Workplace Discrimination Assignment

Posted: December 28th, 2022

Workplace Discrimination Assignment

Review the Learning Resources, with particular attention to those on employment law and discrimination. In particular, review the EEOC website for the following: Trends on reporting of discrimination in organizations (for example, browse the “Newsroom” and “Laws, Regulations, Guidance & MOUs” sections to spot trends), as well as trends in discrimination charges through the years Information on the types of discrimination reported to the EEOC Data on discrimination charges by type (e.g., age, disability, pregnancy, etc.) and the basis of the charge (e.g., race, religion, retaliation, disability) Process for filing a complaint and protections against retaliation Consider implications for healthcare organizations in the EEOC findings. Consider the legal and ethical role of nurse executives in responding to cases of discrimination and in setting and enforcing policies to avoid discriminatory behavior. Assignment 2-3 pages including the following Explain basic legal and ethical terms and guidelines that pertain to the topic of workplace discrimination. Summarize your findings from the EEOC website, including types of discrimination and those most frequently charged, trends in reporting of discrimination, and implications for healthcare organizations in statistics and trends. Explain legal protections for employees with regard to discrimination in the workplace. Explain the role of nurse executives in reporting potential violations of employment law. Analyze potential ethical conflicts nurse executives may face in accusations and lawsuits related to charges of discrimination. Explain recommendations for negotiating those ethical conflicts. Explain the role of nurse executives in preventing discriminatory practices in a healthcare setting and ways discrimination may be managed. Resources Explain basic legal and ethical terms and guidelines that pertain to the topic of workplace discrimination. Summarize your findings from the EEOC website, including types of discrimination and those most frequently charged, trends in reporting of discrimination, and implications for healthcare organizations in statistics and trends. Explain legal protections for employees with regard to discrimination in the workplace. Explain the role of nurse executives in reporting potential violations of employment law. Analyze potential ethical conflicts nurse executives may face in accusations and lawsuits related to charges of discrimination. Explain recommendations for negotiating those ethical conflicts. Explain the role of nurse executives in preventing discriminatory practices in a healthcare setting and ways discrimination may be managed. Workplace Discrimination Assignment

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Basic legal and ethical terms and guidelines that pertain to workplace discrimination

It is unethical discriminating against an individual in the workplace.   Discrimination is the differential treatment of religion, national origin, age, race, sex (including gender identity and pregnancy), and sexual orientation. Nevertheless, individuals are also immorally discriminated against based on compensation or equal payment and retaliation.  In spite of the type of discrimination concerned, it is sternly forbidden in the United States (Miller, 2014).  A summary of findings from the EEOC websiteWorkplace Discrimination Assignment

The  United States EEOC  is responsible for the enforcement of federal laws that make it unlawful  to  discriminate  against an employee or  job candidate   because of the individual’s religion, color, race, sex( including sexual orientation,  gender identity, and pregnancy), genetic information, age(  40 years or more) or disability.  The EEOC also makes it unlawful to discriminate against an individual because he or she filed a complaint or a lawsuit for being discriminated, or took part in an employment discrimination lawsuit or investigation

From the statistics, retaliation is the charge that most regularly filed with EEOC, followed by disability, age, and sex. In the fiscal year 2019, the EEOC received 72,675 workplace discrimination charges.  Out of these charges, retaliation had 39,110 charges (53.8% of the total charges filed), while disability, race, and sex charges stood at 24,238, 23, 976, and 23, 532 charges respectively.   These trends and statistics imply that healthcare organizations should put efforts to avert such claims. The human resource department can assess internal processes for addressing discrimination complaints. Organizations can also consider anti-discrimination training for managers as well as employees. Organizations can put measures in place to alleviate discrimination in human resource policies (Autin & Butera, 2016).

Legal protections for employees with regard to discrimination in the workplace

Numerous federal statutes forbid employment against protected classes of employees. The most significant law is Title VII of the Civil Rights Act of 1964 which safeguards employment discrimination on the ground of gender, national origin, religion, color, and race.  The Americans Disability Act (ADA) of 1990 and the Age Discrimination in Employment Act of 1967 forbids discrimination on the grounds of disability and age respectively. The safeguards provided by these statutes also extend to United States nationals working abroad for United States or companies or firms regulated b United States firms (Miller, 2014).

The role of nurse executives in reporting potential violations of employment law

The federal and state governments have passed laws regulating employment. In order to be legally correct and effective, nurse executives must familiarize themselves with these laws and the way they affect labor relations and the healthcare organization. Through having a clear understanding and appropriately following employment law, nurse executives can lessen their potential liability through adhering to both state and federal laws (Yoder-Wise, 2019). When nurse executives believe that their organizations are violating employment laws, they should file a discrimination charge with the EEOC or a state agency. Workplace Discrimination Assignment

Potential ethical conflicts nurse executives may face in accusations and lawsuits related to charges of discrimination.

Nurse executives may face numerous conflicts when they face accusations or lawsuits related to charges of discrimination. Discrimination is detrimental, and it violates ethical nursing principles and professional values.  In particular, discrimination violates the ethical principle of justice.  According to Burkhardt and Nathaniel (2019), justice necessitates the fair distribution of benefits, resources, opportunities, and rewards. Discrimination breaches the justice principle because it keeps out a specific group of individuals from the benefits that other groups are able to access.   Additionally, discrimination violates professional values. A majority of l nursing organizations have clear statements that oppose discrimination.  These ethical conflicts can be negotiated through personal introspection along with conflict resolution between professional and personal values surrounding inclusiveness, civility, and mutual respect.

The role of nurse executives in preventing discriminatory practices in a healthcare setting

Nurse executives can prevent discriminatory practices in a healthcare setting by developing and implementing antidiscrimination policies and code of ethics.  Discrimination on the ground of religion, sexuality, age, gender, race, and other individual characteristics must be precisely forbidden in codes of conduct, which needs to be in line with anti-discrimination legislation.  Policies that cover aspects of people management including staffing must also cover anti-discriminatory practices. Discrimination can be managed by ensuring that anti-discrimination principle in decision making and every aspect of the organizational life (Fazey, 2020). Nurse executives should advocate for organizations to implement aggressive policies that will contribute respect for employees’ human rights to combat discrimination.

References

Autin, F., & Butera, F. (2016). Institutional Determinants of Social Inequality. Lausanne, Switzerland Frontiers Media SA.

Burkhardt, M., & Nathaniel, A. (2019). Ethics and Issues in Contemporary Nursing –E-Book.  St. Louis, MO:  Elsevier.

Fazey, M.  (2020). Human resource Policy: Connecting Strategy with Real-World Practice.  London, UK:  Anthem Press.

Miller, R. (2014). Cengage Advantage Books: Business Law: Texts and Cases- The First Course.  Boston, MA: Cengage Learning.

Yoder-Wise, P. (2019). Leading and Managing in Nursing- E-Book.  St Louis, MO: Elsevier. Workplace Discrimination Assignment