LKS Blue & Gold Triangle / Summer 2022

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Blue & Gold


In Memoriam: Linda Lane


Diversity, Equity, Inclusion & Pharmacy


Summer 2022

Linking Continuing Education and Philanthropy


OPPORTUNI TIES The COVID pandemic created an oppor tunit y for pharmacists to redefine their role in the provision of inpatient and ambulator y healthcare.


Lamb for Life

“LKS has been a touchstone ... there was always an LKS sister at hand.” MARY PERRINE MEREDITH is an amazing accomplished woman who answers the call to serve LKS time and again, and does so quietly and often behind the scenes. Mary enjoyed the sciences in high school, and knew that she wanted a family. She felt pharmacy would be a good fit. She graduated from Duquesne University in Pittsburgh in 1979. At this time, there were significantly fewer women than men in pharmacy and she knew she would need mentors and a support network if she was going to advance in the field. She felt LKS could provide both. As a member of Tau Collegiate Chapter, she served as Pledge Mistress and as President, the start of a decades long record of service and dedication. After graduation, Mary’s career spanned three states and included work experience in chain and grocery store retail pharmacy, pharmaceutical sales, and State Pharmacy Associations and Foundation Administration. When asked how LKS has impacted her career, Mary said “LKS has been a touchstone. No matter my job or geography, there

was always an LKS sister at hand to call, to question, to provide insight. My involvement in LKS after graduation helped me grow professionally and personally.” Her dedication to the profession was largely influenced by Marilyn Harris and Bruce Martin during her time at Duquesne. Her service to LKS as an alumni includes convention planning, Grants Committee membership, and extensive work with the Educational Trust, including her current appointment to the Trust Liaison Committee.

“I feel that I have always gotten more back from Lambda Kappa Sigma than I have contributed.” Mary describes being able to make a difference in people’s lives on a daily basis as one of the most rewarding aspects of her career. “Even if it is just through a smile.” When asked how she thinks LKS can keep

Tau Chapter Lost Lamb Search relevant to future pharmacy practitioners, she recalled the state of pharmacy practice when she began her professional career. “I remember feeling hopeful that one day I would be able to use the ‘book learning’ that I had received and loved at Duquesne to provide patient care.” She feels that today’s pharmacists “are so much closer to being the patient advocate and caregivers that we are educated and trained to be.” She credits much of this advancement to dedicated pharmacists and professional organizations — including LKS — who serve as our voice and are vested in our future. What advice does she have for the membership of LKS? “If we have learned anything the last two years it is that life happens and we have to make choices and balance priorities. No matter how little time you have or how exhausted your talents are from a seemingly elusive goal to achieve life balance, know that any time or talent that you are able to share with LKS and your sisters will be rewarded many times over.” Know a Lamb for Life? We’d love to feature her in an upcoming issue. Please email to tell us about this special person who deserves recognition.

Tau Chapter was chartered on March 18, 1932, and Tau Alumni chapter was chartered in March of 1952. The collegiate chapter celebrates 90 years of celebrating women in Pharmacy this year, and the alumni chapter celebrates 70 years this year! Celebrations of Sisterhood are planned for the School of Pharmacy alumni conference being held at 7 Springs on September 2324, 2022, and also during Homecoming on campus at Duquesene October 7-9, 2022. For more details, contact Mary Meredith at mpmrph@hotmail. com. Tau members are also actively seeking out Lost Lambs to reconnect with. Anyone who has any information on Tau members who may have drifted apart from the flock over the years can provide information to Mary for the search committee members to follow up on.


New Opportunities. The COVID pandemic created an opportunity for pharmacists to redefine their role in the provision of inpatient and ambulatory healthcare.

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News & Notes 2022 LKS Convention page 4


The LKS Educational Trust: An Update page 10

Diversity, Equity, Inclusion, and Pharmacy page 14



Recognizing an influential mentor and advisor Patricia Clancy Kienle page 12

A Bit of Our History Founders' Ceremony page 21 SUMMER 2022


Published by Lambda Kappa Sigma Fraternity P.O. Box 570 Muskego WI 53150-0570 262-682-4362 | EDITOR

Sharon C. Brown


Lambda Kappa Sigma provides lifelong opportunities for women in pharmacy through professional excellence and personal growth. CORE VALUES

In addition to the Code of Ethics, Lambda Kappa Sigma is guided by professionalism and the Core Values of Integrity, Leadership, Scholarship, Service and Sisterhood.



Tria Designs, Inc.

The Blue & Gold Triangle is the official publication of Lambda Kappa Sigma Pharmacy Fraternity and is published semi annually.


Sharon C. Brown, Chair Debbie Bourquin Justine Dickson Kim Hancock Nancy Horst MEMBER

Professional Fraternity Association Fraternity Communications Association


February 15; October 15 POSTMASTER

please send address changes to: Lambda Kappa Sigma P.O. Box 570 Muskego WI 53150-0570 PRINTED IN THE USA



Letter from the Grand President

Adaptive, Innovative and Intentional GREETINGS SISTERS!

The arrival of COVID-19 changed literally everything. My plans for meeting more of you in person evaporated. Plans for Fraternity programming moved from growth to maintenance. We didn’t know what the future would look like, and it was more than a bit scary. 2


This will be my last Blue and Gold Triangle address during my time in office as your Grand President. Although almost four years have passed since being installed in office, it seems to have flown by! I came into office with high hopes and a set of goals to accomplish. Along with Grand Council, we got off to a great start. Coordinating our members and activities into standard practices was (and still is) one of my main goals. We developed timelines and refined chapter checklists. These practices allowed HQ to work more efficiently and with a greater focus on member services. The arrival of COVID-19 changed literally everything, seemingly overnight. My hope of having three to five years of convention sites planned ahead vanished. My plans for meeting more of you in person, at ASHP and APhA meetings, and also at chapter events, evaporated. Plans for Fraternity programming moved from growth to maintenance. We didn’t know what the future would look like, and it was more than a bit scary. I’m excited that we are emerging on the other side. Through careful stewardship and planning, our finances are healthy. Not the growth that we were hoping for, but also not devastating losses as could have been the case. Membership numbers lagged a bit, but rechartering of Beta Chapter, Albany College of Pharmacy, and the chartering of Beta Delta Chapter, Southern Illinois University in the midst of a global health crisis is an outstanding accomplishment. I often recall the words of my friend and sister, Patricia Kienle. In 2018, she was given the John Webb Lecture Award

