NKY Business Journal | March/April 2024

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JOHN HAWKINS

Chair, NKY Chamber President & CEO, MPI Consulting

Northern Kentucky is a tangible and valuable commodity. When we factor in our proximity to other major regional cities such as Cincinnati, Nashville, Atlanta, Indianapolis along with Lexington, Louisville, we can draw visitors to experience our unique spirit and culture.

Our region is rich with opportunity and is home to a multitude of Fortune 500 companies alongside a growing entrepreneurial community. Many major businesses have seen fit to establish roots in Northern Kentucky, including Perfetti Van Melle, L’Oréal, Amazon, DHL, Prysmian Group among others.

Our investor's circle reflects some of the most respected businesses in our region: altafiber, Amazon, C-Forward, Cincinnati/Northern Kentucky International Airport, Citi, Delta Air Lines,

Duke Energy, Fidelity Investments, Fifth Third Bank, Heritage Bank, Humana, Huntington Bank, PNC Bank, St. Elizabeth Healthcare and Truist.

The common denominator for all these businesses is talent. This quest for talent includes the need to attract, develop and retain talent to meet the growing needs of their business today and in the future. We must continue to invest in smart ways to bring talent to our region to help fill this growing demand.

This edition of the NKY Business Journal showcases some of our region’s talent and the efforts to pave the way for future generations to continue our path to prosperity. Exploring this issue, you will discover ways in which local businesses and economic leaders are on full display, both educating and hopefully inspiring others to join in the push that will propel us further forward.

Our cover story on Northern Kentucky University (NKU) dives deep into this subject. Newly appointed president Dr. Cady Short-Thompson details NKU’s current efforts to help its student body and local employers connect as well as her future goals for the university. In similar fashion, Todd Kyper of the Northern Kentucky Area Development District (NKADD), Trinseo’s Ruth Moore and Caitlin Fugate of Gateway Community & Technical College share insights on how work-based learning programs can help employers cultivate their talent. These programs allow businesses to elevate employees with new skills and recognize growth potential, which benefits both parties.

“Flying with Care” shines the spotlight on Greater Cincinnati/Northern Kentucky

International Airport (CVG) and how its new CVG CARES program is meeting a critical need – childcare. Seeking HR advice? Look no further than our feature with Megan O’Brien of CurrentHR and McGohan Brabender’s Carolyn Dean discussing benefits employers should consider in the ongoing battle to retain their workforce. Gilman Partners’ Angel Beets shares the top talent priorities that HR leaders see in the coming year.

Continuing to showcase how transformational workers deserve an opportunity to help your workforce, “Road to Recovery” details the work St. Elizabeth and Life Learning Center are doing. Lastly, our Small Business Spotlight on Mind4Me owner Ania Gomulka highlights how workplace wellness can increase productivity and improve mental health but also how those not native to our region can thrive here as well. Attracting talent is but part of the equation. We must also have a welcoming and inclusive community so talent will want to stay here and prosper.

I moved here over 30 years ago as an up-and-coming executive at Procter & Gamble and I am proud to call Northern Kentucky my home. I have seen and experienced firsthand how welcoming our community can be. Now is the time to double down on this investment in talent so we can continue to thrive as a community.

I hope this issue inspires you to bolster your workforce’s skills and explore ways to increase your talent pool. Positive energy breeds positive results – and I am certain that our region is set to reap the benefits of our efforts to attract, grow and retain talent. NKY

INVESTOR'S CIRCLE

Tools of the Trade

NKY Chamber benefits that can help you attract & retain employees

As an NKY Chamber member, you are connected to a network of resources to help grow and support your business or organization. The NKY Chamber offers a wide variety of resources that assist with talent attraction and retention efforts.

Here’s a list of why it pays to be a NKY Chamber member and how to make the most out of your benefits.

BUSINESS DEVELOPMENT AND TRAINING

HR STRATEGIC SIX PACK - Hosted in partnership with NKY SHRM, the Strategic Six Pack brings HR leaders together to discuss six unique aspects of the workforce pertinent to industry professionals.

TALENT STRATEGIES SYMPOSIUM – This event brings regional experts together for discussions and breakout sessions highlighting strategies employers can use to attract/retain talent and promote workforce development.

ORGANIZATIONAL PERFORMANCE – Rali Solutions helps companies foster successful outcomes by uniting technology, behavioral science and change management best practices via its Change Experience Platform to help drive behavior change.

WOMEN’S INITIATIVE MENTOR/MENTEE PROGRAM

– Designed to help female leaders in your organization, this program seeks to pair up like-minded individuals for a one-on-one growth period over one years’ time.

HR 100 – HR professionals and small business owners can utilize timely programs centered on talent recruitment and retention issues while also often earning SHRM credits in the process.

INVESTING IN EQUITY SUMMIT – Powered by Fifth Third Bank, this half-day event features discussions around diversity, equity, inclusion and advancement.

NKY @ WORK - A regular feature of the NKY Chamber Spotlight podcast, NKY @ Work features employers and workforce practitioners discussing tactics, resources and more centered on talent attraction, retention and DEI.

By Tabari McCoy, Scooter Media

PROFESSIONAL DEVELOPMENT

WOMEN’S INITIATIVE REGIONAL SUMMIT – Presented by PNC, this daylong learning event for women of all career stages features speakers that present inspirational content for professional women.

LEADERSHIP NORTHERN KENTUCKY – Powered by Citi, this popular NKY Chamber program uses the community as a classroom to develop leaders that will serve the region.

ENCOUNTER NKY - Powered by Citi, Encounter NKY is a talent retention program designed to help young professionals (YPs) and those newer to the region with career advancement while also developing a deeper connection to Northern Kentucky.

NORTHERN KENTUCKY YOUNG PROFESSIONALS (NKYP) – NKYP connects YPs with peers by expanding their networks, programming and engagement while impacting their community through diversity and inclusion.

NKYP EVENT PASS - The NKYP Event Pass provides your employees admission to nearly every event hosted by the NKY Chamber and helps them engage with the community, network with others, and take advantage of professional development opportunities.

INVESTING IN EQUITY SERIES - Part of the NKY Chamber’s ongoing DEI efforts, the quarterly Investing in Equity Series, powered by Fifth Third Bank, examines employment barriers that may hinder talent attraction/ retention and the benefits of an inclusive workplace.

TALENT STRATEGY SERIES - Brings business leaders together quarterly to share best practices for the Northern Kentucky region’s biggest workforce challenges and most pressing issues. SHRM credit approved.

These are just some of the resources and benefits that come with being an NKY Chamber member. To learn more about all of the benefits included in your NKY Chamber membership, contact Lynn Abeln, Vice President of Membership at labeln@nkychamber.com or call (859) 578-6390. You can also find information on all of the programs and benefits included in this article at www.nkychamber.com. NKY

Talent Priorities for 2024

By Angel Beets, CEO, Gilman Partners

After years of record-breaking jobs numbers dominating the news, don’t be fooled into thinking the quieter headlines mean the talent shortage is over. Even as job openings begin to come down from their record-breaking highs, more than half of U.S. companies plan to increase hiring in the first half of the year and the national unemployment rate still remains well below 4%. Gilman Partners’ HR Leadership Practice brought together a dozen executive-level HR leaders to talk about the priorities they’re focused on in 2024. Below are some of the trends they shared with us as well as what our firm is seeing here in Northern Kentucky and across the U.S.

