him empowerment...05/21 defense 1/10 outline done 2/14 draft done 2/20 submit to journal 1/5 resume...

HIM Empowerment Are You Up for the Challenge? Merida L. Johns, PhD, RHIA

AHIMA Strategic Plan

Develop HIM Leaders

www.TheMonarchCtr.com Copyright: Merida L. Johns

AHIMA Strategic Plan

Develop HIM Leaders


To move the

Industry forward, HIM directors must …

proactively offer their knowledge and decision support expertise

as they become more integrated into organizational leadership

The Terrain



WOMEN Floors 1 - 5

GLASS CEILING Invisible & Artificial Barriers

MEN Floors 1 - 12

Women in the Workforce

Women are 50% of the Workforce

Invest in America – Invest in Women A Report of the Majority Staff of the Joint Economic Committee United States Senate - 2012


Women and Education

U.S. Department of Education Estimates 2013


Gender in Fortune 500 Companies

Invest in America – Invest in Women A Report of the Majority Staff of the Joint Economic Committee United States Senate - 2012

46%

16% 14% 8%

2% 0%

10% 20% 30% 40% 50% 60% 70% 80% 90%

100%

Employed Board Seats Executive Position

Top Earning Executives

CEOs

Men Women

Median Weekly Earnings by Degree and Gender

1734 1515

1199

880

1371 1125

930 682

0 200 400 600 800

1000 1200 1400 1600 1800 2000

Men Women

Bureau of Labor Statistics 2013


The Healthcare Terrain


Women in the Healthcare Workforce

Piktochart.com

Bureau of Labor Statistics 2011 Women in Healthcare RockHealth 2012

73% 18% 4%


Healthcare Executive Average Annual Salary by Gender Equal Education and Experience

166,900

134,100

0 20,000 40,000 60,000 80,000

100,000 120,000 140,000 160,000 180,000

Men Women

ACHE: A Comparison of the Career Attainments of Men and Women Healthcare Executives 2012


75% Of Senior Healthcare IT Positions are held by men

Healthcare IT News April 24, 2013 www.TheMonarchCtr.com Copyright: Merida L. Johns

Women Health Care Executives Favor Increase in Proportion of Women in Executive Positions

Men Health Care Executives Favor Increase in Proportion of Women in Executive Positions

Piktochart.com

ACHE: A Comparison of the Career Attainments of Men and Women Healthcare Executives 2012

79% 42%

The HIM Terrain


AHIMA Salary Survey 2011

92% Of AHIMA Membership Are Women



6% AHIMA Members Hold Executive Positions



1.7% AHIMA Women Members Hold Executive Positions


AHIMA Membership by Educational Level

JAHIMA September 2013


IMPLICATIONS FOR HIM

The Case for Gender Diversity in Executive Management

Is Compelling


1Forbes.com 11-09-10 : The Business Case for Gender Equality 2Claire Shipman & Katty Kay: 2010 Womenomics

3Roy Adler – Pepperdine University: Women in the Executive Suite Correlates to High Profits 4Catalyst January 2004: The Bottom Line: Connecting Corporate Performance and Gender Diversity


Invest in America – Invest in Women A Report of the Majority Staff of the Joint Economic Committee

United States Senate - 2012


What Improves Results

Diversity combines strengths of each to improve outcomes


Key Leadership Behaviors That Improve Performance

Copyright Merida L. Johns 2015

Leadership Behaviors Frequency of Performance Participative Decision Making Women apply slightly more

Role Modeling – Building Respect Women apply more

Inspiration – Compelling Vision Women apply slightly more

Expectations and Rewards Women apply more

People Development – Mentoring Women apply more

Challenging Assumptions - Risk Taking

Women and men apply equally

Effective Communication Women and men apply equally

Individualistic Decision Making Men apply more

Control and Corrective Action Men apply more

Women Matter 2 –McKinsey&Company 2008

WHAT’S HOLDING WOMEN BACK


Cultural

Social Economic

Gender Based

Organization

Barriers


Unconscious Bias and Stereotypes


Unconscious Gender Stereotypes


Systematic Cognitive Errors Gender stereotypes are culturally‐shared,

socially constructed heuristics about who men and women are and how they should behave

Hiring Scenario

Rate My Professor Scenario Authoring Scenario

www.TheMonarchCtr.com Copyright Merida L. Johns

Hiring Scenario

• In the study, Yale University researchers asked 1 scientist at six universities to review identical CVs purporting to belong to senior undergraduate students that had been randomly assigned male or female names.

