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ASHHRA Annual Conference Diversity Sessions in Washington, D.C., Sept. 28-Oct. 1
See the following diversity sessions and all other sessions here.
S16 - Health Care's New Landscape: Leading a Generationally Diverse Workforce
Gene Meyer, President and Chief Executive Officer, Lawrence Memorial Hospital
Mike Supple, Senior Vice President, B. E. Smith
Navigating the ever-changing health care landscape requires not just great vision and management at the top, but a diverse workforce which incorporates and engages the four generations currently working in the industry. To be successful, health care HR professionals need to understand and adapt to the differences among generations of professionals.
M18 - Creative Accommodations - The Art of the ADA
MLP / HRD NH
Beth Mehaffey, SPHR, Sr. VP of Human Resources, Baptist Health
Heather A. Owen, Partner, Constangy, Brooks & Smith, LLP
Health care facilities must continue to put patients first, despite reductions in staff and the increased need to be efficient and accountable. Given the expanded protection of "disabilities" the EEOC’s aggressive ADA strategies, and the ever-increasing requests to accommodate absences and leave, the need to be creative in the accommodation process is more critical than ever. This interactive, multi-format session will provide an update on recent ADA developments, and discuss "the art" of accommodation and ADA compliance from the real-life perspective of the Human Resources professional and from an employment law litigator.
T3 - Assessing your Accessibility: Engaging and Hiring Employees with Disabilities
MLP / CC
Cathy Henesey, SPHR, Manager, Career Services, Children's Medical Center
Many employers mistakenly think hiring people with disabilities means increased cost in accommodations, insurance, and legal issues. Learn how four large companies adopted programs to truly engaged, untapped resources of candidate pools for difficult to fill/high turnover jobs.
T8 - Immigration Compliance Plan - Do You Have One?
NP / HRD NH
Avalyn Langemeier, Partner, FosterQuan, LLP
This interactive session will help you be proactive and develop an immigration plan to comply with various immigration laws, such as with employment visas, H-1B wages and public access files, Forms I-9, and independent contractors.
IFD Symposium and Membership
IFD Symposium on Diversity and Disparities in Arizona
Topics: Best practices and strategies in cultural competency training, language access and services, and expanding diversity in leadership and governance.
Date: Friday, Oct. 25
Time: Noon - 5 p.m.
Price: $99 for Institute members | $199 for non-Institute members
Keynote Speaker: David Hunt, President and CEO, Critical Measures
More Information: Click here.
Discover Why 800+ Health Care Organizations Are Institute Members
If you aren’t a member of the Institute, the leading authority in health care diversity, now is the time to join. Many of the Patient Protection and Affordable Care Act (ACA) requirements take effect this year, and the Institute is available to assist. We provide timely and critical support to the nation’s hospitals and health care organizations. First time members will receive the remainder of 2013 for free, and your membership will not expire until Dec. 31, 2014. This means that if you sign up this month, you get a 15-month membership for the price of a 12-month membership.
For more information on membership including benefits, please click here. You may also contact Pamela Janniere, manager of membership and education at 312-422-2691 or firstname.lastname@example.org
America's demographic shift and 7 ways leaders can leverage it
African Americans, Asian Pacific Islanders, and Hispanics made up more than one third of the U.S. population in 2010 and the numbers have only continued to rise. By 2050, minorities will represent 54 percent of America; yet most American business leaders remain uninformed about what diversity means to business, leaving them unable to inspire innovation in their diverse workforce and multiply the equity of their brands. Here are seven ways leaders can leverage America's demographic shift and beat their competitors to the punch.
Uncovering talent: A new model for inclusion and diversity
In spite of the growing number of organizations with Chief Diversity and Inclusion Officers and the array of programs being implemented by these companies, we are still failing to make significant progress. In a recent white paper titled Uncovering Talent, New York University School of Law Professor Kenji Yoshino and Deloitte University Leadership Center for Inclusion Managing Principal Christie Smith cite how little progress we have really made when it comes to full inclusion.
Infographic: 6 statistics on healthcare workforce trends
Becker's Hospital Review
Employee productivity, staff retention and the quality of hires are all major issues within the hospital and healthcare workforce, and many labor trends related to those issues bubbled to the surface last year, according to the 2013/14 Human Capital Effectiveness Report from PwC. PwC's report includes labor data from calendar year 2012 from roughly 60 hospitals and health systems, which represent more than 1 million employees. Here are six trends in the hospital workforce, according to PwC's most recent report.
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.
Harness differences to create strengths
People with different perspectives can complement one another. Diversity can be very beneficial to team performance, particularly when innovation is the goal.
More diversity, more religious conflict
Diversity is a fact of life in the American workplace. Half of American workers now come into contact with people from different cultural and religious backgrounds when they are at work, and with this increased rate of interaction comes an increased risk of religious conflict. According to a survey of more than 2,000 American workers by the Tanenbaum Center for Interreligious Understanding, the most common areas of tension in the workplace include being required to work on a religious holiday or attending company events that didn't include kosher, halal or vegetarian meals. "American workplaces increasingly reflect the makeup of the country; they're more and more diverse," said Tanenbaum CEO Joyce Dubensky. "Work is the place where people with extremely different beliefs interact on a regular basis. But where there's more diversity, the survey shows that we can expect to find more conflict."
The expanding ranks of the disabled
Human Resource Executive Online
Obesity now affects approximately one in three Americans, according to recent data. For this reason, says Dr. Patrice Harris, board member of the American Medical Association, the association adopted a policy in June that recognizes obesity as a disease, with the expectation that changes will be made in the way the medical community deals with obesity and obesity-related conditions like diabetes and heart disease. While there currently is no federal law prohibiting discrimination against obese individuals, the AMA's recent announcement could bring about legislative changes that could affect the way employers deal with overweight employees. Some experts also fear that companies might face more disability-related lawsuits as a result.
How to help women walk the gender gap tightrope
Women have more power to increase leadership diversity than any other group supported by diversity programming. According to the U.S. Bureau of Labor Statistics, the number of women is more than twice the size of the three largest racial and ethnic minorities combined. But cultural obstacles stop many women from taking that step. Research identifies double standards as the reason why.
Another court ruling rakes EEOC tactics over the coals
The Equal Employment Opportunity Commission just got slapped down again. The latest blow: A federal district court in Manhattan tossed an EEOC lawsuit against media giant Bloomberg LP, saying the way the agency conducted the pregnancy discrimination case “blatantly contravened” the requirements of federal anti-bias law. Basically, the judge echoed the message several other courts had delivered to the EEOC in rulings over the past year: Don’t sue first and ask questions later.
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