EMPLOYERS FOCUS ON INTERNAL MOBILITY

Because hiring remains a challenge, some organizations are focused on re-allocating internal talent and are working to develop internal career paths. This not only helps in retaining employees but also ensures workers don’t need to look externally for professional growth. The emphasis is on breaking down departmental and organizational silos that might hinder employees from smoothly transitioning between roles across an organization. But internally relocating employees only increases the need for quality skills training and leadership development. A great salesperson won’t automatically be a great leader of other salespeople. It’s an organization’s job to ensure they’re prepared to take on the new responsibilities.

SUCCESSION PLANNING IS TOP OF MIND

The talent shortage economists have been warning about for years is here and given the numbers of Baby Boomers looking to retire, succession planning is taking a front seat. Establishing a succession plan for your top leader is imperative, but don’t forget to look at key roles throughout the organization to ensure continuity at all levels. The focus should be on evaluating the impact of potential departures and identifying immediate as well as permanent replacements. If succession planning has been on your to-do list, 2024 is the time to put it into action.

ARTIFICIAL INTELLIGENCE IS HERE TO STAY

HR leaders told us they’re actively looking to incorporate artificial intelligence (AI) in 2024 and the examples they shared ranged from organization-wide systems down to individual productivity boosters. For example, an AI-based HR assistant can help an employee find details about their organization’s 401k match or how to submit a reimbursement from a client meal. The assistant pulls data from the company’s handbook and policies to serve up the results, helping employees get answers quickly and saving time for HR leaders. But AI is being used in smaller ways, too, like crafting job descriptions and formulating interview questions. One HR leader told us she encourages managers to use AI to help them write better performance evaluations. They can ask an AI tool (like Chat GPT) for ideas on how to help a team member who struggles with deadlines or who lacks empathy when dealing with others.

COMPENSATION NORMALIZES BUT REMAINS COMPETITIVE

One of the biggest talent headlines in the past few years has been the dramatic increase in salaries, especially for those changing jobs. Though compensation for new talent remains competitive, the year-over-year pay gains for job switchers is trending down from its peak of 16.4% in the summer of 2022 to now under 10%. Still, employees know their worth and most aren’t desperate to make a move in this job market. If you want to go after top talent you’ll need to do your research and understand the current market rates.

With a low unemployment rate and not enough workers to replace those retiring, the talent shortage is likely to remain for at least the next decade. Employers should focus their attention on retaining the top talent they most want to keep and turn to proactive recruiting strategies instead of waiting for employees to come their way. NKY

Gilman Partners is a retained executive search, talent acquisition and leadership development firm.

At Central Bank, we live, work and play in the same communities you do. You’re our neighbor, friend, business partner down the street. We know and understand you because we build relationships with you – every day. That helps us serve you better, and that’s what makes “highly personal banking” more effective banking. We start with you.

Road to Recovery

Life Learning Center, St. Elizabeth Physicians create hub for healing, hope for people with substance use disorder with opening of new Journey Recovery Center location

By Tabari McCoy, Scooter Media

Whether you want to grow a beautiful orchid or help someone overcome past struggles with substance use disorder, Alecia Webb-Edgington, President of Life Learning Center in Covington, says the same principles apply.

"Follow me with this mental metaphor: In a greenhouse, the temperature is perfect … You're getting watered and fertilized – it's a perfect environment. But then you're taken out of the greenhouse, and we set you out in minus20-degree weather. Nobody's watering, fertilizing, or checking on you; as a society, what do we expect? Our beautiful orchid is going to wither," says WebbEdgington.

In this metaphor, the greenhouse represents the ideal conditions an individual experiences while in treatment for substance use disorder. Like the delicate orchid, the environment these individuals enter post-treatment is critical to their long-term success.

Life Learning Center builds resiliency and self-sufficiency in this marginalized community by helping people learn, secure and sustain a better way of living. In the fall of 2023, St. Elizabeth Physicians’ Journey Recovery Center opened onsite treatment facilities at Life Learning Center, strengthening an existing partnership to include all critical recovery-related resources under one roof. The goal of this partnership extends beyond sobriety and into wholeperson recovery, encompassing physical, emotional and social well-being.

“ “

What we needed and continue to need across the Commonwealth of Kentucky – and I would argue across the region to include Ohio – is a way to continue building recovery capital, because that is what gets individuals back in the workforce.

Alicia Webb-Edgington

JOURNEY RECOVERY CENTER AT A GLANCE

Journey Recovery Center at Life Learning Center 20 W. 18th St. Covington, KY 41011 (859) 757-0717

Did you know? Journey Recovery Center offers assistance in medication assisted treatment, targeted case management, career planning, therapy and peer support services through its community partners. These include the Life Learning Center, the Brighton Center, Kentucky Career Center and others. Using an evidence-based treatment approach to help its clients achieve success, 8,000+ people have been treated through the Journey Recovery Center since its opening in 2015.

HELPING HANDS

First opened by St. Elizabeth Physicians in 2015 and expanded in 2017, the Journey Recovery Center experienced its latest – and to date, greatest – expansion this past November when it officially occupied a new 20,000+ square foot facility on the third floor of Life Learning Center. Journey Recovery Center provides evidence-based treatment (medicine, therapy, and support) to help patients stabilize so they can work on their recovery.

The remodel of the space and work of Journey Recovery Center are supported via funding from Jacob G. Schmidlapp Trusts, Charlotte R. Schmidlapp Fund, The RC Durr Foundation, and the Fifth Third Foundation. St. Elizabeth also operates a second practice in Aurora, Indiana.

Foundations for a Better Life, the centerpiece of Life Learning Center programming, includes life skills and career readiness training coupled with barrier removal (food, clothing, transportation, housing support, vocational deficits, etc.), which empowers adults to overcome their circumstances and embrace a new way of living. Integrating onsite substance use treatment and healthcare services provided by St. Elizabeth's Journey Recovery Center is critical to the holistic suite of services available at Life Learning Center.

Another example of this whole-person approach is the Lift Up project, which assists people with employment readiness and connection to employers who are willing to hire people in recovery. A five-year project funded by the Substance Abuse and Mental Health Services Administration, Lift Up brings together St. Elizabeth Healthcare, St. Elizabeth Physicians Journey Recovery Center, the NKY Workforce Investment Board, Life Learning Center and the Kentucky Career Center.

Attended by Kentucky Governor Andy Beshear, the opening of the new space was celebrated with much fanfare by those present. The help and support it offers current and future clients is what Journey Recovery Center Medical Director Dr. Teresa Koeller is most excited about.

