By recognizing these disparities and the unique struggles of vulnerable communities, we can take meaningful steps towards reducing economic inequalities. Community Action initiatives are leading the charge in addressing these issues and championing equity.

Moreover, this summit aims to create a deeper understanding of systemic problems underlying economic disparities. By delving into these root causes, we can develop more effective strategies for long-term change.

By participating in this summit, you'll gain valuable insights from success stories and best practices, empowering you to foster a more inclusive and supportive environment for all. Don't miss this opportunity to be part of the solution and drive positive change in our communities. This is a hybrid event! Participation may be in-person or virtual!

MAY 16TH, 2024 10:00 AM - 3:30 PM
Harrisburg University
326 Market St.
Harrisburg, PA 17101

(Registration for in-person opens at 9:00 AM)

REGISTRATION CLOSES MAY 13, AT 5:00 PM

Registration for the summit closes May 13th at 5pm!

Join us at the Community Action Association of Pennsylvania's 2024 Diversity, Equity, and Inclusion (DEI) summit to address pressing issues in our communities so we can Take Action to End Disparities!

In a year where inflation reached 6.41%, the economic landscape has left nearly half of Americans feeling "very stressed" about inflation and financial resources.

It's crucial to acknowledge that those with limited financial resources bear the brunt of these challenges. Low-income families allocate a higher percentage of their income to necessities like food, housing, and transportation, making them especially vulnerable to price hikes.

In-Person Attendee Tickets

CAAP Members: $45 per attendee
Non-Members: $90 per attendee

Lunch and refreshments included

Virtual Attendee Tickets

CAAP Members: FREE
Non-Members: $25 per attendee

Register Now

Our understanding of Black American history has been incomplete for a long time. But “how you once told the story doesn’t have to be how you tell the story forever,” says CLINT SMITH. In his #1 New York Times bestseller How the Word Is Passed, Clint explores the legacy and narratives of slavery around different historical sites like old plantations where enslaved people worked, and offers a compelling, nuanced perspective on the history of this country. How the Word Is Passed was called “an extraordinary contribution to the way we understand ourselves” by the New York Times Book Review.

Clint’s keynote will challenge us to reckon with our past “honestly, proactively, and precisely.” When we recognize the ecosystem of stories that influence our understanding of history, he says, we can better make sense of the world we live in today—and choose to build a better world for those who come after us.

Keynote Spotlight: Clint Smith

Brought to you by the generous support of:

Interested in Sponsorship? Opportunities are still available but going fast!

Your sponsorship is not just an investment in a single event. It is a commitment to driving meaningful change, fostering inclusion, and building workplaces who champion diversity. Join us in taking action to end disparities in the workplace, fostering environments where every individual can be authentic, succeed, and contribute their best.

Become a Sponsor

What will the day look like…

  • Join us for coffee, get checked in and find a cozy seat!

  • 10:00 AM- Jump into the 3rd Annual DEI Summit with the Community Action Association of Pennsylvania team.

    10:30 AM - How the Word Is Passed Reckoning with Our Past to Build a Better World

    Presented by Clint Smith

    Across the country are innumerable places that have direct ties to slavery—our schools, our streets, our prisons, our cemeteries, our cities—places that illustrate how some of this country’s most essential stories are hidden in plain view. In this talk, #1 New York Times bestselling author Clint Smith discusses how the history of slavery has shaped the contemporary landscape of inequality, and shares what he learned from trips to different historical sites throughout the country that are tied to slavery’s legacy.

    Informed by scholarship and brought alive by the stories of people living today, Clint’s talk outlines how these places reckon with—or fail to reckon with—their relationship to slavery, and how it is our responsibility to collectively document, learn from, and account for this history. Drawing on his award-winning book, How the Word Is Passed, he shows how the history we tell ourselves was a long time ago really wasn’t that long ago at all. Audiences will walk away understanding not only how our country became like this, but where we go from here.

