Discrimination Policies in Health Care
Anwuli Ikeme, HCS/430 February 3, 2011
Discrimination Policies in Health Care
America is one of the most diverse countries in the world with people of many cultures, ethnicity, genders, and religion. However, it has not always been as tolerant of its diversity as evident of America’s history on race, religion, and gender relations. As a result of this history, Title VII of the Civil Rights Act of 1964 was enacted and prohibited employment discrimination based on race, color, religion, sex, or national origin. The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws (FMWM, 2008). Even with laws society still faces many different forms of discriminations including rate of pay, obesity and because of the time we live in religion. Our laws and society are not perfect but they strive to create a better work place for all American citizens. Organizations today protect themselves from liability and their employees from discrimination by developing policies and implementing training programs to educate and define acceptable ways to treat one another in the workplace. A nondiscrimination policy in an employee handbook is very important, and could help prevent issues in the future of any organization. Every person should have the right to work in a nondiscrimination organization and not be threatened because of his or her personal beliefs. This policy should help ensure that all employees are aware of the organizations policies and give no room for questions on how an employee should expect to treat or be treated during employment in that organization. The policy needs to be presented to employees at the time of hire and enforced throughout their entire employment. In the policy should be nondiscrimination laws, regulations, policies, and organization executive orders. Discrimination against anyone on the basis of race, color, creed, religion, sex, age, national origin, marital status, sexual orientation, physical or mental disability, gender identity and expression, familial or parental status, genetic information, veteran status, or any other protected classification will not be tolerated (JHH, 2009). The organization should take proper steps when hiring new employees by carefully screening all prospective candidates. The interviewing manager needs to ask important questions to see if that new employee will fit into the culture of the organization. Background checks, drug test need to be done before hiring.
In order for the nondiscrimination policy to be effective every protected violation must be addressed and responses to every issue need to be handled as soon as possible. This will leave no question in an employee’s mind that everyone is treated according to the policies set forth by the organization and the law. No employee can be the exception to the rule or this policy will leave room for error and eventually fail. Regardless of what personal views management has, the organization’s policies are executed. Nondiscrimination policies in an organization limit liability by promoting equality in the workplace and a unified workforce. An effective anti-discrimination policy helps an organization anticipate issues, manage them, and then continue with business (Duncan, 2004). Organizations must ensure their anti-discrimination policies fully deal with all potential issues but not be so detailed and sophisticated that no one understands it. Ultimately, employers are responsible for ensuring a healthy work environment by providing policies and educating employees on discriminatory practices and harassment, as well as preventing liability for the organization (Fremgen B. F., 2009).
Discriminatory practices can be direct or indirect and both can have a negative impact on the work environment and the organization. Direct discrimination occurs when a direct distinction, preference, or exclusion is made, for example, a job description or advertisement that...
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