In the Age of Universal Healthcare in Canada, Why is There Still a Healthcare Gap with Women?
Healthcare services tend to vary for men and women due to their physical and psychological differences. In particular, women present specific needs associated with pregnancy, child delivery, menopause, and breast cancer, while men suffer more from heart failures, prostate cancer, and mental disorders. The healthcare gap between men and women exists because the above peculiarities are not taken into account as appropriate (Panisello & Pastor, 2015). The contemporary gender-specific diagnostics and treatment lack reaching their paramount goal that is to comprehend the differences in expectations and needs of an individual patient. Several factors impede the resolution of the identified problem in the field of healthcare-associated with gender.
First, females are underrepresented in scholarly studies since males act as a major part of respondents. As a result, the findings are applied as evidence-based practices for both men and women, while their needs may be completely diverse. Second, the majority of caregivers are women, who lack proper education and continuous training that should be updated along with the changing environment. Since women have to care about their family and work simultaneously, such a situation creates additional burdens (Pederson, Raphael, & Johnson, 2010). Third, another issue leading to the mentioned gap is that plenty of women cannot feel secure in their homes due to domestic violence, while men are prone to street crime only. It creates mental issues and psychological health problems, which are deteriorated under a lack of access to healthcare services caused by low income, cultural prejudices, and public transport concerns. Thus, there is a range of factors that determine the health care gap between men and women, and the latter is to be considered differently by introducing relevant policies and practices as well as increasing females’ presentation in research studies.
What Does Zero Tolerance for Bullying and Harassment Look Like in your Workplace? In Nursing?
A lack of tolerance for workplace harassment and bullying is likely to lead to the deterioration of the situation and further misunderstanding and tension in an organization. In my workplace, zero tolerance is promoted by leadership strategies. For example, our managers are aware of the role of teamwork and proper relationships with colleagues, patients, and supervisors. They strive to provide timely managerial support and organize meetings to discuss problems arising between two people or groups. Even if a particular nurse is an excellent caregiver, he or she may be toxic to other members of the team, which creates threats to the very nursing processes and processes.
In nursing, zero tolerance to bullying and harassment is the best way to build a transparent and welcoming environment for both newcomers and experienced nurses, who would cooperate to achieve the most effective and pertinent patient outcomes (Etienne, 2014). However, it is essential to educate leaders and nurses to prevent and address workplace bullying by presenting specific training and tasks aimed at intergrading staff members and leaving no place for improper treatment. To successfully mitigate harassment in nursing, it is essential to employ communication strategies, conflict resolution techniques, and self-care attitudes. The interest in such programs should be evoked through collective discussions as well as face-to-face conversations with every staff member. Another indicator of zero tolerance for workplace bullying is an immediate reaction of a leader to the emerged problem that may be expressed in applying relevant strategies to eliminate the issue. Both leaders and nurses should support training aimed at addressing bullying among nurses, thus ensuring a comprehensive approach to resolving the identified problem.
References
Etienne, E. (2014). Exploring workplace bullying in nursing. Workplace Health & Safety, 62(1), 6-11. Web.
Panisello, M. L., & Pastor, I. (2015). Health with equality: A proposal for the incorporation of the gender perspective in health care systems. Ciência & Saúde Coletiva, 20(5), 1555-1563. Web.
Pederson, A., Raphael, D., & Johnson, E. (2010). Gender, race and health inequalities. In T. Bryant, D. Raphael, & M. Rioux (Eds). Staying alive: Critical perspective on health, illness and healthcare (pp. 205-237). Toronto, Canada: Canadian Scholars’ Press.