Question

In this scenario, you are a healthcare manager of a large acute care facility. A direct employee that is a member of the Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual (LGBTQIA) community has approached you indicating that they are experiencing bullying from one particular co-worker. You have met with both employees and referred the case to human resources after confirming the allegation of bullying. Human Resources confirmed that there was a policy in place for workplace bullying, but it is outdated. You have been tasked with creating a new policy for the facility. The policy must be aligned with state and federal laws and will require evaluation of both. This is a two-part assignment.

You will determine and justify the leadership skills that will be required when meeting with both employees. In a word document, identify and detail a minimum of four skills necessary pertinent to managing conflict, and in particular, workplace bullying. You may include skills such as active listening, empathy, equity and inclusion, written and verbal communications, coaching, empowerment, or other qualities and skills found through research or in your reading.

Answer 1

To effectively manage workplace bullying against LGBTQIA employees, healthcare managers need to exhibit active listening, empathy, equity and inclusion, and effective communication skills. These skills are critical in creating a safe and supportive environment and updating anti-discrimination policies in compliance with state and federal laws, such as those reinforced by the Bostock v. Clayton County Supreme Court ruling.

Step-by-step explanation:

Leadership Skills for Managing Workplace Bullying

In responding to workplace bullying, especially in cases involving LGBTQIA employees, healthcare managers must display a range of leadership skills. Four essential skills include active listening, empathy, equity and inclusion, and effective communication. Active listening involves fully concentrating on what is being said rather than just passively hearing the message of the speaker. This skill can build trust with the employee experiencing bullying and is vital in understanding the full scope of the issue. Empathy is the ability to understand and share the feelings of another, essential for creating a supportive environment and for making employees feel valued and understood. Equity and inclusion ensure that all employees have equal opportunities and are treated fairly, which is fundamental when updating policies to prevent discrimination. Finally, effective communication, both verbal and written, is crucial when documenting incidents, creating new policies, and communicating with all stakeholders. All these skills are foundational in addressing the bullying and updating the facility's policies inline with state and federal laws, which now protect LGBTQ employees against discrimination.

While implementing these skills, the healthcare manager should be aware of current legal protections, such as those established in the landmark case of Bostock v. Clayton County, where Title VII was interpreted to include sexual orientation and gender identity in its protections against discrimination. It is imperative that the new policy reconciles with these legal standards, and that the manager remains vigilant against heterosexism, homophobia, and any institutional bias that may exist within the facility. A commitment to continuous education about LGBTQIA issues in the workplace is also key in managing conflict and contributing to a culture of respect and dignity for all employees.