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Human Resource: Ethics
Group 3: Janet Holsopple, Lyndsey Morrison, Ashley Natividad, Esther Osayi and Brittani Parr
Department of Business, Liberty University
BUSI 646: Managing Human Capital in Healthcare
Dr. Colleen McLaughlin
May 7th , 2021
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Abstract
Human resources within the health care industry are the department responsible for setting the
guidelines that will have to be followed within everyday activities. Ethics is more defined within
human resources as a code of morals that should be followed to help protect the employees
within the company. The ethics within human resources and within health care consist of
discrimination, different types of harassment, diversity, culture, religion, gender, sexual
preference, safety & health within the company itself. Ethics can also include the different types
of privacy that is supposed to be followed to make sure that they are following the government
rules and regulations that have been passed through Congress. A focal point to the mission of
human resource management is to ensure that everyone is treated the same. Human resource
managers use ethics as a way of a two-way relationship between the employer and the
employees, and to also make sure the job is completed without any error.
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Human Resource: Ethics
Ethics in an organization can be an appropriate arrangement of approaches and techniques
concerning keeping away from dubious matters like discrimination, conflicts of
interests/irreconcilable situations, and guardian obligations. Within the healthcare organization, a
healthcare manager should consider medical and business ethics as separate entities.
(McConnell, 2021, p. 314) As healthcare leaders, it is important that employees always feel safe
in their workplace, free from sexual harassment, discrimination, legal issues as well as receiving
equal pay. (Curcuruto et al., 2020). Human resource departments encourage managers to listen to
their employees and address any issue that arises, and in HR ethics, there are guidelines to help
keep this running effectively. Nonetheless, HR ethics depends on the relationship or connection
between the employer and its employee, with that it traces the jobs, duties, commitments, and
restrictions of the two parties involved.
Harassment, discrimination and invasion of privacy are all topics that involve a wide range of
subset behaviors in which those who work in the medical profession could potentially view as
abusive, humiliating and hostile. This paper aims to understand the relevance of the mistreatment
and the ability to explore preventive policy strategies in the healthcare field. There have been
many examples of referencing scripture and by using a biblical foundation, how it relates into the
healthcare industry. The biblical context illustrates the employees in health organizations
representing the Christian church.
Sexual Harassment and Abuse
Sexual harassment and the unequal treatment of subordinates are significant issues facing the
healthcare industry. Social science research has shown sexual harassment is a common
occurrence in an organization influenced by various factors of nurses. Healthcare must adopt
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effective policies to prevent potential acts of discrimination and harassment. A health workplace
that hinders gender harassment is essential to support nurses' leadership and the trajectories
carriers.
One of the most daunting topics in a workplace leadership management and other healthcare
leadership is identifying sexual harassment or abuse. The issue of gender, job, control, culture,
and organizational demographics is increasingly seen as sexual harassment. It is crucial to
instigate an ethic-driven organizational culture and provide a healthy atmosphere to promote
values and standards that shape conduct, decisions, and connections. These interventions must be
created to eliminate sexual harassment in the workplace, implement zero-tolerance policies,
model appropriate behaviors, and empower healthcare staff.
