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Hello ASHHRA and IFD Members:
ASHHRA Annual Conference, Webinars, Health Care HR Week, HR Metrics Tool
Save the date and watch your email to register in early March!
Interested in submitting a poster presentation for the conference?
Maybe you missed submitting a proposal for the call for presentations. If so, please consider submitting for the call for poster presentations by April 14, 2017. More information can be found here.
The Labor and Employment Agenda for 2017 –
Unions' Next Moves and What Healthcare HR Professionals Should Know
Tuesday, March 7, 2017
1:00pm ET, 12:00pm CT, 11:00am MT, 10:00am PT
(60 minute webinar)
The webinar will review union organizing trends in health care, and anticipated strategies labor unions may use considering Washington's changing landscape and union organizers' increasing use of social media. This session will include a review of best practices to prepare for and prevent union organizing activity, including corporate campaigns, with an emphasis on improving engagement and communications.
ASHHRA Members: $29.00
Advanced registration is required, click here.
Health Care HR Week: March 12 – 18
- G. Roger King, HR Policy Association, ASHHRA At-Large Advocacy Committee Member
- Jim Trivisonno, President, IRI Consultants, ASHHRA At-Large Advocacy Committee Member
- Harry I. Johnson, Partner, Morgan Lewis and former NLRB member
How are you recognizing Health Care HR Week? Share your ideas with us at email@example.com or tag @ASHHRA on Facebook or Twitter with #hchrweek. Click here for ideas and resources, including promotional items you can order!
Our Future is Now:
The Case for Succession Planning and Development
Tuesday, March 14, 2017
1:00pm ET, 12:00pm CT, 11:00am MT, 10:00am PT
This webinar will provide an overview of succession planning and examine the most important elements for creating an effective plan. Since succession planning doesn't end with a succession plan, the importance of aligning the succession planning process with talent development strategies will be explored in detail.
You are invited to join this ASHHRA webinar to celebrate Health Care HR Week 2017! Register now and invite your colleagues to understand the critical elements of succession planning.
ASHHRA Members: FREE
Advanced registration is required, click here.
SPEAKER: Lillian J. LeBlanc, Executive Leadership Development, Baptist Health South Florida
Participate in the 2017 HR Metrics Tool!
Hurry and sign up now before the data collection period ends!
Conference, Webinar, Award Submission, Symposiums
Attend the Association for Community Health Improvement National Conference
March 9-11, 2017 – Denver, Colorado
Join the Institute for education, networking and best practice sharing at the Association for Community Health Improvement’s national conference. This informative conference also supports the essential work of population health with a focus on diversity management. Register today! Contact us at firstname.lastname@example.org with any questions.
The Changing Law of Language Access: Making Progress in Turbulent Times
March 14, 2017, Noon – 1:30 pm CST
Join the discussion on how hospitals and providers can continue to make progress in the language access field as we explore:
Non-Institute for Diversity Members: $99.
- The “Business, Medical and Legal Cases” for language access in healthcare
- The current state of language access law for LEP and Deaf and Hard of Hearing patients
- New 2016 changes to Section 1557 of the Affordable Care Act (ACA)
- Best practices for making language access improvements in turbulent political times
- Register Today - Complimentary for Institute for Diversity Members
Click here for more information on membership
Accepting Equity of Care Awards Submission
We are accepting applications for the 2017 Equity of Care Award. This prestigious award is presented annually to hospitals or health systems that demonstrate a level of success in reducing health care disparities and advancing diversity that supports and closely matches the goals of the National Call to Action to Eliminate Health Care Disparities.
To apply: Please click here to access the online application. In addition to completing the application, you may also submit supplemental materials that further demonstrate your work in health equity. Documents such as dashboards, scorecards, reports, etc. can be emailed to email@example.com after you have submitted your online application. If you choose to email supplements, please type ‘2017 EOC Award Submission’ in the subject line. It is important to know that only those submissions using the online application will be accepted for review.
Submission deadline: Please submit the online application and optional supplements by 11:45 p.m. CT on Wednesday, March 15, 2017.
