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According to obedience research, we may harm others under the forceful pressures of an authority figure (Milgram, 1974). How about if the inappropriate orders were delivered with less force? The increasing interdependence between nurses and physicians compelled Hofling and his colleagues to explore nurses’ reactions to a potentially harmful medical request made by the perceived authority figure, the doctor (Hofling, Brotzman, Dalrymple, Graves, & Pierce, 1966). In this situation, obedience...

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Related Experiment Videos

Equality Act 2010: knowledge, perceptions and practices of occupational physicians.

T Masupe¹, G Parker

¹Public Health Medicine Unit, School of Medicine, University of Botswana, Gaborone, Botswana. tiny.masupe@mopipi.ub.bw

Occupational Medicine (Oxford, England)

|February 1, 2013

Summary

Occupational health physicians show limited changes in pre-employment health screening (PEHS) practices post-Equality Act 2010. Many lack full understanding of Section 60, indicating a need for further training on legal compliance in UK employment law.

Related Experiment Videos

Area of Science:

Occupational Health
Employment Law
Health Policy

Background:

Pre-employment health screening (PEHS) in Great Britain historically precedes job offers.
Section 60 of the Equality Act 2010 restricts PEHS before job offers, except in specific circumstances.
Current PEHS practices may not align with the Equality Act 2010 provisions.

Purpose of the Study:

To assess occupational health physicians' (OHPs) knowledge, perceptions, and practices regarding the Equality Act 2010.
Evaluate compliance with Section 60 of the Equality Act 2010 in PEHS.

Main Methods:

Anonymous online survey distributed to OHPs registered with Occupational Physicians Reporting Activity (OPRA).
Analysis of 126 responses from accredited occupational health specialists involved in PEHS.
Data collection focused on awareness and application of Section 60 requirements.

Main Results:

81% of OHPs were aware of Section 60 of the Equality Act 2010.
Significant variation in knowledge and practices concerning Section 60 requirements was observed.
Only 38% reported changes in PEHS practices due to the Act; 46% reported no change.

Conclusions:

Immediate impact of Section 60 on PEHS practices by OHPs has been minimal.
Some OHPs demonstrate insufficient knowledge of Section 60's specific legal requirements.
Enhanced training for OHPs on the Equality Act 2010 is recommended to ensure compliance.