Discrimination in the Workplace
Healthcare faces challenges of different forms of discrimination. Discrimination within
any workplace can be based on multiple facts and this can change the entire environment within
the workplace. (Catano,2016) Some types of the discrimination can be on race/ethnicity, gender,
languages, sexual preference, religion, unequal pay, clothing, and much more. Over the years, the
government has stepped up against discrimination, especially as it should not be happening
within the workplace. The Equal Pay Act of 1963 was one of the first acts passes within the
federal government that states every person within a company should get equal pay if they are
working the exact same job. (Curcuruto et al., 2020). This act means that gender can no longer
play a factor when determining what an individual’s pay should be if they hold the same
credentials and have similar experience. (Curcuruto et al., 2020) The next act that the
government voted in favor for is the Civil Rights Act of 1964, title VII, which prevented
companies from not selecting a candidate based on a person’s religions or race. (Curcuruto et al.,
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2020) The Age Discrimination Act of 1967, prohibited discrimination in the workforce based on
the applicants age, especially those over the age of 40 years old. (Curcuruto et al., 2020)
Harassment
The number of harassment claims have increased by 111% among nurse practitioners,
physician assistants, and general nurses. (CITATION). CEOS in the organization having been
accused of sexual misconduct since April 2017. (CITATION) In the biblical context, apostle Paul
cautioned “Flee from the evil desires of youth, to pursue, righteous, faith, love, and peace along
with those who call on the lord out of pure heart according to 2 Timothy 2:22” (Holy Bible, New
International Version, 1978/2011, 2 Timothy 2:22). Paul also cautioned to treatment of older
women like our mother, and young women like our sisters, with complete purity in 1 Timothy
5:2 (Holy Bible, New International Version, 1978/2011, 1 Timothy 5:2)
Women in the Workplace
Women are more exposed to discriminative difficulties in healthcare. (Maxmen, 2018)
The concepts are discriminatory practices within organizations; it includes glass ceiling, sexual
harassment, and overt discrimination. (CITATION). Overt discrimination occurs when it involves
considering a given gender while recruiting nurses and other employment decisions like
promotion and firing of employees. (CITATION). The category also involves discrimination of
payment of employees unequally assignment of various duties to women. In most countries, it is
evident that in a healthcare organization, secretaries, nurses, and cashiers are females, resulting
in institutionalized segregation of sex which is overt discrimination. (Maxmen, 2018) Also,
viewing some of the healthcare problems involving sexual harassment, harassers use their
powers as leaders on female gender to get sexual compliance often using sexualized banter in
constructing masculine identity and physical annoyance. (CITATION). The glass ceiling concept,
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which hinders women from elevating past a particular level is often a result of avoiding of
promoting women into upper leadership. (CITATION).
Sexual harassment and unequal treatment are significant issues challenging healthcare
organizations. Sexual harassment is based on psychological perspectives and the employee’s
factors that influence the action. (CITATION). The harassment is carried out to protect status, the
hierarchy of healthcare, and difficulties in reporting. The research on social science shows the
occurrence of sexual harassment in a healthcare setting involves 28% of nursing staff. (Castner,
2019). Sexual coercion, forceful sexual attention, and harassing gender are unlawful, based on
law sex discrimination (Castner, 2019). Gender harassment results in adverse outcomes of
nurses' performance in an organization, such as job dissatisfaction, the likelihood of transferring,
physical health, and less mental. (Castner, 2019) For example, in the US, gender harassment,
primarily sexual, has led to hostile healthcare organization harassment. (Castner, 2019)
Women experience situations of workplace harassment twice as men, as stated by the
merit system of protection. (CITATION). Although illegal, men view sexual behavior in an
organization as positive, while women view it as what it is, a negative approach. Most of the
healthcare sexual harassment occurs to exclude and reject some people from working in an
organization. (CITATION). In terms of unequal treatment, most of the recent reports show
ethnicity and racial minorities get low-quality care than whites, regardless of being insured with
the same degree, involving clinically essential procedures. (CITATION).
Healthcare organization requires applicable legislation to eradicate the issues of
harassment and discrimination. (CITATION). Organization leaders should implement new laws
to enhance expanding liability for harassment. Also, the organization should develop a training
forum for anti-harassment. The organization should adopt employment law to avoid
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discrimination; nurses can work in an environment free from bias (Castner, 2019). Besides
ensuring the update of sexual harassment laws, a legislative package aims to address and prevent
sexual harassment. In addition, organizations should educate all employees concerning
discrimination, including guidelines of an efficient method of making and responding to
discrimination complaints.
The social science research on questioning the patients and nurses showed a clear report
on how medical trainees experience at least a given form of discrimination or harassment in an
organization during delivering healthcare services. (CITATION). Sexual harassment is the most
cited harassment form in most organizations. Racial and ethnic unequal treatment is also
evidently in organizations (Villalobos, 2019). The review has demonstrated the high prevalence
of discrimination and harassment among healthcare organizations that have declined employees'
performance and job satisfaction. Enhancing the evaluation of policies in an organization will
reduce the hostile actions of discrimination and harassment in an organization.
