10 Most Common Examples of Discrimination in Nursing + How to Prevent Them

Written By: Darby FaubionDarby Faubion RN, BSN, MBA

Darby Faubion is a nurse and allied health instructor with over 20 years of clinical experience. Darby lives in Louisiana and loves exploring the state’s rich culture and history. Darby has a passion for caring for veterans and a special interest in those affected by post-traumatic stress disorder. In her quest to make a difference for veterans, she founded a non-profit called “Operation Battle Buddy.” Read Full Bio »» RN, BSN, MBA

As healthcare professionals, nurses’ roles in providing patient care are critical. Unfortunately, despite being caregivers and compassionate providers, nurses often face unique challenges due to discrimination. Most of us have been a victim of, witnessed, or known of someone else being discriminated against, but what are the most common examples of discrimination in nursing?

If we hope to create safe environments for ourselves and our patients, it is crucial for nurses to know what constitutes discrimination and what measures to take to help prevent it from happening. In this article, I will share some of my experiences and tell you about the 10 most common examples of discrimination in nursing + how to prevent them.

What are the Most Common Examples of Discrimination in Nursing?

(The following are the 10 most common examples of discrimination in nursing + how to prevent them.)

EXAMPLE #1: Ageism

About the Example:

Ageism is an example of discrimination in nursing that involves unjust behavior toward an individual solely because of their age. For example, if an employer gives a promotion to a younger nurse employee who is less qualified instead of promoting an older, more qualified candidate, this is considered ageism discrimination. Nurses may act discriminatory through ageism by assuming patients are experiencing specific symptoms simply because of their age, which could lead to overlooking important queues about the patient’s health.

I witnessed acts of ageism at a nursing home where I used to work when nursing staff dismissed concerns of older patients or tried to coerce patients into taking medications or allowing treatments they did not want. In other cases, I have seen nurses who felt that discouraging older patients from participating in aggressive treatments or procedures was a compassionate choice based on their age. Although the idea behind some of their thinking may have been well-intentioned, it is still an act of discrimination based on the patient’s age.

How to Prevent:

Preventing ageism is everyone's responsibility, from nurse managers to bedside nurses. A few things you can do to help prevent ageism is to avoid using words like "older" or "elderly," which naturally perpetuates negative stereotypes, involve patients in their care decisions, regardless of their age, and recognize that age often influences a patient's preference for treatment, goals, and values.

If you are in a leadership role, promote hiring practices that value nurses because of their knowledge and experience, instead of making their age an issue. Also, you can highlight the positive aspects of older nurses, focusing on the wisdom and knowledge they bring to the table, and create a supportive work environment for all nurses, regardless of age.

EXAMPLE #2: Racism

About the Example:

Racism is an unfortunate type of discrimination that affects both nurses and patients. Some examples of racism in nursing include patients refusing to be cared for by nurses of color, nurses being subjected to offensive language from patients or colleagues and being called racial slurs.

A 2019 National Healthcare Quality and Disparities Report noted that white patients are more likely to receive better quality healthcare services than patients who are Black, Native American, Hispanic, Native Hawaiian/Pacific Islander, and Alaska Native patients. When racial discrimination occurs toward patients, it can lead to delays in treatment, which causes poor patient outcomes.

How to Prevent:

Addressing and preventing racism in nursing requires education, collective efforts, and advocacy from everyone on the nursing team. You can help combat this type of discrimination in nursing by advocating for and participating in initiatives that combat racism in healthcare organizations. Also, by creating safe places to discuss important topics and explore unconscious biases, nurse leaders can facilitate change and help prevent or stop racism.

EXAMPLE #3: Gender Discrimination

About the Example:

Gender discrimination is another example of discrimination in nursing. This type of discrimination can affect both men and women, nurses and patients. Gender discrimination may come in the form of harassment or bullying of one sex by members of the opposite sex.

In some cases, gender discrimination occurs when there is a disbelief in the symptoms a patient reports. One example of this is when female patients experiencing chronic pain are labeled as hysterical or emotional by male providers or nurses. A 2018 review from the National Institutes of Health indicated that medical professionals are more likely to dismiss complaints of chronic pain in women than men. The review noted that physicians often refer to female patients as frustrating or time-consuming compared to male patients, who they refer to as straightforward and easy to care for.

In my experience as a nurse, I have witnessed when male nurses were stereotyped as being effeminate. This type of gender discrimination and negative stereotyping perpetuates structural equality.

How to Prevent:

To create a respectful and equitable work environment, we must prevent gender discrimination. Promoting awareness and education by challenging stereotypes, using gender-inclusive language, and promoting diversity in nursing teams are a few ways to help prevent gender discrimination in nursing.

EXAMPLE #4: Sexual Orientation Discrimination

About the Example:

Sexual orientation discrimination is the unfair or prejudicial treatment of an individual based on their sexual orientation. This example of discrimination in nursing occurs when a nurse or patient is treated differently, subjected to negative actions or behaviors, or excluded because of their sexual orientation. Sexual orientation discrimination remains a problem among heterosexual healthcare professionals and medical students. One study found that more than 80% of medical students demonstrate implicit biases against gay and lesbian people.

