Implicit Bias in Health Care Providers During Providing Health Care Services to Patients in A Tertiary Care Hospital South Punjab Pakistan
DOI:
https://doi.org/10.11594/banrj.04.01.06Keywords:
Attitude, Bias, Implicit, NursesAbstract
Introduction: Bias means an unreasoned and unfair distortion of judgment in favour of or against a person or thing. It is the evaluation of something or someone that can be positive or negative, and implicit or unconscious bias is when the person is unaware of their evaluation. Unconscious or implicit bias describes associations or attitudes that reflexively alter our perceptions, there by affecting behaviour, interaction, and decision-making Methods: This study qualitative cross-sectional study design is used. Implicit Assessment Tool (IAT) used to assess the age Implicit, Religion Implicit and Skin tone Implicit among nurses. The data was analysed by SPSS version-18 & Microsoft Excel. Out of 100 respondent 23% showed a strong automatic preference for light skin compared to dark skin people in Skin-tone IAT. Results: Out 0f 100 just 2% showed strong automatic preference for dark skin as compared to light skin people. During the Religion IAT out of 100 respondents just 1% nurses showed a strong preference for Judaism compared to Islam. 96.0% showed strong automatic preferences for Islam compared to Judaism. 29 % respondents showed a strong automatic preference for Islam compared to Christianity. While 2% participants showed a strong preference for Christianity compared to Islam. In Age implicit assessment test 30% nurses showed strong automatic preference for young people to old people. Just 1 % nurses showed strong automatic preference for old people compared to young people. 30 % nurses showed moderate level of automatic preferences for young people as compared to old people, while just 2 % have moderate automatic preference for old people as compared to young people. Conclusion: This study concluded that Nurses have a strong automatic preference towards their own religion so that they prefer Muslim patients unconsciously rather than the other religion. This study also reveal that during giving care nurses have strong automatic preference to young people and light skinned people as compared to dark skinned and old people.
Downloads
References
Santry, H. P., & Wren, S. M. (2012). The Role of Unconscious Bias in Surgical Safety and Outcomes. Surgical Clinics of North America, 92(1), 137–151. https://doi.org/10.1016/j.suc.2011.11.006
Blair, I. V, Steiner, J. F., & Havranek, E. P. (2011). Unconscious (Implicit) Bias and Health Disparities: Where Do We Go from Here? The Permanente Journal, 15(2), 71–78. https://doi.org/10.7812/TPP/11.979
Holroyd, J., & Sweetman, J. (2016). The Heterogeneity of Implicit Bias. In Implicit Bias and Philosophy, Volume 1 (pp. 80–103). Oxford University Press. https://doi.org/10.1093/acprof:oso/9780198713241.003.0004
Nopita Wati, N. M., Juanamasta, I. G., Thongsalab, J., & Yunibhand, J. (2023). Strategies and challenges in addressing ethical issues in the hospital context: A phenomenological study of nurse team leaders. Belitung Nursing Journal, 9(2). https://doi.org/10.33546/bnj.2446
FitzGerald, C., & Hurst, S. (2017). Implicit bias in healthcare professionals: a systematic review. BMC Medical Ethics, 18(1), 19. https://doi.org/10.1186/s12910-017-0179-8
Gopal, D. P., Chetty, U., O’Donnell, P., Gajria, C., & Blackadder-Weinstein, J. (2021). Implicit bias in healthcare: clinical practice, research and decision making. Future Healthcare Journal, 8(1), 40–48. https://doi.org/10.7861/fhj.2020-0233
Wilson, T. D., Lindsey, S., & Schooler, T. Y. (2000). A model of dual attitudes. Psychological Review, 107(1), 101–126. https://doi.org/10.1037/0033-295X.107.1.101
Juanamasta, I. G., Aungsuroch, Y., Gunawan, J., & Fisher, M. L. (2022). Postgraduate and undergraduate student nurses’ well-being: A scoping review. Journal of Professional Nursing, 40, 57–65. https://doi.org/10.1016/j.profnurs.2022.03.001
Hall, W. J., Chapman, M. V., Lee, K. M., Merino, Y. M., Thomas, T. W., Payne, B. K., Eng, E., Day, S. H., & Coyne-Beasley, T. (2015). Implicit Racial/Ethnic Bias Among Health Care Professionals and Its Influence on Health Care Outcomes: A Systematic Review. American Journal of Public Health, 105(12), e60–e76. https://doi.org/10.2105/AJPH.2015.302903
Nuryani, S. N. A., Wati, N. M. N., & Juanamasta, I. G. (2020). Nursing grand rounds (NGRS) regularly to encourage continuing professional development (CPD) achievement of nurses. Pakistan Journal of Medical and Health Sciences, 14(4), 1616–1618.
Indriyani, D., Juanamasta, I. G., Indah, F. P., Hartika, & Budi, A. (2020). The Influence of Empowerment and Compensation Towards The Work Productivity of Nurse and Midwife in The Faisal Islamic Hospital of Makassar. International Journal of Psychosocial Rehabilitation, 24(4), 5616–5623. https://doi.org/10.37200/IJPR/V24I4/PR201656
Juanamasta, I. G., Kusnanto, & Yuwono, S. R. (2018). Improving Nurse Productivity Through Professionalism Self-Concept. Proceedings of the 9th International Nursing Conference, 116–120. https://doi.org/10.5220/0008321401160120
Lovallo, D., & Sibony, O. (2010). The case for behavioral strategy. McKinsey Quarterly. https://www.mckinsey.com/capabilities/strategy-and-corporate-finance/our-insights/the-case-for-behavioral-strategy
Harvard University. (n.d.). Project Implicit. Retrieved June 20, 2020, from https://implicit.harvard.edu/implicit/takeatest.html
Manns-James, L. (2015). Finding what is hidden: a method to measure implicit attitudes for nursing and health-related behaviours. Journal of Advanced Nursing, 71(5), 1005–1018. https://doi.org/10.1111/jan.12626
Ansell, D. A., & McDonald, E. K. (2015). Bias, Black Lives, and Academic Medicine. New England Journal of Medicine, 372(12), 1087–1089. https://doi.org/10.1056/NEJMp1500832
Song, J. (2019). “She Needs to Be Shy!”: Gender, Culture, and Nonparticipation Among Saudi Arabian Female Students. TESOL Quarterly, 53(2), 405–429. https://doi.org/10.1002/tesq.488
Abalkhail, J. M. (2020). Women managing women: hierarchical relationships and career impact. Career Development International, 25(4), 389–413. https://doi.org/10.1108/CDI-01-2019-0020
Downloads
Published
How to Cite
Issue
Section
License
Authors who publish with this journal agree to the following terms:
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See the Effect of Open Access).