by the American Society of HealthSystem Pharmacists. In her address, she talked about the importance of Nimble Leadership, and how it can become a framework for future success. In her presentation at our convention in Milwaukee in 2019, she spoke passionately about these concepts, showing us just how important they are and how we can apply them to our practices. Being adaptive, innovative and intentioned guided us through the most difficult times of the pandemic. I’d like to extend my sincere thanks to each of you for your support throughout my presidency. Having a team of dedicated Grand Council officers, a phenomenal HQ staff and YOU, the membership, have made all the difference. I’m thrilled that we will once again be hosting an in-person convention! I’ve truly missed seeing all of you and I know that you have missed the personal interaction with each other. Even though we had two very successful virtual conventions, there really is no substitute for the person to person experience that we love about convention. They’re incredibly personal, interactive and fun filled meetings, and we talk about them for years to come. I can hardly wait to see you in Indianapolis! Be sure to watch our website and our social media platforms for more information about programming and registration. July will be here before you know it. Looking back, my term as your Grand President is nothing like I would have imagined it, but also even more gratifying than if it had been a typical time in office. Don’t forget your love for pharmacy, for each other and for LKS. My name is Chris Grass, and I am a Lamb for Life! Fraternally,

Chris Grass Grand President


Congratulations to our 2022 Educational Grant Recipients! The Lambda Kappa Sigma Educational Trust and the Educational Grants Committee are pleased to announce the recipients of the 2022 Educational Grants. Please join us in congratulating the following members, who have exhibited leadership, scholarship, and dedication to the Fraternity and the profession of pharmacy: Dr. B. Olive Cole Educational Grant:

Cora E. Craven Educational Grant



Marilyn & Joe E. Haberle Educational Grant

Cora E. Craven Educational Grant



Adele Lobraico Lowe Leadership Grant

Cora E. Craven Educational Grant



Norma Chipman Wells Loyalty Grant

Cora E. Craven Educational Grant



Mary Connolly Livingston Educational Grant

Cora E. Craven Educational Grant



Cora E. Craven Educational Grant

Cora E. Craven Educational Grant



Amanda Zahn

Seungjeong Yang Caitlin Williams Emma Daly

Janice Nguyen Erin Lexner

Morgan Casciole Jewel Konja Kelly Hong

Elizabeth Kwast Laura Kline

Paige Hanke

THE EDUCATIONAL GRANTS PROGRAM is funded by the Lambda Kappa Sigma Educational Trust. The Educational Trust was established in 1974 for the purpose of perpetuating a financial program to assist members in reaching their goals in pharmaceutical education. THE TRUST has provided nearly 400 grants to our student members through grants named for outstanding Fraternity sisters and supporters: Dr. B. Olive Cole, Cora E. Craven, Mary Connolly Livingston, Norma Chipman Wells, Adele Lobraico Lowe and Marilyn & Joe E. Haberle.




News & Notes

Start Your Engines!

SAVE THE DATE! July 13 – 16, 2022 Sheraton Indianapolis City Centre Hotel

Indianapolis, Indiana

Indianapolis Welcomes the 2022 Lambda Kappa Sigma National Convention


he 2022 Lambda Kapaa Sigma National Convention will be held July 13–16 in Indianapolis Indiana at the Sheraton Indianapolis City Centre Hotel. Make your plans now to join student and alumni members of LKS from across the country for what is sure to be an incredible event. Indianapolis 4


is a city known for fast cars and blockbuster events, but has also gained acclaim for a f lourishing culinary scene, world-renown car racing and sports, cool neighborhoods and so much more. Our theme for the 2022 convention is “Flying Forward.” After a very strenuous two years for our members and our organization, SUMMER 2022

Preparing for Convention You just cannot replace an in-person convention experience!

 P reconvention Activities Arriving early? Plan dinner or an outing with friends

B usiness Sessions Business casual attire and bring a light sweater!

B lue and Gold Dinner Wear your letters

E we Can Shop

convention programming will focus on how we as individuals must prioritize taking care of ourselves as a perquisite for taking care of others. Much like a race car in the Indy 500, we need to complete a full assessment of whatever may be slowing us down or impeding our performance — as pharmacists, as LKS sisters, as mothers, as friends, as citizens — before we can “fly forward.” We need to strip away the barriers that have prevented us from being the very best versions of ourselves in the past. This year professional development seminars, personal growth workshops, reflection, and networking provide the opportunity for our members to leave Indianapolis feeling empowered, “gassed up”, and prepared to take on whatever the coming year will throw at you. Come prepared to START YOUR ENGINES!

Bring sellable items,cash and credit cards

A nnual Banquet

We need to strip away the barriers that have prevented us from being the very best versions of ourselves in the past.

Dressy attire

T rust Tributes Be prepared to write your Tribute and make contributions

T rust Auction Bring items to auction off and your money to buy — silent auction and live auction

L ocal Charity Donations A local charity will be chosen for members to bring items to donate — watch for more details

Be sure to watch for more details regarding hotel and registration information through the website and social media platforms.




here are so many dates most American adults will never forget: September 11, 2001 and the fall of the twin towers; January 28, 1986 and the Space Shuttle Challenger disaster; July 20, 1969 and John Glenn’s walk on the moon; and November 22, 1963 and the assassination of President John F. Kennedy. You can add in your own significant dates that are burned into your memory based on your family history, faith, or other personal or professional passions. But another date that will live in US history is January 20, 2020, the date the CDC confirmed the first US laboratory confirmed case of COVID-19 in the US. Whether you are retired, a practitioner in community practice or institutional pharmacy, a faculty member, a student — or just an American — that was the last day of your life as you knew it. Practicing pharmacists provided services, challenged themselves to learn and keep up with changes and advances in medical treatments and community and institutional standards of practice. Academicians continued to teach, evaluate, coach, and strengthen the content and philosophy of the curriculum used to prepare their students for an ever changing and increasingly demanding American public. Each individual practitioner worked to create a challenging, rewarding, and hopefully comfortable place to positively impact the lives of those they served. As COVID began its insidious but unrelenting invasion into all aspects of the lives of American citizens, few leaders in the pharmacy profession accurately predicted the extent of the impact this novel disease would have on the individuals firmly engaged in the daily provision of pharmacy services and shaping the future of the practice of pharmacy. Public perception, and in many cases workplace reality is that pharmacists are well educated specialists in drug distribution who conveniently provide free medication information and selected health care education and over the counter medication counseling. And truth be told, many pharmacists are very comfortable in this role and are well respected by 6


How the pandemic brought forth new opportunities and careers for pharmacists.

