Describe the health care beliefs of the Russian

Describe the health care beliefs of the Russian, Polish and Thai heritage and how they are related to the delivery of health care. 2. Is there any similarity between these 3 cultures. If yes or no, please explain. 3. Give your opinion on how the beliefs of these 3 cultures influence the delivery of health care. As always and stated in the syllabus present your assignment in an APA format word document on an Arial 12 font attached to the threat in the tab of the discussion question call “week 11 discussion questions”. A minimum of 2 evidence based references no older than years 5 years are required and two replies to any of your peers sustained with the proper references are required. A minimum of 500 words are required without counting the first and last page

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Discussion #1

Attaining and maintaining diversity in the workforce is a major consideration for those who are responsible for managing human capital in healthcare. Diversity in the healthcare workforce provides an extraordinary value that must be protected and appreciated by employers. In order to support and protect the rights of healthcare employees, there have been many policies put into place to protect individuals from discrimination in the workplace. Discrimination can be in the form of bias or prejudice based on age, disability, religion, gender, and race. The Age Discrimination in Employment Act (ADEA) is an excellent example of how these policies and pieces of legislation can protect people from discrimination. However, these policies and legislative efforts require the coordination and supportive efforts of the healthcare organization in order to fully support the efforts to increase diversity and reduce discrimination in the workplace.

Ageism is a serious concern which is defined as discrimination based on a numeric age (Kydd & Fleming, 2015). While many believe that this defines biases based on someone being too old, it can also include biases against those who are considered “too young”. The Age Discrimination in Employment Act (ADEA), was enacted in 1967 to prohibit discriminating against an employee or potential employee based solely on the person’s age (Pynes & Lombardi, 2011). The Act focused on ensuring that decision regarding employment selection, job retention, compensation, and other job related terms and conditions could not be impacted by the individual’s age (Pynes & Lombardi, 2011). It was initially focused on those workers between the ages of 40-65 but was amended in 1978 to include individuals up to age 70 and amended again in 1987 to have no limit (Pynes & Lombardi, 2011). Further amendments have included that any discrimination based on any age is prohibited opening up the ability for protection from discrimination based on an individual appearing to be too young as well as those who could be considered too old. The impact of the ADEA allows for those who are the most qualified to fit the position to be able to be hired into the position regardless of age. If the person is older, they oftentimes bring with them valuable knowledge and experience that can and should be seen as an asset to the hiring organization. Alternatively, a younger applicant can bring about innovative ideas and concepts that those who have been in the business for an extended period of time may not have considered. The value of these different perspectives can be immeasurable. Having legislation such as the ADEA has mandated that employers look beyond age and consider the value that each person brings or could bring to the organization.

To support the ADEA initiatives, health care organizations need to implement programs and policies which support ongoing enforcement of these regulations. One such policy is the implementation of ongoing training programs in diversity to remind employees of what discrimination includes and to hold the organization accountable to the legislative regulations (Dennis & Thomas, 2007). Training that focuses on intergenerational training, communication, and team building is also a valuable policy that organizations can put into place (Dennis & Thomas, 2007). By educating others on the value that people from all age groups and all walks of life can bring to an organization, an employer can help others to accept and understand the significance and impact that each member of the team can have on their organization.

1 Timothy 4:12 (ESV) states, “Let no one despise you for your youth, but set the believers an example in speech, in conduct, in love, in faith, in purity”. This scripture guides those responsible for managing human resources in healthcare with understanding the importance of valuing people for what they can do, how they behave, their knowledge and their individual significance without considering their age. This can assist them with establishing and enforcing policies, rules, and regulations that will support these principles.



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