At the Atlantic Packaging group of companies, Women’s History Month is a time to celebrate more than achievements. It is a time to recognize the journeys behind them. The challenges faced, the opportunities embraced, and the people who helped along the way have all shaped the leaders we see today. Across our regions in Ontario, Quebec, and the United States, the stories of Sarah Pugsley, Karine Sicard, and Cellynette (Celly) Quinones reflect what is possible when determination meets the right environment to grow.

Each journey is unique. Together, they tell a powerful story of resilience, confidence, and the impact of support.

Sarah Pugsley, Compliance Manager (Ontario, Atlantic Packaging Products): A Thoughtful Builder of Growth and Confidence

Sarah Pugsley approaches her career with reflection, curiosity, and quiet confidence. Rather than following a predefined path, she built her journey step by step by learning, adapting, and continuously pushing herself beyond her comfort zone. Her story began with a simple goal:

“I wanted to find my feet in something that I felt like I could grow in.”

Through hands-on training and exposure to multiple departments early in her career, Sarah developed a deep understanding of the business. These opportunities allowed her to move across roles, from customer service to planning, to continuous improvement, and ultimately into compliance leadership. But growth did not come from opportunity alone. It required courage.

“You have to put yourself out there or you will not be heard.”

Just as important was the support she received along the way. At Atlantic, mentorship was not formal. It was intentional, human, and impactful.

“They supported me without me even having to ask and that made all the difference.”

Today, Sarah carries that same mindset forward by supporting others, encouraging growth, and creating space for her team to step into their potential.

Karine Sicard, Corporate Quality and Environmental Director (Quebec, Mitchel Lincoln): A Fearless Leader Driving Change

Karine Sicard is a brave and determined leader who brings energy, conviction, and purpose to everything she does. With over 30 years of experience, her career has been shaped by resilience and a willingness to take risks in the packaging manufacturing industry. One of her most defining decisions came when she chose to step back in title to move forward in opportunity:

“Sometimes you step down to go forward and that is what I accepted.”

When she joined Mitchel Lincoln, part of the Atlantic packaging group of companies, her experience and leadership were quickly recognized. Within a short time, she stepped into a corporate role overseeing quality and environmental programs across multiple sites within Mitchel Lincoln, a leading corrugated packaging company in Quebec. Her leadership philosophy is grounded in equality and confidence:

“It is not about being a man or a woman. We are professionals working together toward the same goals.”

Karine’s work today aligns closely with the Atlantic’s commitment to sustainable packaging solutions. By integrating quality, food safety, and environmental responsibility, she continues to drive meaningful change across operations. At the core of her journey is a message she lives by:

“Never give up. Every difficulty brings an opportunity.”

Women’s day celebration at Ingersol, Ontario Division

Cellynette (Celly) Quinones, 3rd Shift Converting Supervisor (U.S., York Midwest): A Story of Determination and Rise

Cellynette Quinones embodies resilience, humility, and steady determination. Her journey is defined by hard work, continuous learning, and a commitment to growth. She began in an entry-level role on the production floor while also navigating the challenge of learning English at the same time.

“When I started, I was at zero, even learning English at the same time.”

Through persistence and dedication, she progressed step by step from machine operator to shift leader and now to Converting Supervisor, after gaining experience across different areas of corrugated box production and operations. Atlantic played a key role in that journey by providing hands-on training, exposure to various machines and roles, and opportunities for the packaging industry workforce to advance into leadership roles. But what defines Celly most is her mindset:

“Don’t give up when you are frustrated or intimidated. Believe in yourself.”

Her story is a powerful reminder that where you start does not define where you can go.

A Shared Story: The Power of “Give to Gain”

Across all three journeys, one theme stands out: growth is never achieved alone. Each of these women stepped beyond their comfort zones, embraced challenges as opportunities, and were supported by leaders and mentors along the way. At Atlantic, this culture of support fuels that progress through investment in employee development, opportunities for internal mobility, strong mentorship, and a workplace that encourages people to speak up and grow. This reflects the essence of this year’s Women’s History Month theme, “Give to Gain”—when we invest in others, we build stronger teams, develop future leaders, and create a more inclusive workplace.

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Q: What are some misconceptions about Type 1 Diabetes that you wish more people understood?

Natalie Mangialardi (Natalie): There are quite a few! One big misconception is that people with Type 1 can’t eat certain foods, especially sugary ones. People think it’s all about avoiding sweets, but that’s not true. With the right education and support, we can eat anything in moderation. It’s all about timing our insulin properly and establishing patterns that work for us individually.  

Another common misunderstanding is thinking that managing Type 1 is as simple as taking insulin and eating “right.” But it impacts every aspect of our lives. The constant mental gymnastics of calculating how much insulin to take, factoring in activity levels, stress, or even the weather, is something most people don’t realize. There are at least 42 factors affecting blood sugar levels, so it’s a constant juggling act.  

