Second, a discriminatory act may be part of the routine behavior of an institutionalized group, which intentionally and knowingly discriminates out of the personal prejudices of its members. Fourth, a discriminatory act may be part of the systematic routine of a corporate organization or group that unintentionally incorporates into its formal institutionalized procedures practices that discriminates against women or minorities.
These continuing debates over racial and sexual diversity have often focused on business and its needs. In their current form, the guidelines state: Firing an employee on the basis of race or sex is a Argument on utilitarian discrimination from of discrimination.
Rights Kantian Theory, for example, holds that human beings should be treated as ends and never used merely as means.
Other Groups Besides race and sex, discrimination can be based on: Promotion, job progression, and transfer practices are discriminatory when employees place White males on job tracks separate from those open to women and minorities.
Intentional and Institutional Aspects A helpful framework for analyzing different forms of discrimination can be constructed by distinguishing the extend to which a discriminatory act is intentional and isolated or noninstittionalized and the extent to which it is unintentional and institutionalized.
Firms that rely solely on the word-of-mouth referrals of present employees to recruit new workers tend to recruit only from those racial and sexual groups that are already represented in their labor force. Its Extent How do we estimate whether an institution or a set of institutions is practicing discrimination against a certain group?
Utility, Rights, and Justice The arguments mustered against discrimination generally fall Argument on utilitarian discrimination three groups: Second, discrimination places the members of groups that are discriminated against in lower social and economic positions: At a minimum, the principle means that each individual has a moral right to be treated as a free person equal to any other person and that all individuals have a correlative moral duty to treat each individual as a free and equal person.
Discrimination violates this principle by arbitrarily closing off to minorities the more desirable offices and positions in an institution, thereby not giving them an opportunity equal to that og others. Disciminatory Practices Among the practices now widely recognized as discriminatory are the following: Controversy continues to swirl around the nature of the plight of racial minorities, the inequality of women, and the harm that whites, minorities, or males have suffered as a result of preference shown to women and minorities.
A prima facie indication of discrimination exists when a disproportionate number of the members of a certain group hold the less desirable positions within the institutions despite their preferences and abilities.
Three kinds of comparisons canprovide evidence for such a distribution: Utilitarian arguments of this sort, however, have encountered two kind of objections. Second, the decision derives solely or in part from racial or sexual prejudice, false stereotypes, or some other kind of morally injustified attitude against members of the class to which the employee belongs.
Different jobs, the argument goes, require different skills and personality traits if they are to be carried out in as productive a manner as possible. Beyond Race and Sex: Arbitrarily giving some individuals less of an opportunity to compete for jobs than others is unjust.
Thus, discrimination in employment must involve three basic elements. Racial and sexual discrimination gave had a long history in business, and diversity now promises to have significant benefits for business.
We do so by looking at statistical indicators of how the members of that group are distributed within the institution. Third, the decision or set of decisions has a harmful or negative impact on the interest of the employees, perhaps costing them jobs, promotions, or better pay.
First, it is a decision against one or more employees or prospective employees that is not based on individual merit, such as the ability to perform a given job, seniority, or other morally legistimate qualifications.
Third, an act of discrimination may be part of the isolated noninstitutionalized behavior of a single individual who unintentionally and unknowingly discriminates against someone because the individual unthingkingly adopts the traditional practices and stereotypes of the surrounding society.
Fist, discrimination is based on the belief that one group is inferior to other groups. First, a discriminatory act may be part of the isolated noninstitutionalized behavior of a single individual who intentionally and knowingly discriminates out of personal prejudice. Perhaps more than any other contemporary social issue, public discussions of discrimination and diversity have clearly approached the subject in ethical terms: This morally charged notion of invidious discrimination, as it applies to employment.
In this sense, to discriminate in employment is to make an adverse decision or set of decisions against employees or prospective employees who belong to a certain class because of morally unjustified prejudice toward members of that class.
Second, the utilitarian argument must also answer the charge of opponents who hold that society as a whole may benefit from some forms of sexual discrimination. First, if the argument is correct, then jobs should be assigned on the basis of job related qualifications only so long as such assignments will advance the public welfare.
Wages and salaries are discriminatory to the extent that equal wages and salaries are not given to people who are doing essentially the same work.Discrimination And The Act Of Utilitarianism Philosophy Essay.
Print Reference this. Disclaimer: Examples of virtues include respectfulness, fairness, justice and compassion which lie in the mean. Discrimination against working mothers goes against the virtues of compassion, fairness, benevolence and hence, Aristotle is against. Kantian And Utilitarian Theory On Discrimination.
The Utilitarian argument states that jobs should be assigned based on skills and personality traits, if it advances public welfare.
Discrimination creates inefficiency, which is opposite to utilitarianism.
Equality and Discrimination Deontological argument. The following post is from a Deontological argument point of view. The question is, do I think that it is ever justifiable to treat people on the basis of their race, sex, religion or other group characteristic.
Utilitarianism and discrimination Our main point however is not that utilitarian calculus implies that society should prefer minorities over majorities. Rather, we showed that the opposite is not necessarily true, that is, affirmative action policies do not necessarily reduce social welfare but may actually maximize social sum of utilities.
-Utilitarian argument against discrimination: The argument that discrimination is wrong because it fails to maximizes our collective happiness and welfare gender discrimination An employment decision adversely or positively affects an employee or applicant.
Utilitarian Argument against Discrimination in Employment 1 Inefficiency from MANAGEMENT HDB at Petronas Technology University%(2).Download