Issue link: https://beckershealthcare.uberflip.com/i/1539464
WOMEN'S LEADERSHIP 29 is recognition highlights the strength of women's leadership at every level of TMC Health. From the bedside to the boardroom, women are driving meaningful results, building programs that improve access to care, advancing health equity and supporting the well-being of our workforce. eir impact is felt in every corner of the communities we serve. Amy King. Chief Human Resources Officer of Denver Health: Denver Health has invested in advancing women's leadership by launching dedicated mentorship programs, employee resource groups and professional development initiatives designed to prepare women for leadership roles. Additionally, through leadership development programs, succession planning and mentoring, women are supported in gaining the skills and experiences needed for leadership pathways. ese efforts ensure women are well represented in the leadership pipeline, creating opportunities for career growth and organizational impact. We are proud to be a place where women thrive, contribute their voices and talents, and lead with purpose. eir success reflects our enduring commitment to growth, opportunity and excellence. Linda Matzigkeit. Chief Administrative Officer of Children's Healthcare of Atlanta: One initiative I am most proud of is MomForce, a program that helps parents return to the workforce aer an extended leave from their careers to raise kids. Children's Healthcare of Atlanta offers two MomForce sessions per year, one in the spring and one in the fall, and each session lasts 12 weeks. We look for candidates who have a bachelor's degree, been out of the workforce for three or more consecutive years, have the ability to work on-site 20 hours per week in a nonclinical area and have a minimum of five years of professional work experience. is has been a strong recruitment pipeline, and to date Children's has hired approximately 70% of the MomForce participants. Separately, Children's launched executive development growth experience (EDGE) in 2020 to help participants build strong connections, develop professionally and gain exposure to our executive team. We originally started the program just for physicians (Physicians EDGE) but have since expanded to non-physicians within our system (Leader EDGE). We've had more than 100 participants go through the nine-month program with great anecdotes, and 90% of the participants are female. Shana Scales. Vice President of Human Resources for Lake Charles (La.) Memorial Health System: As a company with an 83% female workforce, we recognize that empowering women in the workplace is not just a moral imperative, but also a strategic advantage. Expanding childcare benefits and enhancing employee assistance programs are key initiatives that directly support our commitment to women's leadership. By providing robust childcare support, we enable our employees to balance their professional and personal responsibilities more effectively, creating an environment where women can rise to leadership positions without the constant stress of managing family obligations on their own. Moreover, our employee assistance program provides essential resources that promote mental health, stress management, and overall well-being. ese programs are tailored to help all employees, but particularly women, who oen navigate the complexities of balancing work, family and personal life. By aligning our workforce benefits with the goal of advancing women in leadership, we are building a more equitable and sustainable future for both our employees and our organization. David Swi. Senior Vice President and Chief Human Resources Officer of Penn State Health (Hershey, Pa.): Penn State Health has partnered with local colleges to offer tuition-sponsored career pathway programs through our GROW initiative. Current opportunities are available for medical assistants, phlebotomists, licensed practical nurses, radiologic technologists and respiratory therapists — with more programs on the way. We also harness technology to deliver additional certifications and education, supported by a generous tuition reimbursement program. Our robust leadership and professional development opportunities empower employees at every level. We're committed to supporting our team with paid parental leave, comprehensive benefits and well-being resources that help them thrive both at work and at home. Melissa Turner. Chief Human Resources Officer of Yale New Haven (Conn.) Health: At Yale New Haven Health, we believe that fostering a sense of belonging is not just a value, it's a responsibility. e EMPOWER Women & Allies Affinity Group (engage, mentor, partner, optimize, women's excellence and resilience) exemplifies this commitment by creating a vibrant, supportive community where employees across our system can thrive both personally and professionally. Since its launch, EMPOWER has become a catalyst for connection, mentorship and leadership development, providing a safe space for individuals to share experiences, build relationships, and elevate one another through shared purpose and mutual respect. We are proud of the work EMPOWER — it is a powerful reminder of what's possible when we invest in our people. n Women-held roles driving majority of healthcare job growth By Kristin Kuchno N early 75% of the 1.8 million jobs added in healthcare and social assistance over the past two years were women-held roles, according to an Aug. 26 report from Indeed's Hiring Lab. Five things to know: 1. Women-held roles in healthcare and social assistance accounted for more than 38% of the 3.5 million jobs added in the U.S. between July 2023 and July 2025, according to the monthly labor market update, which analyzes data from Indeed and the Bureau of Labor Statistics. 2. Women dominate many common healthcare roles, including speech language pathologists (95%), dental hygienists (94%) and medical assistants (91%), according to Indeed. 3. Women now account for 44.5% of physicians, up from 36.7% a decade ago. 4. While there has been notable job growth within healthcare, it has varied across industries. U.S. job growth in July fell to its lowest two-year rate in a decade, excluding the pandemic period. 5. Post-pandemic monthly job growth typically exceeded 100,000. In the past three months, estimated monthly job growth averaged 35,000. n