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Apr. 19, 2013


Hello ASHHRA and IFD Members:

ASHHRA Webinar
Legal and Regulatory Oversight of Hospital Employment Relationships
Friday, May 3
2 p.m. ET (1 p.m. CT, 12 p.m. MT, 11 a.m. PT)
60-minute webinar

The AHA and ASHHRA invite you to participate in a 60-minute webinar to review the dizzying array of federal and state regulators of hospital employers, and learn about what initiatives they will focus on in 2013 that can affect hospitals' labor relations environment and employment relationships. Hospitals face significant regulatory oversight as employers, in addition to the oversight as provider organizations. Health care employers are under increasing scrutiny and enforcement from a variety of regulatory agencies involved in labor and employment, from the National Labor Relations Board to the U.S. Department of Labor to the IRS, as well as state agencies.

This webinar will identify the new and existing agency initiatives that are likely to impact your organization, and what steps some health care employers are taking to prepare for and address issues raised by the regulatory requirements and targeted enforcement efforts of the agencies.

Moderated by AHA assistant general counsel, Lawrence Hughes, the webinar will feature as faculty, AHA's outside labor counsel, F. Curt Kirschner, Jr., partner, Jones Day; Brandon Melton, senior vice president, human resources, Lifespan Corp.; Jill Ragsdale, chief human resources officer, Mayo Clinic; and Mark Edwards, vice president and chief labor and employment counsel, HCA.


Register Now

You will receive confirmation of your registration including the link for the webinar and audio dial-in information after you have submitted any required registration information.

IFD Webinar

Promoting Effective Communication through Joint Commission Initiatives and the Affordable Care Act
Tuesday, April 30
10 a.m. PT, 11 a.m. MT, 12 p.m. CT, 1 p.m. ET
90-minute webinar

Presenter: Christina Cordero, PhD, MPH, Associate Project Director, Department of Standards and Survey Methods with The Joint Commission

*Price: *Free for Institute members | $99 for non-Institute for Diversity members

*Note: Many ASHHRA members are also IFD members. Feel free to contact Pamela Janniere, Manager of Membership and Education, to see if your organization is a member at 312-422-2691 or email:

This 90-minute webinar will provide an overview of the organization's requirements for data collection and language access, as well as elements of the Affordable Care Act's provisions. For more details and to register, please click here or contact Pamela Janniere at 312-422-2691 or by email at



Are female leaders constantly tapped for crises?
Diversity Executive
Although generally underrepresented in leadership positions, women are more likely than men to be appointed as a leader when a company is in crisis. During the last eight years, the tendency of people to favor a female over a male leader in times of company crisis has been observed across a range of studies — including experiments that simulated a company crisis, archival studies that related company performance to CEO appointments and field studies that examined the leadership preferences of managers who make such hiring decisions. Together, these findings demonstrate the robustness of the phenomenon.
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10 best practices to improve hospital IT recruitment and retention
Becker's Hospital Review
To combat the healthcare industry's current talent shortage, further exacerbated by the need for skilled labor to sustain and optimize electronic health records and other system deployments, healthcare organizations should consider adopting the following 10 best practices. These guidelines can result in a dramatic shift by both improving the hiring of the right IT employees and supporting a comprehensive, long-term workforce growth strategy.
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How to start a resource group
DiversityInc has found an increasing interest in using resource groups for multiple business goals, internally and externally, and in having leaders from a variety of levels and functions within the organization. There is a direct data correlation between higher membership and increased racial/gender representation at various management levels, according to analysis of the DiversityInc Top 50. So how do you start a resource group?
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Corporate diversity is more than a quota
With the Supreme Court currently ruling on landmark legal issues including affirmative action this year, the issue of diversity has again become a hotly contested political and cultural debate. Like some prestigious institutions of higher education, diversity in corporate America is still very much lacking, but certain companies are leading the way when it comes to recruiting diverse applicants, cultivating that talent and moving them up the corporate ladder. Several companies that truly value diversity spoke with to explain why it is essential to their success
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The unintended consequences of office social events
Human Resource Executive Online
New research finds that, while social events help homogenous teams form close bonds, they do not have the same benefits for racially diverse groups of co-workers.
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Sexual harassment shows no boundaries
By Will Lucero
Many people personalize workplace situations. This involves emotions, basic emotions, real personal emotions. Personalizing things is good if it's directed in a positive way, for the right reasons — being a good employee, taking pride in your work, customer relations and/or loyalty to your company. Personalizing issues for the wrong reasons — greed, sex, discrimination, retaliation — will ultimately result in disaster.
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Hire the quiet neurotic, not the impressive extrovert?
Most leaders are attracted to the guy or woman who seems confident and outgoing, unafraid in any situation or facing any challenge. They expect an extrovert to infuse any team with energy, to push ahead on projects and to motivate colleagues to do their best work. Meantime they have low expectations of anyone who appears neurotic, who seems withdrawn and too anxious to live up to their potential. Leaders expect neurotic employees to contribute little and to drag down colleagues' morale. Not true, says a new study by Corinne Bendersky, an associate professor at UCLA's Anderson School of Management.
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Affirmative action in employment
Thomson Reuters News & Insight
The Supreme Court has not yet squarely addressed the question of whether promoting diversity can be a sufficient justification for an employer to consider race or another protected characteristic when making employment decisions. Yet, in expanding diversity programs, many employers have been relying on guidance from the Court's decisions on affirmative action in the higher education context.
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Switch from time to task
Diversity Executive
In most organizations today, jobs and the corresponding compensation are based on units of time — for example, a salary that assumes a 40-hour work week, or pay for hourly work. But there are many types of work, some of which make sense to define by time, but others may be better reflected using other approaches. It's time to develop a diverse array of job classifications, each with its own appropriate approach to remuneration.
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HR Implications of a Perez Confirmation
Human Resource Executive Online
While the battle over the appointment of Thomas Perez as the next Secretary of Labor may be shaping up along traditional political lines, experts agree the civil-rights lawyer's confirmation may have a significant impact on HR.
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eNewsBrief: Hot Topics in Diversity
Colby Horton, Vice President of Publishing, 469.420.2601
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Shawn Smajstrla, Senior Business Editor, 469.420.2605   
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