Womens Resource Center

aka Women's Resource Center of the Delaware Valley   |   Wayne, PA   |  www.womensresourcecenter.net


Our mission is to help women and girls successfully navigate life's transitions. By providing resources, tools, and support for today, we create hope for tomorrow.

Ruling year info


Executive Director

Ms. Cheryl E. Brubaker

Main address

113 W Wayne Ave

Wayne, PA 19087 USA

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NTEE code info

Human Service Organizations (P20)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Expected and unexpected transitions in life can disrupt one's financial stability and overall well-being. Women and girls are particularly vulnerable to this disruption due to the wealth and wage gaps, as well as differences in societal expectations for caregiving roles. We believe that when provided with connections to the right resources with adequate support and the necessary information and skills, women and girls can thrive through life transitions, enhancing financial stability and well-being for themselves as well as their families.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Information & Referral Helpline

Volunteer-operated helpline available M-F 9a-3p, providing in depth referrals and resource coordination for women seeking asssistance.

Population(s) Served
Women and girls

The goal of the Girls Lead is to provide girls with the tools and skills known, based on research, to protect against common dangers of adolescence including: Substance abuse, school dropout, teen pregnancy, eating disorders, depression and bullying.

Over twelve sessions, participants learn and practice skills in:

• Communication
• Conflict Resolution
• Decision-Making
• Problem-Solving

Guidance counselors and teaching teams nominate students who have leadership potential that they are not yet utilizing. Skilled facilitators conduct weekly meetings at each school. Using discussion, small group activities, games and interactive activities, the participants develop the skills essential to leadership. Each group is required to do a Leadership Project, wherein they identify a need in their school or community and propose, develop, then implement a project to address this need. The Leadership Project allows participants to practice their newfound skills with the guidance of the group facilitator.

WRC provides this program free of charge to the schools. Our Middle School Program has been in place since 1999, and we launched our High School Program in 2016.

Population(s) Served

The Family Law Program offers low-cost legal guidance to women in the five-county Philadelphia area. The goal of the program is to educate and inform women of their legal rights and responsibilities pertaining to matters of divorce, child support, custody and domestic violence. It serves as a crucial initial step for all women making legal decisions, particularly those facing stressful life transitions and those who are overwhelmed or intimidated by the legal system.


• The Legal Consultation Program is a low cost service providing legal options and referrals to women through confidential consultations with volunteer attorneys. These family law specialists are available several times a month at various locations.

• Attorney Affiliate Program provides referrals to family law attorneys from our list of professionals. Affiliate Attorneys are family law attorneys with whom Women’s Resource Center has a standing collaboration. They offer a reduced rate to WRC clients.
• Legal workshops responsive to client needs are offered several times each year. Our hallmark workshop, Divorce Resource Event, is hosted by an attorney, a divorce coach and custody master, with professionals from the fields of financial planning, mortgage, mental health and more.
• The Guide to Family Law in Pennsylvania is a low-cost publication developed by Women’s Resource Center, which covers the emotional and legal aspects of divorce, including domestic violence, child custody, support and visitation, and property settlement.

Population(s) Served

The primary goal of the counseling program is to provide women with the necessary support to successfully navigate periods of crisis and transition. Clients discuss their issues and concerns in a safe and confidential setting, utilizing the expertise of a professional therapist.

Our experienced therapist will speak with the client initially to make an assessment and provide the proper referrals. If on-going counseling is recommended, the client may be referred to one of our Affiliate Therapists, to another appropriate counseling agency, or to low-cost counseling at WRC.

Our approach works toward empowerment and self-sufficiency. A successful counseling experience will instill self-confidence and independence.


• Call-In or Drop-In Counseling is available most days, with no appointment necessary. Low-cost counseling is available by appointment.
• Divorce Support Group is a six-week therapeutic group for women facing separation or divorce. Facilitated by an experienced counselor, it is offered in evening or Saturdays during the fall and spring at our Wayne office.
• Affiliate Therapists are professional counselors in private practice with whom Women’s Resource Center has a standing collaboration. Affiliate Therapists offer a reduced rate for WRC clients.

Population(s) Served

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Average number of service recipients per month

This metric is no longer tracked.
Totals By Year
Population(s) Served

Women and girls, Economically disadvantaged people

Type of Metric

Output - describing our activities and reach

Direction of Success


Number of clients assisted with legal needs

This metric is no longer tracked.
Totals By Year
Population(s) Served

Women, Economically disadvantaged people

Related Program

Family Law Program

Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

Context Notes

Number of legal consultations provided by qualified pro bono family law attorneys.