"This allows for expansion of services. We can have more therapists, more case managers and more peer support specialists. We were bursting at the seams in our last facility, which is difficult when you're trying to see patients and sharing space," says Koeller, who also serves as St. Elizabeth Healthcare's Medical Director of Addiction Services. "When a patient is coming to see you weekly, and maybe they're doing intensive outpatient programs three days a week, they don't want to go to another facility four days a week for three-to-four hours. Now, a patient can come in for a Life Learning Center program in the morning and then into our intensive outpatient program in the afternoon, which helps keep them on the right track."

A NEW LIFE

Taking a deep dive into the services above is what Webb-Edgington and Dr. Koeller say reveals the true value of the work. The treatment provided by St. Elizabeth Journey Recovery Center and the educational and care support services provided by Life Learning Center grants an oftenoverlooked population the opportunity to transform the trajectory of their lives.

”What we needed and continue to need across the Commonwealth of Kentucky – and I would argue across the region to include Ohio – is a way to continue building recovery capital, because that is what gets individuals back in the workforce,” says Webb-Edgington. “The individuals who leave Life Learning Center have been taught how to respond versus react, how to be loyal, respectful, grow in emotional intelligence, social networking – they understand you cannot sit on your hands and earn a paycheck."

Participation in Life Learning Center programming creates a ripple effect; by providing access to foundational skills and resources while individuals work to reestablish themselves, Life Learning Center supports the reconnection of families, reduces substance use disorder, and lowers recidivism rates (an individual's likelihood to be reincarcerated). Additionally, individuals possessing multiple felony convictions are securing employment, reducing unemployment rates, and promoting economic growth. In 2022, the recidivism rate of Life Learning Center graduates was 8%, a stark contrast to the national average of 83%, demonstrating the program's far-reaching community impact. In addition, Life Learning Center graduates put $7.2 million back into the local economy.

"If anybody does not believe or is skeptical, I want them to come to Life Learning Center, take a tour, and have a conversation with some of our graduates,” says WebbEdgington. While they have suffered some maladies in life, they are loyal, dedicated and committed – they just had a couple of slip-ups on the way to being their best self.

"Here's the thing: When you're investing, you're putting people to work; your investment is really moving the needle on reducing recidivism. You're also moving the needle by getting marginalized individuals back into the workforce, which helps our economy," she adds.

Dr. Koeller agrees.

"Having this partnership can only lift this patient population. They deserve to be able to realize their dreams and hopes," she says. "I had a patient years ago who left school in second grade, but as somebody in recovery, he was hard-working and wanted to make a change, help his family and do better. That's the key: These are some of the best employees you will probably ever find because they want to do better and are grateful to have that opportunity." NKY

PICTURED:

The Journey Recovery Center at Life Learning Center; Ribbon cutting with Governor Andy Beshear; Bill Butler and Alicia Webb-Edgington with LLC board members; Life Learning Center graduates in spades! Photos provided by Life Learning Center and St. Elizabeth Healthcare.

Ribbon cutting with Governor Andy Beshear

Strategies for Developing a Super Team

Work-based learning programs offer employers, employees new opportunities for growth, advancement

By Tabari McCoy, Scooter Media

IN ITS SIMPLEST TERMS, LIFE CAN BE CONSIDERED

a collection of experiences shaped, crafted, influenced and impacted by our interactions with others. In Todd Kyper’s case, his experiences in various supervisory and development positions – at First Tee of Greater Cincinnati and Northern Kentucky, the Northern Kentucky Community Action Commission and the Brighton Center – eventually led to a simple realization: Through all his experiences, the ones that brought him the most satisfaction involved helping others begin, build or enhance theirs through coaching.

Now, Kyper, the Business Services Coordinator for the Northern Kentucky Area Development District (NKADD), says work-based learning is the key to employers unlocking not only the potential of their workforce, but that of their business as well.

TRAINING DAYS

One of the speakers at this March’s NKY Chamber Talent Strategies Symposium, Kyper specializes in helping provide guidance, leadership and coordination for business services in the Northern Kentucky region. One of these specialties? Work-based learning.

Work-based learning – also called upskilling – constitutes multiple avenues of exposure and experiences for current employees and those considering future career opportunities. These include on-the-job training, internships, co-ops, transitional jobs and apprenticeships. Kyper says these pathways deserve consideration by employers, the most readily available

opportunity to impact on productivity and culture being investing in one’s current workforce.

During his time as a Talent Development Specialist at the Kentucky Career Center, Kyper worked to help employers and young people achieve specific goals related to employability and career growth. Kyper credits his experience there for helping him first understand the power of work-based learning for both employer and employee.

“There are segments of our community that need support to embrace employment. In addition to understanding our employers’ talent needs and why they may have challenges filling their employment gaps, we need to look at people they already employ who could benefit from training and upskilling,” he says. “I started to gain that perspective and really understand what work-based learning is: All the agencies and employers providing skill building and employment opportunities in the workplace inside the workforce ecosystem.”

This, Kyper says, offers companies and their workforce numerous benefits, including identifying and building new skill sets that can be used to fill employment task gaps. In enhancing their abilities, he says, employees will feel and show more commitment to a company exhibiting investment in them. Additionally, in increasing employees’ job satisfaction, they become less likely to seek opportunities elsewhere while serving as recruiters when discussing their company with others.

Curious how to begin upskilling employees? Kyper says it begins with realizing that having job openings isn’t simply good enough to attract and retain top talent because “the game has changed.”

Photos by Ben Gastright Todd Kyper

“Job seekers feel more empowered, more enabled and see that there are choices out there and they can be more selective with the employers they engage with. There’s a statistic that says 65% of workers say that the opportunity to participate in upskilling programs is an extremely or very important factor when deciding whether to take a new job … When people look at a job, they want to see a future,” Kyper says. “Even if those opportunities are in place, if employers aren't good at communicating those opportunities, they are not going to be as competitive as others.”

This is why he suggests employers embark on a discovery process to define the skills jobs require and assess their current staff’s abilities to make processes more efficient to fill in the gaps. These training programs can also be used to recruit employees by showcasing growth opportunities – but do not ignore the impact of culture and personality in looking for them. Says Kyper, “If you look at your critical thinking and leadership skills, culture lives inside of that because employers are saying, ‘This is the way we want you to lead our teams, treat our customers and our clients.’ This sets a standard for a positive, productive experience.”

WINNING RELATIONSHIPS

Kyper says one of the NKADD’s goals is to help employers realize the value of work-based learning programs for the current day and the future. Additionally, the organization wishes to serve as a connector to resources, enabling local employers to meet workforce goals.

Caitlin L. Fugate, Manager of Work Experience for Gateway Community & Technical College, understands the power of work-based learning programs firsthand. Fugate handles Gateway’s apprenticeships for students and employers, both of which provide opportunities for industry-specific, on-the-job training. Part of the Kentucky Community and Technical College System (KCTCS), Gateway utilizes state funds to help offset the cost for companies with employees enrolled in its training programs. Its student apprenticeships likewise offer students opportunities to get hands-on exposure to potential

employers, the program’s structure helping guide both parties along the way.

