Business Environment

Buchanan Ranked in Top Largest Healthcare Law Firms by Modern Healthcare

Buchanan Ingersoll & Rooney has been ranked as one of the largest healthcare law firms in the country in Modern Healthcare's 2024 Largest Healthcare Law Firm list. The list is determined by the headcount of healthcare lawyers in 2023. With more than 60 lawyers in the firm who devote the majority of their practice to the healthcare industry, Buchanan is recognized among the largest players in the health law space. Buchanan's healthcare team offers deep and broad healthcare industry experience across a spectrum of providers, including representing many of the nation's top not-for-profit healthcare institutions and a number of for-profit healthcare providers included among the Fortune 500. The group has led more than 40 major healthcare transactions valued at more than $20 billion in recent years, and the group includes a powerful, multi-disciplinary bench skilled in handling bet-the-institution complex litigation. Buchanan's healthcare section has a robust regulatory team of lawyers and clients turn to them for compliance programs and training, specific to the healthcare industry. The group also includes a government relations section that has long-standing relationships and considerable experience in Federal, state and local government relations, legislative strategy and advocacy. The healthcare industry continues to be a focus area for strategic firm growth. The group helps clients respond to today's most pressing challenges and opportunities that arise in the multi-trillion-dollar healthcare industry. The group is consistently highly ranked by peers and clients in U.S. News & World Report Best Law Firms (National Tier 1) and Chambers USA (Band 1 – Pennsylvania).

BD Named a Best Employer for Excellence in Employee Well-Being

BD announced that it will receive the Business Group on Health "Best Employers: Excellence in Health & Well-being Award" for its commitment to advancing employee well-being through comprehensive and innovative benefits and initiatives. BD also garnered honors for "Excellence in Global Health & Well-being" for its ability to meet the diverse needs of employees in multiple countries and its commitment to equity, with a set of standard benefits offerings. "Our purpose at BD is to advance the world of health, and we know that starts with prioritizing the health and well-being of our 70,000 global employees," said Kristi Payne, senior vice president of Global Total Rewards for BD. "Our integrated approach focuses on physical, emotional, financial and social well-being, and empowers our people to thrive—personally and professionally." Applications were assessed based on their approaches to leadership, culture and well-being strategy; holistic well-being, including mental health, financial well-being, social connectedness, job satisfaction, flexibility and time away; engagement and the employee experience; health equity and social determinants; and metrics and evaluation. This award is the latest accolade for BD employee well-being efforts. Also this year, BD was awarded by Cigna Healthcare with the Silver level "Healthy Workforce Designation," which recognizes companies for improving the health and well-being of U.S. associates through workplace wellness programs. Additionally, the American Heart Association awarded BD a Gold level recognition for its commitments to employee health and well-being as measured in the Association's 2023 Well-being Works Better Scorecard.

The Cigna Group Named Among Best Employers for Health and Well-Being

Global health company The Cigna Group has been recognized for excellence in employee health and well-being by the Business Group on Health, and for its commitment to health equity. This marks the 17th consecutive year the company has been recognized for its commitment to advancing employee well-being through comprehensive and innovative benefits and initiatives. "We believe that employers play a vital role in the health care system, and we strive to be a model for others by prioritizing the health and vitality of employees within our own company," said Kari Knight Stevens, chief human resource officer, The Cigna Group. "A healthy and diverse workforce is essential to achieving our mission, and we continually invest in our employees to support their health and vitality." The Cigna Group's health and well-being initiatives address and support the eight dimensions of vitality—financial, physical, emotional, social, intellectual, environmental, spiritual, and occupational—to give our employees the tools to prioritize all areas of their well-being. Examples of this work include: Virtual-first care solutions: To increase the number of available clinicians and improve access to care for employees and customers, especially for those who live in rural and underserved locations, The Cigna Group increased its virtual behavioral health care network by 80,000 clinicians and committed to $0 copays for all MDLIVE virtual visits for primary, urgent, dermatology and behavioral care. Peloton-powered fitness: The Cigna Group's collaboration with Peloton includes quarterly Peloton challenges for employees with well-being incentive opportunities for Cigna Medical Plan participants, equipment giveaways, instructor webinars, on-site exercise rooms powered by Peloton, and Peloton class spotlights. Enhanced physical office spaces: Employees who returned to the office benefitted from new rooms dedicated to meditation, virtual care, fitness, behavioral health, and nursing mothers. The Business Group on Health assesses organizations based on their approach to leadership, strategy, and culture; holistic well-being, including mental health, financial security, physical health, social connectedness, and job satisfaction; engagement and the employee experience; health equity; and metrics and evaluation.

