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ASHHRA Webinar and HR Metrics Tool
Take Your Healthcare Provider Background Screening Pulse
Date: Thursday, June 18, 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: Diana Acuna, Director, Healthcare Solutions, First Advantage
Price: ASHHRA Members: FREE; Non-ASHHRA Members: $24.99
Approved for 1.0 CHHR and HRCI recertification credit hour.
Current estimates project health care hiring will have soared 30 percent between 2010 and 2020, with an increase of more than 4.2 million jobs, according to a Healthcare Employment Projections report from The Center for Health Workforce Studies. Is your background check program ready to support increased hiring and help you verify qualified applicants? In 2014, First Advantage surveyed health care providers to uncover background check program risks you may face. Attend this event to find out what was found and to benchmark your practices against what best-in-class health care companies screen to prepare for the hiring surge.
So you missed the registration period for the HR Metrics Tool?
We can help!
The registration period for the HR Metrics Tool has officially passed. However, if you're interested in learning more about how to become a late participant or register to purchase the results from the survey, please contact Shebani Patel at firstname.lastname@example.org.
IFD Webinar, Fall Enrichment Program (FEP) and Certificate in Diversity Management in Health Care (CDM) Fellowship
June Diversity Dialogue: Best Practices in LGBT-Patient Centered Care for Hospitals
Date: Tuesday, June 23, 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
Tari Hanneman, Health and Aging associate director, Human Rights Campaign
Marci Hoze, director, Patient Care Services, UC Davis Medical Center
Price: 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 email@example.com.
This webinar is presented in conjunction with the Rainbow Healthcare Leaders Association and will discuss best practices currently recommended to hospitals in the LGBT realm as well as key factors that lead hospitals to improve their policies and practices regarding LGBT patients and employees. To register for this webinar, please click here.
New Institute Program Matches Hospitals with the Health Care Leaders of Tomorrow
Registration will open soon for the Institute’s inaugural Fall Enrichment Program (FEP), a 10-week immersive internship program for academically-strong minority graduate students. Based on the success of the Institute’s Summer Enrichment Program, this internship provides hospitals the opportunity to increase diversity in health care management by offering recently graduated minority students full-time work experience in some of the nation’s top health care facilities. Internships will take place from August 31 through November 6; registration is limited to the first 20 participating hospitals.
For more information, please contact Chris Biddle, membership and education specialist, at 312-422-6658 or firstname.lastname@example.org.
Help Meet the Needs of Changing Patient Populations
The Institute is currently accepting applications for the fifth cohort of students in its Certificate in Diversity Management in Health Care (CDM) fellowship, designed to help diversity practitioners develop leadership competencies needed to bring about change in their organizations and communities. This 12-month fellowship includes online classes and on-site learning forums taught by some of the nation’s leading hospital-based diversity practitioners. Among other areas, the CDM provides strategies to promote a culturally competent workforce, enhance language services, decrease disparities and increase supplier diversity. The CDM is a recognized credential by the American Hospital Association, American Leadership Council for Diversity in Healthcare and the Health Research & Educational Trust. For more information on the fellowship, click here or contact Craig Blassingame, Institute programs & operations specialist, at (312) 422-2693 or email@example.com.
Eliminate inclusion barriers
Diversity fatigue is common even among committed diversity and inclusion practitioners and advocates. A 2012 McKinsey report revealed that diversity sits very close to the bottom of the agenda for the majority of human resources professionals in large firms. The constant battle to get diversity and inclusion on the agenda, and then get it funded well enough to achieve tangible gains, can be exhausting.
There is no 'I' in teams. But there is an 'I' in diversity and inclusion
There are challenges and solutions associated with the implementation of successful diversity and inclusion strategies. The development of diverse and inclusive teams and the application of successful diversity and inclusion concepts and principles can be the key to success.
Directing next-level diversity
"The business case for diversity and inclusion has been made,” says Alan Bryan, associate general counsel, outside counsel management at Wal-Mart Stores, Inc. He's not wrong. A 2014 Gallup study of more than 800 business units found that gender-diverse business units increased profits by at least 14 percent over those dominated by one gender. Other studies have resulted in similar findings for racial diversity. And yet, many corporations struggle to initiate diversity programs. For some, the output seemingly wouldn't match the return. Others may not see the potential benefits. Still others may be interested in such a program but may not know where to start.
Are you needlessly suffering the natural consequences of diversity?
By Hank Boyer
What do you think about when you hear the term "diversity in the workplace"? Differences in ethnicity? Culture? Gender? Language? In 2015, it is hardly a new concept to be working side by side with a person of a different race or accent or upbringing. We don't stop the assembly line when some who is different from us walks onto the plant floor. The globalization of the economy means people with vast differences are cast into a workplace brimming with diversity.
The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest
When family-friendly policies backfire
The New York Times
In Chile, a law requires employers to provide working mothers with child care. One result? Women are paid less. In Spain, a policy to give parents of young children the right to work part-time has led to a decline in full-time, stable jobs available to all women — even those who are not mothers. Elsewhere in Europe, generous maternity leaves have meant that women are much less likely than men to become managers or achieve other high-powered positions at work. Family-friendly policies can help parents balance jobs and responsibilities at home and go a long way toward making it possible for women with children to remain in the work force. But these policies often have unintended consequences.
Are you a change agent?
Forget work-life balance. If diversity leaders want to make a difference, they'd be better off encouraging mind-heart balance so employees can get out of the way of each other’s — and their own — brilliance and excellence.
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.
The Caitlyn Jenner spotlight: Helping employees transition in the workplace
The national conversation taking place in response to Vanity Fair's article introducing Caitlyn Jenner (formerly Bruce Jenner) to the world should serve as a reminder to employers of the importance of having policies and practices in place to accommodate transgender employees in the workplace, according to attorneys and advocates.
Millennials put low value on high salary
This year, millennials (defined as people born between 1981 and 1997) became the largest generation in the American workforce, surpassing Generation X (people born between 1965 and 1980) for the first time. Since they now represent the majority of employees and potential hires, it is important for managers to be aware of what millennials value most in a job.
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