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ASHHRA Keynote Speaker, Learning Sessions and CHHR Exam
KEYNOTE SPEAKER DR. DAVID NASH
ASHHRA is thrilled to announce an exciting new addition to the ASHHRA 50th Annual Conference! Dr. David Nash will be joining us as the keynote speaker for the Motivational Breakfast on Monday, September 29, where his “Population Health – Is it the Secret Sauce?” presentation will focus on population health in the context of the transformation away from traditional fee-for-service and towards outcomes-driven, value-based healthcare. Register Now
ASHHRA 50th Annual Conference Learning Sessions Now Available!
Check out the titles and learning objectives of the educational offerings you can look forward to when you come to Chicago this fall! Featured Diversity Session: The Patchwork Quilt - Employment Law for Employers of LGBT Employees on Monday, Sept. 29, at 3:45 – 5:15 p.m.
Special CHHR Examination Offering
The CHHR examination will be offered in paper and pencil format, on Sept. 30, following the Closing Ceremony Brunch of the annual conference. Advance registration for this offering must be made by Tuesday, Sept. 2. Complete the special exam application here. Note: Attendance at the annual conference is not required in order to take the exam. Results will be available three to four weeks after the exam.
IFD Certificate in Diversity Management (CDM) Program
Learn How to Implement a Diversity Strategy for Your Hospital
The Institute for Diversity in Health Management (Institute) and Georgetown University are currently accepting applications for the second cohort of students in the Certificate in Diversity Management in Health Care (CDM) program, designed to help diversity practitioners develop leadership competencies needed to bring about change in their organizations and communities. The 12-month program 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 program provides strategies to promote a culturally competent workforce, enhance language services, decrease disparities and increase supplier diversity. For more information on the program, click here or contact Craig Blassingame, Institute program and operations specialist, at (312) 422-2693 or at email@example.com.
Got diversity? Time to change your perspective
Business News Daily
Your business may not be as diverse as you think it is, and for your staff to be truly diverse and feel comfortable about it, you may need to re-evaluate how you see diversity entirely, new research shows. The study examined group dynamics as they pertain to racial diversity, and found that diversity is all about perspective.
Manage culture to engage today's multigenerational workforce
Managing a multigenerational workforce presents organizations with a variety of challenges. These challenges include the brain drain that occurs as experienced baby boomer employees retire and less-experienced generations take their place as well as situations in which multiple generations interact and coordinate work together. Before addressing how organizations should handle these generational issues, the more important questions are: Are millennials really different from other generations? If so, how exactly are they different?
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Think your organization is diverse? Your answer may depend on your race
While aware of the fact that workplace diversity has several underlying benefits, it is still a controversial topic for most employers. But how multiracial should an organization be to fit the bill of a truly diverse company? The answer to that question, respectively, may depend on each person’s perception of race, according to a new research to be published in Personality and Social Psychology Bulletin.
Why workplace diversity efforts struggle
No question about it, companies’ campaigns to hire and promote more minorities (including, in some industries, women) have created workplaces that do a far better job of reflecting the growing diversity of the U.S. population than was true even a decade ago. Yet some employers are puzzled by the stubborn fact that such hires don’t move up as often or as fast as their credentials suggest they might, and some don’t even stay. Why?
Flexible work arrangement may exacerbate discrimination based on parental status, gender
While some suggest that flexible work arrangements have the potential to reduce workplace inequality, a new study finds these arrangements may exacerbate discrimination based on parental status and gender. Study author Christin Munsch, an assistant professor of sociology at Furman University, analyzed the reactions both men and women received when making flexible work requests - meaning that they either asked to work from home or to work non-traditional hours. Among those who made flexible work requests, men who asked to work from home two days a week in order to care for a child were significantly advantaged compared to women who made the same request.
An idea on why minorities, women struggle to advance
There's a question that perplexes management researchers who try to figure out why the glass ceiling is so hard to crack, particularly now that there are more minorities and women in the working world. Why is it, they ask, that women and minorities who successfully climb the corporate ladder so often pull it up behind them, not helping other women and minorities succeed?
Creating gender and cultural diversity in your organization
To improve diversity and gender equality in our companies, we should do what Stephen Covey advises us to do with our personal careers and lives: Begin with the end in mind. After all, if we don't know where we're going, how can we possibly expect to get there? Just as every company has a profit and revenue goal, every company should have gender and cultural diversity goals. Like any goal, these should stretch the organization. They also should be realistic. Leadership teams must be measured on diversity goals, just as they are measured on financial goals. If not, those goals won't be met.
3 traits personality assessments can't reveal
Personality testing is a common tool used to predict a job candidate's potential within a given role — but there are some traits no test can adequately uncover.
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