never far from Dave’s mind,” said Goldsmith Cerra.

In the summer, Stonesifer asked Goldsmith Cerra to restart the effort as the firm looked to the recovery period. “We also saw the racial justice protests taking place across the country and believed there was no better time to kick this into high gear,” Goldsmith Cerra said.

“When communities and organizations are more inclusive, it leads to better societal and business outcomes,” Stonesifer said. “We were ready to get this off the ground.”

Stonesifer made it clear that Herbein’s mission of helping its team, clients, and community succeed with confidence was at the initiative’s core. “When communities are more inclusive, you have more prosperous communities. When communities prosper, we all prosper,” Stonesifer said.

Fully supported by the firm’s executive leadership team, Stonesifer laid out his initial vision: a firmwide committee that would oversee the activities of two focus groups. Calling the initiative Horizon – “because we believe there should be no limits on what can be achieved,” Stonesifer said – the initiative is bolstered by two focus groups: HWomen RISE and Mosaic. HWomen RISE centers on the personal and professional success of the firm’s women team members, and Mosaic works to improve the awareness of the firm’s overall diversity. HWomen RISE is headed by firm partners Marybeth Olree and Christopher Turtell, and Mosaic is helmed by advanced staff accountants Emely Tremols and Shaun Rostek.

Launched internally in September, the initiative plans on taking a multifaceted approach, offering team members various workshops and webcasts on raising cultural acumen, as well as access to tools where team members can assess their own level of understanding. Additionally, the strategy will support various programs that work to broaden the firm’s talent pool, particularly in its Reading, Spring House, and Pittsburgh offices. “We want to be reflective of where we work and build strong relationships with our communities,” Goldsmith Cerra said.

The HWomen RISE focus group is already hard at work assessing the needs of Herbein women, particularly with respect to mentorship and career pathing.

At the firm’s annual meeting in late October – another first, as the pandemic required it to be held virtually – the initiative’s leaders outlined their plans for the year ahead. The response was strong, with many team members commenting that they are proud to work for an organization that is taking this important diversity journey.

“The teams shared that their goals are to provide learning focused on diversity and inclusion and embedding it in the culture of our firm,” Stonesifer said.

As Herbein looks forward to 2021, the firm knows it is a fact that implementing a diversity strategy is not easy; it will be a longterm commitment with results as well as challenges at all stages. “We are all a part of diversity and everyone’s thoughts and opinions should be valued. We’re not rushing the process –we’re in it for the long haul,” Stonesifer said. 2

By Jennifer Cerra, Communications Manager, Herbein + Company, Inc.

IDEA

Inclusion, Diversity, Equity and Access

Girls on the Run® Elevates Commitment to Support a More Equitable and Just World

Since its founding in 1996, Girls on the Run International has fostered an environment of accessibility, belonging and openness. Commitment to these ideals is embedded in the organization’s core values, formally established in 2010:

• Recognize our power and responsibility to be intentional in our decision making

• Embrace our difference and find strength in our connectedness

• Express joy, optimism and gratitude through our words, thoughts and actions

• Nurture our physical, emotional and spiritual health

• Lead with an open heart and assume positive intent

• Stand up for ourselves and others

These values are key components of the life-skills taught to Girls on the Run participants as well as being central tenets of the organizational culture.

Out of these core values, in 2017, Girls on the Run formalized its Access and Inclusion initiative which dove deeper into intentional culture building; accessible and inclusive programming; intentional recruitment, selection and retention of staff who provide diverse perspectives and experiences; training/professional development for all staff and information-based measurement to ensure continual assessment and advancement of goals.

The events of 2020 prompted the organization to elevate its previous commitment to access and inclusion. In a statement from Girls on the Run CEO, Elizabeth Kunz, “As individuals, and as an organization, we have a profound responsibility to harness this moment to create lasting change.1 The organization reaffirmed its values with IDEA (Inclusion, Diversity, Equity and Access):

• INCLUSION: The act of authentically and intentionally engaging, affirming and valuing all people and creating a place of belonging across the Girls on the Run movement

• DIVERSITY: The many ways that human beings differ from one another. While in the United States, the word ‘diversity’ is strongly associated with race, ethnicity and gender, at Girls on the Run we believe there are many other forms of diversity including thinking style, abilities and disabilities, culture and generation, social roles, sexual orientation, gender identity, education, income, religion, and more.