NEW OPPORTU by S haron C. Brown, MS, RPh Past Grand President, Alpha Iota


NITIES The COVID pandemic created an opportunity for pharmacists to redefine their role in the provision of inpatient and ambulatory healthcare.




Pharmacists must take this opportunity to galvanize their role in the provision of clinical services through healthcare teams who manage inpatient and ambulatory members of the community.



their patients and the medical practitioners they partner with to ensure safe and appropriate pharmaceutical services to the communities they serve. However, pharmacists are educated and trained to perform a wide range of complex clinical services designed to optimize therapy and strengthen collaboration with primary care and other healthcare practitioners who compose the treatment team of each of their patients. In recent years, pharmacy students have completed as much classroom clinical training as medical doctors. It did not take long for all aspects of pharmacy practice — academia, community and institutional practitioners — to be significantly impacted by changes prompted by the spread of COVID and the resulting surge in treatment regimens, testing, and PPE safety guidelines. In the academic arena, a rapid transition to effective distance learning techniques and alternate methods for clinical rotations was critical to maintain the quality educational standards required to ensure students were qualified and prepared to graduate and pass all licensure requirements. Close collaboration with clinical training sites and preceptors was critical, and students impacted by unavoidable changes and cancelations had to be included in the planning of necessary scheduling modifications.

In the community pharmacies, the only thing constant was change. Limiting traffic in stores, implementing and enforcing PPE restrictions, increased traffic in drive thru lanes, and the stress of managing an inventory whose composition changed with each new treatment protocol announced by the CDC put significant pressure on the entire staff. In addition, the loss of personnel to alternate practice areas such as vaccine clinics impacted community and institutional pharmacies. The transition of large chain stores, grocery store pharmacies, and independently own pharmacies to “distance oriented” businesses while maintaining services to their patients is a tribute to the dedicated professionals who adapted, improvised, and pushed through adversity to ensure success for the communities they served. Institutional pharmacy practitioners as well as every member of the healthcare team also needed to implement a rapid response to surging hospitalizations, over-burdened intensive care units, shortages of critical medications, and changing treatment protocols and patient monitoring requirements to ensure prevention or early detection of adverse reactions to medications with minimal clinical data available for evaluation. The creation of clinical service teams with expanded roles for

technicians to expedite timely start of therapy, to facilitate prompt discharges, and improve efficiency in dose preparation and delivery following pharmacist verification of clinical dosing technicians, were an integral part of the coordination of centralized inventory ordering, distribution, and management to ensure access to critical drugs with reduced availability. These changes in practice have allowed today’s pharmacy practitioners to demonstrate adaptability, needs-based service implementation, collaboration, and positive impact on the care of patients with complex and critical diseases. The COVID pandemic created an opportunity for pharmacists to redefine their role in the provision of inpatient and ambulatory healthcare. Pharmacists must take this opportunity to galvanize their role in the provision of clinical services through healthcare teams who manage inpatient and ambulatory members of the community. But what does this galvanized role entail? The COVID pandemic has triggered a journey for pharmacists that started by stretching a toe outside their comfort zone, and ended up forcing traditional practitioners to make the “fight or flight” decision of a lifetime: fight for the right to participate fully in the provision of patient


centered clinical care, or run away, back to the comfort and safety of a prior satisfying career. Not everyone will make the same decision. For those looking ahead for challenge and change, the fight will be worth it. As a highly respected and perhaps the most accessible healthcare practitioner, pharmacists who have made significant contributions to healthcare teams have already laid the foundation for the expectation that they will be permanent members of such teams. Participation on these teams is important for the development of trusting and collaborative relationships with all practitioners contributing to high quality and costeffective patient care. A variety of changes and new opportunities for pharmacists are possible in the near and distant future. Predictions are just that — predictions. However, a recent study published in the Annal of Pharmacotherapy1 noted that predictions about the changes in the practices of pharmacy made over the past 30 years came true, or are in the process of being implemented. Experts are predicting the following opportunities will arise for the pharmacists of the future.1,2

staff or primary care physician approved patient management strategies in institutional and community practice settings. Very few payors are recognizing the benefit of such services, but work continues on developing outcomesbased pharmacy services reimbursement strategies. Easy access to a pharmacist in community settings can impact early identification of potential treatment issues and subsequently reduce complications of therapy leading to physician visits or hospitalizations.


A variety of career opportunities will arise from constant technological growth and application development, automated dispensing with near zero fill error rate,

Well trained and experienced pharmacists can provide direct patient care activities through disease management protocols and medical



The increase in the development, availability, and use of costly and complex specialty medications is expected to continue. Close monitoring of patient selection criteria, potential treatment reactions, and treatment outcomes including labs and therapeutic outcomes evaluation can be performed by pharmacists as part of the drug preparation and dispensing process, or as a stand alone service for medications delivered directly to patients in their homes.


specialty pharmacies for customized product preparation, and an interest in analytical pharmacies in response to questionable quality data related to the drugs manufactured overseas.


HESE OPPORTUNITIES are just a few of the

new and exciting changes that pharmacy experts are predicting will impact the practice of pharmacy today, tomorrow, and into the next decade.

Other predictions include the actual physical transformation of pharmacies into community health and wellness centers, and pharmacist participation in the expansion of digital health records and access to health information across multiple enterprises in compliance with HIPAA and other regulations. Open any pharmacy journal and you can probably read about other new programs and technologies on the horizon. What we hear whispered about today is most likely already under development by a forward thinking entrepreneur who wants to lead rather than follow, who wants to be the one setting the pace rather than trying to keep up. Rear view mirrors are primarily designed to allow the driver to assess their position in relation to other vehicles on the road. Visualize yourself as the driver on the road to your best life as a pharmacy practitioner. A glance in the rear view mirror shows the dark clouds

Other predictions include the actual physical transformation of pharmacies into community health and wellness centers, and pharmacist participation in the expansion of digital health records.



