IS RACIAL DISCRIMINATION A PROBLEM IN THE NURSING PROFESSION?
RACIAL DISCRIMINATION A PROBLEM IN THE NURSING PROFESSION: INTRODUCTION
For a long period of time, people of color have been treated poorly and ignored. They have been portrayed as successful in only two industries: entertainment and athletics. For decades, people of color have been passed over for larger and better positions because their superiors believe they are not qualified for roles such as manager, doctor, partner, and the like. For people of color, cracking the glass ceiling is not enough; they must also overcome cultural barriers, which include employment discrimination.
DISCRIMINATION ON THE BASIS OF RACISM IN THE NURSING PROFESSION
Regrettably, racial prejudice does not begin at the workplace. It begins in the college admissions office. It is a widely held belief that people of color are less likely to get accepted to Ivy League schools and colleges in general. Not because they lack abilities or intelligence. However, because admissions officers and boards of directors prefer white students over non-white candidates. This is a problem that the Obama administration attempted to address, and the Trump administration has recently moved to eliminate and diminish the small advantage Obama won for minority students seeking access to a high-quality education.
As a result, fewer ethnic students enroll in pre-med and medical classes and eventually graduate as physicians or nurses. Each graduation is a cause for celebration in ethnic groups. This means that by overturning Obama administration policies that leveled the playing field for school admissions, the new legislation will maintain an unequal and unjust advantage for white students. Making the workforce for nurses more diverse by increasing the ratio of white nurses in comparison to non-white nurses.
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This has detrimental consequences, as evidenced by patients who prefer white doctors over non-white ones. In the same vein, they would prefer white nurses due to a widespread belief that non-whites are less qualified. Oftentimes, patients will dispute it, but it all boils back to their skin color. In another instance, nurses of ethnic origin may feel isolated and lonely as the only person of color on their team or shift. It can be challenging to connect with people from diverse backgrounds who do not share their experiences, heritage, or history.
Additionally, being the only one who is unique makes it easy to be singled out for more difficult work or unwelcome shifts. Collaborating with colleagues in an unfavorable setting can be challenging. The workplace consequently becomes a source of anxiety and stress, rather than a fulfilling environment conducive to vocational activity. This ultimately results in a high turnover rate for people of color, who are frequently placed in uncomfortable situations at work and in a society that encourages them to quit their employment for the sake of their mental health and pursue better alternatives.
Discrimination on the basis of race is a factor in nursing. The perception is that only individuals of color should work as nurses, as it is a secondary job to that of a physician. A caregiver is typically black or Hispanic in the race. When the roles are reversed, some patients are taken aback or astonished. This demonstrates that not only does prejudice occur within the sector, but it has also become a social norm. Occasionally, patients make disparaging demands such as “I do not want colored nurses in my room.” Hospitals are then compelled to comply in order to appease patients and protect staff from potentially explosive patients.
This has two consequences: first, the patient does not receive adequate care since a ‘colored nurse’ is the only one available; and second, the nurse walks around with a sad heart as a result of workplace racial discrimination and prejudice. Serving a detrimental effect on all parties concerned.
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