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Can Inclusion Efforts Increase Workplace Happiness?
Page 24 equal opportunity employment journal Feb/March 2021 Can Inclusion Efforts Increase Workplace Happiness?
In the modern workplace, it’s not enough to just offer a paycheck and traditional benefits to a new generation of employees; these young, ambitious, and forward-thinking people are looking as closely at a company’s diversity and inclusion policy as they are the details of their insurance plan.
Modern employees want a workplace that represents a wide range of voices – and want to work for a company that commits to diversity and inclusion. When employees feel included in their work environment, they’re more committed to the work they do, the colleagues they work with, and the company they belong to. That’s the recipe for a happy workforce.
So, how can inclusion efforts lead to a happier workforce? Let’s break it down here. An Inclusive Workforce Promotes Employee Well-Being…
An inclusive workplace is one that is empathetic to circumstances it may never understand. An atmosphere of inclusivity inspires confidence and energy, empowering employees to be their “best self” every day. By ensuring that things like mental health, selfcare, and general well-being take precedence, employees have the support they need to succeed in their careers. As a result? Inclusive workplaces promote a happy, stable workforce and are a key factor when it comes to retention. A Gartner Research study, for example, reported that employees at companies with high levels of diversity and inclusion are 20% more likely to stick around. …and an Inclusive Workforce is a Profitable Workforce
A more profitable workforce is a happier workforce all around – and inclusion leads to a happier workforce. Diversity and inclusion lead to cross-cultural teams; those teams bring about creativity and innovation, which blossoms into desirable outcomes and successful projects. Successful projects lead to bigger profits and better-paid employees. Let’s break down the statistics here (as detailed in our Business Case for Inclusion infographic) • About 2/3 of job seekers consider a company’s NOW HIRING — PATIENT RECORDS ABSTRACTOR IV
You can provide the tools necessary to deliver cutting-edge health care and ground-breaking research. As part of our Information Technology team, you’ll ensure that our medical professionals have access to the latest breakthroughs in technology, and you’ll play a key role in protecting our global patient community. As a Patient Records Abstractor IV for UCLA Health Sciences, you will abstract clinical and pathological information according to California Cancer Registry (CCR), Surveillance, Epidemiology, and End-Results (SEER), and California Cancer Surveillance Program (CSP) of L.A. County guidelines and assign ICD-0 codes into the UCLA Cancer Registry database. You will be responsible for assigning the appropriate accession/sequence number to reach reportable case, the appropriate TNM stage to all analytic cases and Extent of Disease (EOD), and the appropriate SEER Summary stage of disease for all analytic cases. Your established experience in these areas means you can abstract information with a less than 3% error rate as required by the CCR. In terms of case finding, you will review Dermatology, Pathology, Diagnostic Indexes, autopsy reports, Death Certificates, Bone Marrow and other source documents to determine report ability of cases. You will enter reportable identified cases into the Cancer Registry suspension file for abstracting, and you will be a resource on abstracting and report ability of cases for other Cancer Data Center staff. • 5+ years abstracting experience required • CTR certification required • Experience using CNEXT and Epic • Detailed knowledge of laws, rules, and regulations affecting the confidentiality of medical information • Advanced MS Office skills • Strong oral and writte communication skills for the purposes of conveying information to individuals at various organizational levels and the general public and in completing concise documentation
UCLA is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.
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APPLY VIA OUR ONLINE APPLICATION SYSTEM: CHIEF DIVERSITY AND INCLUSION OFFICER - $89,635/yr depending upon qualifications
Professional and administrative work in promoting civil rights and equity in the Peoria community. Under the direction of the City Manager, accomplishes goals through outreach and education to improve race relations, civil rights, disability rights, equal opportunity, and accessibility; contract compliance programs; and the development of related strategic partnerships throughout the City. Bachelor’s degree from an accredited college or university in Business Administration, Public Administration, Public Policy, a social science, or other related field; supplemented by five (5) to seven (7) years progressively responsible professional experience. Initial Screening Date: March 12, 2021 – Open until filled.
Progressive administrator to lead the Information Systems Department (11 FTE) providing service to an established, diverse, full-service city, located in the heart of the Midwest. Bachelor’s degree from an accredited four-year college or university in Computer Science, Management Information Systems, Business Administration, Public Administration, Finance, or related field; and seven or more years of progressively responsible experience, five of which must be in a senior management capacity. Strong interpersonal leadership, long-range planning, motivational and administrative skills required. Open, accessible, participatory management style with excellent communication skills essential. Appointed by City Manager. City residency is required within one year of appointment. Initial Screening Date: March 12, 2021 –
Open until filled.
diversity when deciding where to work • Organizations with inclusive work cultures are 2x as likely to exceed financial targets • Companies with ethnically diverse leadership are 33% more likely to outperform competitors
More money isn’t the only benefit for employees. Along with a financial boost, there’s another reason why profitable companies make for happier employees. Working for a company doing well financially helps to instill a sense of pride in your accomplishments – bolstered by the fact that you know your company has a commitment to inclusion at its core.
What Companies Can Do
Establishing an inclusive workforce is integral for a company to move forward on a platform of both equality and equity, and a key component towards better employee satisfaction and retention. Across gender, race, religion, sexual orientation, ability, and other factors, workplaces that strive to include a diverse group of employees make for a happier workforce and make the world a better place.
So how can your organization move forward with an inclusive workforce? Start with these action steps in what we call the “Five-E” model: • Enact diversity training to grow empathy and awareness • Establish employee resource groups to hear diverse perspectives • Ensure all voices throughout the organization are heard • Encourage all employees to bring their “full selves” to work • Get Executive sponsorship to secure buy-in from the
“top-down” of the organization
Article provided by globesmart.com and aperionglobal.com Thomas Jefferson University & Jefferson Health are committed to excellence in the delivery of patient care, educating the health professionals of tomorrow and discovering new knowledge. As one of the most distinguished medical institutions in the country, our history is filled with outstanding people and accomplishments. Diversity, inclusion and cultural competence are critical components of our mission and we celebrate the uniqueness of each of our employees every day.
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