Identifying and Assisting the Impaired Healthcare Worker
What would you do if you found out that one of your best nurses showed up to drunk to work?? What if the supervisor in charge said that it had been going on for years?? This was the real-life situation described by one panelist at the June 15th discussion entitled, Identifying and Assisting the Impaired Healthcare Worker.? The discussion was moderated by?Shanon Shumpert from Rush University Medical Center and the panel included Daniel Angres from the Positive Sobriety Institute, Bill Heffernan from Employee Resource Systems as well as Tracy Magers from Presence St. Joseph Hospital.
The panelists recommended having a very thorough drug screening process as part of the hiring process to prevent problems from happening in the first place but also defined policies in place to support management and employees in identifying and dealing with impaired workers.? But should an employee develop a problem the panel stressed the importance of getting the impaired worker help and, once they?ve earned it, a chance to work again.
Fostering Inclusion of LGBT Patients and Employees
Not to be outdone, the second discussion panel was called Fostering Inclusion of LGBT Patients and Employees.? ?The discussion was moderated by Sharon Allen from the Institute for Diversity in Health Management and the panel included Cecilia Hardacker from Howard Brown Health, Brandy Hatcher from Rush Medical Center, and John Knight from the American Civil Union of Illinois.
The discussion on this panel returned again and again to themes of compassion and communication.? Compassion from employees is key to patients to feeling comfortable that they would be accepted and given the same quality of care as anyone else.? Communication, whether it was including LGBT people or symbols in your advertising or recognizing them through hospital affinity groups can go a long way to letting the LGBT community know they are valued members the community.