Does Intermountain Healthcare Care About Employment Gaps?

Employment gaps are a concern that many professionals face during their careers, and the healthcare industry is no exception. These gaps, which can result from a variety of reasons—such as parental leave, caregiving responsibilities, further education, or even personal health issues—often raise questions among job seekers. Many worry about how these career interruptions are perceived by potential employers.

One organization that stands out in navigating this issue is Intermountain Healthcare, a prominent name in the healthcare sector. This blog explores how Intermountain Healthcare views and addresses employment gaps, what this means for employee support and inclusion, and the broader impact on the healthcare sector.

Understanding Employment Gaps in the Healthcare Industry

Employment gaps are not uncommon, but they can be especially impactful in fields like healthcare, where demands for up-to-date expertise and constant training are high. Professionals navigating extended breaks from the workforce might face challenges such as:

• Fear of skill atrophy or outdated qualifications
• Hesitation about reentering a fast-moving, dynamic industry
• Concerns about employer bias when applying for jobs

Despite these concerns, employment gaps shouldn’t diminish the value of a skilled healthcare professional. Addressing these gaps with empathy is essential for fostering a vibrant, diverse workforce—a critical need in modern healthcare as patient populations grow and diversify.

This is where organizations like Intermountain Healthcare are making strides.

Who Is Intermountain Healthcare?

Intermountain Healthcare is a not-for-profit health system based in Salt Lake City, Utah, that serves communities across the western United States. With its history dating back to 1975, Intermountain has built a reputation as one of the nation’s leading healthcare providers.

Core Values

At the heart of Intermountain Healthcare are values like trust, collaboration, respect, and innovation. These values extend beyond patient care and into how the organization approaches its workforce. The organization strives to build a healthy work culture that supports diversity, inclusion, and opportunities for long-term development.

Why Employment Gaps Matter

Intermountain understands that life happens. Career breaks don’t negate someone’s ability to excel in their role. On the contrary, these breaks often add to an individual’s personal growth and perspective, which can enhance their contributions to the workplace. With the healthcare sector facing challenges like staffing shortages, addressing employment gaps with an open mind is no longer just an option—it’s a necessity.

How Intermountain Healthcare Addresses Employment Gaps

Intermountain stands out for its forward-thinking approach toward employment gaps. Here are specific ways the organization accommodates professionals reentering healthcare:

1. Inclusive Hiring Practices

Intermountain Healthcare’s hiring process places value on experience, skills, and adaptability rather than focusing only on a seamless work history. Applicants with employment gaps are not automatically screened out. Instead:

• Recruiters take a holistic view of candidates, viewing gaps as natural and sometimes enriching parts of a professional’s journey.
• The organization educates its hiring teams to consider career breaks in context, focusing on transferable skills and the ability to contribute.

2. Returnships and Onboarding Support

For professionals reentering the healthcare workforce, Intermountain provides return-to-work programs, often labeled as “returnships.” These programs:

• Offer structured pathways for individuals to refresh their skills and reintegrate into the fast-paced healthcare environment.
• Provide tailored onboarding processes for returning professionals, ensuring they feel supported and confident.

3. Skill Enhancement Opportunities

Recognizing that extended breaks might create gaps in specific technical or procedural areas, Intermountain focuses on bridging this through:

• Continuous training programs for employees at all stages of their careers.
• Access to new certifications and professional development opportunities upon rejoining the workforce.

4. Employee Support Services

Human-centered policies are integral to Intermountain’s culture. For instance:

• Flexible work arrangements support employees balancing caregiving duties or health recovery.
• Mentorship programs help returning professionals develop confidence and reestablish their professional networks.

Real Stories from Employees

The effectiveness of Intermountain’s approach to employment gaps is best reflected through the stories of its own employees.

• Maria’s Journey as a Nurse: After taking a five-year break to care for her aging parents, Maria was unsure about returning to healthcare. She credits Intermountain’s returnship program and mentorship opportunities for helping her rebuild her clinical skills and regain her confidence. Today, she’s a full-time nurse and a mentor herself, aiding others returning from career breaks.
• James’ Path to IT Leadership: James stepped away from his role in Health IT to pursue additional education. Upon completing his studies, he returned to Intermountain through a flexible, updated job role that allowed him to leverage his new expertise. James lauds Intermountain’s supportive culture, emphasizing how the organization viewed his educational gap as an advantage.

These individual successes highlight how fostering an inclusive hiring culture can benefit both the organization and its workforce.

The Bigger Picture for Healthcare and Society

When organizations like Intermountain Healthcare lead the way with inclusive employment gap policies, the impact extends beyond company walls.

1. Reducing Bias

Organizations send a clear message when they approach employment gaps with foresight and empathy—they see candidates for their potential, not just their past work history. This reduces bias and inspires industry-wide changes in how employment gaps are perceived.

2. Better Talent Utilization

With workforce shortages in healthcare, ignoring qualified professionals simply because they’ve taken breaks is no longer an option. Transparent policies that encourage reentry bring experienced, motivated professionals back into the fold.

3. Enhanced Employee Loyalty

When health systems actively support employees during various life stages, they create loyalty. Employees feel valued and are more likely to dedicate themselves long-term to such organizations.

4. Aligning with Social Progress

More broadly, these practices align with societal goals of inclusion, diversity, and equal opportunities. They create a workplace that mirrors the diverse patient populations healthcare organizations serve.

Building a Future Where Employment Gaps Aren’t a Barrier

Intermountain Healthcare’s approach to employment gaps is inspiring. By fostering an inclusive culture, creating pathways for professional reentry, and recognizing the inherent value of diverse professional journeys, they embody what the future of healthcare could look like.

Can other organizations learn from this? Absolutely. By adopting proactive strategies similar to Intermountain’s:

• Healthcare institutions can ensure they’re tapping into the full breadth of talent available.
• Professionals can feel empowered to step back into roles where their contributions are valued irrespective of career breaks.

At the intersection of empathy, innovation, and inclusion lies the solution to addressing employment gaps. Organizations like Intermountain Healthcare are paving the way, one hire at a time.