• EQUITY: Fairness and justice in the way people are treated and the absence of disparities that are systemically associated with societal advantage or disadvantage. In particular, equity where one’s gender or race identity has no influence on how one fares in society, including the elimination of policies, practices, attitudes and cultural messages that reinforce differential outcomes.

• ACCESS: The ability to fully participate in programming, retrieve resources, contribute through volunteer opportunities.

In order to support development of a formal IDEA strategy over the next three years, Girls on the Run created a commission of diverse staff and board members from around the United States. This group of volunteers will oversee a variety of tasks for the organization such as defining IDEA goals, strengthening community relationships, reviewing curricula to ensure it is reflective of all participants and actively seeking partnerships with groups representing/serving diverse stakeholders.

To learn more about Girls on the Run IDEA, go to https://www.girlsontherun.org/inclusion-diversity. 2

By Kirsten P. Haas, Executive Director of Girls on the Run of Berks County

1Inclusion, Diversity, Equity and Access at Girls on the Run: A Statement from Girls on the Run CEO, Elizabeth Kunz, July 7, 2020

Diversity & Equity in our Workplaces: There is Work To Do

As the events of this year have highlighted, we need diversity and equity everywhere, including our workplaces. Our seven local Spherion staffing agency offices have always featured a diverse cast of characters, but now more than ever, it’s imperative that we continue that trend. For my business, there are many layers to this, as we have internal staff for our offices, but also employ temporary candidates that work at client sites. Spherion’s corporate headquarters is located in Atlanta, GA, and decided it was time to craft an Equality, Diversity and Inclusion Council in order to commit to goals and the accompanying tasks surrounding this complex issue and put out the call for members to all locations across the country. As someone who was longing for a way to make a difference in this area, I joined the council immediately.

The Equality, Diversity and Inclusion Council was established to guide us in relation to Spherion’s commitment to making diversity and inclusion central to Spherion’s core strategies. The Council is an advisory team responsible for developing, overseeing and monitoring company-wide efforts to achieve Spherion’s commitment to diversity. Directly tied to this is a focus

on establishing and maintaining a thriving, inclusive workplace climate that values all Spherion associates. The Council will help establish strategies and initiatives, including guidelines, policies, processes and metrics to create a diverse, inclusive and engaging environment.

I am co-chairing the Communications Committee of this council, based on my strengths in this area. We are currently diving in to stories and options for the EDI page on the Spherion.com website, in order to display our commitment to actions surrounding this topic, not just empty statements. In addition to the website, we are soliciting stories from Spherion offices across the country that could be featured in our internal e-newsletter to inspire others. Lastly, we are researching books on these topics that we could recommend on a monthly basis to all clients, candidates and internal staff, perhaps via the Spherion.com blog.

The council is in its very early stages and there is much work to be done, but I am so excited to be on the path to a better, more inclusive future for all. 2

By Sara Frassinelli, Director of Marketing, Spherion

Reading Hospital’s Diversity & Inclusion Council Works to Ensure All Employees Feel Included and Appreciated

Desha Dickson, Associate Vice President, Community Wellness at Reading Hospital – Tower Health

Reading Hospital – Tower Health formed a Diversity & Inclusion (D&I) Council in August 2019. The Council includes 20 employees representing functional areas throughout the organization. The purpose of the Council is to foster a culture that is welcoming and accepting of everyone’s unique background, perspective, and experience at Reading Hospital.