• The researchers found that in considering the applicants for a laboratory manager position, staff consistently judged male candidates to be more competent and deserving of an extra $4,000 (£2,475) pay on average. They were also more willing to provide male applicants with mentoring and were more likely to hire them.

• Women in the study were just as likely as men to make these judgements, and scientists responded no better than control groups.


Algorithmic sifting of the anonymous online ranking system, RateMyProfessors.com of 3,000,000 students showed that: • The term “genius” is a term students apply to male professors at three times the rate

for women at least, depending on the discipline.

• Brilliance is also something men do better than women

• In music, male professors are seven times more likely than female professors to be virtuoso performers.

• Men are rated consistently more knowledgeable and smart, also handsome, cute,

charming, funny, and sensitive. • Women professors are consistently more likely to be described as feisty, bossy,

aggressive, shrill, condescending, rude.

Rate My Professor

http://www.newrepublic.com/article/121024/heres-one-way-gender-discrimination-plays-out-academia

http://www.ratemyprofessors.com/�

Author Scenario

• Graduate students in communications rated publications supposedly written by male scientists as higher quality than identical work identified with female authors.

• The research found that -- both men and women -- showed significant bias against study abstracts they read whose authors had female names like "Brenda Collins" or "Melissa Jordan."

• These students gave higher ratings to the exact same abstracts when the authors were identified with male names like "Andrew Stone" or "Matthew Webb."

Copyright Merida L. Johns, PhD 2014

http://www.sciencedaily.com/releases/2013/04/130403122019.htm

Gender-Based Barriers

Lower Career Clarity

Set Lower Career Aspirations

Lower Confidence

Cautious approach to job promotions

Reluctance to promote self

Less ability to connect with senior managers

Women Matters 2012: Making the Breakthrough. McKinsey Report Ambition and Gender in the Workplace. 2009 Institute of Leadership and Management

Women in Healthcare – RockHealth 2012


Are You Up for the Challenge?

Develop Career Clarity


Leadership is rooted in who you are, not trying to be someone else

52 Week Game Changer: How She LEADS


Develop Career Clarity

Identify Your Strengths

Develop a Personal Vision

Know What You Want

Know Your Purpose


VIA 24 CHARACTER STRENGTHS

www.VIAInstitute.org


Are you up for the challenge?


Raise Career Ambitions


Raise Career Ambitions

Develop BIG Goals

Categorize the Goals

Break the Goals into Doable Chunks

Develop a Vision Board

Seek More Learning


2015:

Oct Corporate HIM Director

Oct Article in Publication

June Complete Masters

01-10/ Thesis Approved 2/28 Data Collected

3/31 Data Analysis

04/30 Draft Completed

05/21 Defense

1/10 Outline Done

2/14 Draft Done

2/20 Submit to Journal

1/5 Resume Done

1/20 LinkedIn Updated 1/25 3 Recruiters Contacted

1/30 Meet with Doug F. to review plan 2/10 Meet with Doug F

2/15 Begin Applications

11-01-13 Abstracts Done

2014:

11/13 Abstracts to AHIMA

01-05-14 Abstract to CLCF


Oct Present at Professional Meeting

Are you up for the challenge?


Raise Confidence


Raise Confidence

Success Journal

Gratitude Journal

Sideline the Inner Critic

Use the “rabbit foot”


Are You Up for The Challenge?


Promote Yourself


Promote Yourself

Accept Compliments

Use Social Media Effectively

Display Awards

Hone Elevator Speech and Use It

Develop Your Brand


Are You Up for The Challenge?


Amass Social Capital



Get a Mentor

Get a Sponsor

Volunteer, Connect, Promote

Use Social Media

Provide Benefits to Others


Seek Opportunities


Seek Opportunity

Be Proactive

Keep Vision in Sight

Take Purposeful Risks

Prepare and Perform


Are You Up for the Challenge? Raise Career Clarity

Raise Career Aspirations

Raise Confidence

Promote yourself


Seek job opportunities

Break the Glass Ceiling


Ladies Virtual Night Out * 1st Wednesday of the Month www.TheMonarchCtr.com


Toast to Leadership

him empowerment...05/21 defense 1/10 outline done 2/14 draft done 2/20 submit to journal 1/5 resume...

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