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Nov. 15, 2013


Hello ASHHRA and IFD Members:

ASHHRA Webinar

Developing an Effective Health Care Workforce Plan
Featuring Insights from Fairview Health Services
Date: Nov. 19
Time: 10 a.m. PT, 11 a.m. MT, 12 p.m. CT, 1 p.m. ET
60-minute webinar
Register Now
Price: Registration is required for this free webinar.

Health care organizations should evaluate their workforce planning models annually and adjust them in order to meet ever-changing needs. When doing this evaluation, it is important to consider the future strategic direction of the organization and how this direction impacts workforce needs. At the same time, the “big picture” should always be kept in mind — including considerations for the Affordable Care Act (ACA) and how team-based care will impact your plan.

The American Hospital Association will share key components needed for developing your plan, items to consider as part of your overall strategy and suggestions for partnering with your community to solve your workforce challenges. Also hear from Fairview Health Services about its journey to improve the organization's workforce planning system and its involvement with the state of Minnesota to improve Fairview’s data collection and statewide collaboration on workforce issues.

Attendees will receive a copy of the "Developing an Effective Health Care Workforce Planning Model" white paper and assessment tool.

Learning Objectives
  • Key components of an effective workforce planning model
  • How to link the workforce plan with the organization’s business strategy
  • Ideas for preparing for future talent needs
Presenters: Laura Beeth, System Director, Talent Acquisition, Fairview Health Services
Stephanie H. Drake, MBA, Senior Executive Director, American Hospital Association

Register Now

IFD Webinar
Addressing Religious Diversity in Healthcare: Challenges and Opportunities
Date: Dec. 10
Time: 10 a.m. PT, 11 a.m. MT, 12 p.m. CT, 1 p.m. ET
90-minute webinar
Register Now

Presenter: Lynn Stoller, Senior Program Associate, Tanenbaum Center for Interreligious Understanding

*Price: Free for Institute members
$99 for non-Institute for Diversity members

*Note: Many ASHHRA members are also IFD members. Feel free to contact Pamela Janniere, manager of membership and education, to see if your organization is a member at

This presentation will discuss the multi-layered role that religion plays in a health care setting and will offer recommendations on how health care leaders and diversity professionals can effectively and respectfully address the religious needs of both patients and employees.

Click HERE for more information and to register.



Diversity push needs executive backing
Diversity Executive
Executives need to acknowledge the business case for diversity and inclusion before it will fully be realized. Steve Almond, chairman of the global board of directors at Deloitte Touche Tohmatsu Limited, or DTTL, works to improve diversity and inclusion in his company. Half of Deloitte’s 200,000 employees are women, as are half of the graduates hired every year, but that statistic doesn’t match the leadership positions within the business. Almond works with executives to demonstrate the business case for diversity and tries to set a personal example by mentoring those of different backgrounds and experiences.
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5 ways for hospitals to become better employers
Becker's Hospital Review
Healthcare has become an extremely competitive industry, with hospitals and health systems striving not only to attract patients, but to attract and retain employees and physicians as well. Being seen as a "good" employer will allow organizations to not only attract top talent, but to keep them engaged and retain them for the long haul as well. About a decade ago, hospitals could strive to be good employers just to feel "warm and fuzzy," but now, things have changed. Having an engaged workforce positively impacts clinical outcomes like patient experience and quality scores. And, with healthcare reform, those scores play a critical role in outcomes important to hospitals' bottom lines. With that in mind, the following are five suggestions of how hospitals can become better employers.
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Senate passes bill banning discrimination based on sexual orientation
Bloomberg BNA
The Senate Nov. 7 passed the Employment Nondiscrimination Act (S. 815), which would ban employment discrimination on the basis of sexual orientation or gender identity, on a bipartisan vote of 64-32, but the measure faces an uncertain future in the House. The vote marked the first time the Senate had considered a measure banning employment discrimination on the basis of sexual orientation since 1996, when similar legislation failed to pass by a single vote. The latest version of the bill, unlike the one considered 17 years ago, also would ban discrimination based on gender identity.
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  The Health Care Industry is Evolving

How are you aligning your talent to your organizational strategies? Learn how other health care organizations are building successful hiring, leadership and succession programs.

Major companies try 'sponsorship,' as new hammer to break glass ceiling
The Washington Post
Kent Gardiner, chair of a prestigious Washington law firm, thought he and his fellow managers were doing everything right to promote women and people of color. Crowell & Moring hired roughly equal numbers of men and women out of law school. It had mentoring programs, women’s initiatives, a diversity council. It opened a child-care center and embraced part-time and flexible schedules. Still, the largely white male power structure barely budged. Most of the women and people of color at the firm were stuck in the middle rungs; just one quarter of the firm’s partners are women, and about 10 percent are people of color. Gardiner didn’t understand why. Then he read a Harvard Business Review article by economist Sylvia Ann Hewlett about unconscious bias in the workplace — and the power of a growing practice called sponsorship to counter it. Gardiner finally began, as he says, to “get it.”
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Poll: Americans embrace diversity, support reducing racial, ethnic inequality
New public opinion research conducted by the Center for American Progress and PolicyLink and funded by The Rockefeller Foundation, found that Americans are much more open to diversity and supportive of steps to reduce inequalities between racial and ethnic groups than is commonly portrayed in politics and the media. The results of this survey indicate that Americans are more likely to see opportunities from rising diversity than challenges. They understand the problems associated with inequality in society and strongly support new steps and investments to reduce these inequalities.
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Creating diverse workforce requires strategic hiring
BusinessNewsDaily via Fox Business
While the overwhelming majority of executives feel diversity in the workplace improves a company's performance, only some are taking the steps needed to ensure it exists, new research shows. A study by the Korn/Ferry Institute revealed that 96 percent of executives worldwide believe having a diverse and inclusive workforce can improve employee engagement and business performance. However, while the poll shows attitudes are positive, it also shows enterprises need to do more to promote inclusion.
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Exploring commonalities through competencies
Diversity Executive
Diversity and inclusion has become an integral part of the HR field. By exploiting commonalities, diversity executives can promote awareness of people’s differences and take advantage of them to build a culture of respect, trust and support.
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  Fast, Efficient Staffing for Special Projects

When your facility has a need for nurses and faces an urgent and crucial situation, Fastaff has the experience to help you manage effectively.

EMR Conversion, New Unit, Reorganization, Natural Disasters

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How to manage biased people
Harvard Business Review Blog Network
By now it’s generally accepted that if senior leaders suffer from cognitive biases their decisions can severely undermine company performance. Yet, leaders are not the only members of organizations that exercise poor judgment: Non-leaders are sometimes irrational too. Bearing this in mind, it is imperative that strategy-setters make explicit allowance for just how cognitively fragile their employees might be – or else they risk not fully understanding why their “perfectly rational” strategies don’t work.
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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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