Identify an authentic discrimination situation that you either personally witnessed or researched from literature regarding an employee from a Title VII protected class related to human resource management.
Write a 1,050- to 1,400-word case study on what the legal issue was and how you, as the nurse leader, could prevent this from happening in your unit or organization. Include the following:
- Describe the chosen authentic discrimination case.
- Explore the ethical principles violated in this case.
- Identify which Title VII protected class is involved.
- Describe the state and federal laws that were violated.
- Explore and develop evidence-based methods to prevent this from happening in your own organization.
- Write a short policy (can be amending an existing one) that meets the needs of the agency given this issue identified.
- Describe how you would make changes to the human resources polices for your human resources department.
Research at least 3 peer-reviewed journal articles less than 5 years old to support your assignment.
Format your paper according to APA guidelines.
Click the Assignment Files tab to submit your assignment.
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Grading Criteria: Title VII Case Study |
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Content: 11 points possible |
Points possible |
Points earned |
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Student accurately describes an authentic discrimination case. |
11 |
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Student accurately identifies which ethical principles were violated |
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Student accurately identifies the Title VII protected class identified in the discrimination case. |
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Student describes the state and federal laws that were violated. |
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Student provides an appropriate list of evidence-based methods to prevent this from happening in their own organization. |
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Student created a short policy that met the needs of the agency. |
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Student identifies correct changes for human resource policies. |
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Student used at least 3 peer-reviewed journal articles less than 5 years old. |
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Format: 3 points possible |
Points possible |
Points earned |
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The case study–including headings, title page, and reference page–is according to APA formatting guidelines and meets course-level requirements. |
3 |
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Assignment is 3 to 4 pages in length. |
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Assignment has a scholarly tone. |
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Intellectual property is recognized with in-text citations and a reference page. |
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Paper is organized and flows well; including an introduction and conclusion. |
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Rules of grammar, usage, and punctuation are followed; spelling is correct. |
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The assignment was formatted according to APA guidelines. |
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Total |
14 |
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Comments: |
Expert Solution Preview
Introduction:
Discrimination in the workplace can happen frequently, even in the healthcare industry, which is meant to prioritize patient care and well-being. In this assignment, we will explore an authentic discrimination case that either the student has witnessed or researched from literature regarding an employee from a Title VII protected class related to human resource management. We will discuss the legal issue, ethical principles involved, the Title VII protected class, state and federal laws violated, evidence-based methods to prevent this from happening, and changes to the human resources policies for the department.
Answer:
An authentic discrimination situation that could occur regarding an employee from a Title VII protected class is the denial of a promotion for a qualified African American nurse candidate. The supervisor who denies the promotion to the African American nurse is shown to have promoted white and Asian nurses with less experience. This discrimination can be based on conscious or unconscious bias and may reflect systemic discrimination towards African Americans in the healthcare industry.
As a nurse leader, it is essential to understand and respect ethical principles such as fairness, respect for persons, and non-maleficence. Discrimination against employees violates fairness and respect for persons. The Title VII protected class harmed in this conflict is the African American nurse candidate who was denied the promotion. The state and federal laws violated include the Civil Rights Act of 1964 and Equal Employment Opportunity Commission Act.
To prevent this from happening in my organization, evidence-based methods include a systematic review of diversity and inclusion policies, providing diversity training to leadership and staff, holding management accountable to the principles of equity and non-discrimination, establishing diversity recruitment initiatives, and building an inclusive culture. A shorter policy that meets the needs of the organization could be translating diversity and inclusion policies into measurable goals, reporting the diversity makeup of staff with transparency, and activating employee resource groups that promote inclusivity.
As a nurse leader, changes to the human resources policies for my department would be essential. These changes would focus on diversity, equity and inclusion initiatives, including diversifying candidate pools, updating the equal opportunity statement, instituting an anonymous complaint hotline, and ensuring transparency. Fostering a culture of diversity, equity, and inclusion will benefit human resources practices, employees, and patients in the organization.
In conclusion, recognizing instances of discrimination and systemic discrimination is necessary to prevent it from affecting healthcare organizations’ mission and values. Conducting oneself ethically, addressing any adverse effects of discrimination, and changing human resources policies are the keys to preventing it.
