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July 24, 2015


Hello ASHHRA and IFD Members:

ASHHRA Webinar and HR Metrics Tool

Ensuring Access and High-Quality Care for LGBT Patients
Date: Thursday, August 20, 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
Harvey J. Makadon, MD, director of the National LGBT Health Education Center at The Fenway Institute, a division of Fenway Health, and professor of medicine at Harvard Medical School
John M. Knudsen, MD, physician/medical director of the Clinical Practice Office of Health Equity and Inclusion with the Mayo Clinic
Price: FREE (Advanced registration is required.) Register Now

As hospitals expand their focus on providing equitable care, attention on those who are lesbian, gay, bisexual, transgender and intersex (LGBTI) is critically important. Learning objectives of this webinar include:
  • Discovering the importance of assessing your current approach to LGBTI patients and how to improve culturally competent care
  • Understanding more about the specific health needs of LGBTI patients
  • Learning how to address disparities of care for LGBTI patients
  • Learning about success strategies that can improve your facility’s level of care to LGBTI patients.
For more information and to register, click here.

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

IFD Webinar, Certificate in Diversity Management in Health Care (CDM) Fellowship and the #123forEquity Pledge

August Diversity Dialogue: Care Transitions in Population Health
Date: Wednesday, August 26, 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
Susan McAlister, director, Enterprise Care Management, Population Health, Parkview Health Christine Howell, nurse, Community Navigation, Parkview Health
Price: FREE (Advanced registration is required.) Register here.

This webinar will describe the multiple approaches taken to identify high-risk populations and how to build a physician-led care management program to support the patient in personal self-care. After the webinar, participants will have learned how to:
  • Identify high-risk populations
  • Describe the correlation between chronic disease and community-based care
  • Evaluate care strategies
  • Describe measureable outcomes.
For more information and to register, click here.

Develop Leadership Skills to Promote a Culturally Competent Workforce
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

Take the #123forEquity Pledge to Eliminate Health Care Disparities
As our nation makes the demographic shift toward a minority-majority balance, the need to identify, address and eliminate disparities in health care is increasing. That’s why the American Hospital Association (AHA) is a partner in the National Call to Action to Eliminate Health Care Disparities, along with the American College of Healthcare Executives, America’s Essential Hospitals, Association of American Medical Colleges and the Catholic Health Association of the United States. Critical to this endeavor’s success is the support of hospitals and health care systems dedicated to achieving the three areas of the Call to Action: Increasing the collection and use of race, ethnicity and language preference data; increasing cultural competency training and increasing diversity in governance and leadership. To learn more, visit

Stop ignoring diversity ROI; it's hurting you
Diversity Executive
Although interest in measuring diversity's and inclusion’s impact has been growing, the topic still challenges even the most sophisticated and progressive diversity departments. Yet diversity professionals should know they must begin to show how diversity is linked to the bottom line or they will have difficulty maintaining funding, gaining support and assessing progress. Calculating diversity and inclusion return on investment is an essential skill that separates novice practitioners from those who can truly operate as strategic business partners to drive business performance objectives, goals and value to the bottom line. But where do you start?
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How your organization can encourage diversity in the workplace with an inclusion program
Setting up an inclusion program can help your employees feel comfortable to be their full selves at work while cultivating diversity at your company. An inclusion program supports underrepresented individuals in the workplace — everyone from LGBT professionals, women, veterans and others — to better succeed in their roles by offering programs, training and support to make them an integral part of an organization, collaborate with other communities at work and create an even playing field.
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  Make Your Hospital's Benefit Plan Work for You

The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest

How you can help your office be more diverse
In 2009, I graduated from the London School of Economics and Political Science with a Master's in Gender. I'd read Judith Butler, Hélène Cixous and Simone de Beauvoir and I was on a mission to change the world. Yes, I was ready to work, but I wanted more; I wanted to make the office a fairer and more inclusive place. I may have known the subject academically, but I didn't know that the world of feminist philosophy and the realities of the modern workplace reside in different galaxies. Six years and several jobs in politics and corporate finance later, I've learned how to put the theory into practice as well as how to show leadership in diversity — wherever you are in your career.
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What's your disability equality index score?
Human Resource Executive Online
Approximately one in five people in the United States has some form of disability. Now a new annual survey shows employers how to achieve business success and community recognition through disability-inclusion policies and best practices.
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New York hospital in talks about cultural diversity training
About 60 people gathered to celebrate diversity and a crisis resolved Monday evening at Seventh Street Park in Hudson, New York. The crisis erupted from displays at Columbia Memorial Hospital that contained negative, stereotyped information about black people and what employees and the union perceived as an inadequate response by the administration. Retired State Trooper Greg Mosley said he has agreed with the hospital to help them design a cultural diversity program “that will work.”
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  Download Rise of HR now!

Take advantage of the experiences and shared knowledge of 73 of the world’s leading HR professionals – and all for free! The new e-book “Rise of HR” offers the guidance to be a successful HR professional for today’s competitive market and the rest of your career.

How to minimize adverse impact in your hiring process
Select International
Adverse impact is defined as a significantly different rate of selection which negatively impacts members of a protected group. While courts tend to focus on whether adverse impact is present or not, in reality, adverse impact is assessed on a continuum and it is often difficult to have a selection system with absolutely no adverse impact. One of the main reasons for this is due to the diversity-validity dilemma.
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Are LGBTQ people in your diversity plan?
The Huffington Post
Even though LGBTQ individuals can now legally wed nationwide, in 29 states they can still be fired simply by putting a picture of their spouse on their desk because they are openly identifying as LGBTQ. Worse yet, there are no workplace protections for transgender employees in 32 states.
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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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