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eNewsBreif: Hot Topics in Diversity
March 6, 2009
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Dear ASHHRA and IFD Members,

ASHHRA and the IFD request your participation in valuable initiatives:

I) ASHHRA/IH Strategies National Health Care Staff Compensation Survey
II) IFD Summer Enrichment Program (SEP)
III) IFD Diversity Dialogue

I) ASHHRA / IH Strategies National Health Care Staff Compensation Survey

This proprietary survey is our second annual compensation survey with participant information from ASHHRA and IH Strategies in a single comprehensive survey. The survey measures salaries, special pay practices, incentives, and benefits. The participation period is Feb. 23 – April 3 and the published report will be available in August of 2009. All ASHHRA participants will receive a 10% discount on the survey report. Visit for participation instructions and call Sharon Allen at (312) 422-3722 if you have any questions.

II) Summer Enrichment Program and Diversity Dialogue Updates

Everyday, the United States becomes more diverse. It is critical that your facility is able to competently service these diverse populations who have complex health care needs. Becoming a Summer Enrichment Program (SEP) Host Site is an excellent way to help fill your leadership pipeline with diverse talent. Additionally, becoming a Host Site is an economical way to receive superior candidates and reduce recruiting expenses for your future senior health care administration executives. The Institute conducts the necessary screening and recruitment work at a fraction of the usual search cost.

Visit our Web site,, for more information about the SEP or to register your health care organization as a Host Site. Please contact Pamela Janniere, Educational Programs Consultant, at or at (312) 422-2658 with any questions. We look forward to your participation in this important program.

III) Diversity Dialogue

Register for our upcoming Diversity Dialogue, “High-Tech Solutions for LEP Patients,” which will take place Tuesday, March 17, from 12:00-1:30 p.m. Central Time. Click HERE to register and contact Zach Benjamin, Membership Program Specialist, at or at (312) 422-2691 with any questions.


Fred Hobby
Institute for Diversity
Cathy Sewell, MBA, CAE
Executive Director

Diversity vs. Affirmative Action
from Workplace Diversity Examiner
The concepts of diversity and affirmative action are often confused with each other, but there are substantial differences between the two. Affirmative action is part of a panoply of laws, regulations, and agencies that were designed to remedy socio-historical inequities, and are generally limited to addressing historical discrimination against groups such as women and people of color. Diversity, on the other hand, is a more inclusive concept and includes people of various religions, marital status, sexual orientation, economic status, and a variety of other different states of being. More

White House Health Care Summit a First Step to Overhaul
from USA Today
President Obama told the nation's leading experts on health care Thursday that Americans are "desperate" for an overhaul of the expensive system, and he urged them to "get to work" to pass legislation this year. More

Study: Respect Outranks Financial Stability on the Job
from Pacific Business News
Aretha Franklin sang about it and Americans value it. Respect, that is. A new study by Tampa, Fla.-based AchieveGlobal found that employees value respect as the most important job attribute, regardless of what generation they are from. The study aimed to measure the role that generational diversity plays with regard to job performance, work team interaction and perceived skill sets. More

Obama Taps Sebelius, DeParle for Health Posts
from CNN
President Obama announced his choices for two key health care positions this week, tapping Kansas Gov. Kathleen Sebelius for health and human services secretary and former Clinton administration official Nancy-Ann DeParle as White House health care czar. As director of the White House Office on Health Reform, DeParle will work with Sebelius as the president's point person coordinating outreach to Congress on the administration's ambitious health care reform agenda. More

   Product Showcase: Findley Davies

Findley Davies, Inc., a human resources consulting firm, announced today the release of Best Practices for HR in a Down Economy. This list of best practices has been created by Findley Davies to help guide employers and HR leaders as they work to drive value in difficult economic times and navigate the uncertain legislative landscape created by the change in government leadership. Best Practices for HR in a Down Economy is a resource that employers and HR leaders can utilize when addressing the various issues created by the economic recession and change in leadership in the United States. More info

Matters of the Heart: Doctor Mom
from Minneapolis Star Tribune
Heart disease kills more women than all cancers combined, including breast cancer, and it claimed some 460,000 lives last year. Yet only 8 percent of practicing cardiologists are women, according to a recent survey in the Journal of the American College of Cardiology. More

Regulating Genetic Bias
from Human Resource Executive Online
The EEOC is seeking public comment on proposed rules to implement the genetic-discrimination law passed last year. The regulations address situations when an employer inadvertently obtains prohibited information − the so-called "water cooler" exception. More

Diversity’s Competitive Edge
from The Financial Post
Amidst budget cuts, layoffs and widespread uncertainty, diversity may not appear to be a business priority, but increasingly it is becoming a key component of successful business strategy as companies seek to create a competitive edge in these challenging times. A more diverse workforce means greater diversity of thought, approach, and understanding. More

Pregnancy Gets Punishing at Work
from The Med Guru
Partiality and workplace discrimination worsen with the weakening economy and pregnant women often suffer badly, according to two recent studies. A pregnant woman has high chances of becoming a victim of discrimination at work, and the bias only rises with the sliding economy. People tend to feel threatened by outside factors such as finances, leading to a rise in discrimination at workplace. More

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