People also don’t always understand that Type 1 isn’t just a condition that affects kids. Adults can be newly diagnosed too, and there’s a need for awareness and resources for newly diagnosed adults as well as individuals managing diabetes as they grow older.

Natalie and Vito Mangialardi | 2025 Breakthrough T1D Walk

Q: How has support from Breakthrough T1D and organizations like Atlantic Packaging Products impacted people’s ability to manage this condition?

Natalie: Organizations like Breakthrough T1D and businesses such as Atlantic Packaging Products make a huge difference. Breakthrough T1D funds research that explores better treatments and, hopefully, a cure in the future. Their work is about more than just medicine; it’s about improving the quality of life for those of us living with T1D.  

On the other hand, companies like Atlantic Packaging Products focus on building awareness and supporting initiatives that make a tangible impact—not just financially but also socially. For years, they support events like the walk for Type 1 Diabetes (Breakthrough T1D Toronto Walk), which not only raises funds but also fosters a sense of community among people living with T1D. Feeling seen and supported in that way is incredibly powerful.  

Q: Would you like to share something that will help others with the same condition?

Natalie: Absolutely. I’ve learned that it’s okay to take things one day at a time. Life with Type 1 Diabetes can be overwhelming, but breaking things into manageable steps has helped me a lot. Also, don’t hesitate to ask for help. Whether it’s your healthcare team, friends, family, or the broader diabetes community, there are people who truly want to support you.  

Q: How do you balance your life while managing T1D?

Natalie: Balance can seem elusive, but it’s all about finding systems that work for you. For me, keeping a schedule helps, as does tracking my blood sugars and staying mindful of how I’m feeling mentally and physically. I also make time for things that bring me joy, like spending time with my friends. Friends fill our lives with energy and joy.

Q: Are there any lifestyle changes or habits that have significantly improved your quality of life with T1D?

Natalie: One major change was learning to be kinder to myself. Managing diabetes is about the ability to prioritize yourself; it’s about finding balance. Openness with yourself and others is key to navigating the challenges, but it’s equally important to set boundaries. Share your struggles when you’re ready, but remember, it’s okay to focus on your needs and protect your energy.

About sharing my diagnosis, it’s been a learning process, even with close friends. Now, I make a point to be open, like saying, “Hey, before we eat, I need to give my insulin. Is it OK if I do it here?” Taking that step has been really helpful, especially since I used to hide it more. Honestly, I felt a bit ashamed back then, so I’d delay giving my insulin or go to the bathroom to do it, which increased my stress. These days, I’m committed to being transparent about what I need and doing my insulin in front of others. It’s been liberating to focus on my health without worrying so much about what others think, and it’s made a big difference in how I manage my condition.

Q: What keeps you motivated?

Natalie: My motivation comes from the opportunity to create meaningful change.

When I think of the difference organizations like Breakthrough T1D have made, I’m inspired to contribute however I can. Seeing strides in research and treatment gives me hope for the future.  

Q: What advice would you give someone newly diagnosed with Type 1 Diabetes?

Natalie: First and foremost, you are not alone. It can be overwhelming in the beginning, but there’s a whole community of people who get it. Reach out to others with T1D; their guidance and reassurance can be invaluable.  

Also, be kind to yourself. There will be good days and hard days, and that’s okay. Take it one step at a time, celebrate the small wins, and don’t hesitate to lean on your support system.  

“What motivates me is being a part of the change that I needed—both when I was younger and even now. It’s about moving towards more holistic care for people with Type 1 Diabetes, which is often overlooked. Right now, care tends to focus primarily on the physical aspects, but Type 1 Diabetes affects every part of life—socially, psychologically, mentally, financially. Being part of the change to address all of that is what keeps me going.”
– Natalie Mangialardi

Q: How can friends, family, and colleagues better support individuals living with Type 1 Diabetes?

Natalie: The best way to support someone living with T1D is to educate yourself. Ask questions and listen without judgment. It’s helpful when people respect the complexity of managing this condition rather than simplifying it.  

Offering emotional support goes a long way too. Whether it’s checking in, attending an event like a diabetes walk, or even learning how to assist in emergencies, those gestures make us feel seen and understood.  

What do you hope to see in the future for T1D research and treatment advancements?

Natalie: I’d love to see research continue to address quality-of-life improvements. Advances in technology have already made a difference, and there’s so much potential for more innovation.  

I’m also optimistic about increasing awareness and resources for T1D globally. Everyone deserves access to the education, medications, and tools needed to live well with diabetes.  

