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ASHHRA Webinar and HR Metrics Tool
Identifying and Engaging Employees with Chronic Conditions -- Making Your Wellness Program a Catalyst for Health Improvement
Date: Tuesday, June 30, 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
Presenter: Jane Ruppert, RD, LDN, CDE, vice president of health management, Interactive Health
Price: ASHHRA Members: FREE
Approved for 1.0 CHHR and HRCI recertification credit hour.
Chronic conditions are a significant issue that not only face hospital patients but many health care staff as well. As a growing number of hospital employees find themselves living with chronic conditions, many struggle with addressing these conditions. Wellness programs can serve as a valuable catalyst to help employees address their conditions and avoid becoming patients instead of caregivers. Uncover new ways to leverage your wellness program to drive engagement among employees with chronic conditions to help foster sustained behavior changes and management of their health. Learn how Interactive Health has worked with hospitals to identify employees with newly discovered and chronic conditions, help those employees address barriers to self-care and ultimately improve health outcomes.
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
SAVE THE DATE: July Diversity Dialogue: Business Resource Groups and Health Care Organizations
Date: Wednesday, July 29, 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
Linda Stokes, president and CEO, PRISM International, Inc.
Andres Gonzalez, vice president and chief diversity officer, Froedtert Health
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.
New Institute Program Matches Hospitals with the Health Care Leaders of Tomorrow
Registration is open 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 10 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.
For more workplace diversity, should algorithms make hiring decisions?
Humans are biased decision makers. One well-known and troubling example of this is the tendency for interviewers to hire candidates who remind them of themselves resulting in workplace homogeneity. One proposed solution is to try to remove some of those biases with systematic analysis of data — or in other words: Use an algorithm. Companies administer personality tests to candidates during screening, then use data analysis to determine its ideal hires. While the algorithm depends on what a company is looking for, common variables include using the data from personality tests to predict whether a candidate will quit or steal on the job.
Why cultural competency matters in hospitals
As the nation's population grows more diverse and hospital reimbursements are increasingly tied to patient satisfaction scores, clinicians must become more culturally aware.
Wanted: Inclusive leaders
Grow and innovate the business. Attract and develop the talent. This global executives’ mantra is uttered in boardrooms, in business class and in hallways as corporate leaders carom around the world. In Miami, nearly a dozen CEOs gather round a conference room table at our downtown Korn Ferry office. There they are, successful leaders in unrelated industries, yet they all face the same challenge: how to grow in a hypercompetitive world. They wonder if innovation and inclusion hold the answer.
The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest
How to create a more inclusive workplace for your diverse employees
A 2012 CEB survey revealed that 77 percent of executives feel a strong support for diversity initiatives. But we still have a long way to go, as the same study showed that just 40 percent of employees feel like their organizations are truly diverse and inclusive. To help steer things in the right direction, Google created a Diversity Core program and says it will devote $150 million this year toward broadening the diversity of its own workforce and the rest of the industry’s. Your company may not have hundreds of millions of dollars to spend on diversity initiatives, so here are four easy steps any organization can take toward becoming a place that accepts and embraces diversity.
Hijabs, the Supreme Court, diversity discomforts, and the workplace: How employers should use their heads to minimize liability
Venable via Lexology
No one does his/her best work when uncomfortable. Learning what the law requires is essential to minimizing the risk of legal liability. Understanding the person behind the religious garment or practice is the key to making diversity work for your organization, consistent with the rights and responsibilities of the organization and its personnel.
Faking it at work
Employees’ attempts to mask or cover their identity to fit into the workplace can decrease performance, lead to health problems and mar the benefits that diversity can bring. Faking it isn’t limited to minorities. Straight white men do it, too.
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.
Transgender in the workplace: What firms and employees need to know
Among minorities, transgender employees have been somewhat of an invisible and misunderstood presence in the U.S. — so invisible that the Equal Employment Opportunity Commission (EEOC) only began tracking workplace complaints by transgender employees in January 2013. For most people, the concept remains a hazy one. But like gays and lesbians before them, transgender men and women are stepping into the limelight, and their heightened presence is ushering in a national moment of examination.
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