She says seeing people develop because of a work-based learning program is worth the investment – especially since it’s far less risky than they may suspect.

“When employers say their staff doesn't have the technical skills, I tell employers, ‘Take a chance, invest a little bit of money, send them to get that training and I promise you, you're going to see a return on investment,’ Fugate says. “A class could range anywhere from $450-$600 and that’s a small investment for lifelong skills. Employers need to be open to letting us help them close that training gap.”

Ruth Moore, the HR Director, Global Manufacturing and Engineering, located at global specialty chemical company Trinseo’s Florence facility, agrees. Having “pretty significant experience with work-based learning in different forms,” Moore – who has partnered with Gateway on workforce development in the past –works with NKADD to administer some of its incumbent worker training (IWT).

The results of all the efforts are why she says employers would be wise to consider incorporating them into their talent attraction and retention toolkit.

“Work-based learning training programs have proven to be an

impactful way for us to create continuing development opportunities for our employees. In addition to the practical applications for our business, it’s especially important to us from a culture standpoint,” she says. “We’ve found it sends a very positive and strong message to our teammates, reinforcing our commitment and genuine interest in their professional growth via training, development opportunities to upgrade their skills plus open new career paths. Employers should never feel as if they cannot offer development, even soft skills, because you can’t afford it; there are all sorts of tools/programs available to an employer to help offset costs, making your training dollar go much further.”

If employers are willing to fully invest in training, Kyper is certain they will see the benefit.

“A lot of employers conduct training but unfortunately do so without their big picture in mind and/or being intentional with their methods to benefit their employee base,” he says. “One of the strongest tools an employer has at their disposal is their ability to develop their own workforce through education and training. Doing so helps employees exceed expectations and visualize long-term success while helping employers win as well.” NKY

Correy Eimer, Associate Director of Workforce Development at NKADD, leading one of the roundtable discussions at last year's Fifth Annual GROW NKY Talent Strategies Symposium.

The Perks of Doing Business

AS NOTED IN GALLUP’S 2023 STATE of the Global Workplace report, employees across industries have been looking for a lot more than just snacks in the workplace; they’ve been looking to feel appreciated. Pay and benefits were the second-highest rated benefits (28%) employees say they would change at their current employer with engagement and culture coming in first at 41%.

Given that information, utilizing traditional benefits for the modern workforce can result in a disconnect between companies and employees who may be only as loyal as their options. That is where Megan O’Brien, COO at Current HR in Fort Wright and Carolyn Dean, Employee Benefits Consultant at McGohan Brabender of Fort Mitchell come in. The two local HR experts have plenty of ideas for offerings that will not only attract and retain workers but benefit employers as well.

HR professionals share their expertise on creative ways to attract, retain employees

By Tabari McCoy, Scooter Media

GOOD HEALTH IS GOOD WEALTH

Ralph Waldo Emerson may have been onto something when he famously said “the first wealth is health” – and O’Brien and Dean say there are several ways local companies can adapt that ideology successfully in the workplace.

Want healthier, happier employees? Consider rewarding them for achieving certain health and fitness goals. Dean says some employers have seen great returns by encouraging their workforce to become healthier by offering something as straightforward as reimbursement for an annual physical or wellness exam and achieving certain metrics.

In doing so, health issues (high blood pressure, diabetes, etc.) might also be detected, which could help them avoid missing work with serious problems and even save their life. That’s why she also says offering a lifestyle savings account that helps pay for a gym membership, a Peloton subscription, a workplace weight loss challenge with a cash prize or other non-traditional health benefits may be worth the investment.

Looking for yet another way to foster a healthier, happier workplace? Dean suggests purchasing premium access to a top healthcare app such as Headspace or Calm that employees can use on-the-go as they see fit.

“I have an employer that purchased the higher level of the Calm app for all of their employees,” says Dean. “It will send out messages to those employees to say remember today may be a high-stress day, so let’s do some sort of activity to reduce your stress levels today.”

‘FARE’ WAGES

Do you have employees struggling to get to work and not just because they’ve got a case of the Mondays? O’Brien and Dean both say it’s important to think about how transportation – or more specifically, the lack thereof – might be impacting your workers.

For those commuting via their own vehicle, Dean says some companies have found success rewarding employees with consecutive days’ attendance with gas gift cards to reimburse their fuel. Organizing ride-shares and carpools can also be an effective way to help people get to and from work. Are employees taking the bus? O’Brien says it might be worthwhile examining how your location and work shifts align with bus schedules and routes.

“If there's not a bus route close to where they live with a schedule that aligns with your company’s start and end times, that can be a hindrance to hiring,” O’Brien says. “Sometimes it's as easy as looking at those routes and shifting work slightly.”

EMBRACING INNER (AND OUTER) CHILDREN

With childcare costs being a major concern for many workers, O’Brien says employers should be exploring how to offset costs for employees. This includes possibilities such as offering on-site childcare, partnering with a local daycare for reduce rates and/or providing stipends/reimbursement through programs such as Kentucky’s Employee Child Care Assistance Partnership (ECCAP) to potentially help offset costs.

If employees are interested in advancing their careers with your company, O’Brien suggests reimbursing a portion of their tuition/loan costs or instituting work-based learning programs. She

says an employee seeing that their employer is invested in their progress shows commitment to them as a person by actively helping them to better themselves, especially when doing so on their own might be too expensive.

STAY FLEXIBLE

Last year saw many employers begin mandating that employees who had previously been working remotely return to the office full-time. If you wish to attract and retain them, however, O’Brien says that might not be the best move based on her and fellow Current HR co-owner Charlie Vance’s own experience launching their business in September 2020 during the COVID-19 pandemic.

“The truth is, when we first launched Current HR, there were organizations out there paying more than what we could pay … Potential employees knew it and I knew it. To make up for that, we offered things that some of our competitors weren't willing to, most of which tie back to flexibility” she says. “We were almost lucky that we started when we did as we were forced to build our business in a way that incorporated remote work. As we’ve grown, it’s remained a huge retention tool for us.”

Continuing, O’Brien notes, “We have a lot of policies within our office that acknowledge that our employees are whole people and they're more than just the work they produce. If there's a snow day, we're not going to ask them to come in; we're going to let them stay at home and take care of their family and work.”

This is why she also suggests aligning holiday schedules with those of surrounding school districts whenever possible, as well as being accommodating for other life events within reason as long as employees remain productive.

“I hear the argument all the time that offering a flexible work arrangement leads to lower productivity, which impacts the bottom line,” she says. “But burnout also impacts productivity and leads to turnover, which also impacts the bottom line. One could argue that there is a business case to be made for the positive impact of flexibility … It's not so black and white.”

THE BOTTOM LINE

Last but certainly not least, with so many multigenerational employees sharing a workspace these days, Dean and O’Brien agree taking a “one size fits all” approach can be counterproductive to your business’s health. That’s why both say offering unique benefits others may not – pet bereavement included – can help you stand out from a crowded field competing for the same dwindling talent pool. Re-assessing what you are offering is important, too, O’Brien says, to make sure your offerings are meeting your employees’ needs.

