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ASHHRA Webinar and HR Metrics Tool
How a Community Health Needs Assessment Influenced a Hospital's Strategic Plan
Date: Thursday, July 16, 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
Joan Quinlan, MPA, vice president for Community Health, Massachusetts General Hospital
Leslie Aldrich, MPH, associate director, MGH Center for Community Health Improvement
Price: FREE, but advanced registration is required
This webinar is presented by HPOE.
Massachusetts General Hospital's (MGH) 2012 Community Health Needs Assessment (CHNA), in which communities prioritized substance use, led to the creation of a new hospital initiative to improve clinical care for patients with substance use disorders. This new initiative builds on years of prevention work by the Center for Community Health Improvement through multi-sector coalitions in the community that has achieved measurable results. MGH now has a comprehensive approach along every rung of the health impact pyramid, from prevention to chronic disease management. This webinar, in collaboration with the Association for Community Health Improvement, will describe the strategies used to cultivate leadership and create the bridge between the community and the hospital.
- Learn about the strategies used by a hospital both in the community and with patients to address the social determinants of health
- Learn what steps were taken to build community work and leadership within the hospital
- Understand how a CHNA can be used to leverage the work and build the cornerstone of the bridge that connects the community and the hospital
- Discover how a hospital's comprehensive community health strategic plan that follows the health impact pyramid can create sustainable change.
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
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 & the Medical College of Wisconsin
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.
The presenters will discuss how to leverage your Employee Resource Groups (ERGs) to foster an inclusive culture, advance cultural competence and education for caregivers that result in providing culturally and linguistically competent patient-centered care.
New Institute Program Matches Hospitals with the Health Care Leaders of Tomorrow
Registration is open for a pilot edition of the Institute’s 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, the fall program gives 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 with interns ready for hire upon completion of the program. Internships will take place from Aug. 31 through Nov. 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.
Getting men to 'lean in' to help drive diversity and inclusion
The time has come for men to “lean in” and become full partners for increasing diversity in leadership in our corporations. This requires moving beyond creating initiatives that become window dressing to proactive leadership actions that drive real culture change. And that is just what the men at Cardinal Health are doing.
Same-sex marriage is legal, but domestic partner benefits are still optional
It’s official. All Americans have the right to marry. Prior to the ruling, same-sex couples in states where marriage was not legal did not have access to the full spousal benefits afforded to heterosexual couples. Now that this has changed, same-sex employees need to understand the health care implications of choosing to legally define their relationship as either a domestic partnership or a marriage.
The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest
Diversity: Burden or boon?
If there were ever a word in business circles that’s most commonly abused and misused, that word might be “diversity.” Diversity has been given a bad rap by a world of bad practitioners. The word was once associated primarily with race and gender issues. In recent years it’s also been used as an umbrella for a range of other social and behavioral identifiers. In some circles, “diversity” has become a political correctness bludgeon that leads to ridiculous contortions in the name of equity: “Don’t we need a couple of left-handed, blue-eyed, Republican Volvo drivers on our team?” In perhaps its worst mutation, diversity for some has come to mean “You accept, and even celebrate, my personal values or I’ll brand you as a bigot.” The PC police have run amuck. But forward-looking organizations are using diversity as a performance-enhancing tool.
Making diversity your strategic weapon
Technology has made it possible to build global companies in half the time and with half the effort than a mere five years ago. Brands of all sizes have an unprecedented opportunity to reach a staggeringly large audience. But to be taken seriously on a global scale, companies need to embrace a different way of doing business. In almost any industry, international reach is the hallmark of a high-performing business. But going global means moving beyond a one-size-fits-all approach. The key to global expansion isn’t establishing offices in every corner of the world nor is it the use of any single collaboration or cloud tool; it’s a culture of diversity.
HR and the search for bias blind spots
Human Resource Executive Online
Think you aren’t biased? You’d better think again. New research published in the journal Management Science reveals that people who believe they are less biased than their peers are more likely to ignore helpful advice. And they are probably wrong that they are less biased, because only one in 661 surveyed said that he or she is more biased than the average person. For human resource leaders, this very human propensity can quickly lead to detrimental development if allowed to go unchecked.
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.
Employers reveal the top factors preventing workers' chances of promotion
According to a national survey, provocative clothing, a disheveled appearance and an unprofessional haircut are just a few of the things that cause employers to think twice before promoting employees. Behaviors such as exhibiting a negative attitude, consistently arriving late or gossiping can also work against them.
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