Analysis of Healthcare Biases
Analysis of a Pertinent Healthcare Issue
Develop a 2 to 3 page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:
Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).
Provide a brief summary of the two articles you reviewed from outside resources on the national healthcare issue/stressor. Explain how the healthcare issue/stressor is being addressed in other organizations.
Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected. Explain how they may impact your organization both positively and negatively. Be specific and provide examples.
Analysis of Healthcare Biases
Analysis of Healthcare Biases
Healthcare biases are very vile and present in many organizations today. Due to individual personalities and temperaments, biases may happen due to skin color, religion, economic status, physical disability, sexual orientation, age, and body weight, among others (FitzGerald & Hurst, 2017). Healthcare organizations must address and device methods and organizational steps through leadership to mitigate healthcare biases, both for the care providers and potential customers and the nursing care personnel and the customers.
According to Jacobs et al. (2018), in an article on the engagement of employees in well-being, the journey taken by Anne Arundel Medical Center to improve employee engagement in well-being is a significant step to ensuring that organizational goals are met, among which is mitigating healthcare biases is critical. The researchers elucidate that the Wellbeing Framework developed by Anne Arundel Medical Center was informed by the work of Tom Rath and Jim Harter as the supporting model. There are comprehensive efforts surrounding Employee Well-being, and they impact all aspects of the work environment. The center aimed to elevate employee engagement in well-being from an equal third prong associated with high-quality, affordable care in a patient-friendly environment. The Employee Wellbeing program resulted in improved employee engagement scores at the center.
On the other hand, in research by Poghosyan et al. (2018), about the removal of restrictions on nurse practitioners’ scope of practice in New York state, the researchers assessed the perspectives of physicians and Nurse Practitioners (NPs) on the barriers and facilitators of the policy adopted by the state of New York called the Nurse Practitioners Modernization Act that aimed to remove required written practice agreements between physicians and NPs who have a work experience of at least 3600. A qualitative descriptive research design was used to collect data from physicians and Nurse Practitioners (Poghosyan et al., 2018). The research showed that close to all NPs had written practice agreements. The new law did not change Nurse Practitioners’ practice. The barriers to effective nurse practice identified were lack of knowledge, physician resistance, lack of awareness of Nurse Practitioners’ competencies by administrators and physicians, and outdated organizational bylaws. The researchers recommended that efforts be taken to implement the law at each organization through leadership engagement. Organizations should increase awareness about the positive impacts of the law and the autonomous status of NPs and promote good relationships between NPs and Physicians as means to reduce biases and discrimination on individuals’ healthcare needs despite the moral, ethical and professional duty of healthcare providers to offer quality and patient centered care (Vela et al., 2022)
The researches greatly inform how biases in healthcare can be addressed through the recommendations given. Firstly, improving organizational engagement of employees on well-being further improves the quality of care by reducing healthcare biases. Employees (NPs and physicians) who are engaged in leadership decisions and understand their competencies and the values cultivated by their organization have a positive outcome-oriented practice. The same framework can be employed in my organization to reduce healthcare biases. In this case, an engagement of employees in well-being ensures that no negative evaluation of a patient is used as a basis to their care providence. Secondly, nursing practice is more effective when a relationship between NPs and physicians is forged, which mitigates healthcare biases since every member of the organization has a sense of responsibility to improve healthcare outcomes. Finally, healthcare biases are mostly individualistic actions, where an individual decides to discriminate against or favor a person over another due to a specific reason. Organizations are responsible for ensuring all members feel valued and receive care regardless of race, color, sexual orientation, or disability.
FitzGerald, C., & Hurst, S. (2017, March 1). Implicit bias in healthcare professionals: A
systematic review. BMC medical ethics. Retrieved June 2, 2022,
Jacobs, B. , McGovern, J. , Heinmiller, J. & Drenkard, K. (2018). Engaging Employees in Well-
Being. Nursing Administration Quarterly, 42 (3), 231-245. doi:
Poghosyan, L. , Norful, A. & Laugesen, M. (2018). Removing restrictions on nurse practitioners’
scope of practice in New York State: Physicians’ and nurse practitioners’ perspectives.
Journal of the American Association of Nurse Practitioners, 30 (6), 354-360. doi:
Vela, M. B., Erondu, A. I., Smith, N. A., Peek, M. E., Woodruff, J. N., & Chin, M. H. (2022). Eliminating explicit and implicit biases in health care: Evidence and research needs. Annual Review of Public Health, 43(1), 477–501. https://doi.org/10.1146/annurev-publhealth-052620-103528