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II&M successfully attended the ISNA convention and had engaging discussions from the 1st to the 4th of September.
Announcing Final Cohort: 'Introduction to the Field of Islamic Bioethics' Course Starts in September! Enjoy 50% off using the 'BIOETHICS50' Code.
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Ongoing Project Template

Overview

Workplace discrimination is receiving increased attention within healthcare; however, most interventions focus on racial/ethnic and sexual and gender identities. Discrimination based on religious identity remains understudied. While Muslim Americans comprise more than 5% of the physician workforce, the ongoing sociopolitical climate of Islamophobia negatively affects Muslim physician experiences in the workforce. Minority physicians’ experiences with workplace discrimination adversely impacts their personal career trajectories and health, as well as the workplace climate. Thus, our projects investigate not only the experiences of Muslim clinicians but the wider context of accommodation, diversity and inclusion and the social implications.

Objectives

1

Quantify Muslim physicians’ experiences with religious discrimination

2

Compare trends between 2013 and 2021 national surveys

Background

Workplace discrimination is receiving increased attention within healthcare; however, most interventions focus on racial/ethnic and sexual and gender identities. Discrimination based on religious identity remains understudied. While Muslim Americans comprise more than 5% of the physician workforce, the ongoing sociopolitical climate of Islamophobia negatively affects Muslim physician experiences in the workforce. Minority physicians’ experiences with workplace discrimination adversely impacts their personal career trajectories and health, as well as the workplace climate. Thus, our projects investigate not only the experiences of Muslim clinicians but the wider context of accommodation, diversity and inclusion and the social implications.

Project Aims

  • Believe they have been passed over for professional advancement because of their religion
  • Patients have refused my care because of my religious identity
  • Left a job due to discrimination at workplace
  • Experience religious discrimination at their current workplace

Methadology

Workplace discrimination is receiving increased attention within healthcare; however, most interventions focus on racial/ethnic and sexual and gender identities. Discrimination based on religious identity remains understudied. While Muslim Americans comprise more than 5% of the physician workforce, the ongoing sociopolitical climate of Islamophobia negatively affects Muslim physician experiences in the workforce. Minority physicians’ experiences with workplace discrimination adversely impacts their personal career trajectories and health, as well as the workplace climate. Thus, our projects investigate not only the experiences of Muslim clinicians but the wider context of accommodation, diversity and inclusion and the social implications.

Resources

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    Funding

    This project is Funded by II&M

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    Mufti Nazim Khutbah

    Padela Khutbah

    Shkifah Khutbah

    Intervention Study

    Qualitative Study and Interviews

    Fifty Muslim multiethnicity women (40 years old and above) were interviewed (6 focused group) and 19 in individual interviews. We found religious beliefs did informed mammography intention, which includes (1) the perceived religious duty to care for one’s health, (2) religious practices as methods of disease prevention, (3) fatalistic notions about health, and (4) comfort with gender concordant health care.

    Quantitative Study and survey

    240, 40 years of age or older, were surveyed (72 respondents were Arab, 71 South Asian, 59 African American, and 38 from another ethnicity). We found that positive religious coping and perceived religious discrimination in health settings significantly (negatively) affected mammogram adherence among Muslim women in Chicago.

    American Cancer Society mammogram recommendations

    Mammogram recommendation for women at average risk or breast cancer

    • Women between 40 and 44 have a choice to have a mammography every year.
    • Women 45 to 54 should get mammograms every year.
    • Women 55 and older can switch to a mammogram every other year, or they can choose to continue yearly mammograms.

    3R model

    Reframing “switch train tracks”
    • Keep the barriers belief intact but change the way one thinks about it so it is consonant with the desired health behavior
    • Normalizes the barrier belief
    Reprioritize: “show them a better train”
    • Introduce a new belief and create higher valence for it than the barrier belief
    • Normalization of the barrier belief is optional
    Reform: “breakdown the train carriage”
    • Negate the barrier belief by demonstrating its faults by appealing to authority structures

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