A few examples of sexual orientation discrimination in nursing include nurses receiving inadequate support or assistance from colleagues or managers, being harassed, receiving derogatory comments, or being given unfair workloads based on their sexual orientation. Nurses may demonstrate sexual orientation discrimination against patients by refusing to care for LGBTQ+ patients, disregarding a patient's identification of family due to having same-sex spouses or partners or making assumptions about a patient's sexual orientation.

How to Prevent:

One of my friends works in employee recruitment and retention at a large hospital. I asked him what measures he felt were most helpful in combating sexual orientation discrimination in the healthcare industry. His response was that the first step is to educate staff to promote empathy and understanding and increase awareness of LGBTQ+ health issues. Additionally, he told me that administrators in his organization have developed and enforced policies that strictly prohibit discrimination based on a person’s sexual orientation.

It is vital that we prevent sexual orientation discrimination if we want to foster a respectful and inclusive environment for nurses and patients. Using conscious language by avoiding word choices that perpetuate biases or stereotypes is helpful in preventing sexual orientation discrimination. Further, hospitals and other healthcare organizations that prioritize staff diversity by creating strategies to recruit LGBTQ+ nurses are instrumental in helping prevent this type of discrimination in nursing.

EXAMPLE #5: Name-Calling

About the Example:

Name-calling is considered a type of discrimination because it involves using offensive or derogatory language to belittle or demean others. Name-calling may be based on someone’s physical appearance, characteristics, personal attributes, race, or cultural background, among other things.

I once worked with a nurse who thought it was funny to call people names. Honestly, she reminded me of a bully in a schoolyard. What was so bad about her was that, once she started harassing and name-calling someone, she seemed relentless about it. I literally saw grown nurses cry because she was so cruel. Unfortunately, although she was reprimanded, she continued this behavior. As a result, she was eventually terminated from employment.

How to Prevent:

Name-calling is a senseless and childish form of discrimination. Preventing this type of discrimination in nursing is as simple as each of us choosing to act like adults and treat one another respectfully.

From a leadership standpoint, it is important to foster an environment where professionalism and respect are valued. Creating and implementing harassment policies that address name-calling as a type of inappropriate behavior and educating employees about the repercussions of such behavior may also be necessary. It is crucial for employers and employees alike to understand the seriousness of name-calling. Not only does this type of discrimination cause psychological trauma, but victims may also be within their rights to seek legal action against bullies.

EXAMPLE #6: Microaggression

About the Example:

In some cases, people discriminate without even realizing it. They may have biases that they are unaware of, which leads to poor behavior, often referred to as microaggressions. Microaggression is an example of discrimination in nursing that is typically unintentional. This type of discrimination usually occurs in the form of an inappropriate joke, an insult, or an offhand comment.

How to Prevent:

Preventing microaggression requires intentional awareness on many levels. First, be aware of the thoughts and assumptions you make, and try recognizing when your judgment is being influenced by your biases. Another key step in the prevention of microaggression is to validate others' feelings. Even if you do not understand or agree with their perception of a situation or reality, it is not up to you to determine if those perceptions are valid.

It is important to understand that certain groups, institutions, and societal norms often perpetuate biases, which means being mindful of how you allow those factors to influence your perceptions. Finally, if someone calls you out for microaggressions, listen to them without being defensive.

EXAMPLE #7: Implicit Biases

About the Example:

Implicit biases are often referred to as implicit attitudes or implicit prejudices. This type of discrimination occurs because of negative attitudes people have without being consciously aware of them. Typically, implicit biases form because individuals learn associations between social categories and qualities, such as gender or race. What is frustrating about this example of discrimination in nursing is that they influence one’s behavior and perception, even when they are unaware that they hold biases. Examples of implicit biases include things like believing that older people struggle with being technologically savvy, thinking a woman is less competent to be in a leadership position than a man, or associating certain ethnic groups with criminal behavior.

For instance, I remember one day having lunch with one of my coworkers in the hospital cafeteria. At the table next to us, we could hear a group of male nurses talking to a doctor about an incident that happened on their unit. I overheard one of the men at the table say, “I can tell you now, if this unit had a male supervisor instead of a woman, that kind of thing would never have happened!”

How to Prevent:

Preventing implicit biases is possible, but it takes a willingness to embrace different viewpoints and to learn about others. As nurses, it is important for us to focus on looking beyond stereotypes and try to understand people for who they are individually. Interacting with people from diverse backgrounds helps to broaden understanding and reduce biases. Also, before making judgments or important decisions, take time to reflect on the situation and who it involves, which can help reduce the risk of reflexive actions caused by implicit biases.

EXAMPLE #8: Ableism

About the Example:

Ableism is a type of discrimination based on the belief that people with disabilities are less valuable or capable than people without disabilities. In nursing, ableism may occur when a patient with a disability receives a lower standard of healthcare quality than what should be expected for all patients, regardless of ability or disability. Ableism is also demonstrated when hospitals and other healthcare organizations fail to make reasonable accommodations for nursing staff with disabilities, hindering their ability to perform their jobs.

