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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 email@example.com.
IFD Webinar and Summer Enrichment Program (SEP)
November Diversity Dialogue – Interpreter Certification
Date: Wednesday, Nov. 12, 2014
Time: 1:00 p.m. ET, 12:00 p.m. CT, 11:00 a.m. MT, 10:00 a.m. PT
Duration: 90 minutes
Shiva Bidar-Sielaff, M.A., director of community partnerships, University of Wisconsin Hospital & Clinics
Wayne Boatwright, M.H.A., CDM, vice president of cultural diversity, Meridian Health-Neptune, NJ
Natalya Mytareva, M.A., CoreCHI™, managing director, Certification Commission for Healthcare Interpreters (CCHI)
Price: Institute for Diversity Members: FREE; Non-Institute for Diversity Members: $99
Registration is open for the Institute’s next Diversity Dialogue, “Interpreter Certification: How It Contributes to Improving Quality of Care and Eliminating Disparities.” Hosted by the Certification Commission for Healthcare Interpreters (CCHI), this webinar will discuss how certified interpreters support institutional commitment to quality care and help reduce health care disparities. Key to mitigating health disparities for patients with limited English proficiency (LEP) is effective provider-patient communication. Health care interpreters are essential in managing difficult conversations across cultural and linguistic barriers. This webinar will emphasize interpreter certification as a standard qualification requirement for hiring or contracting interpreters. To register for this webinar, click here.
Summer Enrichment Program (SEP) Registration Open
Registration is open for the 2015 Summer Enrichment Program (SEP), the Institute’s 10-week summer immersive internship program for academically-strong minority graduate students. This program provides hospitals the opportunity to increase diversity in health care management by offering minority graduate students full-time work experience in some of the nation’s top health care facilities. More than 700 students have successfully completed the SEP program since the Institute’s inception in 1994. Institute members enjoy a $500 reduction in administration fees. Intern matching will begin in January 2015; internships will run June – August, 2015. Meet the health care leaders of tomorrow – take an SEP student today!
For more information, please click here or contact Chris Biddle, membership & education specialist, at firstname.lastname@example.org.
You know your company needs more women, but do you know why?
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.
Going beyond the numbers: Strengthening company culture by leveraging diversity and inclusion
The Huffington Post
Corporate diversity programs often have a singular focus: to boost the number of diverse employees to make the company's workforce more representative of the general population. Seems logical, but does diversity in numbers automatically equate to an inclusive culture? Not necessarily. The key to success is to forget the notion that diversity is a tactic, and instead recognize it as a company value - something that is embedded in the organization from the top down, through and through.
People still prefer male bosses — but that's not the whole story
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.
Screens under scrutiny
Human Resource Executive Online
Many companies employ online personality tests as a way to determine if candidates possess certain job-specific traits. But do some of them violate the ADA and discriminate against those with disabilities? An Atlanta-based attorney recently filed seven complaints with the Equal Employment Opportunity Commission on behalf of his son -- who has bipolar disorder -- and others who are similarly situated, claiming that the information derived from pre-employment personality tests violates the Americans with Disabilities Act and allows companies to discriminate against individuals with mental illnesses.
"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 www.tspot.com to learn more.
Listen up, leaders: We are all millennials
A lot of digital ink has been spilled regarding millennials and how they are reshaping and reordering the workplace. I’m happy to report that ink has not been wasted. The influx of millennials into the workforce tops virtually any short list of today’s business trends. No doubt, Generation Y is poised to make a big impact on the world of work. But are the supposed differences of the most tech-savvy generation in history all they are cracked up to be? Even more importantly, how will generational differences play out when it comes to leadership development, workplace culture and recruiting?
International HR administration: In the 21st Century, workforce diversity goes beyond race, gender
The corporate photo that shows a rainbow of staff may have become a cliché, but if businesses want real diversity, they'll have to consider “non-visible” factors in hiring and adapt to the changing identities of modern employees, according to experts in managing global workforces. Lisa Johnson, global practice leader at Crown World Mobility's Consulting Services, divides diversity into two types: visible and non-visible. The more traditional traits can be seen — meaning that companies look for personnel in different categories of race, age, gender, geography and disability — but to achieve true diversity, they should also look for such non-visible traits as variety in family structures, religions and sexual orientation.
The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest
Hospitals face growing need for medical, language interpreters
Hospitals across the country face a demand for medical interpreters — and solutions such as conferring with a family member or an interpreter via a phone service don't always meet the need, NPR reports.
Lessons from European and Australian diversity models
The United States has traditionally held a leadership position in the global community when it comes to diversity, but Europe has bridged the gap. Large European companies now have roughly the same percentage of women on their boards as in the United States, and their growth has been fast. It’s not all good news, however. While board diversity has been growing in the U.S and faster in Europe, the study also highlights that representation of women is lagging in chair and executive director roles — positions with real decision-making power.
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