Human rights and implications for managers

Area of Science:

• Nursing Management
• Healthcare Law
• Human Rights in Healthcare

Background:

• The Canadian Human Rights Act (1977) and the Charter of Rights and Freedoms (1981) are foundational legal frameworks in Canada.
• There is a notable gap in Canadian literature specifically addressing the impact of these human rights laws on nursing managers.
• Nursing unit managers face complex decisions regarding employment, performance, and delegation, carrying potential legal risks for themselves and their organizations.

Purpose of the Study:

• To review key human rights issues relevant to the Canadian nursing setting.
• To examine the influence of human rights considerations on the effective management of nursing units.
• To provide recommendations for nursing managers to ensure compliance and mitigate risks.

Main Methods:

• A review of pertinent human rights issues within the nursing context.
• Discussion of legal implications for nursing unit management practices.
• Exploration of specific areas including discrimination, harassment, hiring, performance appraisal, and discipline.

Main Results:

• Failure to handle employment-related decisions sensitively and fairly can create significant legal vulnerabilities for nursing managers and healthcare organizations.
• Key management areas such as hiring, performance evaluation, and disciplinary actions require careful consideration of human rights principles.
• Proactive measures are necessary to address potential discrimination and harassment within nursing units.

Conclusions:

• Nursing managers require a thorough understanding of human rights legislation to effectively manage their units and avoid legal challenges.
• Mandatory in-service training for nursing managers on human rights issues is recommended.
• Adherence to human rights principles is crucial for fostering a fair and equitable work environment in nursing.