Regional Symposium Workshop: Aligning Cultural Competency to Improve Safety, Quality and Equity
March 29, 2017 1:00 – 4:30 p.m. ET – Baltimore, Maryland
Discusses practical strategies of how cultural competence can reduce racial and ethnic disparities, and improve safety, quality and patient experience outcomes in health care.
SPECIAL MEMBERS-ONLY PRICING available. PROMO CODE: IFD2017
IFD Member: $ 175. Registration is required in advance.
#123 for Equity Training Symposium
March 30, 2017, 8:00 a.m. – 3:45 p.m. ET – Baltimore, Maryland
To register and for more information, click here.
Hosted by the Maryland Hospital Association, the Institute for Diversity in Health Management (IFD) and the Disparities Solutions Center (DSC) are jointly conducting regional day-long training sessions over the next two years to provide effective strategies to achieve the #123forEquity pledge goals. The curriculum will focus on improving health care quality, increasing diversity and inclusion, and achieving health equity for all.
Becker's Hospital Review
Employer reports of bigoted or inappropriate comments made by customers to employees or other patrons have become increasingly common for employers in all industries. In the health care industry, this often takes the form of a patient requesting care from employees of a specific race or color. Honoring such discriminatory requests is a risky proposition. Failing to neutralize these situations may not only have a negative effect on workplace morale, but could also lead to discrimination claims. This article outlines recent court decisions involving race-based patient staffing requests and discrimination claims that resulted from honoring such requests. It concludes with recommendations on how best to proactively address these situations before they become public relations nightmares or legal headaches.
As leaders, our words and actions have a great impact on workplace diversity. Here are several simple things you can do at work that will make your workplace more inclusive, while boosting morale and increasing performance.
Harvard Business Review
There is stigma around doing “women’s work,” with men being reluctant to take jobs that require tasks that are associated with femaleness, such as hands-on care for an elderly person or child. In many ways, the election of Donald Trump brought this reluctance to the forefront; it is far more appealing to be promised manufacturing jobs than it is to be told you have to do “women’s work.” A recent study published in Gender & Society, looks at how this combination of gender stigma and compensation play out.
Increasingly, health care organizations have recognized that a diverse executive team leads to better performance and improved outcomes because innovative ideas are brought to the table. Yet, women are often passed up for leadership roles despite the fact they dominate the health care industry for entry level and lower management positions.
Those leading health care information technology departments are leading staffs that have become more diverse, and that’s increasing the need for expanding diversity among the execs that lead them. The College of Healthcare Information Management Executives is taking on that challenge as it begins plans to develop programs that expand leadership training for women and minorities. The organization, which represents healthcare IT executives nationwide, says it will boost leadership among women and minorities through mentorship and focused professional development.
While diversity training programs are a good way to build awareness of cultural differences, they usually are not as effective at changing attitudes and behaviors toward diverse groups in the workplace, according to new research from the University at Buffalo School of Management. Published in Psychological Bulletin, the study found diversity training can be successful — but that results vary widely based on the content and length of training and whether it was accompanied by other related initiatives.
By Ryan Diller
Transgender inclusion is not only a civil rights issue but also a business issue. Forbes estimates that North Carolina's controversial HB2 law has cost the state at least $630 million in lost business. Currently, 20 states and several cities already have anti-discrimination laws based on gender identity, making lawsuits a possibility for businesses that fail to accommodate trans customers and employees properly. Here are four ways to show your business is committed to being a trans-friendly workplace.
That a greater representation of women in an organization broadens the range of perspectives in the decision-making process, stimulates critical thinking and creativity and heightens business results and profitability, is no longer breaking news. While the gender dividend is clear and compelling enough to trigger drastic action, little has changed even though the advancement of women has been a focus of many corporations for over 25 years.
The problem of creating a more diverse workforce won’t be solved in a year or two, as there are larger macroeconomic and social issues at play. There needs to be a balance between hiring the best candidate and leadership being intentional about bringing different kinds of people into the organization. Diversity in the workplace is an important issue. Without a clear strategy and approach, it can be distracting for leaders or worse, ignored.
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