Supporting Community Together as #OneTeamAP

When we come together as one team, we can create meaningful change and stronger connections within our community. Collaboration, shared goals, and mutual support empower us to tackle challenges, celebrate successes, and build a better future. 

Natalie’s story is a powerful statement to what it means to live courageously with Type 1 Diabetes. Through advocacy, education, and support from organizations like Breakthrough T1D, she is making strides for a future where everything is possible. 

Atlantic Packaging Group of Companies has exemplified corporate social responsibility and community partnership through long-time  support for Breakthrough T1D (formerly JDRF) and its vital mission to improve the lives of those living with Type 1 Diabetes.  The most recent 28th walk that took place on June 9th received meaningful support with 7 Atlantic Packaging Products teams and about 80 participants.

If this interview resonates with you, consider contributing to T1D research or joining local events to foster awareness. Together, we can support each other in creating a brighter, healthier future.  

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Safety isn’t just about us internally—it also impacts our customers. When we create a safe workplace, we ensure that everything from our processes to our products meets high standards. This helps us build trust with our customers, showing them that safety is a priority in every aspect of what we do.

S = Supervisors or System. Supervisors are critical to a health and safety (H&S) program. They lead by example, provide PPE, listen to concerns, enforce rules, and have the biggest impact on job satisfaction. A good Supervisor encourages a Safety-First culture. However, a Safety Management System (SMS) is also vital—these are your H&S standards, policies, and procedures. But without a good Supervisor to implement them, they are just words on a page.

A = Accident or Action. When there is a lack of safety, accidents often result. Accidents are why we have Safety Professionals who work to prevent injuries. However, I prefer Action. As a Safety Professional, I observe hazards daily and hear about them from the Joint H&S Committee, management, and employees. We need to take action and address these hazards before accidents happen. A Safety Superhero would definitely focus on prevention.

F = Fall or Family. One of the most serious (and most preventable) types of accidents are falls from heights. Unfortunately, we aren’t all superheroes who can fly, so we fall and get hurt when we don’t use proper guarding or wear fall protection. At Atlantic, one of our core values is “Our People are our Family.” Whether you think of your Work Family or personal Family, taking shortcuts can have huge consequences. It’s always essential to keep ourselves safe from falls and other hazards—our Families and customers appreciate it!

E = Ergonomics, Equipment, or Emergency? This was a tough choice. As a Canadian Certified Professional Ergonomist, I know the importance of good ergonomics in preventing musculoskeletal discomfort, the most common injury in Ontario. However, many severe accidents I’ve seen involved equipment—either insufficient guarding or non-compliance with lockout procedures. So, equipment safety is very important. And of course, Emergency response and planning are crucial parts of any good safety management system. Maybe I can choose all three… superheroes can do everything!

T = Team. Keeping people safe takes teamwork. Even superheroes can’t be everywhere! Employees identify hazards, Supervisors take action, Maintenance repairs hazards, Engineering designs safe workplaces and equipment, and HR addresses concerns like mental health and harassment. It takes a Team to keep everyone safe, which ultimately helps us deliver safer experiences to customers.

Y = You. You wear your PPE, comply with safety procedures, and look out for each other. You work to keep yourself and your colleagues physically and mentally healthy. When each of us is vigilant, we help keep everyone—employees and customers—safe. I think we can all be Safety Superheroes every day, no need to wait for next Halloween!

– Dana Greenly
Director of Health and Safety, Human Resources

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Since the attack on Oct 7th, there has been an alarming rise in antisemitism, globally and even here in Canada.  Our family understands the threat of antisemitism.  My parents escaped persecution in Russia more than 90 years ago, after my aunt was killed in the streets due to antisemitism.  Since Oct 7^th, we have seen international intimidation, vandalism including bullets shot and rocks thrown at Canadian Jewish institutions, firebombing of synagogues, and the boycotting of Jewish owned business.  Please join us on this tragic anniversary for calling for the end of this rising wave of this hateful behavior both here at home and aboard.

We would ask to everyone to take a moment today to remember all of those lost to soon as we mark this solemn day.  May the memory of those who were murdered on October 7^th strengthen us to fight against terrorism and antisemitism globally.  May we see the return of the hostages to their families in the coming days. We pray for World Peace.

Irving Granovsky, Chairman, Atlantic Packaging Products

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Atlantic achieves this through innovative practices that prioritize sustainability, including:

• Exclusively producing 100% recycled liners and mediums.
• Implementing a comprehensive recycling program for old and discarded boxes, collected in blue bins as old corrugated boxes.
• Utilizing a meticulous process at Atlantic’s three paper mills, where the collected boxes are transformed back into pulp.
• Feeding this pulp into the company’s four paper machines to create fresh paper.
• Shipping the 100% recycled paper to the company’s converting plants for the production of more boxes.

