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As we move toward 2015, ASHHRA hopes its members, partners and other industry professionals are enjoying a safe and happy holiday season. Before moving on to the new year, we would like to provide readers of eNewsBriefs Hot Topics in Diversity with a look back at the most trending articles from 2014. Our regular publication will resume Friday, Jan. 9.|
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Physician assistant ranks see 'phenomenal growth,' lack of diversity
From Sept. 5: Rising numbers of women in higher education and a growing desire among healthcare workers for work/life balance are fueling physician assistant job growth. But the head of a PA industry group says the lack of diversity among PAs is "disturbing."
Is obesity a diversity concern?
From March 21: In 2008, Congress enacted the Americans with Disabilities Act Amendments Act, or ADAAA. In doing so, it declared its intent that the definition of “disability” be construed broadly to afford greater protection to employees. Although the ADAAA does not change the definition of disability, it broadens the term by modifying language within that definition. Following the enactment of the ADAAA, it is more likely an individual’s physical or mental impairment will be considered a disability under the Americans with Disabilities Act, or ADA. Last summer, the American Medical Association officially recognized obesity as a disease, a move that some say could lead organizations to pay more attention to the condition and spur more insurers to pay for treatments.
When selection ends and discrimination begins
From Feb. 21: It’s one thing to know what kind of skills and capabilities successful candidates are likely to possess. It’s something else to think those skills don’t come in vastly divergent packages. We all make judgments. It’s part of being human — the need to simplify, categorize and slot things neatly into buckets. Our brains are wired to create patterns and make associations to keep us safe and to aid socialization. But when those natural inclinations filter into recruitment processes, organizations open themselves up to risk if a candidate files a discrimination charge with the U.S. Equal Employment Opportunity Commission.
People still prefer male bosses — but that's not the whole story
From Oct. 31: In an ideal world, managerial positions would be filled by the most qualified people for the job, regardless of gender -- and a recent survey suggests more people feel that way than ever. Thirty-three percent of people, if given the choice, said they would prefer a male boss while 20 percent said they'd prefer a female boss, according to Gallup's latest annual poll on work and education. While that gap has continued to narrow over the years, the most encouraging news is that the majority of people (46 percent) said it doesn't make a difference to them, a response that has been on the rise since 2002.
You know your company needs more women, but do you know why?
From Oct. 31: It seems like a week doesn’t go by without a major tech company announcing its abysmal workplace diversity numbers. Technology, it would seem, is made by a bunch of white guys. And lately these white guys have decided they need to add women to their boards, their executive teams and their front lines as fast as possible. Everyone is talking about the “diversity problem.” But it doesn’t seem like many really stop to ask: Why is this a problem? The answer is that businesses comprised of people with the same experiences and world views tend to miss big things. The reason lack of diversity is a problem has much more to with the bottom line than with the company photo.
The right benefits plan makes all the difference.
• Energize employee engagement
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• Attract & retain the best & brightest
What great diversity leaders don't do
From May 2: There are plenty of "do's" out there for leaders to follow, but what about things successful champions of diversity refrain from doing? Sometimes it’s not what you do but what you don’t do that helps you get to, and stay on, the top.
In an improving economy, is age discrimination getting better or worse?
The Washington Post
From Aug. 8: Recent headlines haven't made it look easy to be over the hill at work. Washington, D.C., power players are turning to plastic surgery to avoid a "use by" date for their careers. Silicon Valley firms are hiring high school students as interns. Twitter got hit with a lawsuit alleging age discrimination last week by a former manager. And when veteran NFL sideline reporter Pam Oliver confirmed that she had been replaced by a younger Erin Andrews recently, some questioned whether ageism was at play. All of which made us wonder: In today's economy, is age discrimination getting better or worse?
3 insider tips for happier hospital employees
Becker's Hospital Review
From Feb. 21: Having engaged, appreciated employees can lead to increased patient satisfaction scores. Since a portion of hospitals' Medicare reimbursement is tied to patient satisfaction scores in the value-based purchasing program, improved employee engagement has more direct implications for hospitals' bottom lines, says Chris French, vice president of customer success for Globoforce, a leading provider of social recognition solutions. Though employee engagement is critical for health care organizations, it is definitely difficult. Health care workers often face compassion fatigue and burnout due to the high-stress nature of their jobs, making engagement tougher.
Study: People like the idea of workplace diversity more than actual diversity
From Oct. 17: Diversity in the workplace is often something employees say they want, but it turns out workers may actually prefer a homogeneous environment. That’s the finding of a new study on gender diversity in the workplace. So does diversity in the workplace matter? In short, yes. The study also found that gender diversity can help a company’s bottom line and lead to more revenue.
The right way to measure executive diversity
Harvard Business Review Blog Network
From May 16: In a majority of the world’s companies, the idea that diversity is important, especially at senior levels, has become widely accepted. Nearly every major company has taken on efforts to attract, retain, and advance women and diverse employees. Along with these efforts, a huge and growing array of award granters, raters, and scorecard vendors has emerged to help companies benchmark, track progress and measure success.
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