of the COVID pandemic beginning to fade away, and the only other vehicles on the road are the opportunities exposed by COVID, and the barriers to advancement of your practice. Straight ahead is a bright, sunny horizon with a few road signs to consider. Will you slow down to allow opportunities to pass you by and take the turn around exit? Will you speed up just a bit to stay ahead of the barriers and make your own decisions about which exit is right for you? Will you assess the opportunities around you and follow the right one to whatever destination it takes you? Each practitioner decides their fate despite what they have been told by the pharmacy establishment. Stefanie Pratola Ferreri, PharmD, is an LKS alum and a Professor at the University of North Carolina Eshelman School of Pharmacy. Dr. Ferreri has years of experience as a practitioner, Community Pharmacy residency preceptor, and faculty member. She considers one of her most significant responsibilities is a dedication to making sure students are prepared to be change agents and leaders in the everchanging pharmacy practice landscape. In her experience, grades are no longer the only yardstick to measure success in a meaningful way. Leadership skills and the ability to recognize the need for change and be that change agent are critical skills for success in any pharmacy practice career. The profession of pharmacy is at a pivotal point on the timeline of professional development. All practitioners, young and not so young, new and experienced, need to embrace change if they are to be effective and progressive change agents. It is better to drive change than to react to it, to own advancement and set the pace for the implementation of new opportunities. COVID has had its’ day and pharmacy rose to the occasion in a big way. This was an unexpected benefit of a horrendous situation. Now is the time for pharmacists across the nation to rise to the occasion for their own benefit, maintain the strides taken towards expanded practice roles, and to keep an eye on the horizon for the opportunities to participate in creating new roles for pharmacists as healthcare grows to meet new challenges in the coming years. REFERENCES 1. Shcherbakova N, Desselle S. Looking back at US Pharmacy’s past to help with discerning its future. Ann Pharmacother. 2020 Sep;54(9):907-920. 2. Pedersen CA , Schneider PJ, Ganio MC, Scheckelhof f DJ. ASHP national sur vey of pharmacy practice in hospital settings: Impact of COVID-19 pandemic on pharmacy operations – 2020. A JHP. 2021 Sep;78(18):1701-1712.



The LKS Educational Trust: An Update By | Tiffany Self Vicars, Trust Liaison Committee Chair


t has been a great honor to serve as chair of the Educational Trust this past year and through 2022, alongside Trust Liaison Committee members Kim Hancock, Iva Keene, Mary Grear, Afton Wagner, Creaque Charles, Starlin Haydon-Greatting, Mary Meredith, and Michelle McCarthy. We have worked on developing a standard operating procedure (SOP), with multiple focus areas, which will streamline activities and provide operational guidance for this important committee now and well into the future. This SOP also aligns nicely with the SOP for the Fraternity. The guiding principles have been put forth by the Trust Liaison Committee (TLC):  Mission: to perpetuate a financial program to assist members in reaching their goals in pharmaceutical education  Vision: to engage all fraternity members in philanthropic giving that enriches the lives of fellow sisters through financial support of educational endeavors and funding of educational programs  Core values: financial stewardship, member engagement, sustainability, scholarship, commitment  Tagline: “Educating women in pharmacy”

In addition to the SOP, an operating budget was developed and “Memorials and Celebrations” fundraising activity at convention was renamed “Trust Tributes”. For those who have never experienced convention, what are Trust Tributes? SUMMER 2022

Educational Trust Auction Guidelines for donating items to the Educational Trust Auction

Looking for ways you can support the Trust? f Set your AmazonSmile rewards to the Educational Trust f Donate an item to the trust auction at convention f Purchase an item at the trust auction f Recognize a sister through a Trust Tribute f Rncourage a deserving sister to apply for an educational grant.

Trust Tributes are donations to the LKS Educational Trust in honor of an individual, a group, or an event. The donor can write a short recognition to describe who or what is being honored. Donations and the honorees are read at convention. This is the perfect way to gift someone who SUMMER 2022

has everything and will appreciate the ability to touch the lives of others through this Trust Tribute program. The Trust Tributes are available from the time convention opens until the Educational Trust Reception. The Trust was fortunate to have a fiscally sound year in 2020-2021. In conjunction with the grants selection committee, we awarded 12 grants totaling $13,000 to some very deserving sisters. We are excited to continue this same level of support for 2022 and hope to be able to add an additional grant for 2023. Stay tuned for more details as well as the 2022 grant recipients. The Avis Ericson fund continues to grow and has a value of approximately $13,000. Convention fundraising was very successful again this year, with over $5,000 raised. The Trust would like to thank everyone who contributed and/or purchased items to make the auction a huge success. We could not do it without your support! We cannot wait until the convention is “live” again and we can enjoy the trust reception together, in-person. What kind of donations are appropriate? Blankets and quilts, anything “Lamb-ish”, artwork, mortar and pestles, antique and historical pharmacy paraphernalia, bags, wearables, themed baskets are just a few recommendations. Use your imagination! If possible, provide your donation in a “ready to present” manner — in a basket, tied with a bow, in a box with packing suitable to transport the item home from convention for the buyer.

 Select appropriate items. While the willingness to share your treasures in the auction are sincerely appreciated, be aware this is an auction as opposed to a garage sale.  A brief description is always helpful. If the item has significant history or ownership, include that information with the donation.  If available, provide an actual or estimated value, or a starting bid price. Auction volunteers will have free reign to price and place items as they feel appropriate to create interest, present the items in an appealing manner, and to create a competitive and fun atmosphere.  The auction volunteers will select items for Silent Auction, Live Auction, and Student only auction items. By donating items, you will be giving permission to have your item placed where the volunteers believe they will bring the highest bid and create excitement, fun, and satisfaction among the participants — and bring the highest bid!  Provide your information along with a description of the item donated. In case donated items get separated from the information about the item, this will allow volunteers to match items and donors correctly. Go to for detailed information on how to submit auction items. Deadline for submitting the required forms is June 30th. Trust auction items should be shipped to: Lambda Kappa Sigma Attn: Erin Rogala 4811 S 76th Street, Suite 310 Greenfield, WI 53220 BLUE & GOLD TRIANGLE