Healthcare Ethics in Human Resources
Ethics in any association especially in the healthcare industry is the legitimate
arrangement of approaches and techniques concerning keeping away from questionable matters
like segregation/discrimination, irreconcilable situations, and guardian obligations. HR ethics
especially notwithstanding, depends on the connection between the business and the worker, in
that it diagrams the jobs, duties, commitments and impediments of the two players. As indicated
by Ingram (2018), explained that organizations need to consider, and comprehend the
significance of, and the essential job morals play in their HR exercises. Having laid out moral
rules carried out could forestall an association managing issues like legitimate implications,
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representative traitorousness, or more regrettable yet organization notoriety confronting
offensiveness.
Diversity in the Workplace
Diversity in employing requires incorporation in the labor force which must be worked
with through preparing and mindfulness (Ng-See-Quan & Chetaitis, 2018). A few people might
be protective or one-sided/prejudice, which allow training/ preparing on diversity and
consideration to move beyond those inclinations and respond less protectively to diversity (Ng-
See-Quan & Cheilitis, 2018). Diversity in the healthcare industry is viewed as a promising
procedure for tending to racial and ethnic medical care incongruities by improving admittance to
healthcare for underserved patients, improving the patient experience, and expanding patient
fulfillment" (Wilbur et al, 2020).
The essence of the United States is constantly evolving. It is significant that a healthcare
association has workers and suppliers who can relate to their patients. Ingram (2018) explained
that organizations are required to consider, and comprehend the significance of, and the pivotal
job ethics play in their HR exercises. Able to have laid out ethical rules carried out could forestall
an association managing issues like legal consequences, workers unfaithfulness, or more awful
yet organization notoriety confronting offensiveness. It is significant for human resources
managers to understand that cultural diversity incorporates, yet isn't restricted to, sex/gender,
color, race, identity/nationality, age, or religion. (Kundu, 2001). These are terrifically significant
variables in the ascent of cultural intelligence . Cultural intelligence incorporates "why we do
certain things" the manner in which we do/ approach things and is characterized by values,
customs, perspectives and convictions from different people (Livermore & Van Dyne, 2015).
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The Equal Employment Opportunity Commission
The Equal Employment Opportunity Commission (EEOC) directs and upholds
government laws that administer pay and require all businesses to consent to two laws mentioned
above, the Equal Pay Act (EPA) and Title VII of the Civil Rights Act of 1964 (Feder& Collins,
2016). The EPA disallows employers from paying female workers a lower wage than their male
partners when playing out similar obligations requiring equivalent degrees of ability, exertion,
and duty, where Title VII envelops a more extensive center including race, shading, public
beginning, religion, and sex (Feder & Collins, 2016). The EPA was a 1963 alteration to the Fair
Labor Standards Act (FLSA) set up in 1938 (Feder & Collins, 2016). The focal point of the
FLSA was on setting up arrangements identified with the lowest pay permitted by law, additional
time pay, and youngster work manages just as giving equivalent compensation specifications
(Pynes & Lombardi, 2011).
There will in any case be contrasts in compensation between people who stand firm on a
similar footing inside an organization. These distinctions can be advocated dependent on various
models like rank, legitimacy or pay for execution rules, the utilization of a piece-rate installment
framework, or an assortment of different variables (Pynes & Lombardi, 2011). It has been
contended that by expanding the diversity in the healthcare industry labor force is crucial for
addressing the necessities of a different society. The extended development of the country's
minority populaces during the following fifty years predicts that racial and ethnic minorities will
be significantly more underrepresented in the healthcare labor force than they are today. As the
association attempts to execute variety in their employing rehearses, they should guarantee that
there are no inclination while recruiting (Pynes & Lombardi, 2011).. The way that the association
needs variety doesn't imply that they should employ somebody dependent on their way of life or
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race. The most ideally equipped individual for the work should be employed on the grounds that
any trace of inappropriateness could bring about a claim against the association. To guarantee
that the association is observing the law, the HR department should utilize vital arranging.
HIPAA
“HIPAA, the Health Insurance Portability and Accountability Act since its enactment in
1996 has been one of the most misunderstood regulations in healthcare” (Rothstein, 2016).
According to the Health and Human Services webpage, the Privacy Rule that was enacted to help
require the usage of HIPAA to address privacy concerns, especially protected health information.
