Cheryl Boulden Case Summary

In the early 1960’s privately owned hospitals in North Carolina were allowed to discriminate against race as to whether to admit a patient to the hospital and/or grant privileges to African American doctors or dentists, as long as separate-but-equal facilities were provided. Dr. Simkins, an African American dentist, attempted to admit and treat a patient experiencing an abscessed tooth, ultimately being subjected to denial of privileges.

SSCM Gilmore made an unannounced visit to 304 Merrymont drive Martinez Ga 30907. Carolyn Brown (Bmo) was the only person present at the home. Carolyn reported that she is a stay at home mom, while dad works for Tucker Material at a dispatcher/truck driver. SSCM addressed the allegations that were listed in the report. Bmo denied allegations in the report, and provided information she knew about the bruised eye. Carolyn reported the first black eye resulted from him and Logan were playing, and Logan hit him in the eye. Carolyn, reported on the day of the second black eye. She was in the kitchen cooking. Matthew Jr, was being disrespectful and threating to harm her, and Matthew Sr went to address his behavior in his room. She reported that Matthew

Penny Ann Beernsten, a thirty-six year old small business co-owner and physical fitness instructor, went through a traumatic experience on the afternoon of July 29, 1985. She jogged at a stretch of Lake Michigan shoreline in Wisconsin. She was planning on meeting with her father at the beach at 4:00 PM and she started the jog at 3:50 PM, but was grabbed and taken to the woods where she was raped and deprived her of oxygen by suffocation until she passed out. When she woke up, she walked out of the woods, where couples comforted her until she found her husband and finally the police. (Possley).

Henrietta's ordeal in a racially segregated healthcare system illustrates how race, a social construct without biological basis but defined by physical characteristics and cultural heritage, critically influences health as it manifests discrimination and dictates access to resources, rights, and opportunities through embedded social significance and power dynamics (Etowa et al., 2007). The era of Jim Crow laws, as Henrietta's experiences highlight, was a period where racial segregation was legally enforced, embedding inequities into the foundation of healthcare institutions. Hospitals during this era not only turned away black individuals from white-only facilities but also provided them with inferior care in the institutions that did admit them (Skloot, 2010). This practice underscores a deliberate, institutionalized disregard for black

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

These plaintiffs-practitioners, are all citizens and residents of the United States and the State of North Carolina, residing in the City of Greensboro, North Carolina, seek admission to staff facilities at The Moses H. Cone Memorial Hospital and the Wesley Long Community Hospital without discrimination on the basis of race.

Diversity at Target, like everywhere, is a work in progress. Target is ahead of the national average in terms of minority hiring. Additionally, the company has a higher percentage of minorities in management positions than the industry average. “The Strength of Many. The Power of One,” is Target’s tagline for diversity. It is realized that we need many points of view all working towards the common goal in order to be successful. The goals set forward in this plan are: to increase diverse hire mix by 30% over last year; improve retention rate by 30% over last year; and to develop high potential diverse talent in the ST. Louis market. This can be done

Based upon the rule of utilitarianism, I argue that repeated historical demonstrations of racial discriminatory practices in medicine leads us to a conclusion racially based oversight committees should presided over patients whose care has been historically documented as ethically heinous acts of racial mistreatment. In cases like the Tuskegee experiment and Drapetomania will be significant in elucidating the necessity of racial oversight.

I wish that I could say that the scenario in this weeks Case assignment doesn’t happen in the American Heathcare system, but I found evidence that proves it happens more often than not. A study was conducted at two Veteran Affairs facilities, the study includes African American and White patients. The African-American patients reported 70% vs 26% racism and 73% vs 53% classism when compared to the White patients, both groups of patients were seen in the same orthopedic surgeon’s office (Hausmann, Hannon, Kresevic, Hanusa, Kwoh, and Ibrahim, 2011). In this essay we will look at how Dr. Williams’ behavior influenced the outcome of his patient’s treatment.

When addressing legal issues of diversity in the modern day era, one main topic is brought to discussion, affirmative action. It was put into place by the federal government in the 1960’s and was initially developed to close the gap in relation to the privileged majority and the unprivileged minority in America (Aguirre Jr. & Martinez, 2003). While it has been controversial since its origin, it remains controversial as critics argue it tries to equalize the impact of so many

In doing so, he pays particularly close attention to black patients and their relations with health care policies and practices. Smedly maintains that blacks are not only the victims of, inpatient and outpatient treatment, racial policies, and other services but also the victims of its consequences. He argues that many health care administrators are agents to a system of inequality that support provider and administrator biases, geographical inequalities, and racial stereotypes (Smedly 2012).

Sally Satel on the other hand is a supporter of the fact that racism is not a serious problem in the health care system. Even though she agrees with IOM about health care disparity, she thinks racism is not a cause. That is what she shows the reader in her article. She argues that the health care system is colorblind. Satel she mentions the causes of health care disparities as well as ways to correct the disparities. In her opinion, “racism isn't to blame for health disparities, but rather race itself” (Satel 2). Satel identifies two possible reasons to counter the notion that racism is the cause of health care disparities. First, she quotes that, “white and black patients, on average, do not even visit the same population of physicians—making the idea of preferential treatment by individual doctors a far less compelling explanation for disparities in health” (Satel 2). Another reason is “that a higher proportion of the doctors that black patients tend to see may not be in a position to provide optimal care” (Satel 1).

In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.

In a systematic review done by Hall et al. (2015), they found out that most healthcare workers displayed a positive attitude towards Whites compared to negative attitudes shown not just to Blacks but all people of color. This creates a dilemma for it threatens not just the treatment outcomes and the overall health of one patient, but of the entire population as

Zachary (2016) explains that race, for example,” is not supposed to be a factor in employment decisions or conditions” according to Title VII (p.18). In contrast to the protection of no characteristics such as gender, race, or national origin being considered in employment decisions, the proactive efforts of affirmative action appear. According to Gomez-Mejia, Balkin and Cardy (2016), under affirmative action government contractors, for example, are required to have plans in place to “eliminate any underutilization of protected group members” (p. 174), and therefore, employment choices are made based on these distinctions, which in reality causes reverse discrimination. One of the key differences between the U.S. and other countries in its attempt to manage diversity is through quotas, as many Asian and European countries have embraced (Turner & Suflas, 2014). These authors also relay that albeit U.S. law which declares quotas illegal as stated in Title VII, a new law established in 2014 via the Federal Contract Compliance Program does in fact establish “goals” for the number of employees with disabilities government contractors are required