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ASHHRA Announces New Certification Program
For the first time ever, the American Hospital Association Certification Center (AHA-CC) is now offering the Certified in Healthcare Human Resources (CHHR) Examination. Help determine the passing score by taking the Inaugural CHHR Examination on Tues., Oct. 1 in Washington, D.C., after the ASHHRA annual conference.
- When: Tuesday, Oct. 1
- Where: Washington, D.C. (immediately following the ASHHRA annual conference)
- Application due by Tuesday, Sept. 10 DEADLINE EXTENDED!
- Click here to apply for the examination
Warrior-Centric Health Care Training: The Need for Cultural Competency Training for Military and Veteran Communities
Date: Tuesday, Sept. 17
Time: 10 a.m. PT, 11 a.m. MT, 12 p.m. CT, 1 p.m. ET
Duration: 60 minutes
Presenters: Ronald J. Steptoe, CMR, CEO of The Steptoe Group, LLC, and Evelyn L. Lewis, MD, MA, FAAFP, president and CEO of Evelyn Lewis International | the PECAN Chronicles and Chief Medical Officer of The Steptoe Group, LLC
This 60-minute webinar is designed to increase the awareness of providers, allied health team members, academic medical center leaders, policy makers, and community and faith-based organization leaders regarding the skills necessary for standard and consistent application of culturally competent methodologies when treating military service members, veterans, and their families.
For more information and to register, click here.
One size does not fit all
Human Resource Executive Online
The average American workplace is becomingly increasingly diverse. According to data from the United States Department of Labor, the next 10 to 15 years will bring significant change to the demographic makeup of our workforce. For starters, the age and gender of the American workforce will continue to evolve. No longer will the 25 to 54 year olds represent the biggest slice of the pie. Instead, it's anticipated that nearly half of all new workers will be 55 or older, and one in five new workers will be between the ages of 16 and 24. As for the male-dominated workplace of years ago? That, too, is expected to change as the number of women in the workforce increases another 6.2 percent by 2020, topping 77 million, according to the Center for American Progress.
Diversity fades as you move up the corporate ladder
There have been great strides in diversifying workplaces — the glossy corporate photographs show inspiring mixes of races and genders, leading some to conclude: We did it. We diversified our workforce. But then your eyes move up the corporate ladder, and the rich diversity fades into a lot of white men. According to the Alliance for Board Diversity, white men filled more than 70 percent of the seats on the boards of Fortune 500 companies between 2010 and 2012. And DiversityInc Best Practices in June tallied minority CEOs at Fortune 500 companies: six black, eight Asian, seven Latino, and 21 women.
3 tips for hospitals to improve employee recruitment
Becker's Hospital Review
Although many hospitals and healthcare systems have recently instituted layoffs to stay afloat, some healthcare organizations are still having trouble filling their open positions. According to a recent CareerBuilder survey, 48 percent of nursing jobs and 39 percent of allied health jobs go unfilled on average for six weeks or longer. Vacant positions in healthcare organizations can lead to a myriad of issues, including lower employee moral and higher voluntary turnover. So why are so many positions remaining vacant? According to CareerBuilder, the most common reason is that organizations are getting applicants who do not have relevant or enough experience for the position. Fortunately, there are several things hospitals and health systems can do to either build up or bring in candidates with more experience and improve their employee recruitment efforts as a whole.
Do you have the talent for your organization’s future?
Visit DDI at the ASHHRA Annual Conference or come listen to one of our presentations and ask us how you can identify and develop talent for the future of healthcare.
Diverse perspectives are key to success
Ruby McCleary, United Airlines’ director of supplier diversity, is committed to investing in diverse suppliers and talent. Recently awarded the Women’s Business Enterprise National Council, or WBENC, Applause Award for her work in expanding opportunities for women in business in the last 15 years, McCleary hopes to be an advocate for women’s business development. As chair of the WBENC Board's Programs Committee, she helps make sure that the WBENC mission and core values are embedded within the organization’s programs.
Turn talent data into real information
Harvard Business Review Blog Network
Big data is all the rage in HR recently. But more immediately promising is the talk of small data — of more effectively managing the data we already have before we start thinking about analyzing more complex datasets. And nowhere is this more pertinent than with talent assessment data. For here, sitting right under organisations' noses, is a huge, easy, and yet almost always overlooked opportunity to fundamentally improve the way companies select and develop their talent.
Legal same-sex marriage recognized for federal taxes
Same-sex married couples will be recognized as legally married for all federal tax purposes, regardless of where they live, so long as they were married in a jurisdiction that recognizes such marriages as legal, the Treasury Department and Internal Revenue Service said Aug. 29 in joint news releases.
Religion in workplace increasingly diverse; comes with potential pitfalls
The Huffington Post
The American workplace, like the rest of U.S. society, is becoming more religiously diverse and that is raising concerns about employer accommodations for believers — and increasing the odds for uncomfortable moments around the water cooler. Yet one potential flashpoint among workers does not involve new immigrant faiths but rather two indigenous communities: white evangelicals and unaffiliated Americans who constitute one of the fastest-growing segments of the population. A major factor contributing to workplace conflict, according to a survey released on Friday (Aug. 30), is that evangelicals — whose religious identity is tied to sharing their beliefs — are much more likely to talk about their faith at work than other religious and nonreligious groups.
Is bias fixable?
Harvard Business Review Blog Network
Black/white. Masculine/feminine. Rich/poor. Immigrant/native. Gay/straight. Southern/northern. Young/old. Each of us can be described in a series of overlapping identities and roles. And we could spend time talking about the biological and sociological programming that causes humans to form personal identity around group structures. But the bottom line is this: we — as a society — don't see each other. You are not seen for who you really are, though each of us is a distinct constellation of interests, passions, histories, visions and hopes. And you do not see others.
Why so few women and minorities at the top? Here's the real reason
Only 1 percent of the nation’s Fortune 500 CEOs are black. Only 4 percent are women. And not a single one is openly gay. After decades of diversity initiatives and inclusion programs, what’s the problem? That was the question Christie Smith of Deloitte Consulting and NYU Law professor Kenji Yoshino asked in their new white paper, “Uncovering Talent: A New Model of Inclusion.” The report, created for the Deloitte University Leadership Center for Inclusion (which Smith heads), seeks to “redefine the conversation around inclusion,” she says. “Clearly the needle has not moved with regard to the representation of women and minorities in the senior ranks. The initiatives that companies have spent millions on are, at some level, not allowing women or minorities to break the glass ceiling into the executive suite, so we wanted to step back and answer the question ‘what’s going on here’?”
5 ways hospitals can improve their employee retirement plans
Becker's Hospital Review
One of the biggest retention tools of any employer is some kind of employee retirement plan. According to a report from financial services firm Fidelity Investments, there are five best practices that hospitals and health systems should utilize to make their defined contribution pension plans more competitive, which will ultimately help their employees prepare for retirement. Fidelity analysts produced the following best practices based on data it has with 600 nonprofit healthcare retirement plans.
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