Number of youth who demonstrate leadership skills (e.g., organizing others, taking initiative, team-building)

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adolescent girls

Related Program

Girls Lead

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success


Context Notes

Number of girls identified by their school counselors as having "untapped leadership potential" who report improved skills in communication, decision-making, problem-solving, and conflict resolution.

Total number of counseling sessions performed

This metric is no longer tracked.
Totals By Year
Population(s) Served

Women, Economically disadvantaged people

Related Program


Type of Metric

Output - describing our activities and reach

Direction of Success


Context Notes

Number of Resource Coordination & Counseling sessions provided to assist women in leveraging internal and external resources to navigate difficult life transitions.

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

The Women's Resource Center was started in 1975, following Title IX and the Equal Credit Opportunity Act among others, as a way to help women utilize the new educational, employment and financial opportunities available to them to support their own financial independence and overall well-being.

Our mission to is assist women and girls to successfully navigate difficult life transitions and inspire others to do the same. By providing tools, resources and support for today, we give hope for tomorrow.

We aim to reach clients before, during or after difficult challenges, to provide them with connections to the right resources, with peer and professional support, and with the necessary knowledge and skills, so that women and girls can thrive through life transitions, enhancing financial stability and well-being for themselves as well as their families.

Our goals for the July 1, 2020 - June 30, 2021 fiscal year include the following:

1) Assist 110 women to leverage internal and external resources to navigate the challenges they face by providing a total of 1,750 one-to-one professional Resource Coordination & Counseling sessions (nearly double this past year.)

2) Provide 200 women who may be facing divorce, custody, or support hearings the opportunity to consult with a pro bono family law attorney and establish a fund for those who cannot afford representation.

3) Ensure that no WRC client goes without a home or food by linking 1,000 callers with the relevant services available in their counties through WRC’s Helpline and providing emergency assistance, such as gas and grocery cards, as needed to fill the gaps in community resources.

4) Continue to build the leaders of the future throughout the current crisis by sustaining a robust Girls Lead program through virtual instruction with 16 school partners for the 2020-2021 school year.

WRC's board of directors set six areas of strategic direction for the organization:

1) Build and maintain strong leadership to expand capacity. Key initiatives completed include the following:
a) establishing a pipeline of strong board members by recruiting volunteers to serve on board committees prior to nomination to the board, and
b) Strengthening the new board member orientation.
Ongoing strategies for this goal include succession planning for board and committee leadership and ensuring diverse leadership.

2) Increase revenue and support to support growth in high demand services and programs. The two main strategies employed to date include:
a) strengthening the organization's individual giving program
b) identifying key funding partners who can provide sustainable support for core programs.
In addition, the organization is exploring earned revenue opportunities to support sustainable growth.

3) Maximize WRC's history of collaboration by prioritizing and expanding partnerships that will support the service growth goals. WRC has relied heavily on collaboration over the past 45 years, including partnerships with community service organizations; collaboration with local family attorneys in the delivery of pro bono legal consultation for low-income women; and collaboration with more than a dozen schools in the implementation of Girls Lead - a program that requires a school liaison within each school committed to fulfilling the role of the Girls Lead school partner.

4) Ensure that WRC's services are relevant and accessible for ALL women who need them, regardless of their circumstances. WRC's mission was updated by the board to focus on difficult transitions for women and girls - transitions such as job loss, divorce, and the challenges of adolescence. The mission was then translated into a Theory of Social Change which defines how outcomes will be measured. This document guides all program evaluation and development to ensure that the organization's resources are utilized effectively to accomplish the mission.

5)Enrich communication and engagement internally and externally to expand our presence in the community. In line with this strategic goal, WRC was able to hire a part-time Director of Development and Communications in November of 2019. This position has opened up new opportunities for social media and online communications, as well as press coverage.

6) Promote internal diversity and cultural competence to better serve the needs of more diverse communities. With the help of a grant from the Valentine Foundation's Visionary Leadership Fund, WRC was able to provide training for board, staff and direct service volunteers, as well as coaching for the Executive Director in the implementation of WRC's Diversity, Equity & Inclusion (DEI) Plan. A DEI Taskforce of board, staff and volunteers launched in late 2019 to ensure ongoing implementation of DEI strategies.

The Women's Resource Center relies heavily on a team of highly qualified, committed volunteers, led by a diverse and knowledgeable professional staff of six, and governed by a board of corporate and community leaders. WRC's Board includes executive and senior management professionals from companies such as Comcast, KPMG, Jefferson Health and JPMorgan as well as entrepreneurs, diversity & inclusion experts, and financial advisors.