If you’re not willing to be flexible in some capacity and re-examine what your company has to offer, Dean has a warning for you: Your employees will find a company that is.

“We've had an exodus, especially since 2020, of older employees in the workforce. The newer generation of employees are looking for alternatives, things that mean something to them and not necessarily those traditional benefits,” she says. “There are more jobs out there than there are employees entering the workforce, so it’s important to think about what you can do as a company to attract them.” NKY

Pilot Programming

The Cincinnati/Northern Kentucky International Airport launches childcare benefit program to help attract, retain employees

Thousands of people pass through the Cincinnati/Northern Kentucky International Airport (CVG) daily, departing to or arriving from destinations around the globe. But for the region’s most significant travel hub, ensuring their employees’ most precious cargo – their children – have the care they need when their parents head to work has been a concern.

Now, the airport has launched a new pilot program to help working parents as part of ongoing efforts to show that CVG CARES.

READY FOR LIFTOFF

“We as a region and as a state recognize childcare is a huge issue impacting our employees, that's why we wanted to create this benefit,” says Melissa Wideman, Vice President, Environmental, Social and Governance (ESG) Initiatives for the CVG Airport Authority about CVG CARES, the airport’s new childcare program. “Does it become a job retention tool? Does it become a job recruitment tool? ‘Yes’ to all of the above.”

Open to all CVG’s 450+ employees with children ages 13 or younger (or 19 and younger for those with disabilities), CVG CARES seeks to provide parents relief with what is often cited as a barrier to employment: childcare assistance. Instituted this past December, CVG CARES – the latter an acronym for “Childcare Assistance Reward Employee System” – assists qualifying airport employees by providing financial relief based on their income and geography.

By Tabari McCoy, Scooter Media

CVG CARES follows the passage of Kentucky House Bill 499, which appropriated $15 million for the establishment of the Employee Child Care Assistance Partnership (ECCAP). ECCAP helps working families by incentivizing employers with a match of their contribution towards employees’ childcare costs. The state match percentage is based on the employee’s income against the State Median Household Income (SMI), the percentage of the match decreasing based on how high above the SMI a family income rises.

CVG CARES works in concert with ECCAP, both of which help families by making payments directly to a qualifying employee’s childcare provider. For example, if an employee demonstrated a monthly childcare cost of $1,500, the cost would be augmented three ways, with CVG CARES paying $200 directly to the employee’s childcare provider. Under ECCAP, the state of Kentucky would then match 50 to 100% of CVG’s contribution to the childcare provider, the employee paying the remaining balance. The amount Kentucky residents/childcare users receive is dependent on household size and total income; a maximum of $2,500 annually will be provided per employee through CVG CARES.

Employees must utilize a Kentucky-based childcare/early learning program through the Commonwealth’s ALL STARS early learning program to receive both CVG CARES and ECCAP funds. Wideman says only 60% of CVG’s employees live in the Commonwealth, however, which is why employees utilizing Ohio and Indiana childcare have the option to have reimbursement funds deposited into a dependent care flexible spending account (FSA). “The advantage of utilizing ECCAP is you'll get that additional benefit the state provides, but it doesn't work for everybody's family, so we created an option beneficial to those employees as well,” she says.

Noting Kentucky lost thousands of employees during the pandemic due to childcare and education-related issues, she says the need to ensure employees have the right resources is the driving force behind CVG CARES.

“Childcare is a huge resource for us and an avenue in which we want to try to help, which is why we rolled out the CVG CARES program. The Northern Kentucky Chamber has been a partner with this through GROW NKY and their childcare advocacy initiatives,” Wideman says. “We’re the first large-scale employer in the entire Commonwealth of Kentucky that's trying to take advantage of the ECCAP program. We recognize childcare as an issue and we want to be part of the solution.”

CVG Vice President of Human Resources Gina Stough agrees.

“Our rapid response to take advantage of this benefit on behalf of our employees really has to do with what (we as) employers need to do to be competitive and attract and retain talent. At CVG, we have a strategic workforce collaborative, where over 70 employers on our campus are invited to discuss common workforce challenges – childcare is one of them,” she says. “Oftentimes, our partners look to us as leaders and say, ‘What have you done differently or what do you recommend?’ … This is the first step in making that happen.”

FLYING HIGH

CVG hasn’t worked on the program alone, however. Stough and Wideman both say several entities have been critical to its development, EC LEARN Executive Director Sandra Woodall and Child Care Aware (CCA) Regional Childcare Administrator Kate Dean chief among them.

Existing and working as resource and referral entities well connected within the state, both have helped CVG work to formulate its plans as the airport looks towards eventually establishing its on-site childcare facility. Whereas EC LEARN can help CVG employees with individualized resources, CCA’s expertise with needs assessments uncovers what will be needed for long-term childcare success.

Woodall says CVG CARES represents an opportunity for the airport to be a “trailblazer in this space.”

“We have a lot of stakeholders who are realizing that childcare is essential,” she says. “We need to be investing in resources along with childcare and CVG is taking the first step. Investing in childcare and what that looks like (regarding) continued learning for their employees is going to be very beneficial.”

Dean agrees.

“People in my generation are called the ‘sandwich generation’ because we're caring for children and parents. The level of support that is needed to do that and work a full-time job, some sort of assistance, in many ways, is necessary to keep employment from being a revolving door,” she says. “CVG CARES, in my mind, says, ‘Here's how we can attract and keep our younger workforce with very young families.’ They will remember their employer for what they did for them in those early years and there will be more of an opportunity for them to sustain that employment … What CVG is choosing to move forward with and can accomplish for their employees, it’s huge.”

PICTURED: Real CVG employees that benefit from CVG CARES

SMALL BUSINESS SPOTLIGHT

By Tabari McCoy, Scooter Media

Ania Gomulka credits her college days for helping her discover her interest in helping people gain insight into the power of empathy. So much so, that she’s currently working on writing her first book, “The Power of Empathy, The Empathy Advantage: How Understanding Drives Successful Leadership."

“Years ago, I helped one of my professors at Northern Kentucky University (NKU), Dr. George Manning, edit one of his books, which was “The Art of Leadership.” He wrote a second book, “Stress in the Workplace,” recalls Gomulka about what eventually led her to found her company, Mind4Me, LLC (www.mind4me.org). “The concept of his book made me start thinking about why people make the decisions they do or have certain reactions. It was then that a light went off in my head.”

MIND MATTERS

A native of Poland who came to the United States two decades ago with the intent of studying at Columbia University in New York, Gomulka’s Mind4Me offers coaching and wellness programs and training. Finding New York to be quite expensive, especially for someone at the time still learning about US culture and having limited English, she decided to move to Kentucky where she enrolled at NKU. There she would earn undergraduate degrees in both Psychology and English before securing her Master of Business Leadership and Innovation. Gomulka also has multiple certifications including her certification from the Harvard Business School in leadership and communication. She is also working on obtaining her Master of Science degree in Clinical Mental Health Counseling.