Great Place To Work unveils Top 10 Best Workplaces in Singapore Healthcare and Biopharma

Great Place To Work®, the global authority on workplace culture announced Singapore's top 10 Best Workplaces in Healthcare and Biopharma in 2024. The list, currently in its second year after its inaugural list reveal in 2023, recognises companies such as AbbVie Singapore, an integrated biopharmaceutical operations across manufacturing, pharma and aesthetics to Alcon Manufacturing and Logistics – the largest eye-care device company with surgical and vision care products helping us to see clearly. Another company that is driving innovative healthcare solutions is Johnson & Johnson International (Singapore) Pte Ltd, and homegrown company JR Life Sciences Pte Ltd, a leading distributor of health supplements, competing with the best-of-the-best global brands. The companies were shortlisted using rigorous analytics and confidential employee feedback, representing the voices of 8,500 employees. Companies were only considered if they are a Great Place To Work Certified™ organization. Managing Director of Great Place To Work ASEAN and ANZ, Ms Evelyn Kwek said: "Singapore is widely regarded as a prominent regional hub that draws international biopharmaceutical companies. Given our world-class infrastructure, collaborative ecosystem and strategic geographical location connecting global companies to the huge Asian market, the priority is on attracting a highly skilled talent pool to fuel the growth. "Great Place To Work is therefore proud to recognise and support great workplaces in elevating their brands to attract the most talented, diverse and purpose-aligned employees. We congratulate the 10 companies and they are indeed Best Workplaces, as validated by the voices of their employees," she said. The Best Workplaces in Healthcare and Biopharma List is determined using Great Place To Work's For All™ methodology to evaluate. Based on employee's voices from the Best Workplace companies, the competence and integrity of their leaders are top attributes within the workplace, and they experience a strong sense of pride in their work. The Great Place To Work Trust Index© Employee Survey enables employees to share confidential quantitative and qualitative feedback about their organization's culture by responding to 60 survey questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. 85% of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. Great Place To Work analyses these experiences relative to each organisation's size, workforce make up, and what is typical in the healthcare and biopharma sector. The remainder of the evaluation is an assessment of all employees' daily experiences of the company's values, people's ability to contribute new ideas, and the effectiveness of their leaders to ensure they are consistently experienced.

Working Happy: A Guide to Wellness in Healthcare, a book published by AAPL

Addressing the issue of employee wellness in healthcare, the American Association for Physician Leadership (AAPL) has published a new book, Working Happy! How to Survive Burnout and Find Your Work/Life Synergy in the Healthcare Industry. Author Roger Kapoor, MD, MBA, is the senior vice president of Beloit Health System in Beloit, Wisconsin, a community-based nonprofit hospital. A Harvard-trained dermatologist, who also holds an MBA from Oxford University in England, he has authored numerous peer-reviewed scientific articles published in professional journals including The New England Journal of Medicine. The book takes an innovative, hands-on approach toward the two most important causes of employee burnout: workplace environment and yourself! Kapoor uniquely explains emotional resilience and describes powerful tools you can use right now to address burnout. Above all, the book encourages and guides you to find your true purpose in work and life, and to cultivate the potential synergy between your work and your life. "Everyone has the ability to preserve their well-being, but the workplace can be daunting; this book outlines changes you can make to maintain your happiness," Kapoor said. "We know that employee wellness is a particular challenge in the healthcare field, due to long hours and the nature of the work itself that can be emotionally taxing," said Peter Angood, MD, FRCS (C), FACS, MCCM, FAAPL(Hon), president and CEO of AAPL. "We are excited that Dr. Kapoor shares his insights into maintaining an emotional equilibrium that can lead to true happiness and enjoyment of this very meaningful profession."