  • Lunch provided for in-person participants by Downtown Deli

Breakout Session 1: 12:30 PM - 1:30 PM

  • 1.1 - The Courage to Change Culture: EXPERT LEVEL SESSION
    Presented by Kashonna Marrow

    Change brings discomfort that is necessary. It often involves challenging established norms, traditions, and ingrained behaviors. Leaders must navigate potential resistance, communicate effectively, and champion the new direction for all roads to lead to inclusivity and belonging. Additionally, initiating cultural change may require acknowledging past shortcomings or admitting that previous approaches were not optimal. It takes courage to confront these challenges and drive a positive transformation despite uncertainties and potential pushback.

  • 1.2 - Who Got Space? : INTERMEDIATE LEVEL SESSION
    Presented by Hattie McCarter

    The Don’t Talk About it, Be About it Conversation for Transformational Allyship. Allyship is a term that is utilized more than a beach ball in a cool pool on a sizzling summer day. Allyship is more than quoting Dr. Martin Luther King, Jr or from the beautiful Memoirist and Poet, Maya Angelou on your social media page. It's more than wearing a Black Lives Matter shirt one day during Black History Month. It's more than a pride bumper sticker on the back of a car. It’s more than being proud of the phrase, “I don’t see color.” It’s more than becoming exhausted and frustrated when you witness discrimination, but still saying nothing. Allyship is shifting the mindset of performative behavior to transformational change. It is the ability to utilize your power and privilege to elevate and actively advocate for historically marginalized communities with an empathetic voice and lens that aligns with cultural humility.

  • 1.3 - Including Voices: The Wins and Losses in One Small Town’s Comprehensive Planning Process: INTERMEDIATE LEVEL SESSION
    Presented by: Nicole Hewitt, Robert Hewitt, and Gerald Williams

    Genuinely seeking and including under-served and marginalized populations in a comprehensive community planning process is more than simply a democratic exercise. It must be viewed as a matter of social equity and inclusion. The voices missing at the table are often the populations most “under-served” or “mis-served” in communities and community development decisions (housing, health, safety, employment, transportation, recreation, services). Intentional, bottom-up engagement efforts are needed to ensure inclusion in the process across the spectrum of race, ethnicity and socioeconomic status, among other factors. It is only by this type of engagement that a more accurate and collective view of a community can be established and decisions made jointly for the greater good of all residents and stakeholders. This workshop will share the story of one small rural PA community’s efforts to do this in the context of a 10-year comprehensive planning process. We will share the impetus and opportunity we had to take a leadership role in making equity and inclusion a priority as a community stakeholder in a community planning process and how we formed a diverse leadership team to assist us. We’ll describe the process of a focus group technique used to capture meaningful input from a wide spectrum of historically underrepresented voices and share key findings. We will unpack the strategy and ongoing methods used to engage and include the leadership team and participants at all phases of the process and ways we disseminated findings. Finally, we will reflect on the wins and losses, including the major contributions the work provided to the comprehensive planning process, unforeseen ways in which outcomes of the work got derailed, ongoing impact of the work today and lessons learned.

  • 1.4 - The Great IDEA Workshop: BEGINNER LEVEL SESSION
    Presented by Monica Gould

    In this exceptional Inclusion, Diversity, Equity, and Accessibility (IDEA) workshop, participants engage in a transformative experience that fosters a deep understanding of the importance of creating an inclusive and equitable workplace. The workshop seamlessly blends interactive activities, thought-provoking discussions, and expert-led presentations to address unconscious biases, systemic barriers, and the impact of various forms of discrimination. Attendees not only gain practical tools for implementing IDEA initiatives within their organizations but also develop a heightened awareness of their own responsibilities. The workshop's innovative approach encourages open dialogue, empowering participants to contribute to a more diverse, equitable, and inclusive future both within the workplace and the broader community.

