Why equality is important in Healthcare
A changing tide
The tide of change is here — where voices of underrepresented and oft marginalised individuals are collectively getting stronger and louder. Many institutions, including healthcare settings, have set up ‘diversity’ quotas but these are often meaningless facades as in-house discrimination still occurs and is still deeply embedded in the organisational culture.
However, the leadership in healthcare institutions should take diversity and equality in the workplace seriously. Amongst many other reasons, there is also increasing evidence that proves good staff management is directly correlated with better patient outcomes and lower financial costs [1].
Equality in the workplace
What is seen as good staff management? This means fair treatment and respect for staff, providing support for skill development, and making them feel valued especially by ensuring they are involved in decision-making processes.
By doing so, it constructs a safe and collaborative environment where individuals want to contribute actively and make improvements within the workplace.
Nurturing potentials of staff members taps on everyone’s unique strength, whether it is via innovation in streamlining care processes, resource allocation or technology. Safe environments also reduce the rates of absences and turnover rates in the workforce, thereby reducing financial burdens for the institution.
In addition, psychological studies have found that staff satisfaction trickles down and translates to patient satisfaction. Hospitals where there are climates of trust and respect for minority healthcare workers tend to provide better care for their patients; whilst those with discriminated staff reciprocated their treatment. Marginalised staff were not as involved in their patient’s care, disrespected them, and did not provide them with an avenue to express their concerns.
The Big Picture
Fair treatment and equality towards staff are not just limited to the immediate medical staff, but also applies to the patients and their relatives. Whilst it is challenging to fully eradicate racism and discrimination amongst patients, policies such as the ‘Zero Tolerance’ campaign can help train and protect staff members from mistreatment. Acting on such policies show that the leadership is actively doing their part to make individuals in the workplace feel safe to perform their tasks to the best of their abilities.
Bottomline, institutions need to provide their staff members with a nurturing environment to bloom and a platform to execute their innovative ideas. There is an impetus to make this a reality instead of a simple mandatory and meaningless check-box exercise.
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About the author
Jaclyn Tan is a fifth year medical student at UCL with a particular interest in healthcare leadership and policy. She hopes of one day being able to empower healthcare professionals by getting them a seat at the Board table, making their voices heard, and impacting real change from within the healthcare industry. During her spare time, she serves as a freelance journalist and takes painting, poetry, and jazz pretty seriously!
References
- West M, Dawson J. NHS staff management and health service quality [Internet]. The King’s fund. 2012. [Assessed March 2021]. Available at: https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/215454/dh_129658.pdf.
