Enhancing equality and diversity in healthcare is essential to guarantee that every patient receives equitable and high-quality care, regardless of their background, culture, or beliefs. Equality ensures that every patient in the healthcare system has access to equitable and high-quality care despite their differences. Equality ensures that patients should receive the same level of fair and unbiased treatment in the healthcare system regardless of their origin or circumstances, and everyone has the same possibilities to access healthcare services and receive care of the same standard. Diversity entails respecting people’s values, beliefs, traditions, and ways of life and recognising and valuing their differences. Diversity ensures the acceptance of patient differences related to age, gender, race, ethnicity, religion, and culture. It recognises that each person is unique and has particular requirements, preferences, and morals to consider when delivering healthcare services. To ensure diversity and equality are exercised correctly, guidelines and Acts are developed to ensure uniformity. To better serve patients, their families and staff, encouraging diversity and equality in healthcare should be a top concern. Individual rights and acts governing them, the impact of equality and diversity and how prejudice and disempowerment affect staff are among the concerns that will be discussed based on the case study. When exercised together, equality and diversity create an environment where the individuals’ unique needs are met, resulting in better health outcomes.
Prejudice and discrimination in a healthcare setting are harmful to both the staff and the patients. It presents a barrier to delivering the best healthcare outcome as individuals may need help to work together. In order to meet the requirements of both patients and employees, promoting equality and diversity in the workplace should be a top concern, especially in the healthcare industry. To encourage equity and empowerment for all people working in the National Health Service (NHS), all employees are required to complete mandatory Equality and Diversity training and person-centred care to ensure there will be discrimination against employees based on their age, gender identity, race and religion (Stickley and Repper, 2020). In the case study, Salome is discriminated against by Lynn, the secretary, because she is new to the team. The secretary asks Salome to perform errands outside the scope of her duties and seems irritated when Salome says she cannot do that right now, implying that Salome is expected to abide by her expectations. This made Salome feel powerless and inferior.
Workplace bullying still exists in the healthcare system, and it affects the workers emotionally, thus influencing how they will conduct their tasks thus disempowering them. Workplace civility is one of the essential components of professionalism in order to promote an environment of interactive conduct among healthcare professionals. It is the foundation for a strong hospital performance. However, in the case study workplace, bullying is evident, Salome is being forced by the secretary to fetch files which is not her duty. Also, when the staff nurse asked the secretary about the whereabouts of Salome, Lynn could not tell the staff nurse that she had sent her, which made her scolded and accused of lying. When she tries to complain about Lynn, the superior seems unconcerned, and they do not conduct further investigations. This might make Salome feel discriminated against and voiceless because she is new to the team.
Discrimination and prejudice are also effective in disempowering a person in their workplace, as they can lower individual self-esteem. Workplace justice and fairness help employees feel more confident and motivated, which translates to productivity, thus achieving better outcomes due to a motivated and effective workforce (Rogers, 2021). In the case study, it is evident that Salome’s self-esteem is lowered when the staff nurse scolded her near the entrance ward where the patient could hear and see her which is very humiliating to the extent that a patient sympathises with her and offers a chocolate bar. This might have affected her confidence, and she started to doubt her skills and worth as a healthcare worker. Salome had the right to be treated equally with respect, decency, and autonomy.
Discrimination can cause the development of mental disorders and psychological distress. In the case study, the two secretaries were laughing at Salome, and she just pushed that at the back of her mind since she could do nothing in her power to defend herself. This is not good for her mental health as it makes a worker develop mental health conditions due to experiencing discrimination which can result in depression, anxiety, and tension affecting her work output. Conflict amongst coworkers, job unhappiness, and depressive symptoms all lower energy and work efficiency, lower nursing care quality, and raise the risk of work-related injuries (Babapour, Gahassab-Mozaffari and Fathnezhad-Kazemi, 2022). Discrimination has affected Salome greatly to the extent that she confused the patient’s name and administered the wrong medication. She attributes this to the upset that she had earlier that day. Everyone is responsible for advancing equality and diversity in healthcare for staff and patients.
Individual rights are essential in healthcare settings to ensure that patients and staff are treated properly and respectfully. There is to recognise and respect human rights articulated by the Universal Declaration of Human Rights. Respecting human rights principles will raise awareness for healthcare stakeholders, including staff. In the case study, several parties highly violate individual rights, and one of the rights is being subjected to discrimination. Article 7 prohibits discrimination in workplaces. The article states that everyone is entitled to equal protection under the law without exception because they are all equal before the law. Everyone has a right to equal protection from any discrimination that violates this Declaration and from any encouragement of such discrimination (United Nations, 2021). Salome’s right to non-discrimination and equal treatment is violated as she has experienced racial discrimination when Lynn makes negative remarks about the doctor’s race and directs her attention to Salome.
Every member has entitled to Freedom of expression, and the person has a full equal right to a fair and public hearing as outlined in article 10. In the case study, it is apparent that the service manager has violated Article 10, which guarantees Freedom of expression, by preventing Salome from speaking out about her beliefs regarding Lynn’s act of racism and discrimination. The service manager says, “You cannot go around saying that,” which indicates that he is restricting Salome’s right to free speech. When Salome is accused of taking food from patients, the staff nurse does not allow her to speak; instead, the nurse seems to be smirking and thinks Salome is lying. Salome is being deprived of her right to complain and get a fair public hearing from the services manager as he is giving her a listening ear and taking necessary actions.