Breakout Session 2: 1:45 PM - 2:45 PM

  • 2.1 - Organizations as Allies for Racial Justice: INTERMEDIATE LEVEL SESSION
    Presented by Rosalind Spigel and Jamee Boone

    This workshop will be co-led by Jamee E. Boone, a Black, cis-gender woman and Generation X and Rosalind Spigel, a White, cis-gender woman and Boomer. The workshop is for participants who are part of a DEI change initiative, have an advanced level of familiarity with the topic, are aware of pitfalls of rolling out a DEI initiative, and are committed to maintaining momentum. It sets a larger context for DEI work, both internally and externally. The format will be a facilitated conversation in which participants can share their experiences and wisdom on what their DEI initiatives are up against and the responsibility of organizations to look beyond their own culture and practices. The conversation will conclude with steps to take for transformative change.

    To frame the conversation, we will begin with context setting background to examine the organized and concerted efforts to abolish DEI programs. This conversation is based on recent reporting, (NYT) articles, and research from DEI practitioners (including Maggie Potapchuk). Given this societal background we will move to discuss how not only individuals, but organizations can be allies. Participants will discuss their DEI organizational change process, examine if they contribute to eradicating systemic racism and white supremacy, and how they could lead transformative change. At the individual, small group, and whole level, participants will interrogate their DEI strategy and reflect on how racial justice can be actualized by using their organizations with their voice to uproot systemic racism within and beyond their organizations. The discussion will end with ideas on disrupting the challenges that could derail DEI initiatives.

    Disclaimer: The content of this discussion will center around recent reporting and articles that expose ideologies opposing DEI. It may be emotionally, psychologically, intellectually challenging and triggering for some to engage with. Facilitators will try to make this a space where we can engage bravely, empathetically, and thoughtfully with this content.

  • 2.2 - DEI Roadblocks: Change the System, Not the People: INTERMEDIATE LEVEL SESSION
    Presented by Ellen Bailey

    Increased DE&I expectations and goals have led to many positive outcomes, but even organizations committed to building diverse and inclusive cultures hit roadblocks. Do employees have DE&I fatigue? Have leaders moved on to other urgent priorities? Is it just too hard to affect systemic changes? If you are struggling to sustain high levels of DE&I progress and change, while your organization’s focus has shifted, you are not alone. Learn how companies can disrupt the common “boom or bust” cycle and make sustainable progress on DE&I goals. Hear real-world stories on the roadblocks, misconceptions, and challenges you have to overcome to drive deep, systemic change.

  • 2.3 - Navigating Change: A Practical Guide to Organizational DEI Audits: INTERMEDIATE LEVEL SESSION
    Presented by Dr. Esther Hio-Tong Castillo

    In today's dynamic landscape, advancing Diversity, Equity, and Inclusion (DEI) within organizations extends beyond acknowledgment; it demands strategic tools and actions. The workshop empowers participants to conduct a thorough DEI audit, offering a tool for them to transform from passive inclusivity to proactive change agents. During the session, we will break down the core components of DEI, clarifying the distinctions between diversity, equity, and inclusion. Participants will gain insights into various analytical tools and metrics for each aspect of DEI, from examining staff composition to analyzing power and resource distribution. They will also attain tangible tools to measure seemingly abstract sentiments, ensuring that employees feel valued, welcomed, and respected. Exploring the purpose and benefits of an organizational DEI audit, the workshop unveils its transformative power and discusses how such audits contribute to fostering a culture of trust and accountability. We will introduce accessible survey development tools, placing a strong emphasis on user-friendly options to encourage maximum participation and ensure accessibility for all.

    Participants will dive into the art of crafting effective survey questions, exploring both basic and in-depth queries tailored to organizational capacity and specific stages in the DEI journey. The session will guide participants in setting organizational DEI goals, allowing them to reverse engineer from these goals to create targeted survey questions. Upon completion of this session, participants will not only possess the knowledge and tools to initiate a meaningful DEI audit but will also jumpstart their DEI initiative, paving the way for lasting change.