This strategy not only dramatically decreases the need for virgin materials but also conserves natural resources and eliminates waste, highlighting Atlantic’s constant dedication to environmental conservation, which is a critical step toward aligning with circular economy principles.

As part of a holistic approach to corporate responsibility, Atlantic Packaging has expanded its green initiative by giving trees as gifts to employees and banking partners, demonstrating its ongoing commitment to promoting a feeling of community pride. 

In recognition of their outstanding contributions to environmental sustainability, Atlantic Packaging is also the proud recipient of the Atlantic Sustainability Award from Baxter Corporation. The award outlines the direct environmental effect of Baxter’s continued efforts, including the amount of trees rescued, greenhouse gas reductions, water saved, energy saved, and garbage diverted from landfills. 

The company invites others to join them in making a difference and encourages the exploration of their website to learn more about their eco-friendly practices and community initiatives. As they plant the seeds of change, Atlantic Packaging envisions a future where collaborative efforts lead to a greener, more sustainable world for all.

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 But as most companies strive to achieve a more diverse workforce, it has become apparent that diverse hiring practices have evolved from just simply looking at a candidate’s racial, cultural and religious background. In the era of “Black Lives Matter”, #metoo, and “Cancel Culture”, what exactly is “diversity” now for organizations in 2021? Are organizations truly optimizing the ideals of a diverse workforce, outside of just filling quotas and projecting a perfectly manicured corporate image to the outside world? 

 A recent BDC study found that although 80% of Canada’s population growth by 2032 will be from immigrants coming to Canada, they found that during that time, subgroups such as those who identify within the LGBTQ2S+ and indigenous communities will be account for 37% of the workforce by 2032. So even though the pool of future employees is potentially going to come from the immigrant population, one must be cognizant of the other groups that are growing within the workforce pool as well. 

 Companies need to look at a diverse hiring practice as more than just an exercise in PR or a corporate hiring quota. They need to see the true value of a diverse workforce, in all facets and aspects of their day-to-day operations. In today’s global marketplace, having a wealth of ideas and innovations within your organization that comes from a wide scope of diverse and talented individuals, equips any company with the competitive tools and resources it needs to be a serious player on the world stage. 

 Another key aspect is having a workforce that clearly respects and represents the community and the marketplace it serves. Having a diverse background of employees and staff that understands the unique qualities and nuances of a community and a marketplace provides any organization with an advantage. Ethnic groups alone in Canada account for a substantial amount of new business opportunities for companies. Industries such as the financial sector, retail, and even education are all acknowledging that having a deeper understanding of how to reach and interact with these groups can prove crucial to the success of their organizations. 

The same can also be said for the LGBTQ2S+ community, which over the past few years has shown itself to be a force for change within the greater community and population, as well as in the marketplace and economy. Advertisers and companies have seen the exponential growth potential this group presents and having staff and employees who not only represent and advocate for the LGBTQ2S+ community within their organizations further enhance their knowledge and understanding of their community as a whole.

 With all of this talk about the importance of progressive and diverse hiring practices, companies and organizations must also remember to “practice what they preach”. In as much as a company or organization chooses to implement this practice, it’s important to remember that organizations must encourage and nurture the ideals of diversity within their own organizations, once the staff and employees have been hired. Practicing these ideas within their day-to-day operations enables the virtues of a progressive workforce to permeate within a company or organization’s corporate structure and philosophy. 

 This progressive hiring practice is one that Atlantic Packaging has been at the forefront of for many years. The belief that an organization should represent the community it serves has been one of the key points in their approach in recruiting and retaining top-tiered talent for their many operations and facilities in Canada. By harnessing the diverse workforce they have assembled, the countless innovations and unparalleled commitment generated by their employees and staff have yielded amazing results for their clients and customers, year after year. From having a much better and deeper understanding of various groups, communities, and marketplaces, their diverse teams have been able to provide Atlantic Packaging with a competitive edge that has kept the company a leader in the packaging industry. And it is with this forward-minded approach that Atlantic Packaging will continue its search for the best and the brightest, amongst all of the various and diverse groups in Canada and around the world. 

 It is imperative that organizations today push forward a clear and progressive diversity hiring practice. Not just for the overall success of a company from a financial perspective, but a clear and progressive diverse hiring practice fosters and cultivates a rich collection of different ideas, thoughts, and innovations. These further enhances not just a company’s corporate culture, but strengthen their bond with the community at large. 

 The diversity seen in companies like Atlantic Packaging is a microcosm for the communities and the marketplaces that they conduct business and participate in their day-to-day operations. As Canada continues to move further towards embracing a more diverse country and population, it is only imperative that organizations look to Atlantic Packaging, and take their hiring practices and broaden the reach of their diversity.

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