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September 19, 2014


Hello ASHHRA and IFD Members:

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


3 keys to leveraging diversity in your organization
Talent Management
One of the great advantages of having a diverse population is that you can tackle a problem from a rich variety of viewpoints. But to make the most of this opportunity, leaders have to encourage participation and really listen to what people have to say. The greater the diversity of the workplace, the more leaders have to communicate in a way that allows everyone to participate and be heard. Three focus areas — creating a clear inclusive vision, increasing the quality of conversations and turning the organizational hierarchy upside down — can help leaders at all levels foster a wholly participatory environment.
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Workforce planning in the healthcare industry post-reform
Becker's Hospital Review
Between now and 2018, there are significant reasons — and opportunities — for hospitals to take a fresh look at their workforce structure and composition, evaluate how their needs are going to change in the future and determine ways to optimize their benefit programs to reduce costs while attracting and retaining the talent they need to adapt to the new world of health care. Although many hospitals may not yet be ready to make major changes in the structure and composition of their workforce, it's not too soon to begin the evaluation process and consider care delivery alternatives for different segments of their population.
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  One Day, One Thousand Tests

"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 to learn more.

Survey: Majority of workers don't aspire to leadership roles
Most American workers are not aiming for the corner office, according to a new CareerBuilder survey. Approximately one-third (34 percent) of workers aspire to leadership positions, with only 7 percent aiming for senior or C-level management. By an 11 percentage point margin, men (40 percent) are more likely than women (29 percent) to desire a leadership role. Additionally, African Americans (39 percent) and LGBT (44 percent) workers are more likely to aspire to a leadership role than the national average. Thirty-two percent of workers with disabilities aspire to leadership positions, as well as 35 percent of Hispanics – both near the national average.
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Nearly 1 in 5 nurses leaves first job within a year, survey finds
Becker's Hospital Review
Nearly 18 percent of newly licensed registered nurses leave their first nursing job within the first year, and roughly 34 percent leave within two years, according to a study in Policy, Politics & Nursing Practice. RN turnover is costly for hospitals, as its organizational costs can reach $6.4 million for large acute-care hospitals. However, researchers found turnover rates are lower for new nurses in hospitals than in other health care settings.
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  Make Your Hospital's Benefit Plan Work for You

The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest

Visit the UMR booth at the ASHHRA 50th Annual Conference & Exposition in Chicago! September 27-29, 2014

3 strategies for retaining millennial employees
HealthLeaders Media
As Baby Boomers move toward reduced work hours and retirement, it's crucial to attract younger employees to take their places. But to keep them on the job, hiring managers need a few strategic tips.
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5 ways to hire someone who's a cultural fit
The stack of paper is daunting. Your job posting only went live 24 hours ago and already your desk is covered with credentials and contact information. On one hand, you are flattered. People want to work for you. On the other hand, with so many people with similar credentials, you might be wondering how you’re ever going to make a decision. Obviously you need someone who will be effective, and your initial run through might include pulling out the resumes that are truly not worth your time. Still, you will inevitably be left with a pool of what seem to be amazing potential employees. Before you make a snap decision, it’s important to remember that there are many ways in which this particular person could affect your already established company culture. It is always a good idea to hire someone who will be a good company fit.
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The vaguely written rule that's letting corporations get away with staying very white and male
Think Progress
The United States only has one requirement relating to diversity on corporate boards. But it’s so vague that employers get to fill in the blanks, and it’s unlikely to change the fact that boards remain overly filled with white men anytime soon.
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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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