Exos' Four-Day Workweek Pilot Reveals a Winning Formula for Achieving Business Success Without Sacrificing Employee Well-being

Exos, the industry-leading performance coaching company that is helping organizations reimagine the future of work, releases the results of their four-day workweek pilot. Collected in partnership with the Wharton School of Business' Adam Grant and doctoral candidate Marissa Shandell, the data reveal that pro-recovery practices can support employee well-being and sustain workplace effectiveness. Last spring, Exos released the evidence-based Readiness Culture Code as a tool to help coach their employees to think differently about how they approach work. Accompanying this was the announcement of a four-day workweek pilot, which was complimented by the implementation of intentional scheduling, meeting auditing, daily microbreaks, and other tactics aimed at maintaining business effectiveness while adding recovery and flexibility into each employee's day. The pilot results showcase how Exos' data-informed methodology and approach could be a solution for other employers looking to reform their workplace, reverse the exhaustion modern employees are facing, and retain top talent. Key learnings from the study include: Even with the shift to a four-day workweek, Exos' sales pipeline grew 211% YoY from July to December. Improving the incremental sales pipeline YoY to such a dramatic degree demonstrates Exos not having to sacrifice the well-being of their employees to reach their business goals. Following the implementation of flexible scheduling with Exos' You Do You Fridays, 91% of employees believe they spent their time effectively at work, whereas only 64% of employees felt this way before the pilot. By enabling a work environment that allowed for deep-focused work, 91% of employees believed they were productive at work as opposed to only 67% before the pilot. 34pt reduction in the percentage of employees who experience burnout at least some of the time — from 70% before the pilot to 36% after. Exos' YoY employee retention rates dramatically improved with turnover rate* going from 47% in 2022 to 29% in 2023. *Because of seasonality and changes in facility needs, industry turnover skews significantly higher. Exos maintained an industry-leading Member NPS score of 71 from 2022 to 2023, indicating consistent output and sustained employee performance throughout the study. "It's impossible for leaders to ignore the many challenges today's workforce is facing. Problems like exhaustion, high levels of stress, and an unprecedented pace of change are all causing workers to burnout in record numbers," says Exos' CEO, Sarah Robb O'Hagan. "Now more than ever, corporations have the responsibility of rethinking how they're getting employees ready to meet the ever-evolving workplace demands while sustaining performance over the long term. The answer is employee readiness, and these data findings further solidify the importance of cultivating and investing in a pro-recovery culture where employees are future-fit and ready to give their fullest each day." One major differentiating aspect of this research was the incorporation of manager appraisals. Even with fewer working days, manager appraisals reflected the same level of performance before and after the pilot period. This adds an alternative perspective that goes beyond self-reported data, giving Exos a well-rounded view of performance. Exos employees felt better about their work and their managers saw consistency in their performance. As part of the data release this month, Exos will introduce their Readiness Index. Revising their Employee Pulse Survey allows them to include a Readiness Index so they can monitor their employees' readiness and make sure they are offering the right support — in addition to traditional employee survey questions around trust, loyalty, and intent. This extension of their employee pulse survey was built to gather regular employee feedback across four key areas: clarity of goals, individual capacity, functional state, and workplace environment in order to continue monitoring employee readiness and well-being. The survey incorporates questions that have been tailored to provide team leaders with tangible insights that will be used to adapt employees' specific working conditions for optimal readiness and performance. "Many leaders are reluctant to rethink the way they've always done it. Working with Exos was a breath of fresh air. Instead of preaching their "best practices" and prosecuting alternative approaches, their team was eager to explore and experiment with new ideas, and make changes based on the results. Exos has exemplified what it takes to build a learning organization," says Adam Grant, organizational psychologist and Wharton School of Business professor.