(HHS.GOV) Although there are regulations, expectations, and guidelines, there are many
situations in that HIPAA is not enacted and followed in all avenues of healthcare, especially at
the individual level. (Rothstein, 2016) However, despite its flaws and lack of confidence by all
parties to fully appreciate its value, HIPAA is still considered to be the principal health privacy
law in the United States. (Rothstein, 2016)
One of the focal points to protecting patient privacy is to keep the patient’s private health
information out of the public hands and public knowledge. Protecting an individual from having
their medical information released to those that have no medical or legal need to the information
is essential, especially when used in a hospital setting, both private and public and. A Privacy
breach is considered a major ethical concern that healthcare facilities should consider and avoid
whenever possible. Breeching a patient's privacy breaks the trust between patient and facility and
is an ethical principle that is protected by the US Department of Health and Human Services.
(Rothstein, 2016) The term HIPAA, while commonly heard by many, is not well understood by
all, to the points that there are up to twelve types of ways a patient’s information can be shared or
used, without the consent of an individual, which can make it difficult for providers to fully
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understand what is okay to share and what needs consent. (Rothstein, 2016) This has different
rules for social media as well, which are listed below.
Employee Confidentiality
Due to the Privacy Rule being law, any breach of it comes with penalties that can be $100
to $50,000 per violation, depending on if the breach was intentional, accidental, or corrected
within a 30-day period. (HHS.GOV) While protecting patient privacy is important, employee
privacy is just as important to comply with as well. An especially tricky situation is when the
employee is a patient, information remaining confidential is an ethical and legal concern.
(McHugh, 2003) HR/employee files are private relationships that should not be shared with
people that do not need to know. (Hauser, 2020) There are three levels to keeping information
confidential and providing information to others. Level 1 is the information required by law such
as occupational and environmental injuries, level two is information that HR would need such as
the workability status of that employee and level 3 involves all other personal health information
not provided in levels 1 and 2. (McHugh, 2003)
Ethical Programs and Training
Due to the steep penalties and ethical concerns, healthcare facilities have begun
increasing their training programs for all levels of employees and even executive-level staff.
(Hauser, 2019) Implemented training has been integral to providing ethics and compliance
scenarios to employees and providing appropriate situational decisions on the best course of
action, with the focal point of preventing scandals and illegal behavior. (McHugh, 2003) “The
ethical awareness is the initial stage in the ethical decision-making process, and only when able
to be recognized in a given situation, can the issue be addressed” (McHugh, 2003)
Social Media
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Social media is also a large ticket item that can be confusing in terms of remaining
compliant with the privacy laws and ethical structure of an organization. (Lam, 2016) Public
forums and sites that allow patients to pose questions to physicians pop up everywhere, such as
Facebook, or even Yelp reviews, yet physicians have to remember that all HIPAA rules remain in
effect. (Gross, 2017) A response to an online review seems simple yet, if a physician responds to
one of the reviews, even remotely about the patients’ health condition, that can be a violation of
HIPAA. (Gross, 2017) Social media is another slippery slope for HR too. HR representatives
making decisions to hire based on a potential candidate’s online profile are also in danger of
infringing upon personal privacy laws too. (Lam, 2016) As social media continues to grow, the
boundary between work and private lives has begun to blur for both employers and employees.
Hiring someone based on their profiles online does not give a fair and accurate portrait of the
individual and can be considered to some as an infringement of privacy. (Lam, 2016).
Safety & Health
Employees should not be placed into a situation in their workplace that make them feel
unsafe, potentially placing their lives in danger (Almond & Gray, 2017). It is important for
employees to feel comfortable reaching out to a manager if they feel a threat to their safety.
Managers should be open to conversation when an employee reaches out, because it could
potentially create a larger problem if not addressed. Organizations should prioritize their
employees’ safety and health to protect their business in the long run. If employees are exposed
to harmful chemicals or substances on a daily basis, it eventually could cause health problems
down the road if not handled correctly with proper safety equipment. Employers should provide
the proper equipment for their employees to not only feel safe, but also to be proactive. Safety
equipment in the workplace is dependent upon the environment they are exposed to. Safety
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glasses, ear plugs, gloves, helmets, goggles, or glasses are all examples of safety equipment that
is commonly used in numerous companies.
