Nursing Faculty Bias

In essence, implicit as well as explicit biases are inclusive of the various associations made by a health care practitioner that could effectively result in the negative evaluation of an individual on the basis of a wide range of features including, but not limited to, gender, sexual orientation, and race (Rosa, 2016). Numerous studies have in the past indicated that indeed, biases can impact outcomes in various nursing practice settings. In one such study, FitzGerald and Hurst (2017) found out that there is sufficient evidence indicating that there are no significant differences between the bias levels exhibited by healthcare professionals and those exhibited by the general population. Implicit bias could, for instance, take place “between a group or category attribute, such as being black, and a negative evaluation (implicit prejudice) or another category attribute, such as being violent (implicit stereotype)” (FitzGerald and Hurst, 2017, p. 21). It is important to note that in addition to mismanagement of symptoms, biases could also result in failure on the part of healthcare professionals to advance preventive care in settings where it is deserved. Further, as Rosa (2016) points out, biases could result in unrealistic extensions in appointment waiting times.
When it comes to personal biases and attitudes towards people on the basis of their superficial differences, it should be noted that implicit bias tends to be more prominently pronounced than explicit bias. A good example of bias in a practice setting would be where more effective interventions (i.e. better treatment options) are less frequently recommended for black patients than is the case for white patients. Further, in some instances, medical practitioners could be anxious about interactions with certain people, i.e. gay people or people of color. In such a case, the time spent between a provider with such anxieties and patients who trigger such anxieties could be shortened – effectively impacting quality of care, and thus outcomes.
Regarding one bias I could be having, it would be prudent to first indicate that as a healthcare professional, I do not view myself as being biased. However, being human, I am not immune to some unintentional bias, i.e. implicit bias. For instance, I tend to tag specific clothing items as well as walking styles with certain qualities such as inability to make wise/rational life decisions, immorality, promiscuity, etc. For this reason, I could unconsciously make assumptions to the effect that a person clad in such clothing is incapable of following through the recommended treatment regimen.
My overall desire is to ensure that I advance equal treatment with no undue influence from the socioeconomic, ethnic, or racial status of a patient. For this reason, the relevance of ensuring that I have in place a clear and definitive strategy on reducing the bas I have identified above cannot be overstated. My strategy comprises of being aware of my assumptions and seeking to know more about my patient. In essence, without being aware of my biases and the assumptions they trigger, I cannot be able to confront the said biases. Being aware of the said biases would then be followed by further enhancement of my engagements with the patient in an attempt to learn more about their personalities, cultures, etc. This would help clarify some of the biases I possess and set me firmly on the path to overcoming them.
In the final analysis, it should be noted that there is need to ensure that the healthcare system serves all individuals equally regardless of their race, sexual orientation, or even economic status. In that regard, therefore, the healthcare system ought to be made less difficult to navigate and more welcoming for all.
References
FitzGerald, C. & Hurst, S. (2017). Implicit Bias in Healthcare Professionals: A Systematic Review. BMC Med Ethics, 18, 19-24.
Rosa, W. (2016). Nurses as Leaders: Evolutionary Visions of Leadership. New York, NY: Springer Publishing Company.