Indian Health Tech Continues to Hire Despite Financial drought- Report

Amidst a global trend of increased reliance on digital health solutions, the Indian digital healthcare sector is set to capitalise on this momentum, fuelled by heightened health awareness, telemedicine growth, technological innovation, and government initiatives. However, investment inflows have recently slowed. A study by CIEL HR, Health Tech Sector Employment Trends Report reveals a significant 74% employment surge in Health Tech over the last two years, a testament to the sector's initial investment-driven growth. The year 2023 experienced a 'funding winter,' a marked investment downturn, leading to a hiring deceleration, particularly noticeable from August to December. Despite the cost-cutting and a slowdown in hiring, companies continued to fill the roles in sales and business development followed by the critical roles in technology and product development all through the preceding 12 months. As a result, employment in the sector beat the market trends and continued to grow by 9%. Mr.Aditya Narayan Mishra, CEO of CIEL HR stated "Health Tech sector is bound to grow rapidly due to the socio-economic changes in India and the competitive advantages we offer for the world in patient care as well as in manufacturing and R&D. We have been seeing the upswing in the recent times on a consistent basis. Despite the funding winter, the hiring numbers have grown and the outlook for the year ahead is significantly stronger. Companies must fine-tune their strategies for talent attraction and retention to make the most out of the opportunity available for us." Currently, organizations are actively seeking professionals across various domains including software development, data analytics, and quality assurance. Available positions encompass a wide range of roles such as DevOps Engineer, Mobile App Developer, Full Stack Developer, Data Scientist, and Data Engineer. Within the IT & Engineering sector, key job titles being sought after include Software Developer, Software Engineer, Product Manager, and AI Engineer. Similarly, in Business Development and Sales domains, prominent positions in demand include Sales Manager, Business Development Manager and Corporate Sales Manager. Employers are particularly seeking candidates proficient in Python, .Net, Data Science, MS Dynamics, AI, as well as possessing expertise in data security and compliance protocols. Leading companies driving the recruitment efforts include Access Healthcare, Tata 1mg, PharmaEasy, Redcliffe Labs, Pristyn Care, MediBuddy, and HealthifyMe. The report also delves into the distribution of hires across organizational levels, revealing that 44% of hires were allocated to entry-level and junior positions, while 35% were filled at the mid-level, with individuals possessing 5 to 10 years of work experience. Additionally, 21% of positions were appointed to seasoned professionals with 10 to 30 years of expertise. Other key findings: - Ø In India, gender diversity stands out as one of the highest in the health tech sector as women constitute to 24% of the overall workforce, with 18% working in executive teams. Ø Approximately 50% of Health Tech executives are open to new opportunities, reflecting industry dynamics, market competition, a desire for innovation and job satisfaction enhancement. Ø High attrition rates attributed to its startup nature and associated challenges, resulting in a median tenure of 2 years, notably lower compared to traditional sectors like EPC and BFSI, which boast median tenures of 5 years and 4.8 years, respectively. Looking ahead to 2024 and beyond, the Health Tech sector anticipates regaining momentum after the brief slowdown experienced in Aug-Dec'23. With a projected employment growth of 15-20%, the sector is expected to witness a surge in demand for skilled professionals across various domains. To stay ahead in this rapidly evolving landscape, companies must embrace innovation, foster diversity and inclusion, and invest in talent development initiatives. By doing so, the health tech sector can not only address current healthcare challenges but also drive significant advancements in patient care, technology, and research, ultimately shaping the future of healthcare delivery in India and beyond. The report is based on the data and analysis of 42,166 employees in 38 leading Health Tech organisations operating in India. The job analysis is based on data collected from 241 job postings on Job portals.