  • 2.4 - The Color of Perpetual Poverty: Taking a Greater Look into America’s Silent Pandemic: INTERMEDIATE LEVEL SESSION
    Presented by Desireé Chang and Ronnessa Edwards

    Systemic racism and discrimination based on race (impacted by the intersections of gender and disability) are direct causes of poverty. The effects of poverty on individuals and communities as a whole are traumatic and result in adverse mental, physical, and social well-being. Government practices such as Red-lining and Jim Crow laws, etc. continue to affect Black and Brown populations today, where there are disproportionate rates of mental health, substance abuse, low life expectancy rates, unemployment, homelessness or home displacement, imprisonment, and inadequate education. There have been government agencies who address the effects of poverty with public welfare programs, fair housing initiatives, and equal employment commissions to provide cash assistance, medical benefits, access to housing and employment. There are also grassroots organizations, led by social activists, who engage in community outreach, and again attempt to alleviate the symptoms of poverty with clothing drives, feeding the homeless initiatives, organizing job fairs, and educational watch groups. These efforts are necessary and chip away at the problem, however, change from top down will have greater, more vast positive outcomes to incepting this issue.

  • Wrap up the day with the CAAP Team and refreshments for your travel!

Register Now

Meet the Experts

  • Kashonna Marrow is an engaging speaker, an inspiring coach, a motivational author, and an insightful corporate trainer. Kashonna is the President & CEO of Simply Kashonna, a business built to promote BOLD, FEARLESS and COURAGEOUS living. She goes beyond surface issues to address the challenges that inhibit personal, professional and spiritual growth, leading her clients to embrace their evolution.

    Kashonna has activated the purpose and call of many, helping them to discover, define and develop their authentic self. Both, in the corporate arena and in the non-profit world, strategic growth and development of people have always been the focal point of her service. Corporately, she has held positions in both Human Resources, as well as the Staffing industry. Additionally, Kashonna spent years in an executive pastoral role where crisis intervention and spiritual guidance were her primary responsibilities. Understanding that leadership training and development is essential to any corporation or organization’s growth, Kashonna launched SK Leading Forward, which is dedicated to enhancing employee engagement, performance, productivity and morale.

    Through corporate relationships and interactive group/focus sessions, she has facilitated workshops in Customer Service, How to Handle Difficult People, Navigating Conflict, Emotional Intelligence, Developing Yourself and Others, Behavioral Based Interviewing, Diversity, Equity and Inclusion, to name a few. In addition, she has facilitated and provided training for various personality assessments. Kashonna’s area of expertise is transformational leadership development and personal empowerment. In her efforts to create an innovative space for career professionals and entrepreneurs, she is the owner of SK Collaboration Space in York, PA.

    Kashonna is also the author of 7 Days to Simply Shift: A Daily Guide to Transforming Your Mindset Personally, Professionally and Spiritually. Kashonna has been a member of the Forbes Coaches Council and Association for Talent Development. She has deepened her knowledge by obtaining a Diversity and Inclusion Certificate from Cornell University, becoming a National Licensed Consultant through the Standards for Excellence Institute, and completing PANO’s Standards for Excellence Licensed Consultant Training Program. She also serves her community through the Commission for Women, Women’s Giving Circle, and as a Rotarian. No matter the venue, Kashonna will impact you with her professional agility, contagious energy, vibrant smile, and engaging delivery.

  • Hattie B. McCarter is a Certified DEI Practitioner, with 15 years of experience in diversity, equity, inclusion, accessibility, and belonging; 20 years of public speaking; and 7+ years in Human Resources/Recruitment. Hattie is from Enterprise, Alabama, a small town that is surrounded by farmland, good soul food, and strong family values. Hattie obtained her master's in Rehabilitation Counseling from Alabama State University, Montgomery, AL; and then moved to PA to pursue her career in Vocational Rehabilitation.