According to Ms. Dickson, diversity encompasses a wide array of attributes including, but not limited to, religion, ethnicity, age, race, gender, socio-economic status, sexual orientation, personality, and gender identity. Reading Hospital is committed to creating an environment where all people feel not only included but appreciated for their individuality. Leadership values diversity and inclusion so that everyone is empowered to share their unique differences and similarities with each other. The work of our Council is meaningful because it enhances the experience of patients, employees, and communities.

What departments should be represented on the council? This will vary by organization. Many D&I initiatives involve Human Resources so representation from that department will be important. I think it’s important to have individuals from varying departments and levels of leadership represented on your council.

What recommendations do you have for someone that would like to start a council at their organization? Seek guidance and work with a member of your leadership team. Identify a person(s) who you can partner with to start your council. Do your research! Many organizations have done this work already. Reach out to them for advice and lessons learned.

What types of costs are involved in starting a council? Costs will vary by organization and will depend on the scope of your D&I council. Beyond the time commitment, a D&I council may incur costs related to training and education.

How important is it to have Administrative support to start a council? It is critical to have support from the organization’s Senior Leadership team. Leadership can set the tone to ensure your council’s diversity and inclusion initiatives are an organizational priority.

Who leads the Reading Hospital Diversity & Inclusion Council? Our Council is Co-Chaired by myself and William M. Jennings, Reading Hospital President and CEO.

How did Reading Hospital recruit council members? At Reading Hospital we utilized an application process. Applicants were asked to describe why joining the Council was important to them and to provide ideas for how the Council could achieve success. The employees selected as inaugural members of

Desha Dickson

Speaker’s Bureau for our “Let’s Talk” series available for all Tower Health employees. “Let’s Talk” is a virtual speaker series that will focus on a range of diversity and inclusion topics. We will host monthly sessions on the first Thursday of each month.

What are the organization's next steps with the council? We are currently in the process of completing the D&I strategic plan. 2

Reading Executive Director Named to PA Commission on LGBTQ Affairs

The Executive Committee of the Pennsylvania Commission on LGBTQ Affairs announced that it selected Michelle Dech, Executive Director of the LGBT Center of Greater Reading, to serve on the statewide commission. Dech will be sworn in during the Fall Commission meeting on Friday, November 20, following remarks from Governor Tom Wolf and Secretary Rachel Levine.

“Michelle is the ideal person to represent the Reading and Berks County area LGBTQIA+ community at the state level,” said Tim Gruesel, President of the Board of the LGBT Center of Greater Reading. “Her impact at our center is undeniable, and I am certain she will broaden and further that impact in her role as a commissioner.”

As a commissioner, Dech will join legislators, professionals, and activists from across the Commonwealth in advising the Governor and state agencies regarding policies, programs, and legislation that impact LGBTQ communities and to serve as a resourceful intermediary between LGBTQ communities and state government.

“I am honored to serve on the commission,” said Dech. “At the LGBT Center, ours is a mission of unity, one that allows us to meet division and hatred with kindness, love, and education. The opportunity to carry forward that mission at the state level is invaluable.”

Dech’s appointment as commissioner was announced by Rafael Álvarez Febo, Executive Director of the Commission. The fall meeting coincides with the 2020 Transgender Day of Remembrance and will include a program honoring the day.

ONGOING SUPPORT/SOCIAL GROUPS AND PROGRAMS

• VOICES – Vision, Opportunity, Inclusivity, Education & Support Group (Ages 14-21) drop-in center. Meets Tuesday/Thursday weekly @ 4:30-6:30pm.

• Share the Pride – Adults (18-49) Meets the 4th Fridays Monthly @ 6pm.

• Tabletop “GAYmers” –Meets the 2nd & 4th Fridays monthly @ 7pm.

• 50+ Group – Adults (50+) Meets the 4th Wednesday Monthly @ 7pm.

• Gender Expansive Possibilities –Transgender/Gender Expansive/Non-binary Meets the 2nd & 4th Mondays Monthly @ 7pm.

• Be-Loved – Spiritual Community Group Meets the 3rd Monday Monthly @ 7pm.

• Rise Up – Drug & alcohol addiction support group Meets Thursdays at 6:30pm.

