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REGISTERED NURSES’ ATTITUDES TOWARD THE PROTECTION OF GAYS AND - page 49 / 161

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(MacDonald, 2001). This can also be concluded by reviewing what

little data has qualitatively gauged homophobia and

discrimination experiences of gay and lesbian physicians

(MacDonald, 2001).

Perhaps surpassing federal and state efforts,

nondiscrimination policies in individual places of work can have

an effect on a worker’s perception of their overall organization

and the organization’s commitment to individuality and diversity

(Irwin, 2002; Sears, 2002). There is an inherent responsibility

among employers and unions to protect employees against

discrimination of any kind (Irwin, 2002). Employers should take

whatever measures necessary to ensure that employees are

protected against homophobic harassment and prejudicial

treatment. To achieve this, it is supported that employers

should create a safe, productive, and inclusive workplace where

there are negative reinforcements for perpetrators of homophobic

harassment and prejudice (Irwin, 2002). Those places of work

without a system of challenging homophobic practices and

behaviors among employees are deemed non-inclusive (Irwin,

2002).

Standards set-forth by the National Council for

Accreditation of Teacher Education (NCATE) stipulates active

institutional practices which reflect an appreciation,

knowledge, and experience with populations who are culturally

39

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