At my facility, some residents have tried to avoid care from employees who are African American as a matter of policy. Usually, they say, "I don't want a [unrepeatable] working with me!" When this happens, they get a looooong talk from management, who explains in no uncertain terms that they *will* be cared for by *whomever* happens to be assigned to them, and if this is unacceptable they are more than welcome to transfer to another facility.
At this same facility, I have some residents who say "I don't want a MAN working with me!" When this happens, the men get a looooong talk from management, who explains in no uncertain terms that residents have *rights* and we will need to juggle assignments and if this is unacceptable they are more than welcome to transfer to another facility.
I don't "get" why we don't tolerate the first form of discrimination but actively embrace the second. I've been told it isn't my problem (I'm female) and maybe I need some sensitivity training (patients' rights) or some Cognitive Behavioral Therapy (belief adjustment).
The traditional definition of discrimination says it can only take place against oppressed groups. It's only about what happens to people in the disempowered classes, like women. The traditional definition addresses groups.
The new definition involves "disparate treatment" or "disparate impact". This is intentionally treating an individual (like a male employee) less favorably than another individual (like a female employee) in the same circumstances. This definition addresses individuals.
In nursing practice, I'm seeing that a male nursing employee (CNA, in my case) is not allowed to work with the 97-pound person who has rights, and seems to end up with the 306 pound person who has C-diff. Looks like "disparate treatment" or "disparate impact" to me.
Is this ... ethical? I feel like I should be doing something, or saying something to somebody, hence this post.
