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ASHHRA Mentoring Program
2015 Mentoring Program
The ASHHRA Mentoring Program is designed to create a mentorship community for health care HR professionals to enhance and grow knowledge, skills and abilities to excel in their career. Using the five competencies of the HR Leader Model, the program will become a resource for finding and developing talent to ultimately advance the growth of the health care HR profession.
The 2015 Mentoring Program is accepting registrations from practitioner members. If you are interested in participating in the Mentoring Program, complete and submit the requested information in the following link: ASHHRA Mentoring Registration.
Click here for a brief video of mentor and HR leader Maureen O'Keeffe talking about the vital role of mentorship.
IFD January Diversity Dialogue, 2015 Regional Symposium and Summer Enrichment Program (SEP)
Registration is open for the Institute’s next Diversity Dialogue, “Risk Profile of New Exchange Entrants: Implications and Opportunities for Health Care Systems.”
January Diversity Dialogue - Risk Adjustment
Date: Thursday, Jan. 29, 2015
Time: 1:00 p.m. ET, 12:00 p.m. CT, 11:00 a.m. MT, 10:00 a.m. PT
Duration: 90 minutes
Alexis Levy, director, HealthScape Advisors
Brandon Solomon, manager, HealthScape Advisors
Institute for Diversity Members: FREE; Non-Institute for Diversity Members: $99
Join the Institute, and the webinar is free. Click here for more information regarding membership.
If paying by check, please contact Pamela Janniere at 312-422-2691 or by email at email@example.com.
This webinar will help participants become familiar with risk profiles of commercially risk adjusted populations including the changing demographics and diversity of patients. Participants will also learn about the financial importance of risk adjustment to health plans and the impact it has on provider-health plan relationships. For more information and to register, click here. For more information and to register, click here.
Register Today – 2015 Regional Symposium
Registration is open for the Institute’s upcoming Regional Symposium, “Building a Diverse and Inclusive Workforce: Voices from the Best in Class Hospitals,” which will precede the Association for Community Health Improvement (ACHI) annual conference on March 4, 2015, in Dallas, Texas. Designed to help health care leaders increase diversity in their organization's workforce, leadership and governance , this symposium will feature “Best in Class” hospitals from the latest edition of “Diversity and Disparities: A Benchmark Study of U.S. Hospitals.” In addition, the symposium will feature insights into disparities reduction, diversity management and cultural competency. For more information and to register, click here.
Summer Enrichment Program (SEP)
Registration is open for the 2015 Summer Enrichment Program (SEP), the Institute’s 10-week summer immersive internship program for academically-strong minority graduate students. This program provides hospitals the opportunity to increase diversity in health care management by offering minority graduate students full-time work experience in some of the nation’s top health care facilities. More than 700 students have successfully completed the SEP program since the Institute’s inception in 1994. Institute members enjoy a $500 reduction in administration fees. Intern matching will begin in January 2015; internships will run June – August, 2015. Meet the health care leaders of tomorrow – take an SEP student today!
For more information, please click here or contact Chris Biddle, membership & education specialist, at firstname.lastname@example.org.
Disrupt the diversity status quo
Different organizations will inevitably be at different stages when it comes to managing gender diversity and reaping its benefits. But diversity executives should consider a basic process for ensuring gender diversity, consisting of these steps.
Why cultural competency matters in hospitals
As the nation's population grows more diverse, it's increasingly important to be aware of the influence of culture on everything from a patient's diet to attitudes about death and dying as we move to a patient-centered care model, says Joe Betancourt, MD, director of the Disparities Solution Center at Massachusetts General Hospital in Boston. He is co-founder of Quality Interactions, an organization that seeks to spread cultural competence in healthcare. "There is strength in diversity, but there are also challenges," says Betancourt. "Studies have shown that greater difficulties in communication lead to poorer patient experience, lower adherence and, ultimately, worse outcomes." HR, he says, is in the perfect position to make decisions that can lead to a more culturally aware and competent hospital. Unfortunately, this is an uphill battle for healthcare workers to fight.
Favoritism is no friend of diversity
Human Resource Executive Online
In this HRE Online blog post, Kristen Frasch writes, “I thought Martin Luther King Day might be a good time to reflect on the forces that make workplaces less diverse than they can and should be. Many are well-known and well-documented including discriminatory hiring and promoting practices, lack of disability accommodations, insensitivity to gender-identity issues, unequal pay … the list goes on.”
The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest
How corporate America is tackling unconscious bias
Equality is a worthy goal — but It’s tough to achieve when unconscious bias so pervades the American workplace. Certainly women have made inroads in corporate America, but a Pew Research Center survey points at why women struggle to climb to the corporate world’s highest ranks and often tone down their ideas, hide behind an agreeable facade or leave the workplace altogether. Four out of 10 surveyed in the Pew study said that there are double standards for women seeking the highest levels of leadership in politics or business. They added that women have to outshine their male counterparts, and more than one-third of respondents believe the electorate and corporate America are not ready to put more women in top leadership positions. That conclusion comes as no surprise to Howard J. Ross, a diversity expert who says “men are more likely, on television and elsewhere, to be seen in the workplace. It affects the way men see women and the way women see themselves.”
How prepared is your organization for an aging workforce?
New research from the Society for Human Resource Management indicates that only about a third of organizations are preparing for a workforce that skews toward older workers. Find out why recruiting, retaining and capitalizing on the know-how of older workers makes good business sense.
Older job seekers find ways to avoid age bias
The New York Times
Many older job seekers know age discrimination, although tough to prove, is a fact of life. But increasingly, they are finding jobs at smaller organizations including nonprofits, start-ups, small trade associations and niche educational programs. Typically, these are employers that operate with a spare staff and depend on the experience and expertise that comes with age.
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