Creating and using benchmarks to compare your company’s hiring demographics against those used by government agencies like the EEOC (Equal Employment Opportunity Commission) is crucial. Benchmarking helps ensure that your company’s hiring practices are fair and compliant with federal regulations. Here’s are some considerations to keep in mind when you consider the right benchmarks
Why Benchmarking Matters
Government agencies monitor and require companies to report on the demographic composition of their workforce, especially larger companies. For instance, the EEOC uses benchmarks to compare a company’s demographics against broader population data from sources like the U.S. Census and the American Community Survey. Knowing how your company’s demographics stack up against these benchmarks is essential for several reasons:
Diversity Goals: Meeting your company’s diversity and inclusion goals.
Fair Hiring Practices: Ensuring fair and unbiased hiring practices.
Best Practices for Benchmarking
Collect Internal Data: Gather detailed demographic data of your current workforce and applicants.
Ensure you track data on race, gender, age, and other relevant demographics.
Choose the Right External Data: Depending on your hiring scope, use national, regional, or local data. For example, if you recruit nationwide, use national benchmarks. For local hires, consider regional data.
Occupation and Industry-Specific Data: Align your benchmarks with the specific occupations and industries relevant to your company. Different industries and roles may have distinct demographic compositions.
Adjust for Educational Requirements: Consider the educational requirements for the roles you are hiring. This will help you compare your applicant pool against the qualified population.
Use Census Data: The U.S. Census Bureau provides comprehensive data that can be segmented by occupation, geography, and other factors. This data is a good starting point for creating your benchmarks.
Ensuring Fair Selection
To avoid over- or under-selecting any protected group, follow these steps:
Regularly Update Benchmarks: Demographic data changes over time. Ensure your benchmarks are based on the most recent data.
Monitor Hiring Practices: Continuously monitor your hiring practices and outcomes against your benchmarks.
Training and Awareness: Educate hiring managers on the importance of diversity and compliance with hiring practices.
External Data Sources
Looking at external data sources is important because it provides a broader context for your internal data. It helps you understand the labor market and demographic trends in your industry and location. External benchmarks serve as a snapshot of the current workforce composition, which can change over time.
Creating effective benchmarks involves a blend of using accurate external data and understanding your company’s unique needs. By comparing your company’s demographics against reliable benchmarks, you can ensure fair and compliant hiring practices. Regularly updating these benchmarks and educating your hiring team on best practices will help maintain a diverse and inclusive workforce.
Where Can You Find Additional Information?
Of Significance: Don’t Miss the Mark! Podcast on what to keep in mind when creating benchmarks
Harvard Business Review: Smart benchmarking starts with knowing whom to compare yourself to
The podcasts cover a wide range of interesting and timely topics such as leadership, workplace violence, revenue capture, AI, use of technology, and how to best work with healthcare consultants.
Plan to listen while you are driving to patient visits!
Check back often to see what new podcasts have been released.
Root Cause Analysis (RCA) is a systematic and structured process used to identify the root causes that results in an undesirable outcome or adverse event and to develop corrective actions. The goal of RCA is not just to treat the symptoms of a problem but to delve into the underlying causes of the failure. By understanding these causes, a hospice agency can develop strategies to mitigate risks and implement corrective actions to prevent future occurrences. This approach to addressing adverse events will lead to improved patient safety and enhanced quality of care. Further, by promoting a culture of safety, RCA fosters a culture of transparency, accountability, and continuous improvement in the hospice agency.
When is root cause analysis used
A hospice agency can use root cause analysis to investigate any unexpected occurrences such as hospice acquired pressure ulcers, medication errors, or process variations where recurrence could result in serious adverse outcomes. Candidates for RCA may be identified via patient satisfaction surveys, incident reports, surveys, or other reports and audit activities. A root cause analysis focuses on systems and processes, rather than individuals in the agency. The objective of the RCA is to reduce the risk of recurrence by identifying opportunities to improve or redesign systems or processes. By implementing system changes, this will lead to sustained system improvement.
Elements of root cause analysis
A comprehensive root cause analysis includes the following elements:
Problem identification: Identify the adverse event to be investigated and gather preliminary information. Events and issues can come from many sources such as patients and their families, staff, or regulatory bodies. The agency should have a process for deciding what events are selected for RCA.
Define the event: Clearly describe the adverse event, error, or near miss. Include specifics such as what happened, where, when, and who was involved.
Gather initial data: Collect all relevant information about the event including incident reports, patient records, and witness statements.
Assemble RCA team: Select the members of the RCA team and the team facilitator. Team members should be knowledgeable about the processes and systems that they will be investigating.
Multidisciplinary team: Form a team that includes individuals with diverse expertise and perspectives. This may include clinicians, administrators, and support staff.
Assign roles and responsibilities: Clearly define the roles and responsibilities of each team member to ensure an organized and effective RCA process.
Data collection and investigation: Collect and organize the facts about the adverse event that will be investigated.
