04 Aug Institutional harassment and discrimination are common in the medical field

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Institutional harassment and discrimination are common in the medical field (Eichelberger et al., 2018). I personally have not worked in the hospital environment in some years. However, I do know that this is a very prevalent policy in many medical institutions. Usually, these policies are reviewed in employee orientation.

           Baptist Health of South Florida created policy number: BHSF-HR 5075 in December of 2000. The policy title is Policy Prohibiting Harassment and Discrimination. The primary purpose of this policy is to create a harassment and discrimination free environment in which all employees are treated with respect and dignity. This policy applies to all the employees, doctors, volunteers, or any person who encounters these people. The policy goes over definitions, individuals who are covered and conduct covered, leadership accountability, protection of persons who report discrimination, and how to go about reporting discrimination or harassment incidents (Baptist Health South Florida, 2010).

           Eichelberger et al. (2018) mentions microagressive behavior in the workplace can cause poor patient health outcomes, impaired teamwork, and burnout. This article discusses obstetrics and gynecology however this can occur in any work environment. Assessing the work environment for potential risks before an incident happens is a good first step. This can be done by confidentially surveying employees experiences with harassment and discrimination. Also, going over the response is beneficial ensuring everyone knows the proper policy and procedure. The employees and patients experience a better outcome from these instituted institutional policies.