One study by ResearchGate found that nearly 84% of healthcare professionals, including nurses, implicitly preferred caring for patients without disability. Although the exact reason was not clear, some speculate it is because implicit biases caused providers to view people with disabilities as being unwell or having a lower quality of life.

Ableism may also occur in facilities where patients receive treatment. For example, if healthcare facilities are not mindful of details, such as installing wheelchair ramps or having broader doorways, patients with disabilities may not be able to access particular areas of the facility.

How to Prevent:

As with any kind of discrimination, the first step in preventing ableism is to educate yourself and others. Nurses have a responsibility to provide quality care to all patients with the same level of compassion and empathy, regardless of whether the patient has a disability or not.

We can be proactive about preventing ableism by challenging assumptions that disabled individuals are incapable or unworthy simply because of their disabilities. Also, it is crucial to use the same respectful and inclusive language with patients and fellow nurses as you would anyone else, despite the presence or absence of a disability. Further, nurses can help prevent ableism by creating awareness and advocating for the rights of individuals with disabilities.

EXAMPLE #9: Retaliation Discrimination

About the Example:

Retaliation discrimination, also referred to as reprisal, is discrimination that occurs when employers treat employees (present or former) or job applicants poorly or less favorably because of their involvement in protected activities as they relate to employment discrimination. Protected activities include reporting discrimination, filing a complaint or charge alleging discrimination, and participating in lawsuits or investigations as a witness in an employment discrimination proceeding.

Several years ago, a nurse I worked with reported her supervisor to the Director of Nursing for racial discrimination. The D.O.N. addressed the situation with the nurse supervisor who later retaliated against the nurse. The supervisor began to deny the nurse’s requests for time off, gave her the most challenging patients, and even tried to block a promotion the nurse applied for. In time, additional complaints of discrimination were reported against the supervisor, and she lost her job, but not before she discriminated against several nurses.

How to Prevent:

Retaliation discrimination is 100% intentional and 100% preventable! As nursing leaders, it is our responsibility to promote a safe work environment free of discrimination in any form. From an administrative perspective, it is crucial to clearly communicate to employees that retaliation is strictly prohibited and respond promptly to address questions, concerns, or complaints of discrimination. Providing anti-retaliation training for all workers, leaders, and supervisors, as well as having an open-door policy that offers a safe, supportive place for employees to come, are vital steps toward preventing retaliation discrimination.

EXAMPLE #10: Explicit Biases

About the Example:

Another, rather broad, example of discrimination in nursing is known as explicit biases. Explicit biases or explicit discrimination involves someone having a conscious preference for or aversion toward a particular person or group. Explicit discrimination can include acts such as sexual harassment, making derogatory comments based on someone's gender, race, or other identity, making unfair work assignments, allocating promotions due to personal biases, and paying different salaries to employees despite them having the same credentials and experience.

I once worked with a male nurse supervisor who had a habit of making offhand comments to female nurses. He would say things like, "Wow, you sure know how to make those scrubs look good," or "I wish all the nurses looked as good as you; my job would be much more enjoyable!"

How to Prevent:

Addressing and preventing explicit biases is essential for promoting a fair and inclusive work environment. A few things we can do to prevent this type of discrimination in nursing are to be open about engaging with people who have different viewpoints, backgrounds, and experiences, reflect on personal assumptions, practice self-awareness, and focus on others' unique qualities.

Nurse leaders can help prevent explicit discrimination by viewing things through an equity lens. The way to accomplish this is to think about who on your team is most affected by your decisions and include them in decision-making, when appropriate.

My Final Thoughts

Identifying risk factors for and preventing discrimination in nursing is not only a moral responsibility but a professional imperative. If we hope to foster a culture of respect and inclusivity and provide support for patients and nurses, we must first ask, “What are the most common examples of discrimination in nursing?”

In this article, you learned about the 10 most common examples of discrimination in nursing + how to prevent them. While it is understandable that one nurse cannot stop every act of discrimination in nursing, it is possible for each of us to work together to identify biases so we can work together to celebrate diversity, dismantle barriers, and promote a feeling of empowerment and acceptance for all nurses!

List Of Sources Used For This Article

1. “2019 National Healthcare Quality & Disparities Report” (Agency for Healthcare Research and Quality)
2. “Brave Men and Emotional Women: A Theory-Guided Literature Review on Gender Bias in Health Care and Gendered Norms Toward Patients with Chronic Pain" (National Institute of Health/National Library of Medicine)
3. “Inclusive and Gender-Neutral Language” (National Institute of Health/National Library of Medicine)
4. “Training to Reduce LGBTQ-Related Bias Among Medical, Nursing, and Dental Students, and Providers: A Systemic Review” (National Institute of Health/National Library of Medicine)
5. “Name Calling in the Workplace Can Be Actionable” (Hadsell, Stormer, Renick, & Dai, LLP)
6. “Explicit and Implicit Disability Attitudes of Healthcare Providers” (ResearchGate)