The staff is led by Executive Director Cheryl Brubaker. With a graduate degree in Nonprofit Management and a BA in Social Work, Cheryl holds more than twenty years of non-profit experience, including executive administration, fund development, programming, and communications. Since joining WRC in November of 2016, Cheryl led the organization through the process of developing the Theory of Social Change in order to establish a laser focus on mission-related outcomes and prepare the organization for growth. In addition, she supported the board's fundraising efforts, enhancing the individual giving program and escalating grants. Under Cheryl's leadership, the organization's revenue increased, while the Girls Lead program increased by 40%.

Leading WRC's service delivery is Clinical Director Kai Qualls. Kai Qualls has over twenty years of experience in direct service, with an emphasis on counseling, training, education and case management. Under Kai's leadership, WRC's Resource Coordination & Counseling Services grew from 250 sessions annually to more than 1,000 sessions last year, and is still growing. Feedback from her clients has been overwhelming positive as she so effectively combines compassion ("Kai is like a walking hug!") and professional expertise ("After all these years, I feel like I am finally learning and as a result slowly healing.") Currently, Kai supervises one additional counselor, Rujuta Chincholkar Mandelia, and three graduate counseling interns.

WRC's greatest asset lies in the community-based nature of the development and structure of the organization. Over its 45-year history, thousands of women and men have volunteered on the Helpline, with the Family Law Program, as Girls Lead assistants, for fundraising events, on planning committees and on the board of directors. This network is called on in formal and informal ways to support the growth and development of the organization, from tapping into their networks for financial support to identifying professionals willing to donate their services to help clients in need. When WRC's largest fundraising event, the Annual Leadership Luncheon, was cancelled due to COVID-19, WRC's network rallied to provide emergency donations to make up the difference. When the pandemic began to have significant impact on WRC's clients, that same community donated funds for emergency rent assistance, grocery gift cards, gas cards, and a generous holiday gift drive. Within this community of supporters lies WRC's capacity for great impact.

Key accomplishments over the past several years include the following:

400% growth in Resource Coordination & Counseling Services, the program area that has been in greatest demand with an ongoing waiting list, with 100% of clients reporting progress in at least 3 outcome indicators.

40% growth in schools participating in the Girls Lead program with 98% of participants reporting improvement in communication skills, 96% reporting improvement in their conflict resolution skills, and 94% reporting improvement in decision-making and problem solving.

748 women were able to access pro bono legal consultation with help of more than 40 volunteer attorneys over the past three years.

3,426 Helpline calls and emails were served by a team of 20 Helpline volunteers and WRC's part-time Helpline Coordinator Debbie Bell, over the past 3 years.

In line with the strategies and goals noted above, "what's next" for WRC includes the following:

1) Continuing to integrate diversity, equity, and inclusion strategies into each of WRC's core services as well as board governance and fundraising, led by WRC's DEI Taskforce

2) Pursuing options for sustainable funding for Resource Coordination & Counseling, given the increased need for these services

3) Making Girls Lead accessible to schools that have identified girls with untapped leadership potential who could benefit from this program.

4) Exploring options for affordable family law representation (not just consultation) for women in our geographic region who cannot afford an attorney.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Case management notes,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve,

  • What significant change resulted from feedback?

    Due to the impact of the pandemic, the women we serve are experiencing greater challenges with their job searches and career advancement goals. With this feedback, WRC is working to create a "career navigation" program to maximize WRC's existing relationships with women executives and senior managers, job placement agencies, and educational programs to help our clients access high quality career coaching and networking.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders,

  • Which of the following feedback practices does your organization routinely carry out?

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time,


Womens Resource Center

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The people, governance practices, and partners that make the organization tick.


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Connect with nonprofit leaders


Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Womens Resource Center

Board of directors
as of 11/17/2022
SOURCE: Self-reported by organization
Board chair

Ms. Tameka Morris

UGI Corporation

Term: 2022 - 2024

Suzanne Kersten

Tameka Morris

Christine Topping

Diane McCammon

Carmen Billups

Bridgett Battles

Jennifer Bilotta

Cheryl Carleton

Patti Conlan

Tyler Dornbusch

Robert Flood

Nadia Gallagher

Kara Goodchild

Marina Zivik

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 11/3/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.


The organization's leader identifies as:

Race & ethnicity
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

Gender identity


Sexual orientation


We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 01/26/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.