Spending almost a decade in customer service and finance, Gomulka would then transition into working human services and workforce development. She would join Mental Health America in 2020, the same year she would start her company, running it alongside her full-time position as a vocational rehabilitation counselor at the Office of Vocational Rehabilitation in Covington.

Gomulka's background in human services allowed her to witness the incredible transformations that can occur through selfdiscovery. Her skills and experiences have enabled her guide others in their quest for success through her work as an integrative coach and wellness consultant. She cites the works of Carl Rogers, often hailed as the pioneer of client-centered therapy, as a major influence, helping clients become experts of their own experience and work towards positive outcomes.

"What sets my personalized coaching apart is the unique blend of psychological techniques, neurolinguistics, mindfulness, and trauma-informed practices that I incorporate,” says Gomulka. “This holistic approach allows me to understand clients' unique journeys and create customized strategies for growth and healing. My focus is on empowering clients to thrive in all areas of their life."

Asked how that translates to helping businesses, Gomulka says it can in several ways.

“When you attract a new employee, it’s not just about interviews and onboarding as it’s hard to know somebody after a one-hour interview and reading a resume. There are hidden talents you may miss if you don't have the skills to lead theconversation to discover them,” she says. “Take time to get to know them, listen. Training new employees is an essential process; be mindful of their needs, and do not leave them alone in the whirlwind of work. Also, help them through your actions to understand and align with company mission and values.”

Gomulka believes companies can improve their employee retention rate and avoid the firing and hiring cycle by using an employee-focused approach grounded in two things: The opportunity to grow within a company and being an empathetic leader, not just a manager.

“The pandemic created a shift in how we think about the workplace. People are now asking, ‘What really matters to me?’ Values have changed around benefits,” she says. “Employees care more than ever about things such as flexibility, healthy professional and private life, time for family, health insurance, professional development, or if they are considering going back to school – tuition reimbursement. With empathy, we can avoid unnecessary and drastic personnel decisions. Investing in your employee's well-being at the onset will increase productivity and boost company profits; all are interconnected.”

Continuing on, Gomulka says, " I think holistic psychologist Ashleigh Warner says it best: ‘Beneath every behavior, there is a feeling and beneath each feeling is a need. When we meet that need, rather than focus on the behavior, we begin to deal with the cause, not the symptom.”

EMPATHY IN PRACTICE: SPLENDOR IN THE BLUEGRASS

An advocate of Gomulka’s work on wellness, Melissa Bayer, CEO of the lavender farm, Bayer Farms in Verona is hosting two Mind4Me workshops at Bayer Farms later this year.

Noting a past attendee saying she “got more out of one hour spent with Gomulka than she did a whole weekend at another retreat,” Bayer admits she was initially skeptical of the impact of Gomulka’s workshops. That all changed, however, with a simple exercise involving an unlikely prop: A raisin.

“We studied being mindful in your eating with two raisins … As a child you play with your food, taking time to look at it, touch it, etc. As adults, we teach children not to do that, and honestly, we shouldn't,” Bayer recalls. “The more time you enjoy food, the less you'll eat versus just shoving it in our mouths and running out the door. The big ‘A-Ha’ moment was, ‘I'm just going to enjoy the meal … No one ate the second raisin because you truly enjoyed the first one and were mindful of the one reason that you ate it: It satisfied your need.”

That is why Bayer says she would “100% recommend” Gomulka’s work and the workshops.

Now settled in Kentucky, Gomulka knows the answers she needs to be successful are all around her.

With empathy, we can avoid unnecessary and drastic personnel decisions. Investing in your employee's well-being at the onset will increase productivity and boost company profits; all are interconnected.

“ “

“Twenty years ago, when still new to the U.S., I decided to move to Northern Kentucky, and I am glad I did. There are a lot of empathetic people willing to help and willing to share their knowledge here, and that's what has made me want to make this region my home,” she says. “I believe my success is the success of others. I am helping individuals find their full potential and lead meaningful lives, as we all have it in us, we just need to develop the skills and self-awareness. With the right attitude and guidance, we can all find and follow our purpose in life. That – helping others – is what drives and fulfills me.” NKY

Hired Education

Northern Kentucky University President Dr. Cady Short-Thompson eyes profitable future for students, local employers

By Tabari McCoy , Scooter Media

REGARDLESS

Photos by Ben Gastright

OF WHETHER A BUSINESS SPECIALIZES IN FARMING OR

finance, Dr. Cady Short-Thompson knows her university is uniquely positioned to help fuel the future of Northern Kentucky’s workforce.

“One thing that has always been appealing is that in Northern Kentucky, you can live in and work in any number of environments … You can live in an environment (with everything) from condos to cows. This is the benefit of being just south of a major city, with lots of different opportunities both in Cincinnati and Northern Kentucky,” says Dr. Short-Thompson, who officially became NKU’s seventh president on Oct. 2, 2023. “Anything that students want to do with their lives and careers, they can do right here in Northern Kentucky and Greater Cincinnati and not every university can say that. I often say to people, ‘Wait until you see our backyard, because all sorts of opportunities present themselves to students, all of whom have different ambitions and interests’ – we can satisfy them all.”

At The Helm

Dr. Short-Thompson is no stranger to NKU, having enjoyed a nearly 14-year stint at the university (1996-2010) working as a professor in communications, graduate program director and department chair. She then became a dean and professor of communication at the University of Cincinnati (UC), later taking a similar role with Hope College in Holland, Michigan. She would then go on to serve two years as the CEO/Executive Director of Breakthrough Cincinnati, Inc., leading year-round academic enrichment programs at UC and two area high schools among other responsibilities.

Dr. Short-Thompson cites her belief in NKU’s mission and the opportunity to come back to where she started as the two reasons for taking her post as president. As she re-engages the campus and community, she is focused on the “important business” of ensuring NKU becomes “the economic engine of this region.”

“We have students that come to prepare for lives (producing) work of great meaning and impact in our region. Predominantly, 80+% of our graduates stay in the region upon graduation, which is not typical for other universities and colleges in the area,” Dr. Short-Thompson says. “Students come to us and get applied experience through internships, co-ops and other placements as they're learning and it prepares them to assume roles upon graduation. To ensure their success we're very focused on making sure that our academic programs are well aligned with the needs of the region.”

PICTURED: NKU President Dr. Cady Short-Thompson with Student Philanthropy Ambassadors

Enterprising Partnerships

Dr. Short-Thompson has several “major” goals for NKU under her watch, enrollment management being key among them. Likely to be of the most interest to the NKY Chamber’s 1,700+ members, however, is her goal of growing the university’s partnerships and programs that bring businesses and organizations into direct contact with its student body.

The university has seen a 600% growth in online students in the last five years. During that same period, NKU has grown from 18 degrees conferred to over 1,700. That growth is in high demand programs like nursing, psychology, business administration, social work, and cybersecurity. Most students live in our region and are taking advantage of NKU’s program flexibility to complete their degrees while continuing to work and meeting personal family demands.

