Racial discrimination occurs when any individual is subject to prejudicial treatment, based on the color of their skin or race. This negative practice has existed for centuries and while more nations are becoming tolerant of other races, this was not always the case if a person were to read the world history of humankind they would find plenty of evidence that points otherwise. Nonetheless, one of the most common scenarios wherein this becomes most apparent is within the work place, which can include treating people of color differently or even in terms of earning differentials.
As a result of this, it has made certain working conditions highly unpleasant for many, especially considering that the color of their skin does not affect the performance or level of expertise a professional has. Although the health care industry has become increasingly tolerant and majority of these establishments are anti racism, some folks remain uneducated and continue to show negative behavior towards POC. In an effort to remedy this, the subsequent paragraphs will emphasize on the most effective ways to prevent racial bullying in nursing.
Before anything else, consider investing a certain percentage of company funds into education by hosting a seminar or discussion forum. During the seminar, have an expert on the subject explain what racism is, in what ways a person can be racist against others, and providing clear examples or instances of when people may be unknowingly doing it. Having clear examples makes it easier for employees to determine when an action is inappropriate or when they might be doing it themselves.
In case the issue continues to arise, ensure that proper documentation occurs and that all employees are treated the same with no special treatment because of their status or relationship with other coworkers. It should be noted that keeping highly detailed records and keeping them up to date is important, especially if the issue continues to persist several weeks down the line. Furthermore, any disciplinary actions should be noted, especially if they make any progress. Not just that, the company handbook must be updated regularly as well and consistency and fairness of treatment goes a long way.
When an employee continuously be mischievous and apply their point of view on this subject issue as well as the suitable corrective activities were done yet they continuously be close minded regarding it, after that discontinuation remains in shop. Following this reasoning, it would be best for the individual that employed them to be the one to really discharge them. Preferably, he or she must talk straight to the factor, describe just what they did incorrect and is somebody that could stand for the business well. He or she will certainly not chatter regarding exactly what took place and will maintain a thorough account of the discontinuation or leave meeting.
Hosting a training session and inviting other professionals on the subject area will benefit your team greatly and is well worth the investment of funds and time. The invited speakers can talk and dig deeper into the different anti discrimination laws and update your employees about it. This includes acts that pertain to gender discrimination, equal pay of both genders, providing emergency health leaves for folks that have sick relatives or women that are pregnant.
Afterwards, taking the necessary steps towards establishing good company policies is in order. By defining it and introducing the concept with the staff first, it makes it easier later on to make the necessary transformation. Ensure that each person in the company is made aware of policy changes and have a formal discussion for any persons that might wish to address any concerns or ask questions about it. This way, confusion is eliminated and everyone is made aware.
Whenever the company grows, hiring new employees is a necessity. However, the description for advertisements or listings tend to get very specified, which might not be done on purpose, but discriminates others. To avoid this from happening, always stick to the job requirements and be broad.
Make sure to set consequences and following through with them when someone breaks the rules. Do not conduct special treatment and enforce the policy properly. This effectively keeps the workplace free from racial bullying of any kind.
As a result of this, it has made certain working conditions highly unpleasant for many, especially considering that the color of their skin does not affect the performance or level of expertise a professional has. Although the health care industry has become increasingly tolerant and majority of these establishments are anti racism, some folks remain uneducated and continue to show negative behavior towards POC. In an effort to remedy this, the subsequent paragraphs will emphasize on the most effective ways to prevent racial bullying in nursing.
Before anything else, consider investing a certain percentage of company funds into education by hosting a seminar or discussion forum. During the seminar, have an expert on the subject explain what racism is, in what ways a person can be racist against others, and providing clear examples or instances of when people may be unknowingly doing it. Having clear examples makes it easier for employees to determine when an action is inappropriate or when they might be doing it themselves.
In case the issue continues to arise, ensure that proper documentation occurs and that all employees are treated the same with no special treatment because of their status or relationship with other coworkers. It should be noted that keeping highly detailed records and keeping them up to date is important, especially if the issue continues to persist several weeks down the line. Furthermore, any disciplinary actions should be noted, especially if they make any progress. Not just that, the company handbook must be updated regularly as well and consistency and fairness of treatment goes a long way.
When an employee continuously be mischievous and apply their point of view on this subject issue as well as the suitable corrective activities were done yet they continuously be close minded regarding it, after that discontinuation remains in shop. Following this reasoning, it would be best for the individual that employed them to be the one to really discharge them. Preferably, he or she must talk straight to the factor, describe just what they did incorrect and is somebody that could stand for the business well. He or she will certainly not chatter regarding exactly what took place and will maintain a thorough account of the discontinuation or leave meeting.
Hosting a training session and inviting other professionals on the subject area will benefit your team greatly and is well worth the investment of funds and time. The invited speakers can talk and dig deeper into the different anti discrimination laws and update your employees about it. This includes acts that pertain to gender discrimination, equal pay of both genders, providing emergency health leaves for folks that have sick relatives or women that are pregnant.
Afterwards, taking the necessary steps towards establishing good company policies is in order. By defining it and introducing the concept with the staff first, it makes it easier later on to make the necessary transformation. Ensure that each person in the company is made aware of policy changes and have a formal discussion for any persons that might wish to address any concerns or ask questions about it. This way, confusion is eliminated and everyone is made aware.
Whenever the company grows, hiring new employees is a necessity. However, the description for advertisements or listings tend to get very specified, which might not be done on purpose, but discriminates others. To avoid this from happening, always stick to the job requirements and be broad.
Make sure to set consequences and following through with them when someone breaks the rules. Do not conduct special treatment and enforce the policy properly. This effectively keeps the workplace free from racial bullying of any kind.
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