• Parent’s Group – parents of LGBTQ+ youth Meets Mondays @6:30 – 8pm.

• Planned Parenthood Telehealth Hub – we partnered with Keystone PP to offer a confidential space with internet service to provide to those seeking services from PP. Telehealth is a wonderful asset, easy to use and safe.

• Third Thirsty Thursday –Meets the 3rd Thursday Monthly @ 6pm; Nov 19th–Franklin Station, Saucony Creek.

• Game Night – will begin in the Fall; stay tuned.

ABOUT THE LGBT CENTER OF GREATER READING

The LGBT Center of Greater Reading provides support, advocacy, and resources to the Greater Reading LGBTQ+ Community and its allies. The LGBT Center of Greater Reading is registered as a 501 (c) (3) non-profit organization. Its vision is to be the leading expert resource to the LGBTQ+ community and allies for advocacy, support, services and fellowship on every aspect of the quality of life continuum. 2

By LGBT Center of Greater Reading

How To Rid Your Workplace of Microaggressions

“You don’t sound black!” “You don’t look like you’re gay!”

These statements are examples of a microaggression. At the very surface level, these types of statements don’t seem like they are blatantly offensive. The person who is saying them does not seem to want to come across that way. However, they are making a generalization of a community that has historically been discriminated against. The individuals saying the statements above are saying something based off an internal bias that they’re holding. How does a black person sound? What does a gay person look like? Why is this person’s English “so good” – is it because they are Asian and the speaker is assuming that they were not born here?

A microaggression is defined by psychologist Derald W. Sue as “the everyday slights, indignities, put downs and insults that people of color, women, LGBT populations or those who are marginalized experience in their day-to-day interactions with people."

Now, doesn’t that sound a little silly, making these types of assumptions of someone? If you think hard enough, though, you have probably said some type of microaggression to someone at some point in your life. Hopefully, you didn’t mean to come off as offensive or insulting. When educating yourself and correcting your internal biases in regard to microaggressions, it’s important to consider how your words and actions could be received by another party –intent doesn’t supersede impact. When someone is part of a marginalized group, a comment about how they “are so well-spoken for a black person!” could be just one in a long day of assumptions that others are making of them simply based on the color of their skin. These types of comments add up. Commonly, these marginalized groups are told that

“But your English is so good!”

they are “being too sensitive” when they become upset or angry at a microaggression. However, being bombarded with these veiled insults and assumptions constantly throughout their lives has been proven to take a real psychological toll. It doesn’t matter if the speaker didn’t mean to hurt them, they still did.

How can we be better? People have internal biases, and unfortunately, they can’t go away immediately. We can, however, begin to make an effort to rid the minorities’ lives around us from microaggressions. Making an effort is the first, and biggest, step in this journey. Consider the biases you may hold in your life – are you a wedding planner but only have paperwork that says “Husband and Wife” on it, which would assume everyone that gets married is a heterosexual couple? Did you ask a brown-skinned friend where they’re “really from”, assuming it isn’t America because they are not white? Educate yourself with books and articles about everyday lives of those who don’t look like you and seek to have more of an understanding about experiences of those that are very different than your own. Speaking up when you hear others say a microaggression is as simple as responding “what do you mean by that?” and will give you the opportunity to help educate them, which is integral in the journey of ending this type of comment. It’s easy to feel overwhelmed when asked to examine internal biases you hold and speak up against others who are being biased, but it is crucial in the fight against this unique type of racism, sexism, ableism, and homophobia. 2

By Devon Fiore, Events Coordinator, Greater Reading Chamber Alliance

Inclusive Meetings: Language+More

We’ve all been part of the meeting with too many awkward pauses, the same person interrupting everyone before they can finish a single thought, and the same points talked about over and over with no new ideas or solutions. Not only are they insufferable to sit through (sometimes multiple times a week, or day!) but they lower morale of the entire team, keep work from being completed, and inhibit the culture of solutions in a workplace.

So the question is, how do we make meetings more inclusive?