Joyce University of Nursing and Health Sciences has earned a Top Workplaces USA 2024

Joyce University of Nursing and Health Sciences has earned a Top Workplaces USA 2024 award by USA Today. This national recognition underscores Joyce University's commitment to a positive workplace culture as the institution continues to expand its mission of accessible, high-quality nursing and health science education. The accolade comes on the heels of the university's expansion announcement into New Mexico and Missouri. The Top Workplaces program has a 15-year history of surveying more than 20 million employees and recognizing the top organizations across 60 markets for regional Top Workplaces, Top Workplaces Culture Excellence Awards, and Top Workplaces USA. "We are incredibly proud to be named a winner of the 2024 Top Workplaces USA award. This recognition reflects the dedication and commitment of our team at Joyce University," said Joyce University CEO, Dr. John Smith-Coppes. "It is a testament to our ongoing efforts to foster a positive and supportive university culture where every member feels valued and empowered." Founded in 1979, Joyce University is one of Utah's largest nursing institutions. Now offering pre-licensure and post-licensure nursing pathways in Colorado, Arizona, Missouri, and New Mexico, Joyce University prioritizes attracting and retaining highly experienced nurse educators. Their initiatives focus on fostering a strong, flexible, and engaging workplace culture. Top Workplaces USA celebrates organizations with 150+ employees that have built great cultures. Over 42,000 organizations were invited to participate in the Top Workplaces USA survey. Winners are chosen based solely on employee feedback gathered through a survey issued by Energage. "Earning a Top Workplaces award is a badge of honor for companies, especially because it comes authentically from their employees," said Eric Rubino, Energage CEO. "That's something to be proud of. In today's market, leaders must ensure they're allowing employees to have a voice and be heard." As Joyce University's nursing and OTA programs reach new regions–with nursing program offerings in five states and an OTA program in 13–it remains committed to its award-winning workplace culture, offering both educators and students a positive, transformational environment.

Hiring Trends for Career Pivoters Eyeing Tech

TripleTen, an online bootcamp for those seeking to pivot to a career in the tech industry, has released a new data report titled "Breaking Into Tech: Employer Secrets for Success." In an extensive analysis conducted by TripleTen, over 1,000 employers were surveyed to gather insights into their hiring practices and preferences for tech roles in 2024. More specifically, the report offers valuable insights into employer attitudes towards hiring bootcamp graduates and the evolving landscape of the tech industry. Key findings from the report underscore the growing confidence among employers in hiring candidates from non-traditional educational backgrounds. Some insights at a glance are: Tech Candidates Continue To Be In Demand - There is a rising demand for data analysts, web developers, and software engineers. Over 40% of employers surveyed across different industries from IT/tech, service, healthcare, education, design and hospitality expressed the intent to hire for these roles in 2024. 30% stated an intention to hire business intelligence analytics and quality assurance engineers. Bootcamp Grads Are Landing Jobs - According to the report, 79% of employers expressed confidence in hiring candidates who possess hard skills acquired through bootcamps, even without prior industry experience. This finding signals a significant shift in hiring practices towards skill-based recruitment. AI Isn't Taking Your Job…Yet - 87% of survey respondents believe that the majority of roles won't be replaced by AI. Skills Are More Valuable Than College Degrees - The report reveals that 68% of employers prioritized hard skills as the most important quality for successful candidates, with only 24% touting the importance of degrees. Soft Skills Matter - When identifying what makes a successful candidate, 65% of employers identified soft skills (such as communication, problem solving, and time management) as the second most critical element to land a job, even in the tech space. The Trend Toward Returning to Office Continues - Of the employers surveyed, 57% stated that the majority of the roles they plan to hire are in-person, with around 35% expecting to hire hybrid or fully remote roles.