The right to life is highly apprehended. Article 3 dictates that everyone is entitled to life, liberty, and personal security. It implies that no one can attempt to take someone’s life, and also, one is entitled to have a right to protection if their life is in danger (Stenhouse, 2021). The case study illustrates the right to life when the service manager alerts Salome of improper medication she had administered to a patient. The patient’s life was upheld when the service provider ascertained Salome that when the patient discovered the wrong medication was administered to him, he raised the issue; the colleagues immediately took steps to rectify the situation and ensured that the patient received the correct medication, which was crucial in preserving the patient’s right to life. The service staff also cautioned her to check their notes correctly before administering medication.
Describe key equality and diversity legislation relevant to healthcare settings, including the Equality Act 2010.
Equality and diversity are key values in healthcare as they provide equitable and affordable healthcare services for all patients. Four legislations are particularly applied regarding equality and diversity in health and social care. Legislation, such as the Human Rights Act of 1998, the Mental Capacity Act of 2005, the Care Act of 2014, and the Equality Act of 2010, have been passed to guarantee these standards are respected. The 2010 Equality Act is now more clearly understood due to this update; in some cases, security has been enhanced. The areas covered by the Equality Act of 2010 are dedicated to advancing equality and diversity in various sectors, including healthcare. This Act is based on nine protected characteristics, including age, disability, race, faith, belief, sexual orientation, gender reassignment, civil union, and pregnancy and maternity which are dedicated to advancing equality and diversity in a wide range of sectors in healthcare (DeltaNet, 2022). The Act protects from workplace school victimisation when products and services are provided.
The Equality Act of 2010 differs from the other Acts in that it combines them into a single, comprehensive measure. The roles and responsibilities of healthcare workers in fostering diversity and equality in healthcare settings have been made clearer due to this consolidation. The Equality Act offers a more thorough and organised method of fostering equality and diversity by combining numerous statutes that previously targeted particular types of discrimination. All healthcare workers must comprehend the significance of advancing diversity and equality in the workplace (Equality human rights commission 2020).
In conclusion, the equality act of 2010 has positively impacted healthcare provision and has increased accountability for healthcare providers who engage in discriminatory practices. The Act provides protection against discrimination, harassment, and victimisation in the workplace, thus enhancing a good working environment resulting in maximum health outcomes since equality and diversity are enhanced. The Act has permitted healthcare providers who engage in discriminatory practices can be held legally accountable for their actions (Savulescu, J., Cameron, J. and Wilkinson, 2020). The Equality Act of 2010 has improved healthcare access; however, it still needs to be improved to put the law into practice and uphold it. Healthcare practitioners might only sometimes be aware of their legal responsibilities, and there might be differences in how the law is applied by various healthcare organisations (Royalfree.nhs.uk, 2023). However, some healthcare professionals may continue to use discriminatory tactics, emphasising the necessity for ongoing education, training, and law enforcement. A recommendation is for the healthcare facility to develop precise guidance and protocols that everyone must follow. This will act as a reminder to employees and ensure they comply with the equity act of 2010, thus promoting equality and diversity. Also, the facility could provide refreshers course to their staff which will create a culture of learning and discourage discriminatory behaviours.
References
Babapour, A.-R., Gahassab-Mozaffari, N. and Fathnezhad-Kazemi, A. (2022). Nurses’ job stress and its impact on quality of life and caring behaviours: a cross-sectional study. BMC Nursing, [online] 21(1). doi https://doi.org/10.1186/s12912-022-00852-y.
DeltaNet. 2022. Equality and Diversity Legislation in Health and Social Care – DeltaNet. [online] Available at: https://www.delta-net.com/knowledge-base/compliance/equality-and-diversity/equality-and-diversity-legislation-in-health-and-social-care/
Equality human rights. Commission. (2020). Your rights under the Equality Act 2010 | Equality and Human Rights Commission. [online] Available at: https://www.equalityhumanrights.com/en/advice-and-guidance/your-rights-under-equality-act-2010
Rogers, K. (2021). Discrimination of any kind can lead to a much higher risk of mental and behavioural issues for young people. [online] CNN. Available at: https://edition.cnn.com/2021/11/08/health/ageism-racism-sexism-discrimination-mental-health-effects-wellness/index.html
Royalfree.nhs.uk. (2023). Equality Act 2010 – equality compliance | Equality, diversity and inclusion | About us | The Royal Free. [online] Available at: https://www.royalfree.nhs.uk/about-us/equality-and-diversity/equality-act-2010-equality-compliance/
Savulescu, J., Cameron, J. and Wilkinson, D., 2020. Equality or utility? Ethics and the law of rationing ventilators. British Journal of Anaesthesia, 125(1), pp.10-15.
Stenhouse, R. 2021. Understanding equality and diversity in nursing practice. Nurs Stand, 36(2), 27-33.
Stickley, T. and Repper, J., 2020. Workforce diversity, diversity training and ethnic minorities: The case of the UK National Health Service.
United Nations, (2022). Universal Declaration of Human Rights | United Nations. [online] United Nations. Available at: https://www.un.org/en/about-us/universal-declaration-of-human-rights [Accessed 11 Apr. 2023].
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