As disclosed by Ms. ERP, the nurse aide, being resilient and extremely patient, was not at all bothered with the remarks that her colleagues where directing at her. On the contrary, when she was asked by other health care practitioners on the matter, she quipped that her focus is on undertaking of her responsibilities as a nurse aide. She was acknowledged to have indicated that her 10 years of living in the United States and receiving such discriminatory remarks made her indifferent to them. As long as she is not physically touched or abused, she reportedly indicated that she got so used to hearing these remarks that she does not get bothered or intimidated by them. She was, however, advised that she could report the matter to the human resources department of their organization so that the perpetuators could be subjected to sanctions and to prevent them from doing these aggressive verbal abuse to others in the workplace.
An anti-bullying and harassment policy that one was able to gain access to was from the Dublin Institute of Technology. It is specifically designed to prevent bullying and all forms of harassment in their workplace. These policies are noted to be effective in warding off any plans to perpetuate bullying from various stakeholders through clear and explicit guidelines. The strength of enforcement comes from acknowledging that the regulatory frameworks come from the “Government Task Force Report on Bullying in the Workplace and the three Codes of Practice issued under the Safety, Health and Welfare at Work Act 1989, the Industrial Relations Act 1990 and the Equality Act 2004 respectively” (Dublin Institute of Technology, n.d., p. 1). As such, enforcement of disclosed policies should be strictly adhered to. However, it was deduced that the sanctions or penalties for perpetuators were not explicitly indicated in this