    Although her passion for DEI blossomed before moving to PA, Hattie started her career at the Department of Labor & Industry’s: Office of Vocational Rehabilitation (OVR) where she worked for 10 years as a Vocational Rehabilitation Counselor while promoted to a Vocational Rehabilitation (VR) Specialist. As the VR Specialist (Human Resource, Diversity and Communication), she redeveloped and led the agency’s DEI Program as well as their recruitment strategy for hiring diverse and qualified master’s level students for OVR’s employment and internships. In 2022, Hattie transitioned to the Department of General Services to oversee and implement their Equity Management Program (EMP) as the EMP Coordinator. Hattie was charged with promoting and fostering a workforce that was diverse and inclusive through equity training(s), steering committees, employee resource groups (ERGs), assessments and metrics.

    As Hattie’s career and expertise began to soar in the field of DEIB, she decided to launch her consulting business, McCarter’s Equitable and Distinctive (MEND) Solutions. MEND is a consulting agency that equips businesses and organizations with tools in framing and integrating an equitable lens. MEND’s vision is to be the “plug that ignites BRAVE spaces for change”. MEND prides itself on nurturing spaces where leaders can demonstrate active listening; being open; commit to vulnerability; and educate those who are ready to be a VOICE.

  • Nicole M. Hewitt, PhD, MSW is a published author, educator, consultant, and researcher. Recently hired as the Director of Operations for Family Services at the South Central Community Action Program, she is a long-time adjunct faculty member at Shippensburg University in the Department of Social Work & Gerontology as well as the Center for Student Success & Exploratory Studies. She has also taught at Harrisburg Area Community College. Nicole is often tapped to assist nonprofit organizations with programmatic evaluations & organizational change efforts. Her passions include building strong teams, leadership development, small group facilitation, community change and economic development, equity & cultural humility initiatives in secular and faith-based organizations, and ministry with youth & families. She authored her first book entitled Lunch Notes to Our Children: Daily Spiritual Food for our Kids’ Hearts, Minds & Souls in 2018. She resides in Chambersburg & has been married to Dr. Robert Hewitt for nearly 30 years & together they have 3 adult children.

  • Gerald Williams has been a Family Development Specialist at SCCAP for the past 4 years. His primary responsibility in this position is providing community resources for clients as it relates to housing and utility assistance. Gerald currently serves as a team committee member organizer for the Race Against Poverty, the main fundraiser for SCCAP’s Support Circles Program initiative. He has a degree in Business Administration from Wilson College and prior to joining SCCAP he worked in the banking industry as a mortgage processer and a credit analyst. Gerald has been married to his lovely wife Aretha for 29 years and has 2 adult sons. He enjoys spending time with his wife, family, friends and exercising in his spare time.

  • Robert. (Bob) L. Hewitt, PhD, MSW is Professor Emeritus of Social Work & Gerontology (Shippensburg University (1987 - 2008). He is a graduate of Bluffton University, Wayne State University, and the University of Pittsburgh. A native of Massillon, Ohio, Bob is an accomplished educator, faith-based and human service trainer, consultant, and public speaker. Besides teaching at Shippensburg University, he has also taught at Bluffton University in Ohio and Messiah College in PA. In partnership with his wife (Dr. Nicole Hewitt), he has provided training in Diversity, Equity, Inclusion and Belonging as well as cultural humility-based educational workshops to nonprofit organizations and boards throughout PA and nationally. Locally and regionally, they assist churches in developing and implementing strategies to build healthy multiethnic churches, including their own church, Brownsville Church of God (BCOG). Since the fall of 2018 Bob has served as the lead co-facilitator for BCOG’s 9-week Multiethnic Conversations Small Group Study. Bob is active in ministry to men as well, having facilitated “Stepping Up – A Call to Courageous Manhood” small group study among other things. Bob is the grateful father of three adult children. He resides in Chambersburg PA with his wife, Nicole. You are welcome to view the Hewitt’s website at www.onemainpurpose.com.