Detailed event timeline: Create a detailed timeline of events leading up to, during, and after the incident. This helps in understanding the sequence of events.
Conduct interviews: Interview staff involved in the event to gain insights into what happened and why. Ensure a non-punitive approach to encourage open and honest communication. Review documentation: Examine all relevant documentation including patient records, policy and procedure manuals, and any relevant logs.
Identify contributing factors and root causes: Identify the situation, circumstances, or conditions that increased the likelihood of the adverse event. Conduct a thorough analysis of contributing factors that lead to identification of underlying process and system issues.
Cause and effect analysis: Use tools such as fishbone diagrams (Ishikawa) or flow charts to map out the possible causes and identify the root causes. Five whys technique: Ask “why” repeatedly (usually five times) to drill down to the underlying root cause(s) of the problem.
Develop action plan: Develop plan for best changing the processes and systems to reduce the likelihood of another similar event. Design and implement changes to eliminate the root causes. This may involve creating new processes.
Corrective actions: Develop specific, measurable, achievable, relevant, and timebound (SMART) corrective actions to address the root causes.
Assign responsibility: Assign responsibility for implementing each corrective action to specific individuals or teams. Timeline: Establish a timeline for the implementation of each corrective action
Implementation and Monitoring: Implement the plan and evaluate its performance. Create mechanisms to gather data that can be used to measure the success of changes that were introduced.
Implement changes: Put the corrective actions into practice. Ensure that staff are trained and aware of changes to procedures or policies. Monitor effectiveness: Continuously monitor the effectiveness of the corrective actions. This may involve regular audits, follow up assessments, and a feedback mechanism.
Documentation and Reporting: Create documentation of the RCA process including all findings, root causes, and corrective actions taken. Share findings with stakeholders, promoting a culture of transparency.
Detailed Reports: Document the entire RCA process, including findings, root causes, corrective actions, and implementation outcomes.
Communicate findings: Share the RCA findings and action plans with all stakeholders including staff, patients, and regulatory bodies.
Continuous improvement: Review the RCA process on a periodic basis to identify any necessary modifications or areas that could benefit from improvement. Continuous improvement ensures that the agency promotes a culture of growth and continuous learning.
Review and revise: periodically review the RCA process and outcomes to ensure sustained improvements. Revise strategies as necessary based on new data and feedback.
Promote a learning culture: Foster an environment where continuous learning and improvement are encouraged and staff feel empowered to report issues and participate in problem solving.
Root cause analysis is a vital tool in hospice care for understanding and addressing the underlying causes of adverse events and errors. By systematically identifying and correcting these root causes, hospice agencies can significantly enhance patient safety, improve quality of care, and promote a culture of continuous improvement. A well-executed RCA resolves the immediate issue and provides valuable insights to prevent future occurrences, thereby ensuring better outcomes for patients and their families.
Artificial Intelligence (AI) is transforming the workplace. It offers immense potential for employers to enhance efficiency, decision-making, and overall performance. However, as AI is increasingly integrated into hiring decisions and other HR functions, employers must take note of the ethical and regulatory considerations that surround its use.
In this blog we review some of the potential benefits of the use of AI for employers as well as regulations considerations in using AI for hiring decisions.
Potential Benefits of AI for Employers
Enhanced Efficiency: AI can automate routine tasks, freeing up time for the HR team to focus on strategic activities. Ai can support activities such as sorting through resumes and scheduling interviews, both activities that typically consume significant resources.
Improve Decision-Making: AI systems can quickly and accurately analyze large volumes of data, providing insights that help employers make informed decisions. This includes identifying trends in employee performance, predicting future hiring needs, and optimizing workforce planning.
Bias Reduction: When properly designed and implemented, AI can help reduce unconscious bias in hiring decisions. AI can objectively evaluate candidates based on data rather than subjective impressions, leading to more fair and more inclusive hiring practices.
Cost Savings: Automating aspects of the hiring process can significantly reduce costs. AI can handle initial screenings, reducing the need for extensive human involvement until the later stages of the hiring process. The efficiency can translate into considerable savings.
Better Candidate Matching: AI-powered tools can analyze job descriptions and candidate profiles to identify the best matches, improving the quality of hires. By considering a broader range of factors, including skills, experience, and cultural fit, AI can help employers find candidates who are more likely to succeed in their roles.
Rules and Regulations Surrounding the Use of AI
While AI offers many benefits, its use in hiring is subject to various restrictions and regulations designed to ensure fairness and protect candidate rights. Employers must be aware of these to avoid legal pitfalls and ethical dilemmas.
Data Privacy Laws: Regulations like the General Data Protection Regulation (GDPR) in Europe and the California Consumer Privacy Act (CCPA) in the U.S. impose strict requirements on how personal data is collected, stored, and used. Employers must ensure that AI systems comply with these laws, particularly when handling sensitive candidate information.