In Loving Memory: LKS Celebrates the Life of Omicron Sister, Linda Lane Linda J. Lane (Ford) of Boca Raton, Florida, died March 24th, 2022, at the age of 91. She was born in Detroit, MI on June 6th, 1929, to Mellita and Fred Ford. Linda graduated from Dominican High School, Siena Heights college, and WSU (Wayne State University) as a pharmacist. She worked as a pharmacist at Children’s Hospital, at Old St. Marys and at Parke, Davis Co., all in Detroit. She met her husband, Alexander Lane, at a graduate course at WSU and they were married in 1956. Linda’s career moves were to Ann Arbor, MI; Chelsea, MI; Fayetteville, NY; Marcellus, NY; and to Glen Ridge, NJ, where they remained until retirement in Boca Raton, Florida. Flowers, art and croquet were important in Linda’s life. She was accomplished in oils and watercolors and an active supporter of art museums in Montclair and Boca Raton. She loved gardening, was a certified judge in flower and design shows and an active supporter of the Boca Raton Garden Club. She loved the sport of croquet, was president of the Green Gables Croquet Club in Spring Lake, NJ, and the Boca Raton Club, a certified referee, and a supporter of the Croquet Foundation and Club of Florida. Her kind help, gracious manner and knowledge of the sport were valued by players at all levels of play. She shared her expertise, interest and enthusiasm with members throughout Florida, New York and New Jersey. Linda was an active and engaged LKS sister and leader throughout her years at Wayne State University and as an alum. Among her many distinct contributions, she served as Secretary of Omicron Collegiate Chapter (1950). In 12


1952 Linda was elected to the Wayne State University Gold Key Honorary Society for her outstanding leadership, scholarship and service to the University. In 1952 as a recent graduate, Linda attended the installation of Alpha Iota Chapter with Ruth Flaherty. Before their 5 hour ride home to Detroit/Ann Arbor after the chapter was installed, Ruth insisting to have a celebratory dinner in Linda’s honor Linda was Secretary of Omicron Graduate Chapter in Detroit, and in 1954, was elected President In 1956, along with two other alumni chapter sisters, Irene Albert and Mall Rebena Linda shared the happy news of her engagement. In 1960, Mrs. Linda Lane of Omicron Alumni Chapter, Detroit, Michigan, extended an invitation to all LKS sisters to attend the Biennial Convention of Lambda Kappa Sigma in Detroit. The following year, she attended a LKS breakfast during the APhA meeting with B. Olive Cole and many other members in Chicago. Linda remained an active LKS sister for more than 70 years. Distinguished members like Linda represent a generation of LKS sisters whose commitment to the fraternity, and to each other, spanned a lifetime. In essence, these women represent the LKS ‘Greatest Generation.’ Their personal and professional lives parallel those of America’s Greatest Generation. They exhibited a desire to do the right thing. These women rose to the occasion to generate recognition and respect for women in pharmacy. They were brave in

creating a new path forward for women in pharmacy. The characteristics of the greatest generation are easily identified in these early LKS entrepreneurs, including Linda Lane: Personal responsibility, Humility, Strong work ethic, Frugality, Commitment, Integrity, and Self-sacrifice. The women of LKS’s Greatest Generation were connected through their membership at a time when pharmacy schools had few women and their sisterhood sustained them. They were trailblazers in developing the roles of women in the profession, committed to the concept of elevating women in pharmacy even then. The strength in numbers forged in the bonds of sisterhood stood the test of time, with close friendships and dedication to the fraternity that should stand as a model and as a goal for every sister of LKS. Linda’s legacy to LKS is her dedication to the profession, and to all of her sisters of LKS. She touched countess lives through her commitment and generosity. Throughout her life, Linda was a regular and generous contributor to the Campaign for Progress and the LKS Educational Trust. She and her husband Dr. Alexander Lane gave generously to support of current and future members. In loving memory, her husband of 66 years, Dr. Alex ander Lane, made a significant gift to the LKS Trust in Linda’s name.


Recognizing Excellence Among Us Influential mentor and advisor receives the Harvey A.K. Whitney Lecture Award. AMERICAN SOCIETY OF HEALTH-SYSTEM PHARMACISTS — As a professional pharmacy fraternity dedicated to the advancement of women in the profession, one would expect to find high performers within our membership. And indeed, we have many, many exceptional leaders on a local, state, and national level. We are proud of all of our leaders, and applaud their hard work, dedication, and commitment to the profession. For years, Patricia Clancy Kienle has served this fraternity in many capacities: elected leadership roles, Committee Chair and member activities, and perhaps most significantly, as a mentor and advisor to incoming and newly elected fraternity leadership, alumni, and collegiate members. Recently Patty was received one of the most cherished recognitions by the American Society of Health-System Pharmacists — the Harvey A.K. Whitney Lecture Award. This award was established in 1950 by the Michigan Society of Hospital Pharmacists. This award is given annually to an individual of high moral character, good citizenship, and elevated professional ideals. Recipients have made outstanding contributions to health-system pharmacy. Patty is currently the Director of Accreditation and Medication safety for Cardinal Health, and an adjunct clinical faculty member at Wilkes University in WilkesBarre, Pennsylvania. She received her pharmacy degree from the Philadelphia College of Pharmacy and Science in 1975, followed by a Masters in Public Administration from Marywood University in Scranton, Pennsylvania. She also completed an Executive Fellowship in Patient Safety from Virginia Commonwealth University. She is a Fellow of ASHP, and is known internationally as an expert in Medication Safety, accreditation and


regulatory issues, and sterile compounding including USP standards. In addition to the Harvey A.K. Whitney Lecture Award, Patty was recently presented with a Lifetime Achievement Award from the Institute for Safe Medication Practices (ISMP). This award, given to Patty during the ISMP 24th Annual cheers Awards in December 2021, honors individuals, organizations, and companies that have set a standard of excellence for others to follow in the prevention of medication errors and adverse drug events. Patty’s recognitions, awards, and especially her contributions to the profession and to the improved level of medication safety for patients and professionals are too numerous to list. The membership of Lambda Kappa Sigma congratulate Patty on these recent awards, as well as the many recognitions she has received in the past. They are well deserved! And we look forward to the LKS members who seek to follow in her footprints, finding their specific passion within the profession.

For years, Patricia has served this fraternity in many capacities ... perhaps most significantly, as a mentor and advisor to incoming and newly elected fraternity leadership, alumni, and collegiate members.

