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or illegal behaviors in organization or specifically those engaging in bigotry,0:05
sexism, racism, or showing favoritism. However, more specifically, my PowerPoint will be on racism in healthcare organizations.0:10
Just a small introduction is that there of course can be scenes, amounts of discrimination and prejudice in health.0:21
Many of us have never seen it. Experience. They come across it in some type of way with our patients or with our peers.0:28
And the tendency tends to be that it is something that can be normalized, that it’s a job,0:35
that is something that can just be passed off, and that it becomes a normal part of the culture where we work.0:39
But it can have its negative impacts, and we can see this in employees and in the profession.0:46
So an ethical situation is where an individual owners can be disrespected and discriminated against.0:53
And in turn, this constant bullying or harassment can impact the way that they practice nursing ethically.1:01
If there is a nurse who is of a minority race or ethnicity and they feel discriminated by the whole organization or by management and leadership,1:10
it’s going to impact the way that they’re working and can even impact their mental and physical health.1:21
Administration and leadership need to be able to correct these situations before they worsen, and that it can trickle down to the patient care level.1:26
Discrimination and racism has been shown to decrease job satisfaction,1:34
diminish the mental health and physical health that I was speaking about earlier,1:38
and that patients can suffer because they sometimes get the negative end and they get the1:42
attitude or the residual effects that the person is feeling when they have internal conflict.1:47
More specifically, in one survey, 63% of nurses say that they have experienced racism in the workplace.1:52
60 of those stayed. That racism comment came specifically from their management or leadership team and that they felt intimidated.2:00
Half of these individuals stated this prejudiced attitude admitted to it,2:09
affecting their professionalism and their ability to work properly in 50% 57 I’m sorry,2:15
percent of these cases the individual attempted to correct this racism or this discrimination in some type of way,2:22
but half of them saw no changes or any effects put into place to correct this behavior from those that perpetrated it.2:29
This is a graph showing the percentage of orange in the workforce and their associated race and ethnicity.2:39
So as we can see, 73.3% of Arne’s are white non-Hispanics, while 26.7% are other minorities, which we can see,2:44
10.2% are Hispanic or Latino, 7.8% are black non-Hispanic, 5.2% are Asian, non-Hispanic, uh, very small trace.2:55
Other ones are Native American, Hawaiian Pacific Islander, other races that are not, uh, mentioned,3:05
but it shows how white Caucasians tend to be the majority of the orange in the workforce at this time.3:13
Now more specifically into these larger minority groups.3:21
92% of black nurses state that they have felt racism in their workplace, compared to 73% of Asian nurses, 69% of Hispanic nurses,3:24
and a very smaller percent of white nurses have felt some type of racism while there in their organization.3:36
Now the code of ethics for nurses. There are several different types of provision.3:45
However, the one that stood out to me the most.3:50
Says that the nurse, through individual or collective effort, establishes, maintains and improves the ethical environment of the work,3:52
setting and conditions of employment that are conducive to safe, quality health care.3:58
So nurses, when they are being negatively impacted,4:05
have difficulty maintaining safe and quality health care and their discrimination and prejudice or unfairness of any kind.4:07
Something has to be done to improve this.4:15
And nurses, although they may not be the ones personally experiencing this type of discrimination and racism,4:18
also have accountability and a responsibility to improve those conditions in the workplace as4:24
a whole for themselves or for their peers who may not be able to speak up or feel intimidated.4:29
The first ethical principle that also comes to mind is that of justice.4:36
Justice, more specifically, is defined as the fair and appropriate treatment of all individuals,4:40
and this goes from nurse to nurse, nurse to management, any type of peer, any discipline, any other department.4:45
And most specifically, of course, to our patients, nurses and staffing and leadership have a particular obligation to maintain this work base,4:51
to maintain the morale and the culture and the positive environment so that people can work properly and efficiently and fairly,4:59
that they do not feel that they have to be coerced to say or not say anything,5:05