When organizations promote safety in their workplace, it provides employees with the
awareness of their surroundings, making them more cautious. Employers should provide their
employees with trainings prior to beginning their job to ensure they have the knowledge and
skills to practice safe measures (Zakrzewski et al., 2017). Job orientations often provide new
hires with hours of classes and courses that are required to be completed before they can begin
their job. Employees should not be in a situation where they question their safety, or the safety
of their fellow employees.
Placing safety signs throughout the work environment can remind employees of the
precautions they should be making (Sorenson et al., 2018). When outside individuals see an
organization promoting the importance of workplace safety and health, it will encourage those
looking for employment to apply. When an employee is making a decision on where to work if
offered a job, they will more than likely choose the employers that truly care about the safety and
health of their staff.
When employers choose not to enforce safety precautions, it can lead to injury and poor
production rates (Lay et al., 2017). Injury can force employees to be out on workman’s comp,
reducing the amount of shift coverage, placing extra stress on managers. If an employee does
not feel safe in their work environment, especially after it has been brought to a manager’s
attention, it will influence their decision to quit. When a safety or health concerning issue arises,
it is important for the employers to work with integrity to resolve (Sorenson et al., 2018). If at
any point an employee states they do not feel safe, managers should work hard to conduct an in-
depth investigation to assess the situation. If the safety concerning issue is not handled
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efficiently, the employer is placing each employee in risk of injury or death. If an employee was
to get hurt or sick due to a work-related issue, it would create legal consequences for the
organization.
Employees should always feel safe in their workplace environment, free from sexual
harassment, discrimination, and unequal pay (Curcuruto, et al., 2020). The Equal Pay Act of
1963 establishes protection from any demographic discrimination affecting the pay rate an
employee is receiving. In situations in the past, men were making more money an hour than
some women. With the Equal Pay Act of 1963, it ensures that each employee receives equal pay
for the same job, regardless of gender, race, or age. Discrimination can occur based on race,
ethnicity, language, age, or gender (Catano, 2016). The Civil Rights Act of 1964 establishes
equal rights for all individuals, protecting them from discrimination in the workplace. Sexual
harassment is not tolerated in the workplace and should be addressed immediately, distributing
consequences to those responsible (Catano, 2016). Sexual harassment is overlooked in many
situations because it goes unreported more times than not (Catano 2016). Employees should be
encouraged to report any kind of harassment that is occurring while at work, whether it is
happening to them, or witnessing it with others.
Policy Enforcement
Upholding and enforcing positive ethical cultures and policies is essential for any
organization, especially in the health care industry. It is vital that ethics in health care
organizations are consistently upheld and enforced, as it ensures the organization runs efficiently
and safely. The enforcement of ethics can occur several ways in the health care industry.
Enforcement tactics include rigorous training programs, enforcing a code of ethics, and enacting
a rewards system for good ethical behavior. Training programs within all different positions in
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health care is needed to promote and instill good ethical behaviors from employees. In a study by
Bhana & Suknunan (2020), the scholars find that incorporating ethics into training programs
instill good ethical values and practices among the trainees. “In light of this, the results provide a
strong inclination towards more training and development programs to ensure that trainees
develop ethical considerations in their role as employees” (p. 405). Health care organizations
should mandate all employees, regardless of status or position, to complete an ethics training
program. The training provided will teach employees how to prevent unethical behaviors, will
promote good ethical behavior, and will discuss the consequences of unethical behavior.
Code of Conduct
Moreover, creating a code of conduct is also a way to uphold ethics in the health care
industry. A code of ethics will ensure all employees have a standard set of ethical guidelines to
follow and will encourage employees to follow these codes. Vitell & Hidalgo (2016) found “that
one of the major reasons for complying with a code of ethics was employee ‘‘fear of discipline””
(p. 33). Vitell & Hidalgo also concluded that “Enforcement of a code of ethics is positively
related to the degree of importance that individuals attribute to the role of ethics and social
responsibility (PRESOR) in achieving organizational effectiveness” (p. 33). All employees in the
health care organization should receive a copy of the codes upon employment.