Masks I wear a mask, oh yes I do. I wear a mask and so do you. When you speak it’s hard to hear Still hard to hear when you are near. Your eyes get crinkly when you smile Your glasses fog up once in a while! I cannot wait until the day When I greet you and we can say, It’s good to see your smiling face! And welcome you into my space Where we can hug and feel the touch That we have missed oh so much! — Sharon C. Brown, Alpha Iota Alumni




Diversity, Equity, Inclusion, and Pharmacy By S haron C. Brown, MS, RPh Past Grand President Alpha Iota Alumni


iversity, equity and inclusion (DEI) is a concept that first arose in the 1960’s as a by-product of affirmative action and equal employment legislative actions. In the past decade, and even more so in the past 5 years, DEI has become much more than an equal opportunity program. Diversity, equity and inclusion programs are embraced by successful corporations and have rapidly expanded into a core element of organizational structure and promoted as a key component of the culture of these organization. The boring, mandatory, and superficial “Diversity Training Program” used in the past produced little change and were seen as controlling and without meaningful foundation by the participants. The end result was a lack of retention of the critical concepts driving the need for change as well as the basics of the change process going forward. Top performing companies today promote diversity, equity and inclusion in the workplace and invest substantially in employee education, program growth, measurements of success, and celebrating significant accomplishments in the area of DEI. IS DEI IN HEALTHCARE DIFFERENT?

Healthcare organizations are in a unique position to have an impact on two important segments of the communities they serve through successful DEI programs: their employees, and the patients, families, and businesses in their communities. Successful DEI programs can transform healthcare organizations into a model workplace where employees feel accepted, feel like they belong, and 14


A willingness to seek help in a safe environment where caregivers appropriately reflect the diversity present in the community leads to better patient health outcomes and an improved quality of life.


Understanding DEI where caregivers appropriately reflect the diversity present in the community leads to better patient health outcomes and an improved quality of life. STRATEGIES FOR SUCCESSFUL DEI PROGRAMS IN HEALTHCARE ORGANIZATIONS

feel valued. This environment then fosters the extension of these values from the employee to the patients and other customers they serve. Over time, this process weaves a tapestry of diversity, equity, inclusion, pride, engagement, innovation — all the qualities found in high perming organizations. Healthcare organizations who are committed to and are successfully integrating DEI into the workplace culture create an environment where all patients, especially those from minority segments of the population can feel safe and comfortable seeking medical services or who require hospital stays. A willingness to seek help in a safe environment SUMMER 2022

A variety of strategies can be employed to improve the potential for a successful DEI program in healthcare organizations. When mapping out an approach to and the program components, organization leaders must assess the current status of DEI within the culture of the organization. In order to successfully drive DEI full integration organizational goals and measures of success must be identified along with pertinent data collection methods and the analysis of metrics. Information gleaned from data analysis and evaluation of metrics are critical for modifying DEI programs for areas not meeting defined measures of success. Strategies and processes for the development, introduction, and implementation of DEI programs can include: 1. Create a DEI team. The team

leader should be well qualified (i.e. DEI specialist) to lead the members of the team as a cohesive and outcome-oriented work group. All operational areas of the organization should be represented, and each member should complete on-site or an approved structured DEI training program.

2. Acknowledge and promote the commitment of Organization Leadership to the creation of a culture of DEI: Employees must know

that commitment to DEI starts at the top and is demonstrated at every level of management.

A variety of definitions and descriptions of DEI can be found. The following definitions are concise and easy to understand1:  D iversity: All the ways in which people differ  E quity: Fair treatment, access, opportunity, and advancement for all people. One’s identity cannot predict the outcome  I nclusion: A variety of people have power, a voice, and decisionmaking authority. Organizations who truly understand and embrace the true advantages of a diverse, equitable, and inclusive workplace are reaping rewards that go beyond a financial return on investment. Data from a study released by the Society of Human Resource Management (SHRM) indicated Fortune 1000 companies averaged $1.5 million per year budgeted for DEI departments at the time of the study.2 However, other benefits of successful DEI programs include: 1. Recruitment and talent acquisition: focusing efforts towards racial, gender, and ethnic diversity can expand the applicant pool 2. Employee satisfaction: workplace diversity has been shown to improve both career and personal satisfaction among women and others in minority groups 3. Improved commonality with customer: business growth and an expanded customer base aligns well with a diverse workforce 4. Innovation and leadership directives: an expanded base of opinions and experiences lead to more diverse opinions and ideas among executives and other corporate leaders



Apothecary 3. Invest in meaningful, and if possible interactive, training and development: Annual completion

of DEI training should be required for every employee.

4. Identify measures of success, measure success, and share success stories with employees:

Knowing their efforts are productive and recognized by leadership can reinforce the level of engagement of employees in future DEI initiatives.

5. Commit adequate resources to DEI planning, education, and training. The allocation

of resources must include a financial investment in training and education programs, and supportive technology to capture and effectively analyze data to assess program success.


As reported in the 2019 National Pharmacy Workforce Study the demographics of the pharmacy profession have substantially changed with a shift in both race and gender, resulting in a more diverse pharmacy workforce.3 Study results show an increase in the percentage of non-white licensed pharmacists from 14.9% to 21.8% in 2019, a 46% increase. Within this increase is a change from 2.3% to 4.9% of Black licensed pharmacists. The profession continues to be female dominated. In 2009 slightly less than 47% of the pharmacist workforce were female. In 2019 nearly two-thirds of the workforce is women. While these are just a few of the examples of the increasingly diverse pharmacy workforce, there is much to accomplish to adequately prepare for the future demands of pharmacists in every healthcare setting. Pharmacists will continue to be perhaps the most 16


frequently sought after health care professional as demonstrated by the number of COVID-19 vaccines administered in community pharmacies and healthcare clinics over the past 2 years. Leaders in the pharmacy practice arena, whether community or institutional providers, consider the expanded role of pharmacists and the significant impact these professionals played in the administration of vaccines,

The boring, mandatory, and superficial “Diversity Training Program” used in the past produced little change and were seen as controlling and without meaningful foundation by the participants. testing in the community, and educating the public as a foundation for future integration of pharmacists into community healthcare practice models. For these practice initiatives to be successful, pharmacists — and technicians — need to be aware of their own implicit biases, learn about social determinants of health, and build a sense of trust and support for open communication among their patients. This will facilitate open and honest communication regarding social needs and other challenges faced by underserved and under-represented members of their community. Practitioners who understand, truly embrace, and apply the principles of diversity, equity, and inclusion will be strategically situated

for the provision of pharmacy services that are impactful and successful for the patients they serve. ONGOING EFFORTS FOR DEI

