Week 9 Homework Assignment 5 Due In Week 9 And Worth 34 Poin ✓ Solved
Week 9 Homework Assignment 5due In Week 9 And Worth 34 Points
As a public health leader, formulate a plan for how you would deal with the alleged ethnic discrimination described in Vase Study 23-A. Provide a rationale for your response.
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Sample Paper For Above instruction
Title: Addressing Ethnic Discrimination in Public Health: A Strategic Plan
Introduction
Ethnic discrimination in healthcare settings undermines the foundational principles of equity, justice, and respect that are central to public health. Vase Study 23-A presents a scenario where such discrimination has been alleged, necessitating a comprehensive response plan. As a public health leader, my primary objective is to not only address the immediate concerns but also to implement systemic changes that prevent future occurrences. This paper delineates a strategic plan to confront the alleged discrimination, grounded in ethical principles, community engagement, and organizational accountability.
Assessment of the Situation
The first step involves a thorough assessment of the allegations. This includes collecting evidence, interviewing involved parties, and understanding the contextual factors contributing to the discrimination. It's crucial to approach this phase with sensitivity, ensuring confidentiality and fairness. An objective investigation helps in establishing the facts, determining the scope of the issue, and identifying any underlying biases or systemic flaws.
Immediate Response and Support
Simultaneously, providing support to those affected is essential. This can include counseling services, assurance of non-retaliation, and clear communication that the organization takes the allegations seriously. Demonstrating empathy and commitment to resolving the issue fosters trust and reassures community members and staff alike.
Development of a Corrective Action Plan
Based on the assessment, a corrective action plan should be developed. This includes mandatory sensitivity and cultural competency training for staff, revising policies to explicitly prohibit discrimination, and establishing clear reporting and accountability mechanisms. Leadership must demonstrate a zero-tolerance stance and commit to continuous improvement.
Community Engagement and Transparency
Engaging with the affected community and broader stakeholders is vital for transparency and rebuilding trust. Holding community forums, providing regular updates, and incorporating community feedback into policy revisions foster an inclusive environment where voices are heard and valued.
Monitoring and Evaluation
Implementing metrics to monitor progress is crucial. This involves periodic reviews of discrimination complaints, staff training effectiveness, and overall organizational climate. Adjustments should be made based on ongoing evaluations to ensure sustained progress.
Long-term Strategy
Long-term, the organization must embed diversity, equity, and inclusion into its core values. This includes leadership commitment, diversifying staff, and promoting a culture of respect. Additionally, partnering with community organizations can enhance outreach and support for marginalized populations.
Rationale
This plan is rooted in the ethical principles of justice, beneficence, and respect for persons. Addressing discrimination proactively aligns with public health goals of health equity and social justice. Engaging the community in solutions ensures culturally appropriate interventions and fosters trust. The strategies emphasize accountability, transparency, and continuous improvement, which are essential for sustainable change. Ultimately, a comprehensive approach mitigates the risk of recurrence, promotes a respectful work environment, and enhances health outcomes for all.
Conclusion
Confronting ethnic discrimination in healthcare settings requires decisive leadership, systemic change, and genuine community engagement. By implementing this strategic plan, public health leaders can foster inclusive, equitable environments where all individuals receive respectful and equitable care. This not only addresses the immediate concerns of Vase Study 23-A but also advances the overarching mission of public health to promote health equity and social justice.
References
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- Capriotti, C. (2020). "Addressing Discrimination in Healthcare." Journal of Public Health Policy, 41(3), 367-380.
- Glick, P., & Fiske, S. T. (2019). "Reducing prejudice, stereotyping, and discrimination in healthcare." Frontiers in Psychology, 10, 69.
- Jones, C. P. (2000). "Levels of racism: a checklist." American Journal of Public Health, 90(8), 1212-1215.
- Jones, C. P. (2017). "Diversity and justice in health." The Lancet, 390(10114), 1977-1980.
- Lie, D. A., Lee-Rey, E., Gomez, A., Jensen, H., & Beghtol, C. (2011). "Does cultural competence training of health professionals improve patient outcomes? A systematic review and proposed algorithm for future research." Journal of General Internal Medicine, 26(3), 317-325.
- Williams, D. R., & Mohammed, S. A. (2009). "Discrimination and racial disparities in health: evidence and needed research." Journal of Behavioral Medicine, 32(1), 20-47.
- Williams, D. R., Gonzalez, H. M., Neighbors, H., Nesse, R., Abelson, J. M., Sweet, J., & Jackson, J. S. (2007). "Prevalence and distribution of major depressive disorder in African Americans, Caribbean Blacks, and Non-Hispanic Whites: Results from the National Survey of American Life." Archives of General Psychiatry, 64(3), 305-315.
- World Health Organization. (2018). "Health equity and social determinants of health." WHO Reports.