Riassunto
Isms—typically defined as harmful and discriminatory philosophies or views—are a threat to human unity and may affect outcome maximization in healthcare workplaces. Isms in Health Care Human Resources: A Concise Guide to Workplace Diversity, Equity, and Inclusion lays a foundation in which readers can become familiar with diversity, equity and inclusion issues in the workplace and gain an understanding of how isms in health care can reduce output and elevate costs. After providing an overview of isms in healthcare and other workplaces, this concise text closely examines various isms, from central tendancyism and sexualism to IQism and heterosexism while covering a range of other isms. It then proposes strategies for intermediation for healthcare administrators in order to guide them in reducing isms in the workplace and, in turn, maximizing output. Key Features:•Thorough discussion of relevant current events and hot topics, including the Me-Too Movement and the growing advocacy for LGBTQ communities.•Well-supported by extensive data & research on diversity, equity and inclusion in healthcare marketplaces.•Concise length and focus on diversity, equity, and inclusion makes this text an excellent resource for any Health Care Human Resources or Organizational Leadership course.•Instructor resources include an additional PowerPoint presentation on “Reducing Sexual Harassment in the Workplace by Unraveling its Causes” and a test bank that assesses Level 1, Level 2, and Level 3 healthcare administration competencies.
Informazioni sull?autore
Darren Liu received his DrPH (Doctor of Public Health) and biostatistics MS from the University of Pittsburgh Graduate School of Public Health. He completed his BS in public health and MHA in health administration in Taiwan. He teaches both MPH and MHA programs in the areas of health and healthcare disparities, organizational behavior and management, population health, long-term care administration, healthcare leadership, and epidemiology. He has taught and developed a variety of courses at both graduate and undergraduate level over the past 10 years at 4 different universities as a full-time faculty member. Betty (Rush, Collier, Watson, Arrington) Burston "skipped" 2nd and 12th grades and entered college at the age of 16. Almost immediately, she met now Congressman John Lewis and became active in the Civil Rights movement. Subsequently, she became an active member of the Revolutionary Action Movement (RAM). During her senior year as an undergraduate, she enrolled in the 16 credits that comprised her last semester at Fisk University and in 19 semester hours at Tennessee State University in order to take courses that were simply fulfilling to her interests. She was awarded a Woodrow Wilson Fellowship and enrolled in a Ph.D. program at Cornell University. She subsequently accompanied her husband, one of the first African American graduates of Vanderbilt University, to Maryland when he enrolled in the University of Maryland Medical School. At that time, despite being the mother of two children and pregnant with a third child, she simultaneously enrolled full-time in a doctoral program at American University and in a full-time M.A. program in African Studies at Howard University. These experiences led to her decision to become a transdisciplinary researcher. She credits her familiarity with multiple disciplines and her experience in two different "movements" in the 1960s as the foundation that allows her to view Diversity, Equity, and Inclusion from a uniquely different set of lenses.
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