Anti-Discrimination Laws: In the U.S., the Equal Employment Opportunity Commission (EEOC) enforces laws that prohibit discrimination based on race, color, religion, sex, national origin, disability, and genetic information. AI systems must be designed to comply with these laws, avoiding biases that could lead to discriminatory practices.
Transparency and Accountability: Employers must be transparent about their use of AI in hiring decisions. Candidates should be information when AI is used to evaluate their applications and employers should be prepared to explain how AI decisions are made. This transparency is crucial for building trust and ensuring fairness.
Algorithmic Fairness: AI systems must be regularly audited to ensure that they are fair and unbiased. Employers should work with AI vendors who prioritize ethical AI development and are willing to provide insights into their algorithms’ workings.
Bias Mitigation: Employers must actively work to mitigate any biases in their AI systems. This involves continuous monitoring, testing, and updating of AI algorithms to ensure they do not perpetuate or exacerbate existing biases.
Beware of Evolving Regulations
To harness the benefits of AI while navigating its regulatory landscape, employers need to keep up to date with the latest regulatory landscape and best practices related to AI in hiring. The AI regulations are evolving – and vary by jurisdictions. Employers must constantly monitor to ensure that they remain aware of the most recent regulations. Additionally, employers must regularly audit AI systems to ensure that they are fair, unbiased, and compliant with relevant laws. Finally, success will require collaboration of all stakeholders – HR, legal, and IT teams – to ensure that the AI systems that are implemented reflect a holistic approach.
Where Can You Find Out More?
Using AI to remove bias from hiring decision-making:
Knowing how to provide support during times of hardship or crisis can make a significant difference in someone’s life. The Ring Theory, developed by clinical psychologist Susan Silk, offers a framework for offering support. Specifically, Ring Theory provides a framework for offering support that centers around the needs of the person experiencing the crisis. In this blog we will explore the key principles of this theory and its practical implications for providing effective support.
The Concept of the Ring Theory
At its core, the Ring Theory outlines a model for providing support during times of crisis. It is based on the idea of concentric circles. The person who is directly affected by the crisis is at the center of these concentric circles. Surrounding circles represent their closest relationships, with each circle representing a different level of connection to the individual in need.
Understanding the Circles
Center Circle: The innermost circle contains the person experiencing the crisis. This individual is at the heart of the support network and should be the primary focus of empathy and assistance.
Immediate Family and Closest Friends: The next circle consists of the individual’s immediate family members and closest friends. These individuals have the strongest emotional connection to the person in need. They play a crucial role in providing support.
Extended Family and Close Friends: The third circle includes extended family members, colleagues, and friends. They are also close to the individual but may not be directly involved in the individual’s day-to-day life.
Acquaintances and Casual Friends: The outer circles comprise acquaintances, colleagues, and distant friends who may have a connection to the person in need but are less emotionally involved.
According to the Ring Theory, each concentric circle is advised to “comfort in” and “dump out.” This means that individuals in the outer circles may talk about their stress to anyone in the larger circles but must provide comfort and support to those in smaller circles.
Practical Application of the Ring Theory
When applying the Ring Theory, it is important to prioritize the needs of the person at the center of the crisis. Instead of burdening that person with our own emotions or seeking validation for our feelings, we should focus on offering comfort, practical assistance, and a listening ear.
Offer Comfort, Not Complaints: Prioritize the needs and emotions of the person in crisis over your own. Offer words of comfort, empathy, and practical support.
Listen Without Judgment: Provide a safe space for the person to express their feelings without fear of judgment or criticism.
Respect Boundaries: Understand that everyone copes with crisis differently. Respect the person’s boundaries and preferences for receiving support.
Provide Practical Assistance: Offer tangible help such as running errands, preparing meals, or providing childcare to alleviate some of the person’s burdens.
Avoid Sharing Your Own Struggles: Refrain from sharing your own struggles unless explicitly invited to do so. Focus on validating the person’s feelings and experiences instead.
Additional Considerations
Beyond understanding the core principles of the Ring Theory, it’s important to recognize that providing support during a crisis can be complex and multifaceted. There are many considerations that one needs to keep in mind. Here we list some:
Cultural Sensitivity: Different cultures may have unique approaches to coping with crisis and seeking support. Be sensitive to cultural norms and preferences when offering assistance.
Self-Care for Caregivers: Supporting someone in crisis can take a toll on your own emotional well-being. Remember to prioritize self-care and seek support from your own network when needed.
Professional Resources: In some cases, the support needed may go beyond what friends and family can provide. Seek professional help or refer the individual to appropriate resources if necessary.
Where can you get more information
Ring Theory Helps Us Bring Comfort In – Psychology Today article discussing the principles of the Ring Theory and its application in supporting individuals in crisis.
The Comfort in, Dump Out Theory Explained – Psychology Today article providing an overview of the Comfort in, Dump Out Theory and its relevance in offering support during difficult times.
By understanding and applying the principles of the Ring Theory, we can provide meaningful support to those who need it most, fostering a culture of empathy, compassion, and understanding.
