Abstract The paper sets forth a set of evidence-based recommendations for interventions to combat unintentional bias among health care providers, drawing upon theory and research in social cognitive psychology. Our primary aim is to provide a framework that outlines strategies and skills, which can be taught to medical trainees and practicing physicians, to prevent unconscious racial attitudes and stereotypes from negatively influencing the course and outcomes of clinical encounters.
How should minority nurses handle patients who make racist remarks, or even refuse to be cared for by a nurse of color? Is it better to turn the other cheek or to stand up for yourself? Did the patient make a direct and obvious derogatory comment?
Or did he or she seem frustrated or confused and blurt out a culturally insensitive remark unaware of a more appropriate thing to say? We all have our own biases. He tried explaining to the patient why what she said was offensive, but he was never convinced that the elderly Southern Culture bias in nursing understood.
The nurse manager should approach the patient to give him or her an opportunity to explain what happened.
More often than not, when a patient is confronted the issue dissipates, says Ford. If the situation with the patient is untenable, the nurse should be reassigned, Brinkley advises.
Additionally, staff should be debriefed about the event. How should minority and male nurses handle the situation when a co-worker, supervisor or physician is the one making a biased comment or displaying cultural insensitivity or gender discrimination?
Most experts agree that confronting the individual is the best approach. She recalls an incident in which she was investigating a patient complaint when a discussion ensued between her and a physician. Although the physician insisted that she report herself to the human resources office, he never made another derogatory comment to her again.
Minority Nurses in the New Century: What should you do if you believe you are the victim of this type of employment bias? The experts we interviewed agree that the first step is to do some serious reality testing.
Never assume anything about a situation. Rule 2 is to get all the facts. Do I have the education, experience, skills and personality? Learning what skills and education the other candidates brought to the table may also help you improve any areas where you may be lacking.
But if you are still denied the promotion, then it may indeed be a matter of discrimination. If there has been a pattern of large numbers of minority nurses applying for promotions but only a small number of nurse managers who are nurses of color or men, you may have an actionable case.
One option is to meet with someone from the human resources department to voice your concerns. The organization uses a group interview process for promotions. A few days later, there is a follow-up meeting to make sure the employee understood.
If nothing is done about it internally, then seek [legal] counsel. For example, they may neglect to explain that you have days from the date of the alleged violation to file a claim with the Equal Employment Opportunity Commission EEOC.
Tranbarger contends that the EEOC will not investigate charges of discrimination by a white male, who has a better chance if he negotiates with the facility or seeks legal advice. Paying a lawyer to determine if you have an actionable case may be money well spent.
If nothing else, you will learn the type of evidence you need in order to prove discrimination, such as documenting the events and gathering witnesses. Many states have Fair Employment Practices Agencies responsible for enforcing anti-discrimination laws, along with a local Office of Civil Rights.
Your state nursing association and national minority nurse associations may be of help as well. This can be anything from being shunned on the unit or assigned a less flexible schedule to getting a lower than expected pay raise.
Additionally, there may be friction between the nurse and the person whom the complaint was lodged against. When Ford informally complained on behalf of her students while working for a previous employer, her teaching assignment was changed and she had a more difficult time rescheduling classes.
The HR person avoided her at all cost. However, most organizations conduct diversity training first, which is a mistake, says Ford, who as CEO and president of the Center for Human Diversity has given many presentations across the country on this subject.
Instead, she recommends, they should start by studying their employment demographics to determine if they are reflective of the population in the community. How does the management structure stack up? If the staff reflects the demographics of the area it serves but not at the management level, then the processes to advance staff should be re-evaluated and revised.
If minorities are applying for jobs but not moving up the career ladder, find out why. Determine if this is a trend only on certain units or across the system.Implicit bias in health care “Of all forms of inequity, injustice in health care is the most shocking and inhuman.” — Martin Luther King, Jr., National Convention of .
Sep 04, · Cultural bias is the phenomenon of interpreting and judging phenomena by standards inherent to one's own culture. The best definition I have heard of bias is: nonrandom errors in thinking. Sep 04, · Cultural bias is the phenomenon of interpreting and judging phenomena by standards inherent to one's own culture.
The best definition I have heard of bias is: nonrandom errors in thinking. Racial and Ethnic Differences in Patient Perceptions of Bias and Cultural Competence in Health Care professionals adjust and recognize their own culture in .
Culturally Biased Assumptions in Health Care The predominant medical culture draws many conclusions based on the erroneous assumption that all patients have common experiences, values and expectations. Cultural bias is the phenomenon of interpreting and judging phenomena by standards inherent to one's own culture.
The phenomenon is sometimes considered a problem central to social and human sciences, such as economics, psychology, anthropology.