  • As the president and founder of an award-winning management consulting firm, Monica Gould thrives on leading organizational change, navigating disruption, and building diverse and efficient teams. With 30 years of advising corporations, public and private entities, and government agencies, Gould has earned the respect and trust of some of the world’s highest profile brands. A 2023 Central Penn Business Journal Top 100 Power Player, Gould and her team deliver training, coaching, strategic planning, and DEIA initiatives that create productive work environments and meet their clients’ business goals. As the proud daughter of immigrants, Gould has a keen passion for coaching clients on all aspects of diversity. She has equipped over 100,000 leaders to meet the future with clarity, confidence, and optimism.

  • Working collaboratively with clients, Rosalind Spigel, MSOD, ACC designs and facilitates strategic planning and implementation, vision/mission/values statements, DEI training and initiatives, board development, professional development, and coaching. In addition, Spigel Consulting offers a variety of targeted capacity building workshops.

    Rosalind has a Master of Organization Development from American University, is a Standards of Excellence© consultant, the Nonprofit Center at La Salle University, and a former Coach and Practicum Advisor to the American University and guest lecturer with Thomas Jefferson University. She received training through the Social Transformation Project Art of Transformational Consulting, Dare to Lead, and the Gestalt International Study Center. Additional DEI training includes National Coalition Building Institute Leadership for Diversity, Race Forward, and Training for Change. Rosalind is a certified facilitator for When Cultures Meet and Future Search. She has co-facilitated Open Forums on Race, a series of Intersectional Feminism conversations, and taught DEI classes for Jefferson University. She has written a series on gender bias and published articles, the most recent as a co-author, Dissecting Meaning, Scope, and Roles of Social Justice and Social Action. Rosalind is the recipient of the Hal Kellner Award for contributions to issues of diversity and social justice and is a Commissioner of the Haverford Township Human Relations Commission. For more information visit SpigelConsulting.com.

  • Jamee E. Boone, trainer, coach, strategist, consultant, helps transform people, processes, and workplaces through diversity, equity and inclusion initiatives. Jamee meets individuals and organizations where they are and develops customized plans to guide leaders and teams through strategies that embed DEI in their DNA. Jamee has over 35+ years of for-profit and nonprofit work experience). Jamee is a Society of Human Resource Management (SHRM) Senior Certified Professional. She acquired a diversity and inclusion certificate from Cornell University. She holds a Master of Science degree in Human Services from Wilmington University where she serves as adjunct instructor for the College of Social and Behavioral Sciences; College of Business/Human Resource Management and a Bachelor of Science degree (Magna Cum Laude), from Wilmington University in Human Resources Administration. Jamee was awarded a certificate of completion by the Georgetown Public Policy Institute’s Center for Public & Nonprofit Leadership, Jessie Ball duPont Developing Excellence in Leadership Institute. She is a member of the Association of Fundraising Professionals (AFP) Brandywine Chapter’s Board of Directors, Governance Committee, and Chair of the AFPB Inclusion, Diversity, Equity & Access (IDEA) Committee; President of the National Association of African Americans in Human Resources (NAAAHR) Delaware Chapter; member of Wilmington University Human Services Advisory Board, former member of the Inclusion Council for United Way Worldwide. She leverages her broad background, formal/informal education, unique blend of skills, expertise and lived experiences to execute on strategies that, at their core, help to improve holistic outcomes for individuals, families, communities, and organizations. To learn more about Jamee/Eddee Boone Consulting LLC, visit eddeebc.com

  • In her tenure at Harvard Business Publishing, Ellen Bailey has held several positions and is currently the Vice President of Business and Culture Transformation. Ellen created and executed the first Diversity & Inclusion strategy, vision, and goals and continues to drive employee engagement and business results by serving as a catalyst to discover, develop, and deliver the best practices and resources needed to promote a culture of inclusivity.

    In addition to her work at HBP, Ellen owns her own company, The Bailey Difference, supporting leaders outside of HBP by serving as a catalyst to develop and deliver best practices promoting sustainable results.

