Ethical Impacts of DEI Efforts on the Quality of Care in Emergency Services

Diversity, Equity and Inclusion (DEI) has been a significant trend in emergency services (ES). “Even though many people are beginning to acknowledge the benefits and necessity of DEI, there is still the question of what ethical obligations companies have to implement and enhance diversity in their workforce.” (Sloan, n.d., para. 1). This paper discusses how DEI is relevant to ethical bases for DEI principals and some areas where DEI is applied in ES. The paper also includes recommendations for goals and standards suitable for DEI in ES and various ways of setting benchmarks for continuous improvement. 

ES are ethically obligated to “impose and enforce rules fairly and impartially to ensure justice” (Langton et al., 2016, p. 432). The Canadian Human Rights Act (CHRA) is a contemporary list of ethical Canadian cultural norms. The CHRA empowers us by stating people cannot be “hindered in or prevented from doing so by discriminatory practices based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability or conviction” (Government of Canada, 1985, p. 1). 

By definition, the inclusion of diversity is ethical and the law. Studies toward understanding elements that have inhibited diversity in ES have revealed systemic institutional barriers to overall inclusion. “By implementing DEI best practices into an organization’s value-based leadership, culture, strategy, and self-regulation, there is an observable connection to an increase/addition to an ethical organizational culture” (Cole, 2020, p. 2).

Foundations of Ethics for ES

In addition to the rights afforded by the CHRA, Mayor Amarjeet Sohi stated, “our citizens deserve to feel safe” (2022). The physical and psychological safety of employees and the community are an ethical concern and consideration for diverse cross-sections of the entire population, many of which have generational and traumatic experiences, for example, indigenous, refugees, and immigrants. 

Bureaucratic structures of ES and labour unions are duty-bound to uphold ethical standards deliberated and prescribed by Collective Bargaining Agreements (CBAs). Employee justice and institutional ethics are deeply rooted in the jurisprudence of employment law, labour relations and natural justice contained in CBAs. DEI practices lead us toward restorative justice examinations.” The moral obligation for organizational justice or fairness regards the distribution and use of power to bestow benefits or impose burdens on those within the organization” (Sloan, n.d., para. 6).

CBAs will need to adapt to increased social pressure. “The City of Edmonton and Edmonton Police Service recognize the Government of Canada’s National Day for Truth and Reconciliation on September 30 as a paid day of leave for staff” (The City of Edmonton, 2021, para. 1). These new observances will require documentation into CBAs.

Anecdotally, ES is widely regarded as trusted professionals in North America. As such, there is a higher expectation of representing the community they serve. ES must “go beyond what it is obligated to do and choose to do so because of some popular social need and does what it can to help improve society because it is the right thing to do” (Robbins et al., 2016, p. 111).