because it’s important that we’re honest with each other and that we’re honest with our patients and to ourselves.5:11
If an offense is committed, nurses have the responsibility to self evaluate,5:16
and they have a duty to themselves and others to will certainly speak up and5:20
make sure that this occurrences are either decreased or that they can see.5:24
In short, is truth telling. This means that we have a responsibility to leadership, and most certainly ourselves, to tell the truth.5:39
And this, of course, ties into the fact that we have to tell the truth to anyone who is either discriminating or causing this racism,5:48
but more importantly, to take it to the higher authorities.5:55
Any type of HR organization, ethnic, ethnic committee, union that can help us to diminish the occurrences like it says.5:58
No allyship. Pretty self-explanatory, but it just describes itself as the, uh, the relationship the one has with the person who may be of a minority,6:11
who may come from any type of disability in this case, ethnic background, and how we can help one another because we all work in the same team.6:25
We all work in the same type of healthcare. In this case, maybe even the same type of organization.6:34
And we have to be able to help one another. So in the red zone we have the avoid zone.6:39
This is when the person may feel uncomfortable directly assessing racism.6:44
And they may not be able to say anything or they may not be able to formulate words.6:51
And although the person may not be a bad person or even the person accountable,6:55
they have to be able to step out of that zone and move along further in the ring.7:01
And so where we have the carry zone,7:06
which is that the person is aware that this exists and they have to be able to be responsible in their own learning or sometimes unlearning of racism.7:07
Support zone. For others, it a little bit more where it shows that racist ideologies and unfair treatment need to be put an end.7:17
Or you can stand with your coworkers, with your peers, with your team,7:24
and speak up for them and be their advocate, just as we are advocates for our patients.7:29
And in the green zone, we become a little bit more self aware. We are. We have the ability to evaluate and be able to educate ourselves sometimes,7:34
and our peers on how sometimes racism or prejudice benefits us unknowingly.7:42
And then in the leader zone. Pretty self-explanatory as well. And you’re able to promote anti-racist policies further build to be able to work with7:47
other anti-racist leaders and promote policies that prevent this from happening.7:55
The highest reviews, of course, allyship,8:00
where this is a very active process and it shows that the nurses have an ethical responsibility, just like how we do to justice,8:02
autonomy, advocacy and veracity to not allow these things to continue,8:12
having to not let them go unspoken and be able to advocate for our friends and for our teams and peers.8:17
This unethical behavior also has several different types of impact.8:24
The health care force in the United States, although it has become more diverse in the last couple of years,8:28
that does not directly correlate and mean that it has also become more inclusive.8:33
As a matter of fact, it has been shown to not be particularly inclusive.8:38
Um, nursing staff members of health care who are not Caucasian have been victims of racism, harassment and bullying,8:41
and it has become very difficult for them, including to progress to any type of state of management or leadership,8:51
either for their own personal gain or to be able to help out ethnic disease and race of other countries,8:58
or even of their own, so that they can help take care of each other and represent for their, um, ethnicity.9:05
There is initiatives to pursue anti-racism efforts, and and it positively impacts those who are working there and the patients.9:12
We don’t ever want our patients to suffer. We want to be able to help them help ourselves and prove that the cultural environment of where9:20
we’re working and where patients are coming to seek help is a good one for all of those,9:27
and not just for them. So in conclusion, studies have demonstrated that where there is strong leadership, strong management, inclusivity, uh,9:31
anti-racist policies and inclusion, there is diminished amounts of racist comments, um, and any type of prejudice and discrimination.9:39
But it is essential that we not only hold ourselves accountable, we educate our peers.9:50
We allow ourselves to those who need us the most,9:54
and we’re able to provide quality and safe health care for our patients and, you know, increase our own job satisfaction.9:57
Feel like we’re purposeful in that. As nurses, we’re continuing to, um, promote our ethical duties wherever we go.10:04
Thank you. These are my references.10:12