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ASHHRA Webinar and Mentoring Program
Why a Vendor Management System is Critical for Staff Managers
Date: Thursday, Feb. 26, 2015
Time: 1:00 p.m. ET, 12:00 p.m. CT, 11:00 a.m. MT, 10:00 a.m. PT
Duration: 60 minutes
Presenters: Ian Quinn, staffing & respiratory manager/project manager, Hospital Operations and Nursing Labor, Weiss Memorial, Chicago, Illinois
Price: This webinar is for ASHHRA members only and is free.
This webinar has been approved for 1.0 recertification credit hour for HRCI and CHHR.
Nurse staffing levels go up and down. That's a fact of health care life. If you're like most, filling openings with contingent labor is a constant headache. So how are you managing a swaying census? Register now.
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 2015 Regional Symposium and Summer Enrichment Program (SEP)
2015 Regional Symposium Features "Best In Class" Hospitals
Registration is open for the Institute for Diversity’s upcoming Regional Symposium, “Building a Diverse and Inclusive Workforce: Voices from the Best in Class Hospitals,” which will take place March 4 in Dallas, Texas, and precede the Association for Community Health Improvement (ACHI) annual conference. Panelists from Christiana Care Health System, ICON Hospital and Texas Health Presbyterian will discuss disparities reduction, diversity management, leadership and governance and cultural competency, as detailed in the latest symposium agenda.
Don’t miss this opportunity to network and share successful strategies and practices with other national and regional diversity and health care executives – register today! For more information, 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.
In the year 2025
As workforce demographics continue to shift, the diversity and inclusion function is poised to evolve as well. In today’s era of business, technology, leadership styles, community and the nature of education, all appear likely to play a role in diversity’s strategic future in the enterprise. Yet to understand where diversity and inclusion are headed, it’s first important to get a sense of how it got to where it is today. In this light, data from the United States Bureau of Labor Statistics shows a significant shift in workplace demographics. Not only is the shift profound since diversity earned its keep as a back-office department nearly 40 years ago, but the function has also grown into more of a strategic driver of business just in the last decade.
A culturally diverse workforce could be a boon to your business
Each year, Diversity Inc. selects the organizations for its "Top 50 Companies for Diversity" list, and the organization's research shows that more diverse companies are more profitable. At face value, it may seem like having a diverse staff is unrelated to powerful bottom-line results. But a company culture that values cultural diversity -- including racial, ethnic, language and religious diversity -- can translate directly into greater profits.
Practical tips to recruit women leaders
A study conducted by Pepperdine University followed 215 Fortune 500 companies over a 19-year period to determine what effect women in leadership had on the company's performance, if any. They looked at three performance measures: revenues, profits as a percentage of assets and profits as a percentage of stockholder's equity. They found that "Fortune 500 firms with a high number of women executives outperformed their industry median firms on all three measures." And it wasn't just a slim majority of companies. Nearly two-thirds of firms with more women outperformed the average firm on all three measurements. So research shows having women executives improves your bottom line, but if your leadership team is predominantly male, how do you attract qualified women leaders?
The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest
Leaders need to speak from the heart on gender diversity
King's College London recently interviewed a group of big-business CEOs to understand what they see as the hurdles preventing women from reaching senior management roles. The CEOs – predominantly men – gave an array of interesting opinions. But what came through loud and clear was the mea culpa: it's our failure as leaders. The 15 male CEOs, plus five female CEOs, were brave enough to admit that they had not done enough to drive through change.
Out, proud and supported
Human Resource Executive Online
With new research finding large employers embracing their LGBT workers like never before, experts say HR leaders can play a crucial role in demonstrating support for these employees by promoting employee-resource groups geared toward them.
More than 135,000 HR professionals around the world make a statement with just three or four letters—their HRCI credentials. HRCI credentials speak volumes of commitment, credibility and capabilities in HR. Turn 2015 into a banner year of success. Get HRCI certified.
Women shouldn't have to lead like men to be successful
When we talk about feminism in the workplace, we generally discuss the importance of empowering women. When we say empowerment, what we are really suggesting is that women act more like those who have long been historically empowered — men. We ask women to embody the characteristics we often attribute to men in the workplace — aggression, boldness, forthrightness, risk taking — as if these are the only characteristics that can contribute to professional success.
Pop goes the age discrimination bubble
The popular narrative holds that age discrimination is off the charts and employers can’t shed workers past 50 quickly enough. Yet age-related complaints filed with the federal government fell for the sixth consecutive year in 2014, and the percentage of cases found to be reasonable have been trending lower for two decades. Certainly, there remains cause for concern. The 20,588 charges filed under the Age Discrimination in Employment Act are higher than in any year before the recession. But the number is down from 21,396 in 2013 and from a peak of 24,582 in 2008, according to new data from the Equal Employment Opportunity Commission.
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