Company overview

Learn more about how our vast array of solutions and best-in-class technologies are powerfully serving the healthcare workforce. 

Our brands

They say you can’t choose your family – but we did. We think you will, too. Our family of companies can tackle problems of any size, big or small. 

Our role in healthcare

Learn more about how we use our unrivaled staffing experience, best-in-class technology, and strategic consultation to help your organization succeed.

Executive leadership

Meet our team of executive leaders who are guiding our efforts to make life better for providers, patients, and healthcare organizations. 

Core values

See how our core values guide all our business decisions and drive us to find new ways to make life better for those we serve in the healthcare industry.

Community impact

Learn more about how we give back to communities both near and far through fundraisers, team activities, medical missions, and more. 

Solutions overview

See how we’re delivering customized workforce solutions that are doing right by our healthcare partners and improving how healthcare is done. 


Check out our suite of high-tech solutions that perfectly complement our high-touch approach to a future-ready workforce. 

Strategic consultation

We’re experts in exactly one healthcare staffing solution: yours. Partner with our experts to build a workforce strategy tailored specifically to you. 


See how our experts draw from the industry’s largest locums database to deliver customized solutions such as locum tenens, permanent placement, and telehealth.

Advanced practice

Get insights into how our team of APP-specific experts use in-house credentialing and licensing to deliver the right candidate to your facility.

Allied health

Learn more about the process we use to connect your organization with qualified therapists, technicians, technologists, assistants, and more.


Find out what makes our nurse staffing truly stand out in the industry, and how we’re constantly looking for new ways to make the process smoother.


Tap into the nation’s largest network and deepest specialty bench of multi-state license providers to keep your virtual care strategies on track.


Visit our blog to get workforce insights, catch the latest company updates, and hear important stories from within the healthcare industry.


Get industry insights, workforce strategies, and more from our resource section. Each video, article, and tool has been created with your success in mind. 

Careers overview

Get the details on how a career at CHG fast-tracks your success and lets you play a role in helping 25 million patients receive care each year.

View jobs


Get all the details about our various locations nationwide. We have expanded our operations to better serve the needs of the healthcare community.


Browse our benefit and wellness programs and learn how our team handpicks the best options to support you as a whole person.

Diversity, equity, and inclusion

Learn about the DEI goals we’re embracing to make our company¬–and healthcare industry at large–a better home for everyone.

Learning and development

See how our award-winning team of trainers can help you develop new skills and pursue the career path that makes you feel the most alive.

Employee stories

Check out stories from our people’s lives that highlight how CHG supports personal growth and helps you make a positive impact in the world.


Learn more about how our commitment to workplace flexibility puts you in the best position to be happy, comfortable, and effective.

Talent network

Visit our Talent network page to apply for a job, communicate with our talent acquisition team, or refer someone else for a job at CHG.

Recruiting process

Learn more about our hiring process and how we seek out the best opportunities for you to make an immediate impact.

Achieving gender equity in healthcare is everyone’s business

Women representing gender equity in healthcare

On December 10, 1948, gender equality was made part of international human rights law by the Universal Declaration of Human Rights, when it was adopted by the UN General Assembly. This milestone document recognized that “Everyone is entitled to all the rights and freedoms set forth in this Declaration, without distinction of any kind, such as race, colour, sex, language, religion, … birth, or other status.”

Even so, the feminist movement didn’t gain traction until the ‘70s, when the General Assembly adopted the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) in 1979.

However, this obviously wasn’t the end of gender inequality. And for those of us working in the field of healthcare, we’re still seeing a disparity between male and female representation on many different levels: from leadership positions in hospitals and physician groups to representation of women in medical specialties. And even more unfortunately, gender bias is even reflected in the way male and female patients are treated by physicians.

Gender inequality in healthcare

In the healthcare field, gender inequality persists as evidenced by the numbers: women make up 80% of healthcare workers — but just 40% of executives. And as the organization chart rises, the number of women leaders falls: there are only 43% of female executives versus 57% of male executives.

Another issue is pay disparity between male and female clinicians. For example, according to the 2021 Medscape Physician Compensation Report, male primary care physicians earn $269,000 to women’s $211,000; among specialists, the gap is even greater: women specialists earn $93,000 less per year on average than men. This has not gone unnoticed by the AMA, who adopted a new policy in their 2018 AMA Annual Meeting that took sweeping action to study, act, and advocate to advance gender equity in medicine and within the AMA.

Even though these numbers are disheartening, there are steps we can take to close the gender gap.

Tackling gender bias

One of the first steps toward ensuring true gender equity in your organization is identifying how gender bias is affecting the staffing decisions you make. At CHG Healthcare, preventing bias in our staffing has long been a major priority for us, but we have also come to recognize that we have a responsibility to make sure implicit (or unconscious) bias isn’t affecting our hiring and promoting practices either. Just recognizing that bias can be a problem is the first step toward eliminating it from your decision-making processes.

The next step is true accountability. This means having a way to check that the decisions being made about which candidates to hire or which employees to promote are based on qualifications and skills, and not influenced by bias about the individual’s gender. One way we’re working to address this challenge at CHG is by assigning an accountability partner to support the leaders doing the hiring or making decisions about employee advancement. Although this initiative is still in the pilot phase, we believe this is an important step toward holding ourselves accountable for how equitably we treat our people — both those who currently work for us and prospective employees as well.

We believe it is critical that all healthcare leaders work to identify and eliminate gender bias in their organizations. Only by holding ourselves accountable will we be successful in providing opportunities for all employees to grow and advance equally.

Mentoring programs

Although organizational changes are critical to this effort, individuals can make a big difference in empowering women as well.

At CHG, our leaders are expected to act as mentors and help women develop in their careers. Whether formal or informal, mentors can help women feel validated and comfortable raising their hand for leadership opportunities. The support of mentors in leadership can also encourage women to speak out with less fear of retribution when they’re feeling disenfranchised or are seeing inequal treatment within their organization.

A valuable resource for organizations looking to develop leadership opportunities for women is the Women’s Leadership Institute (WLI). Their mission is to elevate the stature and talents of women in business and board rooms. WLI’s ElevateHER challenge is a pledge organizations can take to elevate the stature of women’s leadership in their companies, and it’s a great tool to help your organization adapt its own policies within its unique structure to meet your commitment to combating gender bias.

DEI as its own business initiative

At CHG, we believe healthcare organizations need to treat diversity, equity, and inclusion (DEI) as a business priority with the same rigor as any other major initiative. If an organization is serious about making meaningful changes toward providing equal opportunity, it’s critical have to have a plan, goals, and a way to measure your progress, just like you would with any other business imperative. This means investing in the necessary resources — both financial and people dedicated to the work — to make meaningful changes.

True gender equity is attainable, but it will require the combined efforts of both organizations and individuals to achieve it. Together we can make a difference!

Leslie Snavely, Chief Sales Officer, CHG Healthcare
Melinda Geise, Sr. VP, Enterprise Client Solutions, CHG Healthcare
Christine VanCampen, VP, Diversity, Equity and Inclusion, CHG Healthcare

Leslie Snavely
Leslie Snavely
Melinda Giese
Melinda Giese
Christine VanCampen,
Christine VanCampen

About the author

Gerry Carpenter

Gerry Carpenter is the managing editor for CHG Healthcare. He is a 20-year marketing veteran who loves to write, edit, and play with words. He enjoys visiting new places, speaks fluent French, and is slowly learning Portuguese and Japanese.

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