St. Elizabeth Healthcare and NKU have a strong, multifaceted partnership. NKU offers experiential learning via its Health Innovation Center and the St. Elizabeth Center for Simulation Education. Accredited by the Society for Simulation in Healthcare, the latter institution uses technology and “thoughtfully designed spaces” where students can practice inside eight inpatient rooms including an operating room and multi-bed critical care room.

Also featured among NKU’s experiential learning opportunities is the Verst Group Logistics Hub of Supply Chain Excellence at NKU’s Haile College of Business. Opened in August 2022, the Verst Hub is designed to work in concert with NKU’s Global Supply Chain Management program, providing both students and alumni opportunities to connect and engage with industry businesses and affiliated groups. This can come in the form of any number of experiential means, including client-based capstone projects, internships and industry tours. Additionally planned for the Verst Hub are guest speakers, roundtable sessions, conferences, tech demonstrations and more while also housing the student chapter of the Association of Supply Chain Management (ASCM).

Verst Logistics CEO Paul Verst, who says the Greater Cincinnati region “is at the heart of interstate commerce between Canada and Florida,” says the partnership is important for several reasons.

“We, along with many employers in the area, continue to face a shortage of talent in our respective fields. We not only need to address this shortage today, but it is critical for our future, particularly as it relates to talent acquisition,” says Verst, who also credits NKU professor and program director Mark Thackeray for helping in the Verst Hub’s creation. “I can see us enrolling some of our employees in the program to help advance their careers, thereby creating the talent we will need as we continue expanding our geographic footprint.”

Preceding the opening of the Verst Hub was that of the Western & Southern (W&S) Contact Center in March 2022. Featuring 35 desks and accommodating up to 44 student employees when fully staffed, the W&S Contact Center provides part-time employment – and coveted real-world experience – with a Fortune 500 company and one of the nation’s leading financial services institutions.

Bonnie Wathen, Assistant Vice President, Talent Acquisition for W&S, says the opening of the center is representative of the company’s longstanding relationship with the university. She says relationships like the one it enjoys with NKU are important as they have allowed W&S to attend career fairs, speak during classes, invite students to visit on-site and more. Wathen says that building stronger relationships with students through employment has helped increase brand awareness, which in turn has increased applicants at both the contact center and W&S in general.

“The partnership with NKU has been so instrumental; it goes beyond just the obvious of them meeting a business need. They help us understand what current students and the next graduating classes value in careers, which helps us understand what the talent market trends are in our region,” Wathen says. “It has also been helpful because our company culture is built on in-person collaboration. The relationships that we build with NKU students and graduates is meaningful – we want to attract and retain top talent in this region, and a lot of NKU graduates tend to stay in this area to grow their careers. That has made it a strong value add for us.”

Head of the Class

Noting plenty of options exist for businesses to interact with both students and faculty, Dr. Short-Thompson hopes NKU can one day create a centralized, one-stop-shop both groups can utilize for future needs. “Bringing together these career and outreach options and externally focused programmatic elements will help to grease that pipeline, both within the university and to connect more with our outside partners,” says Dr. Short-Thompson.

Asked what she wants the region’s employers to know about everything the university is doing to help them, Dr. Short-Thompson’s response was simple: NKU is a great investment for everyone involved.

“Just recognizing the sheer talent, the incredible intelligence of our alumni, the hard work that they put in. NKU students are known for their grit, their ability to persevere and juggle a lot of responsibilities to be really productive colleagues,” she says. “'The Wall Street Journal' ranked NKU 40th out of 400 (in 2023) in terms of best value in higher education. The fact is our students are graduating into lucrative careers and performing at the highest level, so NKU is at the top of its game and producing folks who are ready to work and are excited to be players and leaders in the region.” NKY

NORTHERN KENTUCKY UNIVERSITY AT A GLANCE

Northern Kentucky University

1 Nunn Drive

Highland Heights, KY 41099 (859) 572-5200 / www.nku.edu

Year founded: 1968

Approximate current enrollment (as of Jan. 2024): 16,000

Student-to-faculty ratio: 19-to-1

Undergraduate degrees offered: 90+

Master’s degrees offered: 30

Doctoral degrees offered: 3

Annual in-state tuition and fees: $10,512 (room and board is $6,200 per student)

Percentage of students receiving financial aid: More than 77%

Number of Alumni: 84,402

ADAM KOENIG Public Policy and

MICHAEL TAYLOR President and CEO Turfway Park Racing & Gaming

JAMIE EADS

Horse Racing Commission

At

Learn

ANNUAL BREAKFAST

2024 WOMEN'S INITIATIVE ANNUAL BREAKFAST | TURFWAY PARK, FLORENCE

AROUND THE CHAMBER

'N ISSUES - MENTAL WELLNESS | RECEPTIONS, ERLANGER

EGGS 'N ISSUES - REGIONAL ECONOMIC OUTLOOK | RECEPTIONS, ERLANGER

EGGS

AROUND THE CHAMBER

WHERE WE STAND | BOONE COUNTY DISTILLING, INDEPENDENCE

NKYP HOLIDAY PARTY | TURFWAY PARK, FLORENCE

NKY COMMUNITY AWARD - WONDA WINKLER

WOMEN'S INITIATIVE BODY + MIND PROFESSIONAL SERIES | GATEWAY COMMUNITY AND TECHNICAL COLLEGE, CRESTVIEW HILLS

We want to help you promote and celebrate your ribbon cutting ceremony for your new facility, expansion, anniversary celebration or open house! We’ll bring our trademark giant blue scissors, a group of Chamber ambassadors, and a camera to capture the excitement of your special day.

Call Lynn Abeln at (859) 578-6390 to schedule your FREE ribbon cutting today!

Dinsmore & Shohl LLP is pleased to announce the promotion of Sarah Cameron to office managing partner in Covington, Kentucky.

Sarah, a litigator who joined the Firm in 2013, says she is excited about the opportunity to grow the Covington office. While the office has exclusively specialized in public finance, Sarah aims to transform the space into a hub for national services.

“I have a genuine passion and love for Northern Kentucky,” said Sarah. “For over a decade, I have been involved in community causes focused specifically on the growth and prosperity of Northern Kentucky. I’m looking forward to putting the knowledge, experience and relationships I have built over these years to work for my clients.”

Just like Dinsmore, Sarah says businesses in Northern Kentucky are growing nationwide, and by offering local counsel in complex legal matters, the Covington office is well-positioned to support their growth.

At Dinsmore, five office managing partners are female, six women serve on the Firm’s Board of Directors and another six on the chief executive team.

Easterseals Redwood expands its services with a new location in Florence and partners with Brighton Center in Newport to support children with medical needs in Northern Kentucky through Prescribed Pediatric Extended Care (PPEC), a program previously only available at the organization’s Fort Mitchell campus.

Easterseals Redwood has one of the only not-for-profit PPEC models in Kentucky. PPEC – also known as medical daycare – offers specialized nursing services in an all-inclusive, high-quality childcare environment for children with complex medical needs requiring more attention and support than in a regular daycare or classroom. For ages six weeks to five years, PPEC supports the child’s medical, social, educational (pre-k), and developmental needs to help them become more independent. Physical, occupational, and speech therapy services are also available at the Florence and Fort Mitchell locations.

