Hello ASHHRA and IFD Members:
Attend this ASHHRA webinar:
Are You Ready for 2013? An Activist Labor and Employment Agenda Ahead
Thursday, January 17
1 p.m. ET, noon CT, 11 a.m. MT, 10 a.m. PT
During this webinar you will learn to:
Jim Trivisonno, President, IRI Consultants
Roger King, Esq, Attorney, Jones Day
ASHHRA members: FREE
Non-members: $49.99 (Join ASHHRA and you can receive FREE registration!)
The Institute for Diversity in Health Management offers complimentary memberships to Summer Enrichment Program (SEP) host sites!
Did you know that approximately one quarter of Summer Enrichment Program (SEP) interns are offered permanent, full-time, post-grad work at their host site? The cost of hosting an SEP intern is significantly less than an extensive employment search for qualified MHA candidates for open job positions.
To promote the 2013 Summer Enrichment Program, the Institute for Diversity is offering complimentary memberships for the rest of 2013 to any hospital that participates in the SEP. Host a worthy, underrepresented graduate student intern for the summer and enjoy the full benefits of Institute membership, including the popular Diversity Dialogues.
For more information click here, or contact Education Specialist Chris O. Biddle at firstname.lastname@example.org or at 312-422-2658.
Save up to $50 by registering before March 31!
Diversity management is outdated and demands a new approach
Diversity management is about business strategy, brand management, product development, creating leaders, recruiting talent and discovering active thought-leaders whose voices can educate and inspire business growth and opportunity within industries. As such, diversity management can no longer be a departmental and/or functional responsibility led by a few people in the human resources department with limited budgets. Diversity management must be a profit center that is measureable and directly connected to revenue generation, research and development activities and new ventures; it no longer can be just a cost center valued only as a line-item first to be cut from the budget when revenue projections are not met. More
Making the business case for diversity
SmartBusiness Detroit Share
True diversity is not found in numbers. It is found in people with varying backgrounds using their experience to everyone's benefit, says Lizabeth Ardisana, CEO, ASG Renaissance. "What we're trying to achieve is not actually diversity, although that's the buzzword for all of this, it's really inclusion," Ardisana says. "It is one thing to say you have employees who are minorities, old, young, African-American, Latino or Asian, but you have to value those differences and use them to your advantage, not just tolerate them. That's what it takes to be successful with diversity." More
The cobbler's children have no shoes
Diversity Executive Share
During the last few months, we have explored a number of protected groups that are sometimes forgotten or ignored: Veterans, pregnant employees and employees with credit or criminal history woes, to name a few. As diversity executives, we are supposed to be a helping hand to solve workplace discrimination problems. But who is watching over us? More
Reverse discrimination? EEOC allows bias in favor of people with disabilities, older workers
Diversity Inc. Share
An Equal Employment Opportunity Commission discussion letter states that nothing in the Americans With Disabilities Act or the Age Discrimination in Employment Act prohibits an employer from hiring only people with disabilities, or people over 40, or from discriminating against people somewhat over 40 in favor of people even older. The language of these laws covers only one-way discrimination; they do not cover those without disabilities or the more youthful. This is different from other EEOC laws, which prohibit discrimination against any race, any religion, any national origin and both genders, equally; one cannot discriminate in favor of one over another. More
Are cultural fit and comfort still the rules in hiring?
Human Resources Executive Online Share
A study from Northwestern University suggests that, despite the inroads in diverse hiring practices, hiring managers — at least those in the professional-services industry — are still putting their own personal likeability factors and comfort zones above skills when determining a candidate's job fit. More
Pregnancy discrimination: A real-world challenge
The Philadelphia Inquirer Share
Under current law, U.S. employers are not required to make even minimal accommodations for pregnant women, leaving many with no choice but to leave a job that they truly want or need. How did we get here? When Congress passed the Pregnancy Discrimination Act of 1978, women won the right not to be treated adversely because of pregnancy, childbirth or related medical conditions, and the right to be treated at least as well as other employees. As a result of a loophole, pregnant women are protected from being treated differently than other workers but employers are not compelled to make reasonable accommodations for the pregnant women. More
EEOC issues new workplace guidelines to protect victims of domestic violence and stalking
Crain's Cleveland Business Share
Although the legal system still has a long ways to go in developing better safeguards for victims of domestic violence, sexual assault and stalking, a recent action by the U.S. Equal Employment Opportunity Commission signals that the government is taking steps to ensure that employers protect these victims under Title VII and the Americans with Disabilities Act. More
Study identifies strategies to help minority students in med school
Medical Express Share
While minority populations are rising throughout the country, enrollment by minority students in the nation's medical schools has stagnated. Further, some data show that non-white students face a greater likelihood of academic withdrawal or dismissal, or graduate without passing key exams on their first try. More
Termination for being too attractive not sex discrimination
In December, the Iowa Supreme Court dismissed a case filed by Melissa Nelson, whom the court described as an "irresistibly attractive" dental assistant who worked for James H. Knight's dental practice. Nelson alleged that she "did not do anything to get herself fired except exist as a female." The decision has received much press and deserves a look to see the court's distinction between sex discrimination and a lawful termination. More