Many pharmacy healthcare organizations have made significant progress in creating a diverse, equitable, and inclusive environment for their healthcare providers and the patients and communities they serve. Many others are in the initial phases of adoption, planning, financing, and implementing the cultural and educational changes necessary to create the unique environment and subsequent successes that accompany an integrated DEI program. While there is much work to be done, as John Treanor stated, “Every journey starts with the first step.” But pharmacy is an amazingly small world. Professional pharmacy organizations committed to assessing DEI and promoting actionable steps to address issues of intolerance and inequity that may exist and impact their members and the overall profession of pharmacy. Learning from each other and working together, pharmacists can fuel meaningful changes to create a more diverse, equitable, and inclusive healthcare experience for all. REFERENCES 1. Gensler Por tland. https://www.gensler. com/blog/inclusion-by-design-insightsfrom-design-week-por tland 2. DEI Metrics 2021. SHRM. https://www. veys/pages/deimetrics-.aspx 3. National Pharmacist Workforce Study 2019. / files/2020 - 03/2019_NPWS_Final_Repor t. pdf 4. Health Trends 2021: The Year of the Pharmacist. news-and-insights/ar ticles/health-trands2021-the-year-of-the-pharmacist 5. Beales, Jacalyn. How diversity, equity, and inclusion can influence the healthcare industr y. www.leverlco/blog/how-diversity-equity=and=inclusion-incluencehealthcare


Pharmacy Organization Diversity, Equity and Inclusion Statements/Practices Organization


American Association of Colleges of Pharmacy (AACP)

AACP affirms its commitment to foster an inclusive community and leverage diversity of though, background, perspective, and experience to advance pharmacy education and improve health

American College of Clinical Pharmacy (ACCP)

ACCP is dedicated to creating and sustaining a culture of diversity, equity, and inclusion (DEI). A commitment to embrace diversity and inclusion is an ACCP core value. Strategic direction 1.5 of the 2020 ACCP strategic Plan states that the College will employ practice that embrace DEI to fully achieve its mission.

American Society of Health-System Pharmacists (ASHP)

ASHP and its members have long been committed to eliminating racial and ethnic disparities in healthcare. ASHP further seeks to help eliminate racism, discrimination, and inequities that impact other minority and underrepresented populations and to help improve diversity, equity, and inclusion in healthcare and society more broadly.

National Pharmaceutical Association, American Pharmacists Association, American Association of HealthSystem Pharmacists, National Alliance of State Pharmacy Associations, Hematology/ Oncology Pharmacy Association, National Association of Boards of Pharmacy, National community Pharmacists Association, American Society of Consultant Pharmacists, American Association of Colleges of Pharmacy, American College of Apothecaries, college of Psychiatric and Neurologic Pharmacists, Accreditation Council for Pharmacy Education (NPhA, APhA, ASHP, NASPA, HOPA, NABP, NCPA, ASCP, AACP, ACA, CPNP, ACPE)

JOINT STATEMENT: National Pharmacy Organizations United to Take a Stand Against Racial injustice


W e, as a profession, stand in unity to advocate for the dismantling of systems that have historically marginalized and oppressed Back Americans in this country. W e stand and advocate against police brutality and law enforcement misconduct. W e advocate for measure that eliminate inequities resulting from racism and discrimination in every facet of our profession, including patient care, pharmacist and pharmacy technician continuing education, student pharmacist education, workplace practices, pharmacy school admissions, leadership opportunities, and organizational policies. W e advocate for health equity in marginalized communities to eliminate disproportionate health outcomes.



Pharmacy Organization Diversity, Equity and Inclusion Statements/Practices (continued) Organization Albertsons Companies

Statement As part of our Recipe for Change, we’re cultivating a diverse workforce that reflects the rich diversity of the communities we serve and fostering an inclusive culture that embraces differences. As part of this platform, we’re committing to:  I ncrease diverse representation within our management to reflect the rich diversity of the communities we serve F oster an inclusive culture that embraces differences and drives innovation to accelerate growth  Ensure all associates have equal access fo opportunities and resources “We are committed to creating a diverse, equitable, and inclusive workplace that reflects the rich diversity of the communities we serve. We believe that every associate is is to be celebrated and have equal access to opportunities and resources. We will advance our culture through open communication and ensure that everyone — customers, associates, business partners, and people in the neighborhoods in which we operate — are treated with Courtesy, Dignity, and Respect.”


At Walgreens, we know that diverse teams improve our performance, drive our growth, and enhance engagement among ourselves and with our customers and suppliers. Diversity and inclusion are in our DNA. D&I also reflects our mission to be Americas most loved pharmacy-led health, well-being, and beauty retailer and our purpose to champion everyone’s rights to be happy and healthy. We continually strive to nurture a diverse and highly engaged workforce where everyone’s voice matters, and is treated with dignity and respect. Our leaders are committed to fostering a diverse and inclusive organization and are intensely focused on achieving our goals to increase diversity on our teams and in the ranks of our leadership.

Drake University College of Pharmacy and Health Sciences

The (Drake University) College of Pharmacy and Health Sciences is committed to being a model of an inclusive community in which individual faculty, staff, and students are celebrated, accepted, respected, and valued for diverse perspectives in an environment in which everyone belongs. Cultural humility and diverse learning experiences are important factors of the CPHS programs to prepare future healthcare professionals to serve and address the unique needs of diverse populations.

Massachusetts College of Pharmacy and Health Sciences

At MCPHS, we appreciate the importance of creating an environment in which everyone feels included and valued. Each of our community members’ unique experiences and perspectives add value to our ability to create and deliver the best education, academic service, and employee experience possible. We recognize that all members of our Community must feel empowered to do their best work and bring great ideas to fruition, and MCPHS is fully committed to prioritizing diversity in all that we do.

University of Health Science and Pharmacy St. Louis, MO

At University of Health Sciences and Pharmacy in St. Louis, people from around the world come together in the pursuit of a shared vision. Their diverse cultures, values, beliefs, interests, experiences and viewpoints enrich our campus community. As an institution dedicated to health care, cultural competency, social justice and advocacy, and an appreciation for diverse perspectives is critical. As outlined in the Board of Trustees Policy on Diversity and Inclusion, the University is dedicated to fostering an environment that protects and values differences within a diverse community.




Right: On site attendees at Omicron coordinated CE event. Below Right: ACPE compliant CE program announcement.

