Currents
While the workshop focused primarily on diversity, we also covered affirmative action and equal opportunity. These are related but separate topics. Diversity is more than gender, age, racial classification, ethnicity, and physical ability...it determines how we as individuals think, behave, and see the world. Affirmative action and equal employment deal with employment practices and are governed by state and federal laws. The JCAHO standards call for education of staff in cultural diversity and sensitivity. Currently our new hire orientation addresses cultural diversity, and the workshop highlighted in this newsletter is offered on request, but plans are to expand our training. A work team headed by Lynne Nemeth, director of care management, research and evaluation, is currently working on development of “cultural competencies” to improve our patient care and service. We will continue to promote understanding and appreciation of the value of a diverse employee population and of the need to demonstrate “cultural competencies” in providing care and service to patients and families. On another matter, during the week of May 3 we will issue soft lunch coolers to all employees in recognition of National Hospital Week and Nurses Week and as a token of appreciation for your outstanding work. Considering the volume, it will take several days for everyone to get their coolers. Thank you very much. Sincerely, W. Stuart Smith
Diversity workshop increases awarenessA black female was repeatedly dissuaded from participating in a screening by being reminded that its $300 price tag wasn’t covered by insurance. An employee found a noose in his work area.In both cases, Michael Vanderhurst of the President’s Office in the Department of Equal Employment/Affirmative Action was contacted to investigate. His answer to the former was not to “hammer somebody,” as he put it, but to use the situation as a teaching opportunity and to provide pro-active training in racial stereotyping and workplace harassment to the entire university. Vanderhurst presented his Diversity Workshop “for people who don’t like diversity workshops” Tuesday at the Medical Center communications meeting. “Call the President’s Office and use us as a tool,” he said. He added that the 1964 Civil Rights Act is “the law that protects us from many types of harassment and discrimination in the workplace. It is illegal to discriminate on the base of race, national origin, age, gender, and disability or perceived disability.” A video Vanderhurst played for the audience showed how not responding to observed harassment, even if no complaint is filed, can still put the organization at risk. Rumors, age-related discrimination, bullying, stereotypes that imply an employee is unsuited for the job, religious imposition—even good natured and mutually enjoyed jabs over race and national origin should all be guarded against to avoid even the suggestion of harassment or discrimination. One of the fastest growing complaints in South Carolina is age discrimination Vanderhurst said. The university does not tolerate discrimination in any form. “Sexual harassment,” he said, “comes in two forms—hostile environment and quid pro quo or job advantages for sexual favors. It’s not about sex. It’s about power and its abuse.” Vanderhurst also demonstrated how easily people can be manipulated into channeled thinking by having the audience repeat a word three times and then forcing an incorrect answer by asking a carefully crafted question. “Is it any wonder that we think in stereotypes after perhaps 30 years of stereotypical thinking?” He encouraged those gathered to think outside the box rather than only in terms of the way it has always been done or characterized. The last part of the workshop included a short videotape that was a heartfelt look at culture and its impact in a hospital setting. The overall message of the well received workshop was to be aware of
the various cultures the university serves and to treat everyone with respect.
Friday, April 30, 2004
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