    Ellen is on the Women’s Leadership Board for the Harvard Kennedy School’s Women and Public Policy Program, Faculty for the McKinsey Black Executive Leadership Program, an Expert for the Women’s CoLab Program, and more. Ellen regularly publishes expert briefs and blog posts on topics such as DE&I, the multigenerational workforce, and the future workforce, and is frequently a contributor, and speaker on podcasts and webinars.

  • Dr. Esther Hio-Tong Castillo, a seasoned DEI practitioner, integrates her extensive background in government, philanthropy, and nonprofits to propel impactful systemic change. Holding a Ph.D. in Sociology, she excels in survey development and employs nuanced qualitative and quantitative analyses to drive impactful change. With a passion for crafting compelling narratives and engaging diverse communities, including immigrants and BIPOC communities, Dr. Castillo stands out as more than a facilitator—she is a catalyst for transformation. Her expertise lies in translating research based theories into actionable strategies that resonate with varied audiences. As the Founder of the Chinese Immigrant Families Wellness Initiative, recognized by the CDC Foundation as a Local Changemaker, Dr. Castillo established a one-of-a-kind community-based mental wellness program across immigrant communities in Philadelphia. In her role as Director of Racial Equity for the City of Philadelphia, she represented the Office of Community Empowerment and Opportunity, a Community Action Agency, in city-wide workgroups, integrating anti-racist narratives into internal and external communications. As an Adjunct Professor in Sociology, Dr. Castillo brings over 10 years of experience in teaching courses with a focus on race and racism, public health, and DEI. Her multifaceted role as a DEI Consultant at Bridging Worlds Consulting includes leadership coaching, racial justice cohorts, strategic planning, and tailored DEI training.

  • Desireé Chang serves as the Director of Education & Outreach for the Pennsylvania Human Relations Commission. Desireé has been with the PHRC for over four years. Prior to becoming the Director of Education & Outreach, she worked as a Civil Rights Mediator with the PHRC Mediation Division. During her tenure at the PHRC, Desireé has received the Director of Excellence Award (2020) and PHRC Social Justice Team Award (2021). She is a graduate of the Martin Luther King, Jr. Leadership Institute (2021) and the Commonwealth Leadership Institute (2023). Desireé has been recognized for her participation on several committees and community social justice collaborative efforts.

    Desireé’s educational acquisitions include an Associate of Arts in Criminal Justice, summa cum laude, obtained from HACC Lancaster. As well as, a Bachelor of Science in Psychology and Master of Legal Studies from Drexel University, both magna cum laude. She is a member of several academic honor societies.

    Prior to the PHRC, Desireé worked as an adult Probation and Parole Officer with a specialized caseload of individuals with neurodevelopmental and mental health disabilities. In addition, she has a background in substance abuse counseling. She has served as a facilitator for trauma informed responses and has been a certified trainer in Motivational Interviewing and Moral Recognation Therapy. She enjoys public speaking and volunteering at women’s shelters.

    Much of Desireé’s professional career has been in roles that include assistance for, or advocating of, special interest groups. Her passions are married at the PHRC with the ability to educate Pennsylvanians and actively work towards eradicating discrimination both inside and outside of the Commonwealth.

  • Ronnessa Edwards is a proud human rights' advocate, and proponent of equitable access to mental health services. She has spent most of her career as a civil servant in Pennsylvania State Government. Ronnessa currently serves as an Investigatory Supervisor with the PHRC Philadelphia Regional Office where she supervises a team of human relations representatives that process and investigate complaints. She also facilitates trainings to educate the private and public sector about implicit bias, unlawful discrimination, and diversity, equity, and inclusion. Ronnessa graduated from Eastern University with her Master of Arts in Counseling. She recognizes the existing disparities in access to mental health services and the deleterious implications it has on BIPOC populations. Ronnessa aims to combine her career in human and civil rights advocacy with her education in clinical psychology to highlight the intersection between fighting for social justice and addressing trauma related needs in response to social injustice.