Job discrimination is a globally widespread trend. For several years, the class in the field of nursing has been the theme to deliberate about, from the boardroom to the courtroom. Men nurses, in some instances, face discrimination or bias due to their gender orientation. Both multiculturalism and diversity are ideas that value national fortunes, cultural democracy, and pluralism. Basically, it is all about equity, cultural democracy, and social justice. Both, therapists and nurses are likely to possess certain knowledge and information regarding the particular group they tackle. Specifically, these group experts must be conscious of their clients’ life experiences, cultural heritage, and historical background. This paper explores into the significance of diversity within the nursing work atmosphere.
In order to effectively handle client’s issues, it is important for nurses to understand the cultural background of their clients. By the nature of their work, nurses need to interact with people from diverse cultures and ethnic backgrounds. Therefore, considerate nurse professionals need to understand the distinctiveness of each customer, in order to handle their issues effectively. According to DeNisco & Barker, (2013) all therapy are multicultural. This, therefore, is not only a requirement, but a critical aspect for every nurse and therapist. It should also be considered that countries, such as Australia, Canada and New Zealand have already adopted diversity and multiculturalism in healthcare and therapy. The languages that people use, as well as the behavior exhibited by them, are greatly influenced by the environment in which they live. Therefore, social workers should approach clients with this perspective in mind.
For many years, gender discrimination in the workplace has been rife. For instance, there is no doubt that the nursing profession is dominated by women. However, there have been several organizations, both governmental and non-governmental, which have stood strongly against gender discrimination in any profession. Moreover, many governments and states have created laws that prohibit gender discrimination. In the context of United States, for instance, there are several anti-discriminating laws that were enforced by the Equal Employment Opportunity Commission, including the Fair Employment Practice Agency (Weinberger, 2000). There is the Family Medical Leave Act that was approved by the United States Department of Labor, Hourly Wage and Division. This act protects all the employees, who might require some time away from their work in a bid to find attention in regards to the condition of their health. It also caters for workers, who require to be off duty, so as to take care of some family member with a particular health issue. In particular, FMLA is among the laws, which prohibit discrimination against women, since, generally, women are the primary caregivers, whether in family strife or in situations whereby personal attention and care are necessary (Goldman & Were, 2009).
A number of studies conclude that organizations that are gender diverse may lead to a greater scope in decision-making processes, as well as facilitate board processes. For instance, Phillips (2006) conducted a study on the effect of higher diversity in teamwork and exercises. The study proved that, individuals have a higher probability of doing more preparations for exercises which they understand will involve working with a diverse range of people, including different sexes. The study also noted that a wide range of available data inputs is likely to be de-bated in different perspectives than in a homogenous environment. This makes it paramount to consider gender diversity when hiring nurse professional.
A variety of studies that have surveyed the experience of men in the nursing education and profession programs emphasize on the frequency of gender biasness and discrimination in the nursing career. A study undertaken by Ellis, Meeker & Hyde (2006) reveal that the hurdles experienced by men in the nursing field are regular, all-encompassing, and have changed very little over time. These studies keep on pointing out that men experience the course of action of their work and in education in several ways when matched up with women. For the most part, the majority of these men are taken up by surprise when entering into the women’s field, including child nursing, maternal health, women delivery, and expression of caring when evaluated with women. These results implores into the inquiry on whether the higher rate of burn out associated with what men experience in the nursing field widespread in work and in the education contexts.
Following these findings, the authors give a recommendation that if gender biasness and discrimination in nursing schools and workplaces is not addressed, the outcomes are clearly detrimental to the profession as a whole. Particularly, they limit the ability of recruiting and retaining a robust workforce in the nursing profession. With the current crisis of nurse shortages, reports from the media have affirmed that men have a higher likelihood of leaving the nursing profession, when compared to their nurse counterparts. A survey undertaken by the National Sample Survey of Registered Nurses in 2000 indicated that men left the nursing career just within four years of practice, the major factor for this trend being negative stereotypes related to their work. Furthermore, the consequences of gender discrimination are risky to the nursing profession and establish a cycle that subjugates the role of men, alongside perpetuating biasness in the nursing work environment. This cycles lead to different experiences for men and women workers and students, limits retention and retention and facilitates traditional male-female stereotypes, which are claimed to be presented by the profession.
A report by Tyson (2003) further pointed out that increased board diversity would raise the board’s effectiveness by engaging a wider range of knowledge and perspectives on issues ranging from risk, strategy, and performance. It is in this light that health facilities are required to review their criteria in board appointment and the recruitment process of nurses, in order to ensure that diversity is achieved. Such a process will promote boardroom meritocracy, and ultimately increase the standard for healthcare provision.
Packel & Rhode (2010) introduced theories concerning the processes by which diversity enhanced performance. They explain that women and men have different strengths, which may represent valuable capabilities for organizational performance. There is evidence indicating that men have a higher level of collaborative style and trustworthiness, which can significantly improve the board dynamics. Moreover, men have different life experiences than those of women and can, therefore, bring different questions and concerns on the board table. This enables the board to choose from a wide range of options and solutions concerning various issues affecting the company. The authors continue to explain that a higher representation of men in the nursing profession is necessary, since they have a higher rate of attendance, can be involved in tougher monitoring, and are likely to provide a different perspective on how to solve different clinical issues.
The selection of the most suitable female candidates will also result in a different overall company performance. Other than those assumptions, the social and moral arguments suggest that organizations should adhere to equal compliance, and opportunity with anti-discriminatory laws (Weinberger, 2000). For instance, sex discrimination laws in Asia prohibit any form of discrimination based on marital status, race, or sex as means of promoting acceptance and recognition of gender equality among the Asian community.
The moral argument, on the other hand, suggests that embracing gender diversity may depict an entity as being a “good corporate citizen” (Luckerath-Rovers, 2010). Social responsibility holds entities in better stead in their external environments. The authors continue to observe that, embracing gender diversity presents a correct moral outcome, which is also a reflection of a nation’s demographic diversity. McKinsey & Company (2007) observes that there is a need for companies to integrate both women and men on their boards and decision-making processes. Additionally, gender diversity conveys a commitment by the company on an equal opportunity, progressive leadership, and responsiveness, further enhancing the public image of the company.
For long, women have been dominated the nursing profession. Nonetheless, it is vital for healthcare organizations to take serious action and strategize on how to eliminate negative stereotyping of men in the nursing profession. One of the initial procedures is to appoint proficient and diverse candidates in the nursing field. What organizations are supposed to take into account is that women are better placed in understanding the needs of both women and men. Further, men have significant emotional and intelligent skills that cannot be matched with those of men. In addition, they can be able to provide a relatively untapped pool of intelligences and experiences, which could greatly increase the board performance. This means that they should be incorporated accordingly in nursing profession. In this respect, organizations need to devise ways in helping men cope with various challenges, including the negative attitudes associated with the job. Other than those assumptions, the social and moral arguments suggest that companies should adhere to equal compliance, and opportunity with anti-discriminatory laws.
It is critical for nurse professionals to be more conscious on socio-economic factors, discrimination, and other negative factors. In general, these practitioners need to understand different cultures and learn how to put them into practice to achieve a more enhanced outcome for their clients.