A lot of diversity, equity, and inclusion (DEI) work in the past has been performative rather than igniting real change. In fact, out of $49.5 billion pledged by corporations to combat racial injustice following the murder of George Floyd, a stunning $45.2 billion (more than 90%) was from investments that those companies stood to profit from, reports The Washington Post..

Staff burnout in 2021 has reached crisis levels, threatening the health of organizations, providers, and patients across the country. Since the start of the pandemic, between 60 percent and 75 percent of clinicians have reported conditions that include exhaustion, depression, sleep disorders, and anxiety, according to Dr. Victor Dzau, President of the National Academy of Medicine, at a November webinar hosted by U.S. News & World Report.

Employers that use background screening methods to vet potential employees are likely aware of their obligations when making employment decisions based on a report’s findings. However, recent laws in states and cities across the U.S. are adding to the list of requirements for communicating adverse actions to applicants. As a result, an employer’s current adverse action policies may no longer be compliant with state and local legislation.

How to Optimize the Credentialing Process for 2022 and Beyond

The COVID pandemic disrupted healthcare as we knew it. But healthcare systems are taking advantage of the pandemic-driven upheaval to accelerate changes to the way they work. According to a report from Deloitte, only 9% of healthcare employees indicated that employers were innovating new ways of working before COVID-19, compared with 78% since the pandemic began.

The New York Department of Labor released additional guidance in response to the wave of questions related to the adult-use of cannabis and the Marijuana Regulation and Taxation Act (“MRTA”). This guidance is intended to address some of the most common situations or questions in the workplace. Please note that this guidance does not address the medical use of cannabis.

 

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How to Address Implicit Bias in Healthcare HR Processes

Diversity and inclusion directly impact business outcomes. When diverse employees feel welcome to bring their backgrounds, experiences, and complete identities to their work, they benefit from new ideas and ways of working. But when that’s missing, the business loses opportunities to improve or expand.

6 Best Practices for Implementing a Continuous Monitoring Program

For Cisive's most recent benchmark report, Cisive Insights: Talent Screening Trends 2021, Cisive surveyed more than 1,500 human resources, talent acquisition, compliance, and recruitment professionals worldwide to get a big picture view of the talent screening landscape during the COVID-19 pandemic.

The number of nurses experiencing burnout is trending up and has been since before the COVID-19 pandemic. That burnout comes with a hefty price tag. The National Taskforce for Humanity in Healthcare estimates that nursing burnout costs hospitals $9 billion every year. Disengagement and lost productivity drive frequent turnover and can result in lost reimbursement from failing to meet patient-satisfaction and quality-care outcomes.

The increasing move to digital health sped up during the COVID-19 pandemic, from telehealth to remote work to teleconferences. Many of these changes appear to be permanent, particularly in the healthcare workforce. Embracing digital is no longer optional for long-term success.

Here’s how healthcare HR departments can support their organizations for a successful digital transformation. 

In the past year, COVID-19, increased regulations, and managing a remote workforce have all significantly contributed to the changing nature of human resources and intensified the pressure on the HR function. This new environment demands that HR is equipped, engaged, and invested in not only helping their organization meet its business objectives but mitigating risk as well.

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