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ASHHRA Webinar, 50th Anniversary Annual Conference, Grants and Scholarships for the Annual Conference
Implications of the ACA: What Will Become of Retiree Health Care Benefits?
Date: Tuesday, June 17
Time: 1 p.m. ET, 12 p.m. CT, 11 a.m. MT, 10 a.m. PT
Duration: 60-minute webinar
Paul Fronstin, Ph.D., director, Health Research & Education Program, Employee Benefit Research Institute
Richard Ward, director, Retirement Healthcare Products, TIAA-CREF
Price: ASHHRA Members: FREE; Non-Members: $69.00; Register Now
As employers manage the implementation of the Affordable Care Act (ACA), the pace of change in health care continues to accelerate, providing new and complex challenges to employers. This session will examine the impact of the Affordable Care Act — specifically the emergence and evolution of health care exchanges — on workforce management issues.
Register Today – The ASHHRA 50th Annual Conference & Exposition
Registration is open for the annual conference to be held this year in Chicago, Ill., from September 27-30. As this year is the 50th anniversary of the ASHHRA annual conference, the theme will be “Honoring our Past/Preparing for our Future.” All health care HR practitioners, consultants, students and retirees are encouraged to attend. As a reminder, non-member registration INCLUDES one year of ASHHRA membership, and ASHHRA members can renew their membership with registration. Register for the ASHHRA 50th Annual Conference & Exposition here.
Grants and Scholarships for the ASHHRA Annual Conference Available to YOU!
ASHHRA offers financial assistance to attend the annual conference through the ASHHRA MetLife Conference Scholarship and the HealthcareSource New-to-the-Profession Grant. The deadline is today, June 13.
IFD Webinar, Summer Enrichment Program and National Leadership & Education Conference
Diversity Dialogue – LGBT Health Care
Date: Thursday, June 26
Time: 1 p.m. ET, 12 p.m. CT, 11 a.m. MT, 10 a.m. PT
Duration: 90-minute webinar
Presenter: Shane Snowdon, director, Health and Aging Program with the Human Rights Campaign
*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, marketing and education, to see if your organization is a member at 312-422-2691 or email email@example.com.
Registration is open for the Institute’s next Diversity Dialogue, “Your LGBT Patients and Employees: The Challenges They Face — And How You Can Help.” This webinar will discuss the varied aspects of lesbian, gay, bisexual and transgender (LGBT) health care as well as policies and best practices for providing patients with equitable care. Shane Snowdon of the Human Rights Campaign will discuss the concerns LGBT people have as patients and employees and how all organizations — small or large, religiously affiliated or secular, urban or rural — can help them feel as welcome as their neighbors and co-workers. Ms. Snowdon will also discuss LGBT-related requirements and recommendations from The Joint Commission, Center for Medicare & Medicaid Services, HHS Office of Civil Rights and the Equal Employment Opportunity Commission, among others. To register for this webinar, click here. For more information about this Diversity Dialogue, click here.
How to Master the Art and Inner Game of Personal Branding
Date: July 15
Time: 2:00 p.m. ET, 1:00 p.m. CT, 12:00 p.m. MT, 11:00 a.m. PT
Duration: 90-minute webinar
Presenter: Sherrin Ross Ingram, JD, chief marketing strategist, International Center for Strategic Planning
Price: $39.99 for ASHHRA, IFD and AHVRP members (and any AHA PMG member); $59.99 for non-members
To register, click here.
Recognition, rewards and advancement often go to the person most capable of communicating their value rather than the person most competent for the job. Learn how to master the mindset and strategies required for extending your influence and getting all you want and deserve in your career. Sherrin Ross Ingram is a frequent keynote speaker on strategy and business development at the SHRM Annual Conference and at regional meetings and conferences.
5 reasons why diversity is crucial for success
By Scott Steinberg
As you may have noticed, most working professionals tend to surround themselves with like-minded individuals who have similar backgrounds, experiences and education. But while it's important that everyone on a team buy into the same overarching vision and share similar goals, there are some compelling reasons why it's crucial to work with others who possess different perspectives, skills and thoughts on how to achieve desired outcomes — even if their opinions may run counter to ours.
Analytics alone won't foster workforce diversity
Employee Benefits News
Instead of looking outside to increase workforce diversity, companies should first look inside and develop an internal labor map of their own workforce. But, experts caution, analytics alone won’t create greater diversity and should be used in conjunction with other tools.
Whether you’re just entering the field or brushing up on your skills, AHIP’s online courses and professional designations will help improve job skills and performance. Benefit from innovative courses focused on current health care trends and policies, including training on: exchanges, Medicare, health care IT and ACA compliance.
Getting diversity and inclusion right in your company
Many companies pour money into diversity and inclusion initiatives only to find themselves stuck and their pipelines empty. How truly diverse and inclusive is your organization? Are women, minorities, people of different generations, ethnicities, races, religions, gender identities and sexual orientations all included?
Bill would remove cap on number of residencies at teaching hospitals
Becker's Hospital Review
A new bill intends to increase the number of primary care physicians by removing the cap on the number of federally funded residency slots at teaching hospitals, according to a Philadelphia Inquirer report. The bill would also require the National Health Care Workforce Commission to submit a report on specialty physician shortages to Congress by Jan. 1, 2016, and the Government Accountability Office to report on methods for increasing diversity among health care professionals.
"We were able to screen 1,011 people—that’s 1/3 of our employees—in just one day through the SPOTLIGHT™ Event…which means we gain the time to pay attention to other programs that make a difference in the health and wellness of employees.” Visit www.tspot.com to learn more.
Inclusiveness means giving every employee personal attention
Harvard Business Review Blog Network
Too often the term “inclusive leadership” is used as a buzzword, read through the lens of demographics. When someone says a leader is inclusive, we might assume that he’s a supporter of women and minorities. But inclusiveness is about more than gender, racial or cultural diversity. What matters most is a fundamental mindset that embraces every person as an individual and helps them bring who they are – both their backgrounds and their opinions – into the workplace.
When the board isn't on board
In the business of diversity, when the board supports elimination of diversity and inclusion efforts as a cost reduction measure because the CEO says so, the die has been cast. These actions explicitly say diversity means nothing to the business and the business can continue without it. Even worse is when the board eliminates diversity without conducting a thorough analysis of brand impact, brand equity, employee promise and developing market possibilities. If board members ask these questions, however, diversity executives must have the answers.
More advice on bridging the generational divide
A growing diversity concern in the American workplace is the increasing generational divide. With at least four generations at work now, organizations are struggling to find ways to manage age-related challenges, said AARP COO Jo Ann Jenkins during her opening address at ASAE’s 2014 Finance, HR, & Business Operations Conference. As Jenkins pointed out, though, age is really not the problem. The challenge is more about managing the differences in experience and motivation.
Survey shows HR professionals still seeking strategic role; most began in different field
The goal of many HR professionals of gaining “a seat at the table” with executive decision-makers continues to be a major challenge, a new survey indicates, possibly due to the fact that quite a high proportion of those in HR apparently never set out to make a career in the field.
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