Introduction: One of the current points of contention that exists within the world of healthcare provision is with regards to what level of diversity should ultimately be represented. Although there are few individuals who are in disagreement that diversity is in and of itself a net positive and able to benefit the firm/organization in question by helping it to be more representative of the natural environment in which operates, it is difficult to calm to a definitive definition with regards to what level of diversity should be represented within a given organization/firm…
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Overview of Issues and Definitions: Although there are currently many definitions of what diversity ultimately means, for purposes of this brief analysis, it will be defined as the extent and level to which the organization/entity in question is able to effectively represent the realities of the environment within which it operates (Kellers 154). Ultimately, such a definition implies that diversity in an of itself should be a means by which the organization seeks to reflect the racial, ethnic, and religious realities of both the market that it seeks to compete within and the population that it draws from stop in such a way, such a broad definition allows for this level of diversity not only impact upon the way in which healthcare provision is conducted within a particular region but also have far-reaching applications with regards to how individuals interact with and represent those populations with which they seek to provide healthcare solutions for (Ibrahim 3). Analysis of the NHS and Available Mechanisms/Legislation to Reduce Ageism/Discrimination and Promote Equality As the complexity of the nursing world has only increased, so too has the level of competition and demands that are exhibited on providers throughout the market. This pressure coalesces into forcing these providers to seek to cut costs in almost each and every identifiable manner (Higgins 15). Not surprisingly, one of the main determinants for why age discrimination takes place within the current environment has to do with the fact that providers are able to save a great deal of money by forcing out more seasoned, experienced, and expensive individuals to be replaced by younger and cheaper overhead costs (Kmietowicz 994). Alternately, even those individuals who have not yet been employed are oftentimes passed over due to the fact that the employer determines that they will likely command a higher price than their younger counterparts. Even though such discrimination is ultimately illegal, the fact of the matter is that it is oftentimes impossible to prove; thereby encouraging some to engage tacitly in the practice in the knowledge that they will not likely be caught and in the hopes of garnering a further level of profitability in the future (Hossen & Westhues 1090). Another core rational that individuals within the healthcare profession oftentimes engage as a means of discriminating against an older a demographic is with regards to the financial cost that these individuals are likely to incur with respect to increased absences and/or health insurance reasons (Briscoe 9). Naturally, the same concerns oftentimes contribute to discriminating against women; due to the belief that women will be more likely to be absent; attending to their sick children, on maternity leave, or generally being predisposed to being caregivers in a number of different situations. Naturally, the veracity of all of these beliefs is subject to a great deal of debate; however, the point of this analysis is not to point to whether or
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The incident happened on a bus with two Black girls. I'm from Somali and I'm Muslim. They discriminated against my head scarf and the fact that I was not from the country. They kept referring to me as if I was in the wrong for living in United Kingdom even though they were from the Africa, themselves.
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Equality at the workplace helps in maintaining a
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