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October 03, 2014


Hello ASHHRA and IFD Members:

ASHHRA Webinar
Creating Exceptional Physician-Nurse Dyads: Using Collaborative Partnerships to Raise the Standard of Care and Improve the Overall Patient Experience
Date: Wednesday, Nov. 12, 2014
Time: 2:00 p.m. ET, 1:00 p.m. CT, 12:00 p.m. MT, 11:00 a.m. PT
Duration: 60 minutes
Alan J. Conrad, MD, practicing primary care physician and medical director, Palomar Health-San Diego County
Tracy Duberman, PhD, CEO and founder, The Leadership Development Group, Inc.
Price: FREE Register Now

Team-based health care delivery is the foundation upon which health care transformation is based. Successful physician-nurse dyads are an effective method for ensuring the delivery of integrated and coordinated care. The presenters will share the story of one health system's journey to creating collaborative partnerships through a dyad activation process that raised the standard of care and improved the overall patient experience.

The session will offer a case study focusing on Palomar Health's journey through an applied physician leadership academy that included physicians, nurse leaders and administrators to drive alignment and facilitate a team-based care approach. The session will highlight one of the dyad activation projects titled "No Physician Rounds Alone," which was designed for one unit and later leveraged across the organization. Results of the partnership activation project included enhanced physician/nursing collaboration and improved patient, physician and employee engagement.

Click here to register. Questions: contact Dan Paloski at (312) 422-2914 or

IFD Webinar and Certificate in Diversity Management (CDM) Program
October 22 – Unconscious Bias Webinar
Date: Wednesday, Oct. 22, 2014
Time: 2:00 p.m. ET, 1:00 p.m. CT, 12:00 p.m. MT, 11:00 a.m. PT
Duration: 60 minutes
Presenter: David B. Hunt, president and CEO, Critical Measures, LLC
Price: This webinar is available free of charge, but advance registration is required. For more information and to register, please click here.

The Institute for Diversity, in collaboration with the American Hospital Association, invite you to join us for “The New Science of Unconscious Bias: Workforce and Patient Care Implications.” * In the past, bias was regarded as conscious and intentional. Today, however, bias is regarded as largely unconscious and unintentional. David B. Hunt will explore the science behind this shift in thinking and the implications of unconscious bias research for the workforce and in caring for racially and culturally diverse patients.

*Participation in this call is by express written invitation of the AHA only. Unauthorized participants, and/or any party that aids and abets such unauthorized participants, may be subject to criminal and civil penalties under both state and federal law, including the Electronic Communication Privacy Act.

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


How much statistical analysis is enough?
Diversity Executive
While measurement is important, it is not necessary to introduce heavy statistics to persuade management and employees of the need for progress and accountability in diversity change initiatives and to highlight their impact on profitability. This does not mean control group, financial and mental model processes should be avoided. It suggests only that the optimum array of diversity measures should include a blend of data and levels of measurement. In many business situations, activity- and process-based (report card) diversity measures can play a vital role in the organization’s leadership agenda. But evidence-based outcome measures that go beyond mere report cards are critical to diversity being seen as a driver of business performance.
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Survey: Office bullying plagues workers across races, job levels and educational attainment
Is the office the new playground for bullies? Twenty-eight percent of workers reported they have felt bullied at work; nearly one in five (19 percent) of these workers left their jobs because of it. While the prevalence is higher among certain minorities and workers with lower incomes, the new CareerBuilder study found that workers in management roles, those with post-secondary education and other workforce segments are not immune to bullying. Minorities continue to face challenges in being treated fairly and equally in the workplace, according to the study.
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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.

How to prepare for the future of work
As employers prepare for the future of the workforce, they will face more challenges, according to a new study released earlier this month of 2,700 business leaders and 2,700 employees across the world, compiled by Oxford Economics and SAP. The Workforce 2020 study found that only 39 percent of workers worldwide are satisfied with their jobs. This means employers will have to shape workplaces that not only fulfill their business goals but also inspire, engage and reward their employees. Here are five ways employers can prepare for the future of work, from managing employees across different generations to adapting to new trends.
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Hacking tech's diversity problem
Harvard Business Review Blog Network
If tech’s senior leaders are serious about gender diversity, they could be perfectly positioned to lead change. As they so often remind us, they’re not about business as usual. They’re out to change the world, with corporate mottoes like “Don’t be evil” and “Move fast and break things.” One thing I hope they’ll break with is the “diversity industrial complex”: the standard approach of making token hires, offering sensitivity training, setting up mentoring networks and introducing other incremental changes that focus on altering women’s behavior to, say, make them better negotiators. When an organization lacks diversity, it’s not the employees who need fixing. It’s the business systems. This article is intended to help tech companies — and others — to fix those systems. It describes a new metrics-based approach that pulls from the lean start-up playbook.
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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

Promoting leadership from within: 11 pros and cons
Becker's Hospital Review
The majority of hospital leaders are wary of internal leadership promotions because of the strain they put on existing employee relationships and changes in authority, according to a recent survey of hospital leaders published by The HealthCare Initiative, an affiliate of MRINetwork. According to the survey, two-thirds of respondents reported they believe promoting from within an organization is a bad idea, while one-third of respondents believe it is a good idea but only if the employee being promoted would have a great mentorship program within the organization. Four hundred hospital leaders responded to the THC survey, and their responses were used to generate a comprehensive list of pros and cons of promoting employees to leadership positions from within a hospital.
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Employee engagement: Make it meaningful
HealthLeaders Media
Free pizza, delivered to nurses' stations. Dessert carts wheeled by C-level executives. Mid-day dance breaks. The HR world is rife with "fun" suggestions for improving team morale and keeping your employees satisfied, engaged and not actively plotting their escape. Whether these initiatives actually accomplish anything beneficial helpful has long been debated. But there is one measure by which they do seem to be paying off: Higher levels of employee engagement lead to improved HCAHPS scores, and those scores translate into improved patient experience.
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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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