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August 07, 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
Presenters:
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 shebani.patel@saratoga.pwc.com.

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
Presenters:
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 cblassingame@aha.org.

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 www.equityofcare.org.




Why diversity champions are more important mid-career
Fast Company
Lauren Tucker is throwing down a gauntlet. As an African-American woman who built a 25-year career in the (mostly white) world of advertising, she’s skeptical of diversity initiatives like the much publicized $300 million investment that Intel is making to promote ethnic and gender diversity among its ranks. Ditto for quotas and mandates.
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Changing the conversation
Diversity Executive
Diversity is more than a representation of races, genders and sexual orientations. It turns out personal definitions for diversity and inclusion are different depending on the generation. “The Radical Transformation of Diversity and Inclusion,” a study by Deloitte and the Billie Jean King Leadership Initiative released in May 2015, examines how millennials and their generational counterparts -- Generation Xers and the baby boomers -- view diversity and inclusion. The resulting data indicates a need for change in the workplace.
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Why workplace diversity is critical but not a crutch
Inc.
Embracing diversity enables organizations to tap into a variety of viewpoints while addressing issues and seeking targeted solutions. In other words, the cultural differences become a means for adaptation, flexibility and innovation. When individuals from different cultures feel understood, recognized and embraced, they're more open and eager to produce high-quality work. Diversity encourages a workplace that supports creative solutions to problems and makes everyone involved more successful — or at least that's what research is showing.
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How to make your workplace safe for transgender employees
Harvard Business Review
The statistics are bleak: Transgender individuals are 40 percent more likely to attempt suicide and 50 percent more likely to be unemployed or homeless than the general population. The hard truth is that despite the splashy emergence of Caitlin, formerly Bruce Jenner, as transgender, most trans people in our society remain largely invisible, rarely seen in large organizational settings, let alone in leadership roles. The “outing” of a major celebrity or sports figure (remember Renée Richards from the '70s?) has, up to now, barely made a dent in the harsh reality most trans people live every day.
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To hold women back, keep treating them like men
Harvard Business Review
As long as men and women are treated exactly the same by organizations, most women will continue to be shut out of senior roles. And yet for the past 30 years, managers have been taught to do just this: Treat men and women exactly the same. That is considered the progressive thing to do. Any suggestion of difference was, and often still is, labelled a bias or a stereotype, especially by many women eager to demonstrate they are one of the guys or the in-group. The business world’s denial of differences hurts women and excludes them in a myriad of ways – consciously and unconsciously – from leadership.
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Balancing freedoms in the workplace
Human Resource Executive Online
A recent lawsuit filed in Michigan raises questions about how an employer can balance employees' religious freedoms with employees' sexual orientations. Former Ford Motor Co. engineer Thomas Banks said in a federal lawsuit filed in early July that the automaker and an employment services firm both violated his religious freedom when they fired him for posting an anti-gay comment on Ford's website.
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PRODUCT SHOWCASE
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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.
 


Study: Working moms set strong example for children
By Kate Hessong
Daughters who grew up being raised by working mothers are more likely to be employed and earn more money, a recent Harvard Business School study revealed. In addition, the study found that working moms are more likely to raise sons who are more empathetic toward women and more helpful when it comes to caring for children and running the house. Women who are currently working and were raised by mothers who held a steady job have testified to these study results.
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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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