Omicron Chapter Hosts Hygeia Day CE Program on Campus On April 13, 2022, the members of Omicron Chapter at the Eugene Applebaum College of Pharmacy and Health sciences in Detroit, Michigan hosted a continuing education program entitled “Minimizing Health Disparities and Promoting Equity: Pharmacy Action Items.” The presenter was Dr. Regina McClinton, PhD, CSP, DEI coordinator at the University of Michigan School of Pharmacy. Jewel Konja, President of Omicron chapter, described how the event came about. “The Omicron chapter has had a diversity, equity, inclusivity (DEI) mindset for the school year that motivated this topic for Hygeia day. We were open to finding a diverse speaker to give a presentation on this topic. Furthermore, with the LKS WHI of health disparities, we knew this topic would be great to tie Hygeia Day and WHI together. Additionally, we set a goal at the beginning of the year to have Hygeia day be counted as CE to draw in a larger pharmacist crowd. When we got in contact with our speaker, Dr. McClinton, and she informed us she has the presentation of 'Minimizing Health Disparities and Promoting Equity' and we decided to evaluate if this also qualifies for implicit bias training for pharmacists or not. After working with ACPE, Lecture Panda, and our speaker, we created a pre/post test as well as included interactive questions throughout


the presentation in order to qualify for this highly sought out LARA implicit bias training as it is a new requirement per the state of Michigan.” The program was promoted by sending the approved flyer Wayne State University Pharmacy Alumni and current faculty, LKS Omicron Alumni, and several hospitals in the area. Current Omicron chapter members also attended. These innovative women used this opportunity to offer an ACPE accredited program on our Women’s Health Issues topic, as well as a State of Michigan Board of Pharmacy mandatory CE topic. The registration fees were $10 for pharmacists, and $7 for technicians. $5 of each registration went to pay for the accreditation fee, and the rest was used as a Project HOPE donation. Registration fees along with donations from generous attendees added up to a $1000 donation to our philanthropy! All chapter members contributed, but Jewel credits Professionalism Chair Emily Florance as the driving force behind the program’s

“We created a pre/post test as well as included interactive questions throughout the presentation in order to qualify for this highly sought out LARA implicit bias training as it is a new requirement per the state of Michigan.” success, along with her committee members Nadeen Abdallah, Batoul Elzein, Nicole Borkosh, and Chloe Park. A special recognition was given to Dr. Marybeth O’Connell and to Dean Brian Cummings of the Eugene Appleaum College of Pharmacy.



Project HOPE

One of Our Own

Looking Back, Moving Forward The 2020 Project HOPE Annual Report is subtitled Looking Back, Moving Forward. As we emerge from the confines of COVID restrictions, this is a great opportunity to consider how Lambda Kappa Sigma fits into the past and future of this organization. During World War II Dr. William Walsh was serving on a Navy destroyer. He became increasingly aware of the poor and deteriorating health status of the people of the South Pacific. In 1958, Dr. Walsh worked to persuade US President Dwight D. Eisenhower to charter a US Navy hospital ship — the USS Consolation — for a fee of $1 per year. A donor contributed $150 to get the ambitious program started. With the support of corporations and generous benefactors the ship was transformed into SS HOPE, and the founding of Project HOPE commenced. It took 2 years to recondition the ship. Finally on September 22, 1960, SS HOPE left San Francisco for Indonesia on the inaugural voyage. This trip was captured in a documentary titled Project HOPE, directed by Frank P Bibas. The film won the 1961 Academy Award for best short documentary. In the next 14 years, SS HOPE completed 11 voyages to the world’s most vulnerable people providing healthcare and building health systems to impact current health conditions and educate communities to take actions to improve their health and wellness among their own people. In 1974, SS HOPE was withdrawn from service, but the spirit of the its travel continued through Project HOPE and the many and diverse programs brought to people all over the world. In 2020 Project HOPE published a 5-year strategic plan to guide the organization 20


through 2025. The plan will help Project HOPE continue to improve and refine core programs; engage new areas of opportunity like mental health the Global Health Security Agenda; and recommit to a culture of diversity, equity, and inclusion that values all voices. This plan focuses Project HOPE on growing the organization’s impact while redoubling their commitment to the core values of Project HOPE: that everyone deserves access to the health care needed to reach life’s full potential; that healthcare workers are the lynchpin of everything Project HOPE does; that aid should be localized; that the vulnerable deserve a voice; and that no one should be marginalized for their gender, race, ethnicity, beliefs, or level of ability. The HOPE in Project HOPE stands for Health Opportunities for People Everywhere. The programs and strategic plan of Project HOPE is well aligned with local and national LKS programs. As one path for the future of pharmacy practice clearly involves the provision of advanced clinical pharmacy practice in the community setting, designed to improve access, adherence, health education, and involving individuals in their own health care journey, LKS and Project HOPE have a commonality of purpose that makes the two organizations well suited as partners in healthcare advocacy.

Margaret Sherwood Oppedal, a graduate of the University of Pittsburgh and a member of Delta Chapter, served on the SS HOPE during two voyages to Peru and Equador in 1962–1964. During her service, she established an efficient hospital pharmacy aboard the mercy ship, designed to meet the needs of patients aboard the ship as well as the on-shore clinics. She was praised for implementing a control system for pharmaceuticals worth nearly two million dollars. In her spare time, she organized a full scale medical library aboard the SS HOPE. Margaret was a member of many professional pharmacy organizations and published many articles in pharmacy journals as well as the Blue and Gold Triangle. In 1964 at the 18th Biennial convention in Memphis, Tennessee, Lambda Kappa Sigma adopted SS HOPE as the National Philanthropy. SUMMER 2022

A Bit of Our History

Our History By C hristine Perry, RPh, Past Grand President, Alpha Alumni At the 1952 Biennial Convention in Hollywood, CA, a Founders’ Day Ritual written by the Alpha Chapters was presented to the convention body and unanimously adopted for national use. This new ritual was introduced by Alpha Chapter to pay homage to the memory of our Founder, Ethel J. Heath. Alpha, headed by Elsie Gassiraro, introduced the convention body to the new Founder’s Day Ritual. In a darkened room each representative from both the graduate and active chapters carried a candle and proceeded one at a time to the center of the room to three tables arranged into the symbolic triangle. Each participating member received a light from the Founder’s candle then while placing her candle in order in the triangle announced the installation date of her respective chapter. On October 14, 1952 the first Founders Day Ceremony was held at each chapter. 2022 marks the 70 th year since the introduction of this Lambda Kappa Sigma ritual.




LAMBDA KAPPA SIGMA Pharmacy Fraternity P.O. Box 570 Muskego WI 53150-0570


SAVE THE DATE! July 13 – 16, 2022 Sheraton Indianapolis City Centre Hotel

Indianapolis, Indiana