PPEC improves access to care for families seeking an alternative to prolonged hospital stays and frequent visits to physicians’ offices. Caregivers can join or remain in the workforce knowing their loved one is receiving quality care while they are at work.

PPEC participants are in classrooms alongside students in the Early Education and Care program to foster an environment of diversity, acceptance, and inclusion while they observe and interact with peers, make friends, and have fun.

The Fort Mitchell location – which has been operating and serving the Northern Kentucky region for 70 years – also offers school-age PPEC for ages five to 21 and ABA therapy.

To learn more about PPEC and to register, visit EastersealsRedwood.org.

EASTERSEALS REDWOOD

MEMBER MILESTONES

Darlene Plummer, Kenton County’s Property Valuation Administrator (PVA), recently became the first and only PVA in Kentucky to be awarded the prestigious Assessment Administration Specialist (AAS) designation.

The AAS designation, conferred by the International Association of Assessing Officers (IAAO), signifies an exceptional level of expertise, dedication, and commitment to excellence in property assessment and valuation. The purpose of the AAS designation is to recognize professionalism and competency in administration of a variety of functions for property tax purposes.

IAAO serves professionals working in property valuation, property tax policy and related fields. They set the standards for mass appraisal and provide education and designations for assessors, appraisers and others in the industry.

Plummer's attainment of this designation reinforces her dedication to advancing her knowledge and skills in the field of property assessment. As the first and only PVA in Kentucky to achieve the AAS designation, Plummer sets a shining example for her peers, demonstrating the importance of continuous learning and professional development in the field.

Plummer has been with the Kenton County PVA office since 2001, currently serving her third term as PVA. She also serves as the Education Chair for the Department of Revenue. She is a Senior Kentucky Assessor, Certified Kentucky Assessor, and has been a real estate agent/broker for over 35 years.

Peoples Exchange Bank is pleased to announce that Dottie Dawson has joined the bank in its Northern Kentucky location as a mortgage lender.

With more 35 years of experience in secondary mortgage sales, Dawson has worked with first-time homebuyer programs such as Kentucky Housing Corporation, VA and RHS; with conventional loan products; and with portfolio loan products for privatebanking customers.

A native of Lexington, Dawson recently moved to Union from Georgetown. She serves on the board of directors for New Perceptions Inc. in Edgewood, and volunteers with GO Pantry in Florence as well as serving on its board.

Additionally, Dawson currently serves on the Northern Kentucky Association of Realtors’ affiliate council and is a former volunteer with Lexington Habitat for Humanity and Housing Opportunities Northern Kentucky.

“We are so happy to welcome Dottie to Peoples Exchange Bank,” said Tony Parrish, the bank’s president and CEO. “Her deep involvement in the community speaks volumes about how much she cares about the welfare of her fellow citizens.”

KENTON COUNTY’S PROPERTY VALUATION ADMINISTRATOR

PEOPLES EXCHANGE BANK

EVENT CALENDAR

MARCH

3/13 Talent Strategies Symposium - Total Talent Transformation | Kenton County Public Library | 8 AM – 12:30 PM

3/14 Business After Hours | The Metropolitan Club | 4:30 – 6:30 PM

3/19 Eggs ‘N Issues: Sports Betting | Receptions, Erlanger | 7:30 – 9:00 AM

3/21 Florence Business Council: Tourism & Northern Kentucky | Location TBD | 11:30 AM – 1:00 PM

3/21 NKYP Hoops and Brews | Braxton Brewing Covington | 1:00 – 4:00 PM

3/25 Women’s Initiative Connect Hour | Silverlake, Erlanger | 4:30 – 6:30 PM

3/28 Fort Thomas Business Council: Networking Event | COMAL | 5:00 – 6:00 PM

APRIL

4/3 Getting the Most of Your Chamber Membership | NKY Chamber, Fort Mitchell | 9:00 – 10:00 AM

4/11 NKYP – TBD

4/12 Investing In Equity Series - TBD

4/16 Eggs ‘N Issues: Attainable Housing | Receptions, Erlanger | 7:30 – 9:00 AM

4/18 Florence Business Council: CVG Reaching New Heights | Hilton Cincinnati Airport | 11:30 AM – 1:00 PM

4/23 WI Morning Connect Hour | Turfway Parking Racing & Gaming, Florence | 8:00 – 10:00 AM

4/23 Encounter NKY Spring Cohort Begins | 12:00 – 5:00 PM

4/25 Fort Thomas Business Council: District Roundtables | City Building, Fort Thomas | 8:30 – 9:30 AM

4/29 Women’s Initiative Connect Hour | Furniture Fair, Cold Spring | 4:30 – 6:30 PM

MAY

5/2 Business Impact Awards | Drees Pavilion, Covington | 4:00 – 6:00 PM

5/8 HR 100: It’s Okay, I’m Okay | NKY Chamber, Fort Mitchell | 8:00 – 9:30 AM

5/9 NKYP – TBD

5/16 Florence Business Council: Economic Development | Government Center | 11:30 AM – 1:00 PM

5/16 Business After Hours | Location TBD | 4:30 -6:30 PM

5/16 Fort Thomas Business Council: Networking Event | Location TBD | 5:00 – 6:00 PM

5/20 Women’s Initiative Connect Hour | Legacy Living, Florence | 4:30 – 6:30PM

5/21 Eggs ‘N Issues: TBD | Receptions, Erlanger | 7:30 – 9:00 AM

5/23 Outstanding Women of NKY | Turfway Park Racing & Gaming, Florence | 11:00 AM – 1:30 PM

Northern Kentucky Business Journal is published bi-monthly by:

Northern Kentucky Chamber of Commerce, Inc. 300 Buttermilk Pike Suite 330 P.O. Box 17416

Ft. Mitchell, KY 41017 859-578-8800 NKYChamber.com

The Business Journal is a benefit of membership and included in membership fees. Annual subscription rate for nonmembers is $30.

Periodicals Postage Paid USPS-548630 at Covington, KY.

Postmaster: Please send address changes to the

Northern Kentucky Chamber of Commerce, 300 Buttermilk Pike, Suite 330, P.O. Box 17416 , Ft. Mitchell, KY 41017-0416.

Subscribers: Please send address changes by e-mail to info@nkychamber.com.

© 2024, The Northern Kentucky Chamber of Commerce, Inc. and by the individual authors.

All rights reserved.

CEO/Publisher

Brent Cooper | bcooper@nkychamber.com

Marketing & Communications

Shannan Boyer | shannan@scootermediaco.com

Design & Photography

Ben Gastright | bgastright@nkychamber.com

Vice President, Membership–Sponsorship Sales

Lynn Abeln | labeln@nkychamber.com

Director, Sponsor Investments

Diana McGlade | dmcglade@nkychamber.com

Staff Writer

Tabari McCoy | tabari@scootermediaco.com

Printing

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