Bias is the Achilles heel when it comes to management. The manager can either suffer from conscious or unconscious biases which have a significant impact with reads to management. Conscious are known and are easy to control since they are done with intentions. On the other side, unconscious biases or what is described as inherent biasness is difficult to challenge since it occurs as a result of brain judgment. Implicit bias does not mean that an individual is a racist. However, it means that a person has a chance to change the attitude that brings about the prejudice and make a proper decision. It is a normal thing for hospital managers to have implicit bias. What s critical is the recognition and the strategies in place to control the bias. One such bias in the hospital environment is gender bias ( Dillon & Bourke, 2016). Gender bias has been an issue in the world since many centuries when women were not allowed to vote. Women had to struggle for suffrage rights as well as their freedom in society. Though they have achieved greater millstones in their pursuit of freedom, gender bias remains a pertinent issue in the society in the present word. The discussion in this article focuses on gender bias as an n implicit bias in hospital management business.
Part One
Gender bias is very common in the current world. Gender bias is a form of unconscious attitude that makes a person judge a specific gender wrong. Due to gender bias, an individual may prefer one gender than the other. Gender bias also comes as a result of the deeply seated perception on the gender roles that creates a distinction in someone mind and make him or her prefer one gender over another based on the types of the works at stake. In the Hospital environment, the managers specifically the human resource managers sometimes are influenced by the gender bias to make decisions that favor men than women or vise verse ( Egan, 2018). Such bias does occur because to some extent, a lady may feel compassion for another lady or may think that the job at stake best suits men than women in one way of the other. In this case, therefore, the person making such decision may not recognize such bias but may end up making a decision thinking that he or she has resonated with the matter at hand before making a final decision. It is critical to recognize gender bias in a hospital setting as they have a devastating impact on quality of care and other activities in the hospital.
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Fair play is critical in the hospital environment. To the employees such as the doctors, nurses and other clinicians, it is right for the managers to balance the employees such that neither male nor female feels any sense of discrimination. In this case, therefore, it calls on the hospital administrator or managers to remain as neutral as possible to ensure fair play for the workers. In this case, there is a need for the employers or the managers to have a policy and culture which enhances gender balance within the hospital. For instance, such are policies which focus on the matters such as the fair wages for all genders to ensure that there is no gender discrimination with regards to payments ( Taylor, Santiago & Hynes, 2019). Also, a manager must come up with policies which enhance the culture of opportunity equitably in the hospital. For instance, the promotion techniques should not incline towards a specific gender and ignore another. Such matters to do with promotion, recruitments, rewards, and appreciation should be merit-based rather than gender-based.
However, gender bias shifts the balance towards one gender than the other and thus interferes with fair play in the hospital management. For instance, when there is a gender bias, there is a possibility that the situation may be messy from recruit g to promotion. For example, when a manager prefers men, the hospital will be many men than women ( Dillon & Bourke, 2016). This is discriminative. On the other hand, the policies which seek to make create the same working environment for both women and men would be discriminative. It means that men would be getting better opportunities than men. Gender bias also introduced another aspect of discrimination towards clients. In a hospital where the manager prefers one gender, there is likeliness that services oriented to the preferred gender would be better than those that addressed the isolated gender. As a result, there cannot be a fair play in such an environment in the hospital.
In this case, it would be critical to managing the insight that makes one prefer one gender to another. In the future, I would have strategies to work with the idea I have that makes me perceive one gender differently from another based on the roles. First, I would have a culture that is gender inclusive within the organization ( McCarthy Gallagher &Shaffner, 2018). Culture defines behavior within the organization. A gender-inclusive culture is critical since it eliminates discrimination within the organization. Secondly, I will have in place policies which enhance equity. There will be guidelines that direct the staffs on what basis should an employee be disqualified. Such will exclude matters such as race, ethnic and gender, through such strategies, it would be easy to work with such an insight.
Part two
The test is a simple one. It entails placing the left, and right-hand index fingers on them in the keyboard specifically on the letter K and the letter D. The participant then press the space bar to continue with the test. After that, the participant selects a word that appears randomly and matches them with gender family and occupation. This is the process is repeated as the test continues. The last part of the test asks the gender and the country of the origin after which the results come out. The result is a range of the gender implication from the strong to neutral to weak. The participants are allowed to view their results.
My result showed that I have a slight bias towards associating bias male with men and bias female with women. It is an implication that I am slightly inclining towards associating men with men and associating women with the same gender. According to the test result, this is an issue that comes as a result of unconscious thoughts, and I must work out for it to be reached the neutral ground. From the test, I have come to realize that I have to change my attitude towards gender and perceive each person based on the merits and capability and not by the role in my future career, this would use this insight to come up with a culture which enhances gender equity in a nay place I would work. I would also come up with strategies which are inclusive of all genders. I would try and shift my attention towards appreciating gender and diversity as this is the core towards rectifying my conscious and perception towards women. I believe that with such strategies in action, my position from test shift to neutral.
Test link: http://www.the-twist-project.eu/en/iat/results/?embed
References
Dillon, B., & Bourke, J. (2016). The six signature traits of inclusive leadership: Thriving in a diverse new world.
Egan, M. (2018). LGBTI staff, and diversity within the Australian accounting profession. Sustainability Accounting, Management and Policy Journal , 9 (5), 595-614.
McCarthy Gallagher, D., &Shaffner, J. (2018).Leadership, Inside and Out. Maine Policy Review , 27 (1), 27-29.
Taylor, A., Santiago, F., & Hynes, R. (2019). Relationships Among Leadership, Organizational Culture, and Support for Innovation. Practical and Creative Leadership in Diverse Workforces (pp. 11-42). Palgrave Macmillan, Cham.
