Diversity & Equality in Health and Care Open Access

Biomaterials and Bioengineering Tomorrow’s Healthcare

Milena Vainieri^* Department of Medicine, University of Sharjah, China
^*Correspondence: Milena Vainieri, Department of Medicine, University of Sharjah, China, Email:

Received: 29-Nov-2023, Manuscript No. ipdehc-23-18838; Editor assigned: 01-Dec-2023, Pre QC No. ipdehc-23-18838; Reviewed: 15-Dec-2023, QC No. ipdehc-23-18838; Revised: 20-Dec-2023, Manuscript No. ipdehc-23-18838; Published: 27-Dec-2023, DOI: 10.21767/2049-5471.20.06.54

Description

The ideas of equality and elimination of discriminatory behavior have now become deeply integrated into the social patterns worldwide. Indeed, today’s public attention is constantly drawn to the promotion of diversity and inclusiveness, creating an image of equality and respect. However, while the situation steadily changes towards positive outcomes, the pace of such change is nothing but insufficient when compared to the scope of social diversity. Besides the disruption of ordinary communication, the problem contributes to increasing inequality rates in the workplace. To address this issue, many companies and employment sectors nowadays invest both time and money in the introduction of equality policies and the embracement of diversity in the workplace. The primary goal of the present paper is to examine the notion of gender and ethnic diversity in the context of the modern health care segment. The health care sector has always been a tremendously important part of the overall employment patterns in the U.S., accounting for more than 10% of the population. For this reason, the idea of equality and diversity has inevitably become a severe challenge for the segment, encouraging the administration to promote discriminatory behavior elimination. However, while the primary focus is generally placed on the health care accessibility for the patients, less attention is drawn to the idea of diversity among employees. However, over the past five years, both governmental and public institutions put considerable effort into the close examination of employment patterns within the segment. The attention was paid to the notions of gender and ethnic affiliation in terms of the employees’ number and positions within the sector’s labor hierarchy. Thus, in 2017, Diversity Best Practices, an organization for organizational diversity, created a report evaluating the inclusiveness state across the realm of U.S. health care. For the sake of objectivity, prior to conducting a direct diversity patterns examination, the authors of the report made sure to provide an overview of the general tendencies in health care. Thus, according to the report, the modern development of health care has been affected significantly by the rapidly increasing demographic rates across the state. Moreover, besides the growing population rate, the U.S. demographics tend to change in terms of the scope of cultural diversity. As a result, the future of health care segment development is highly dependent on the notion of cultural awareness. Such a scenario plays a significant role in the healthcare administrators’ decision-making process and embracing diversity within the facility, as the modern health care system promotes a competitive environment where a patient is a potential service customer. Eventually, this process tackles the notion of the workforce, as promotion of employment diversity contributes to the elimination of ethnic and gender stigma in society as a whole. Nine humanitarian operation factors have been identified for during a life-threatening pandemic like COVID-19. The study states that the key factors are resource shortages, external factors, and a shortage of medical and non-medical specialists. The study focused primarily on humanitarian operations characteristics for the sector. The present study will assist key stakeholders and academics in gaining a better knowledge of the factors that impact humanitarian operations during life-threatening pandemics like COVID-19. The study analyses the interrelationships among humanitarian operations factors using humanitarian operations during life-threatening pandemics.

Conclusion

During life threatening, this is a novel attempt in the subject of this sector. In this study, green HRM, green training and workforce development, green organizational culture, employee green behaviours, green employee empowerment were the driving or key enablers. This study will help academics and key stakeholders better understand the green-workforce agility in operations. In this study, the m-TISM technique f is proposed as an innovative approach to address the green workforce agility subject.

Acknowledgement

None.

Conflict Of Interest

The author’s declared that they have no conflict of interest.