7 Ways Employers Can Enhance Their Competitive Edge for Human Talent

Almost seven in 10 employers (69%) either currently use or plan to use robotics or artificial intelligence to augment their human workforce, according to a new survey by nonprofit Transamerica Institute and its Transamerica Center for Retirement Studies (TCRS). "Robotics and artificial intelligence may be revolutionizing the business world, but human workers are still critically needed. Many employers are feeling the pain of the prolonged labor crunch. Those with innovative and robust benefit offerings have an edge in the competition for talent," said Catherine Collinson, CEO and president of Transamerica Institute and TCRS. In fact, 37% of employers say labor shortages are negatively impacting their overall business and day-to-day operations, and almost half of employers (49%) indicate employee recruitment and retention are a top workforce management-related priority. The new report, Workplace Transformations: Employer Business Practices and Benefit Offerings, provides an in-depth view of employers' overarching business concerns, workforce management priorities, flexibility and alternative work arrangements, and health, welfare, and retirement benefit offerings. It also provides recommendations for employers and policymakers. The report is based on a survey of more than 1,800 for-profit U.S. employers, and it offers comparisons by company size. Employers' Top Workforce Management Priorities Employers are juggling a variety of workforce management priorities.1 Top priorities include employee health, well-being, and safety (60%), compensation and benefits (55%), employee recruitment and retention (49%), flexible work arrangements (48%), talent development (39%), diversity, equity, and inclusion (DE&I) (37%), and employee community involvement (31%). Only 23% of employers cite return-to-office policies as a top priority. Seven Ways Employers Can Enhance Their Business Practices and Employee Benefit Offerings "Employers feel responsible for their employees' health and well-being and they recognize the importance of a strong benefits package to attract and retain talent. Many have implemented offerings, but there is still ample room for expanding benefits in today's highly competitive, rapidly evolving environment," said Collinson. The survey findings identify these seven ways employers can enhance their offerings: Facilitate professional development. The workplace is transforming in large part due to new technologies like artificial intelligence. Accordingly, employers must help their workers keep their job skills up to date and relevant. Just 44% of employers offer job training and 35% have professional development programs. Expand alternative work arrangements. The pandemic ushered in a new era of flexibility. Workers are not interested in returning to old ways because they have proven alternative arrangements can be successful. Many employers offer some form of alternative work arrangements, but they could be even more accommodating. The most commonly offered arrangements include flexible work schedules (59%), ability to adjust hours as needed (54%), ability to take unpaid leave of absence (44%), hybrid work (43%), ability to work somewhere on-site (38%), ability to work exclusively remote (37%), and ability to switch from full-time to part-time and vice versa (36%). Support caregivers in the workplace. Amid population aging and the skyrocketing cost of long-term care, many workers are called upon to care for an aging parent or loved one. Yet employer support toward caregivers is limited. The most prevalent forms of support are an unpaid leave of absence (39%), paid leave of absence (35%), online resources and/or tools (25%), a benefit that offers referrals to backup care (23%), and training for employees on how to handle caregiving situations (23%). Offer phased or flexible retirement. The massive Baby Boomer generation is retiring, and the oldest Generation Xers are close behind. They are envisioning a gradual transition into retirement versus an immediate stop to work. Only 35% of employers have a formal phased retirement program with specific provisions and requirements and 28% plan to implement one in the future. Moreover, many employers offer informal ways to transition. Foster an age-friendly work environment. The multigenerational workforce includes four generations spanning more than seven decades of life experience. It brings unprecedented diversity of perspectives, skills, and expertise. Almost nine in 10 employers consider themselves to be age friendly (87%), but the survey findings suggest otherwise. Only 44% have adopted a formal diversity, equity, and inclusion policy statement specifically referencing age, among other commonly included demographic characteristics. Provide more health, welfare, and retirement benefits. Many employers provide some benefits to their employees, but they could offer even more. Health insurance (64%) is the most commonly offered benefit, followed by a 401(k) or similar plan (59%), life insurance (46%), an employee assistance program (35%), a workplace wellness program (35%), and disability insurance (34%). Enhance retirement benefits to help workers better prepare for retirement. The SECURE 2.0 Act of 2022 makes it easier and more affordable for employers not offering retirement benefits to adopt a plan. It also has a myriad of provisions for current 401(k) plan sponsors to enhance their plans and help workers build their savings. Only 32% of 401(k) plan sponsors are "very" familiar with the new law, while just 2% of employers not offering retirement benefits are "very" familiar with it. "An employer's ability to pursue business opportunities, implement new technologies, and ultimately compete in the future of work requires a vibrant workplace. Employers that provide flexibility, an array of supportive business practices, and innovative employee benefit offerings will prevail in the intense competition for human talent – now and in the future," said Collinson.

Health & Biotech