There are a few actions and behaviors that individuals can keep in mind to make their meetings inclusive to everyone on their team, and outside of it. Accessibility is an extremely important part of meetings that is very often overlooked. The time and place of a meeting alone can eliminate some team members or voices before they even have a chance to get there – parents may have trouble making it to an early morning meeting, remote employees may not be able to always make it to a certain location. Being aware of these challenges and adjusting times and places of the meeting will make these team members feel more included in the discussion. Consider hosting meetings remotely every once

in a while, to include the remote employees, or hold them a little later in the morning so parents don’t have an issue getting there on time. If there are any attendees who may be deaf, blind, or otherwise disabled, making a conscious effort to get materials such as agendas to them in an accessible format will prepare and include them in the conversation just as everyone else.

We’ve all been guilty of not giving our full attention to a meeting – checking our phones, email, or simply staring out the window! Eliminating distractions such as cell phones or laptops in meetings will get easily distracted participants back on track and listening to the others. Taking a look at the invite list for meetings is an important part of this step as well – have you only invited who absolutely has to be there in the meeting? Inviting employees who don’t need to be in the meeting can add some “background noise” and sometimes pull the meeting off track, which makes it more difficult for others to speak up and share their relevant thoughts. While outside opinions can always be helpful towards finding a solution, in a meeting it can add a level of distraction that takes away from the purpose.

Ensuring that no one is actively silenced is another step to make meetings more inclusive in your workplace. Be sure that those who are included in the discussion have diverse voices, perspectives, and experiences. Be someone else’s champion – if they are being interrupted during a thought, get the floor turned back to them. Encourage someone who has interrupted others to write down their thoughts and circle back so they can share them without taking others’ voice away. Assigning one person to be the facilitator of a meeting will help with keeping the meeting on track, making sure that every voice and opinion is heard, and can make participants feel more comfortable with sharing opinions that may differ from the majority.

Open and transparent communication and asking for feedback are obvious, but extremely important, steps in making meetings more inclusive. Opening the floor to questions, suggestions, and thoughts throughout the meeting, as well as before and after, will create a culture where employees feel as though they can share any idea or solution that comes to them. Sending agendas beforehand (in addition to keeping the meeting on track) will help more introverted individuals prepare and come up with some ideas or questions in advance so they are ready to speak up. Asking questions of everyone in the meeting rather than just those who have been speaking will ensure that all opinions are heard and valid. Follow-up emails, which can include notes, minutes, and action items, can also include an open invitation for any additional thoughts. This gives participants time after the fact to digest the meeting and think of some new solutions or ideas, as well as a space for the quieter employees to provide feedback and thoughts of their own in a more comfortable way.

Making a meeting inclusive, at its core, is picking up on the imbalances and finding ways to address them. Open and transparent conversations with employees, managers, and any others who attend meetings can begin to build the framework of what needs to be addressed and adjusted to make them more inclusive and, in turn, more successful. 2

By Devon Fiore, Events Coordinator, Greater Reading Chamber Alliance

Is your child’s school going virtual after the Holidays? Our ‘Camp For School’ program at Berks Nature provides friendly, guided monitoring of your

berksnature.org child’s virtual schooling while getting them outdoors when they have breaks throughout the day! Offering

Don’t worry we have the younger kiddos covered too! Also enrolling for our Berks Nature Preschoolpreparing your child for school through natureinfused learning and hands-on discovery in our natural world. Learn More or Register at berksnature.org/naturepreschool

Full-Day and Half-Day options as well as After-Care for only $15/ day! To Learn More or Resigter your child TODAY visit berksnature.org/eco-camp. caitlin.degler@goodlifeco.com 610-628-4284

Frequently Asked Questions

Q: When will the COVID-19 vaccine be available?

A: Currently there are four vaccines involved in large scale (Phase 3) clinical trials, which are being conducted to ensure the safety and effectiveness of these vaccines in a large, diverse group of people. Researchers think a vaccine is likely to become widely available by mid-2021, but a limited supply may be available sooner.