Furthermore, the code of ethics committee will investigate all incidents found to be
unethical to promote fairness (Nasser et al., 2020, p. 407), and sanctions will be imposed on any
employee found not to be in compliance with the codes. Finally, another way to enforce a healthy
ethical culture is by creating a rewards system for good ethical behaviors. Health care
organizations should create a rewards system that rewards employees for good ethical practices
and behaviors. Enciso, Milikin, & O’Rourke (2017) elucidated, “by rewarding ethical behaviors
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and punishing transgressions, management will reinforce morally upright behavior and create a
positive company culture. Successful promotion of corporate ethics, in turn, will boost employee
morale, increase performance beyond bare minimums and retain employees in the long run” (p.
69). However, it is also important for health care organizations to prevent ethical behavior before
they occur.
Prevention of unethical behavior in the health care industry is vital. Unethical actions
could yield to lethal situations (including patient deaths), bring lawsuits, or even criminal
charges. Additional consequences for unethical practices and behavior include termination, loss
of reputation personally and for the organization, decline in overall employee morale and
productivity, and financial fines or trouble with the law (Campbell & Marcum, 2020, p. 23). This
is why it is imperative health care organizations have preventative measures in place to avoid
unethical behaviors. Techniques that health care organization officials can implement to prevent
unethical actions include, creation and enforcement of a code of conduct, holding managers (and
high-ranking professions such as doctors) to the same standard as employees (and “lower”
ranking professions), treating all employees equally for any unethical behavior or action,
constant and consistent enforcement of policies and code of ethics should be practiced, and all
employees should be fully informed and aware of all policies and ethical codes. This can be done
through consistent training, one on one meetings, open question policies and routine meetings.
The code of conduct also outlines what types of behavior are acceptable in the workplace and the
corrective actions that will occur if the code is breached. It also ensures fairness and prohibits
discrimination in the workplace (Erwin, 2017, p. 535).
Finally, as outlined above, training is massive part in preventing unethical behavior
before it occurs. Training should be conducted at least every month, informing and teaching
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employees about what the organization expects and should teach them how to respond to
situations ethically. Consequences should also be heavily discussed during training. However, the
benefits of a sound ethical culture are undeniable. Ethical behavior increases a health care
organization’s efficiency, reputation, safety, profit, overall employee satisfaction, commitment to
the organization, employee trust, and creates an ethically sound organization atmosphere and
behaviors (Bulog & Grančić, 2017, p. 2). It is crucial for health care organizations to implement
and enforce tactics to prevent unethical behavior while promoting an ethically sound work
culture. Not only will this be beneficial to the organization as a whole it will also ensure that
practices are being done correctly and safely (which is of the utmost importance in health care
facilities).
Conclusion
Human resource management is an essential piece in the healthcare industry as the
duties concerning meeting difficulties experienced by the association are huge. As referenced
before, HR is the most imperative in the association with regards to ethics and trustworthiness
and integrity. This particular issue is managed consistently are both of an honest sort or worker
support, in that they are needed to carry out approaches, authorize ordered business laws just as
haggle in the interest of representatives when important. They are likewise the unfortunate
messenger since when it is the ideal opportunity for to settle on the end choice, in the correct
setting, these equivalent human asset experts need to express the case. Ethics in HR management
can something other than basically making the best decision or overseeing individuals in an
agreeable way, yet in addition the essential obligations towards staying on the straight lawful
way and directing all partners to tolerating and adjusting to change when vital.
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According to the bible verse Luke 6:31 (NIV) states ." As Christians, we should regard the entirety of
God's kin as God would need us to” (Holy Bible, New International Version, 1978/2011, Luke 6:31).
Healthcare workers meet and work with many diverse individuals yet should not allow
previously established inclinations to change the patients or fellow colleagues are treated. It is
significant that we find out and understand more about a patient's/ employee way of life to
guarantee that you are not causing affront or shame on one or the other side. Finding out about
their way of life won't detract from your Christianity however will assist with giving you a more
extensive perspective on the world. It is the Christian method to acknowledge and cherished for
themselves. An individual ought to never be judged dependent on their cultural/ social
differences.
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