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ASHHRA Annual Conference
You still have time to register for THE premier health care HR event of the year!
In only a few short weeks, ASHHRA will celebrate its 50th Anniversary. This is THE premier health care HR event and we guarantee that you will bring home practical solutions to stand out as an innovative leader in your organization. Join us at the Hyatt Regency Chicago on Sept. 27-30. Don't miss this opportunity! Secure your spot by registering online today!
ASHHRA Annual Conference Learning Sessions
The learning sessions at the ASHHRA annual conference are always top notch, and this year's sessions are no exception. Attend the learning sessions, learn best practices and earn continuing education credit.
CHHR Introduction Course
Learn how this valuable certification can enrich your career. This conference session will provide an overview of required CHHR competencies and address attendee questions for individuals anticipating taking this examination in the future. The first 50 to register for this learning session will receive a FREE copy of the CHHR Examination Preparation Guide at the session! Pre-conference registration required to attend.
NLRB Board Member to Address Your Questions!
Phillip Miscimarra, National Labor Relations Board member, joins the NLRB Panel discussion on Sunday, Sept. 28 at 1 p.m. Hear the recent developments of the NLRB including issues of importance for health care providers.
IFD Webinar and Certificate in Diversity Management (CDM) Program
Diversity Dialogue Sept. 30 – Religious Diversity
Date: Tuesday, Sept. 30, 2014
Time: 1 p.m. ET, 12 p.m. CT, 11 a.m. MT, 10 a.m. PT
Duration: 90 minutes
Lynn Stoller, assistant program director, Health Care, Tanenbaum Center for Interreligious Understanding
Eliza Blanchard, program associate, Workplace and Health Care, Tanenbaum Center for Interreligious Understanding
Price: Institute for Diversity Members: FREE; Non-Institute for Diversity Members: $99
Registration is open for the Institute’s next Diversity Dialogue, “The December Dilemma: Managing the Challenges of the Holiday Season.” This presentation will provide participants with best practices for proactively addressing religious diversity in both employee interactions and patient care to create a respectful and inclusive work environment. To register, please click here. For more information about this Diversity Dialogue, please click here.
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.
Measuring the effectiveness of HR and diversity in ROI terms
The mission of human resources and diversity is to maintain a fair, equitable and positive work environment for all employees, in support of the organization’s mission. It is based upon the belief that the success of any organization, and its ultimate value, is primarily dependent upon its people and that the development of the greatest potential for each employee will create job satisfaction and career opportunities for individuals and provide maximum benefit to the organization. That being said, a method to measure HR and diversity effectiveness in an organization requires HR and diversity professionals start with metrics derived from the organization’s mission, vision and values statement. They must also build metrics that are derived from key stakeholder expectations.
Physician assistant ranks see 'phenomenal growth,' lack of diversity
Rising numbers of women in higher education and a growing desire among healthcare workers for work/life balance are fueling physician assistant job growth. But the head of a PA industry group says the lack of diversity among PAs is "disturbing."
"We were able to screen 1,011 people—that’s 1/3 of our employees—in just one day through the SPOTLIGHT™ Event…which means we gain the time to pay attention to other programs that make a difference in the health and wellness of employees.” Visit www.tspot.com to learn more.
How to turn your company into an international melting pot
International talent can help your business flourish by dramatically expanding the scope of your ideas and perspectives, connecting you with clients across the globe and helping you stand out from the competition.
Who defines diversity in the workplace?
Last month, Twitter shared a breakdown of its diversity data, admitting it had a lot of work to do. Like its technology peers, the Twitter workforce is mostly white and Asian males. In her post, Janet Van Huysse, vice president of diversity and inclusion, noted that it makes business sense that the faces of Twitter employees reflect "the vast and varied backgrounds of our users around the world." She also pointed out research that suggested that the more diverse a team, the better decisions it makes and that companies with women in leadership positions have better financial outcomes. Twitter is taking action, but the question remains, who defines 'diverse'?
When company culture becomes discrimination
There's a lot of chatter about culture today, with Glassdoor releasing its rankings of "best" company culture. Indeed, culture is an important part of leadership. As a manager, you need to set a tone and direction for your employees, give them a sense of purpose and community, and make that tangible enough for your customers and business partners to feel as well. But there needs to be more discussion of the darker side of culture. Good, strong company culture can also be exclusive and discriminatory. And you may not even know it.
Introducing Generation Z
Human Resource Executive Online
What appears to be the first definitive research in the marketplace to date on what Gen Zers -- the generation set to fully enter the workforce in two years -- are bringing with them in terms of their approach to life and work should make employers pretty excited and happy. The study, “Gen Y and Gen Z Workplace Expectations,” shows a generation more rooted in prudent and pragmatic notions about how work gets done and what is needed to succeed than its predecessors.
Lack of workplace diversity deters 69 percent of young people
A lack of diversity would deter 69 percent of young people (aged between 12 and 25 years old) from working for a particular company, according to research by social enterprise MyKindaCrowd. It also reveals 31 percent of young people said they would not be put off a workplace by its lack of diversity if they were offered their "dream job."
Are your hiring practices legal?
U.S. law prohibits any kind of selection based on gender, race, sexual orientation and other features, and yet diversity and inclusion in the workplace is talked about more than ever. Without focusing on these distinguishing traits, however, there are deeper diversity factors and viewpoints that contribute in a positive way to a company. Even without outright preferences in hiring selections, there are ways companies can encourage increased diversity in their applicant pool.
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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