Unfair treatment at work by employees analysis

Unfair treatment at work

Unfair treatment at work has been a common issue in most of the workplace. It is practiced by all levels of employees as it sums up any amounts of bullying or victimization that undermines the esteem of the worker.in any case of unfair treatment, it results in the victim suffering from degradation, humiliation, unworthy treatment and anxiety. The treatment unfairly of the employees could imply to several issues such as staff members’ work being undermined yet they are very competent, a manager showing hatred towards a worker where he makes the employees’ stay at the company miserable by criticizing their input and being overlooked for promotion chances while others are favored. In most instances, unfair treatment is encompassed by all kinds of discrimination. This comprises of racial, gender and ethnic discrimination. Off late, there have been instances of women being discriminated against for being pregnant. Racial discrimination in the workplace among the nurses has been one of the illustrations of the unfair treatment at work. This research will analyze the unfair treatment at the workplace among the nurses, and based on the evidence provide a feasible solution.

Unfair Treatment at Workplace Amongthe Nurses

For quite a while, ethnic minorities have been abused and disregarded. They have been given a role as being fruitful in just the entertainment and sports industry. Minorities have been neglected for greater and better positions for quite a long time because their bosses accept that they are not good enough for the places of the chief, specialist, accomplice and the enjoyed throughout recent decades. For ethnic minorities, it is something beyond about breaking the unreasonable impediment, they have to cross the social boundary also, and that incorporates racial separation at the workplace. Unfortunately, racial segregation doesn’t begin at the corporate level. It starts at the affirmations office in school. People of color have a lower acknowledgment rate to Ivy alliance schools and schools generally (Shieldsand Stephen 2002, p.14). Not because they are deficient in aptitudes or smarts, but since affirmations executives and boards support white understudies over non-white candidates. Research indicates that at least two-thirds of the African American nurses have been victims of racial discrimination. The diversification of the nursing profession has seen that nurses can work in any part of the world. In most of the cases cited, the nurses complained about the high rate of racism that is exercised by the patients or relatives. The black people’s experience in the white domineering country has been miserable. As a result, the white patients or relative exercise discrimination against the nurses to an extent that they refuse being administered medical assistance by the nurses. Extensively, other patients extend their unfair treatment by hauling insults and humiliating words. This is a demotivating factor as all nurses have professional experiences regardless of their ethnicities or racial background (Shavers 2012, p.961).

There have been complaining that nurses with African American origin are subjected to unfair treatment by being denied a lot of opportunities. For instance, the promotion opportunities are offered based on favoritism on the whites, with the black nurses being given fewer chances. The promotion chances are not based on the qualification but the ethnical background. Similarly, African American nurses are subjected to harsh working conditions with little pay (Allan, Helen and Smith 2009, p.901). Studies indicate that the majority of the black races nurses are underpaid, in contrast to their white colleagues. Similarly, on the cry of justice, the nurses that are found to have been deprived of their rights in any way are not well attended in the judicial system. Some of the nurses are molested or sexually abused, however, no legal action is taken against their perpetrators who in most instances are their bosses.

Feasible solution

Racial discrimination is a repetitive issue that should be addressed for efficient healthcare service delivery. The nurses who submit inconspicuous purposeful or inadvertent racism strengthens preference that prompts disparities in care. Many would state medical attendants show less prejudice than different parties. But, any racism is still prejudice and strikes at the center of our expert commitment to secure and think about patients. The majority of the studies advocate for “positive profiling” to address and anticipate racial health aberrations and imbalances. They recommend medical attendants can utilize proof to expel boundaries to mind and execute procedures to dodge the potential for unobtrusive prejudice that outcomes in delays in care, decreased referrals, or problematic treatment. They strongly address the trouble conceding prejudice exists in our work environments and care settings, calling attention to that most of the attendants are white, and that racism perpetrated by whites is more pervasive than that of some other ethnic minorities.

One of the immediate solutions is education among nurses in the healthcare profession. Both the public and the healthcare professions need to be enlightened on the effects of racial discrimination at work. They need to be educated on the adverse effects of the unfair treatment at work as it contributes to lowering of the nurses’ morale and ability to work, which in turn reduces the efficacy as well as the employees’ productivity (Larsen 2007, p.2191). The education should be implemented right at the level of the college level. It is during training level that the virtue against discrimination should be incorporated. The government should also take part in the provision of justice and protection of such minorities. It should be criminalized for the school administrators who reject the applications of young aspiring and qualified nurses. Everyone should be given an equal opportunity as specified in the constitution. Similarly, there should be equal employment and promotion opportunities offered to all the nurses. The promotion of the nurses should rather be based on their experience, capabilities, and competence instead of looking at racial affiliation. After all, maybe the black nurses would perform way better than the whites if given the opportunity and the necessary resources.

Racism hurt everyone. It may seem as if it is a way to humiliate the nurses, however, this harms the healthcare provision. Medicinal services have the wrong spot for despising, outrage, generalizations, segregation, or minimization. As awkward as it might appear, discussing how we treat each other, and how we maintain a strategic distance from segregation, is a critical advance toward disintegrating notable bias. It’s an ideal opportunity to address the unpretentious prejudice influencing the wellbeing of the very individuals we have promised to secure and serve. The employers have the greatest role in eradicating racial discrimination, thus providing a fair working environment (Down 2019).

 

 

Works Cited

Allan, Helen T., Helen Cowie, and P. A. M. Smith. “Overseas nurses’ experiences of discrimination: a case of racist bullying?.” Journal of nursing management 17.7 (2009): 898-906.

Down, Rachael. “Unfair Treatment at Work: What Can Employers Do?” HR Software Online, Centurion Management Systems Ltd (t/a Breathe), 23 Oct. 2019, https://www.breathehr.com/blog/unfair-treatment-at-work-what-can-employers-do.

Larsen, John Aggergaard. “Embodiment of discrimination and overseas nurses’ career progression.” Journal of Clinical Nursing 16.12 (2007): 2187-2195.

Shaver’s, Vickie L., et al. “The state of research on racial/ethnic discrimination in the receipt of health care.” American Journal of Public Health 102.5 (2012): 953-966.

Shields, Michael A., and Stephen Wheatley Price. “The determinants of racial harassment at the workplace: evidence from the British nursing profession.” British Journal of Industrial Relations 40.1 (2002): 1-21.

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