Q: Who should get the vaccine first when it becomes available?

A: In order to decrease the risk of death and spread of illness, the ACIP has recommended the following groups be considered first if the vaccine is initially available in limited supply: healthcare personnel, workers in essential and critical industries, people at high risk for severe COVID-19 disease due to underlying medical conditions and people 65 years and older.

COVID-19 VACCINE INFORMATION

Currently, there is no FDA-approved vaccine to prevent coronavirus disease 2019 (COVID-19). The Centers for Disease Control (CDC) and Advisory Committee on Immunization Practices (ACIP) are working together to provide recommendations on the vaccine once developed and approved. The following are frequently asked questions surrounding the COVID-19 vaccine and current clinical trials.

Q: How many shots of COVID-19 vaccine will be needed?

A: All but one of the COVID-19 vaccines currently in phase 3 clinical trials in the United States require two shots. The other COVID-19 vaccine requires one shot.

Q: Do I still need a flu shot this year if I plan to get the COVID-19 vaccine when it becomes available?

A: Although they are both contagious, the virus that causes COVID-19 and the influenza virus are not the same. Like any other year, the influenza virus can mutate and change, therefore, it is important to protect yourself and your loved ones by getting a flu shot especially this year when healthcare workers and supplies are already strained with COVID-19 patients.

Q: Will the COVID-19 vaccine be expensive?

A: Vaccine doses purchased with U.S. taxpayer dollars will be given to the American people at no cost. Most public and private insurance companies will cover the administration fees.

Q: What can I do to protect myself against COVID-19 until the vaccine becomes available?

A: Infection prevention is crucial until a vaccine becomes available. The CDC recommends the following guidance on avoiding getting infecting with COVID-19:

1. Avoid close contact (6 feet) with anyone who is sick or has symptoms.

2. Wear face coverings in public. This can help reduce the spread from COVID positive people who do not have symptoms.

3. Practice good hygiene. Wash your hands often with soap and water for at least 20 seconds, or use an alcoholbased hand sanitizer that contains at least 60% alcohol.

4. Stay home if you’re sick. If you aren’t feeling well, stay home unless you're seeking medical attention.

COVID Vaccine Data + Phases of Clinical Trials

Before a vaccine is ever given to people, extensive laboratory testing must be done and the FDA sets standards for the three phases of clinical trials to ensure its safety:

Phase I

Occurs in about 20-100 healthy volunteers. The purpose of this phase is to determine if the vaccine is safe, does it seem to work, or if any serious side effects exist.

Phase II

Occurs in several hundred volunteers testing what the common short-term side effects are, and how the volunteers’ immune systems are responding to the vaccine.

Phase III

Involves hundreds or thousands of volunteers who get the vaccine who are then compared to a group of the same size who did not. The vaccine is tested again on a larger scale for safety, effectiveness and the more common side effects. After a vaccine is approved, the FDA continues to monitor the vaccine during production. Any side effects that occur after production are tracked through the Vaccine Adverse Event Reporting System (VAERS) which is a national vaccine safety surveillance program co-sponsored by the FDA and the CDC. Anyone can file a report with VAERS. 2

By Akili Martin, PharmD

PGY1 Pharmacy Resident, Penn State Health St. Joseph

Content Source: Coronavirus Disease 2019 (COVID-19). Centers for Disease Control and Prevention. https://www.cdc.gov/coronavirus/2019-ncov/vaccines/faq.html. Published 2020. Accessed October 18, 2020.

**Editor’s Note: Since this article was written a COVID19 vaccine has begun distribution. This article is intended to educate about the vaccine itself and what the public may expect for 2021.

Safe care, when you need it

Whether it’s primary care providers and specialists seeing you SOON, conveniently located urgent cares seeing you QUICKLY or our OnDemand virtual care and emergency room in Bern Township seeing you NOW, we’re taking extra precautions to keep you safe whenever you need us. Together, we can get back to the health we need to live the way we want. Let us show you how.

Visit pennstatehealth.org/get-care-now to learn more.