Ethics in Staff Education: Promoting Inclusivity and Addressing Horizontal Violence in Healthcare

Many industries globally continue to question their integrity in employees’ treatment while offering an inclusive and safe environment. Violence or bullying makes healthcare practice hard; thus, as a healthcare leader, developing an insightful approach to end violence or bullying can enhance inclusivity, improving patients’ outcomes and satisfaction concerning their healthcare progress (Fones et al., 2022). Removing bullying is inevitable since it is tied to critical retention rates of employees. Everyone has diverse experiences and abilities which create a modern workforce depending on embracing people’s differences. This paper identifies a legal issue associated with Marcy and certifies the need to ensure inclusive practices in the nursing environment while reconstructing proposed change measures. At the same time, this paper will design a way to educate all team members concerning this issue. Moreover, the legal or ethical problem is bullying or disgrace in Marcy leading to the push and pull theory.

Legal or Ethical Issue

As a nurse leader, it is involuntary to embrace an inclusive approach to all the healthcare team members. Marcy is currently in the process of being precepted. Marcy should encounter a chilling culture of bullying or being negative concerning her hearing impairment, including poor abilities. Lack of respect for persons because of hearing incapacity is a major indication of deprivation of a conducive working environment. Demonstrating integrity and respect for each person in the healthcare environment reflects appreciation for the diverse needs and characteristics that affect a person’s behaviors and health and, therefore, can significantly influence the health outcomes (Meier et al., 2022). Bullying or intimidating Marcy portrays a negative view of Marcy’s diversity and treated as unequal, thus pushing her to leave the team. This act is tied to the push and pull theory. This theory predicts all the reasons the agent may leave the team and the cause that may make an agent remain in the position where they possibly feel excluded from the team. This comprehensive construction orientates the influence of moral injury in pushing Marcy to leave and bullying and harassment’s potential consequences (Ciucci et al., 2020).

Changes in Legal or Ethical Issue

Appropriate measure should be acknowledged to address the bullying experienced by Marcy. Developing a plan to embark on a sustainable approach would help avoid similar situations in the future. According to transculturally evidence-based recommendations, understand the culture, appreciate diversity, and define culture, which should be identified in overcoming cultural stereotypes and prejudice, and this principle was applied to creating and implementing policies in this healthcare team. First, the nurse manager needs to tackle the current incidence of bullying in the healthcare unit. Addressing the issue can assist in acknowledging that bullying is a legal offense. The manager should help in exploring Marcy’s feelings. This discussion is imperative for the manager to comprehend the incident’s result on Marcy and identifying the best approach to address the issue to end future bullying (Meier et al., 2019). Lastly, the manager should help in discussing the problem with peers (Fones et al., 2022). This action acts as a measure to help end bullying by encouraging the responsible nurses to embrace inclusive practices concerning Marcy.

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While education is vital to ensure healthcare workers embrace inclusive practices, the manager will schedule an educational activity that will be recommended for all nurses and other team members. The presentation bears the nursing critical requirements, which are designed to prevent the issue. The Joint Commission’s nursing care center accreditation program needs healthcare units to recognize and discover the complexity and pervasiveness of bullying by raising protections and launching principles and practices to enhance a thriving and sustainable working environment (Fitzpatrick, 2021).

Synthesizes Resource Information Needed to Evoke Change

The educational plan identified in the issue is aimed to tackle paramount factors that are tied to bullying or harassment in the healthcare unit. These factors include increased absenteeism, increased burnout, and decreased employee morale or satisfaction (American Nurse, 2020). Awareness of these factors helps the healthcare team foster changes to enhance a safer and inclusive work environment. To measure changes, an anonymous survey will be offered before the educational presentation and a few weeks after the plan. This measurement will help in recognizing significant variations i