Ethics in the Workplace
Question 12
1. Introduction
Discrimination is commonly defined to be the treatment of, or making a distinction in favor of or against a person, based on the group, class, or category to which that person belongs, rather than on individual merit. The key issue in this question is: is discrimination against older workers, persons with same sex orientation, and persons with disabilities in the workplace ethical?
To address the ethical issue above, it is very important to determine whether the attribute of the person being discriminated against, is job-related. In general, jobrelated discrimination is regarded as ethical in nature. Although discrimination may have taken place, it is done for reasons relating to the duties and performance of the job-in-question. For example, doctors who wish to practice in Singapore have to obtain medical registration with the Singapore Medical Council (SMC). In the absence of medical registration with SMC, it will be ethical to reject the candidate.
However, the concept of ‘job-relatedness’ can be very vague. Often, a clear relationship between the attribute, and the decision to fire, promote or hire cannot be recognized. 2. What is Job-related Criteria?
A series of questions can be asked in a sequential order for an employer to conclude whether an attribute is job-related with increasing certainty.
Figure 1. Questions to ask to determine ‘job-relatedness’
Examining the duties expected of the employee provides a clearer picture than determining requirements on the job. In the case of an air stewardess, one of their basic duties includes securing the overhead compartment. Consequently, the height requirement imposed upon applicants for the position of an air stewardess is derived from one of their basic duties. Subsequently, the second question creates a direct link between the attribute in question and the duty itself. In the event that the attribute in question does affect performance on the duty, the
1. Introduction
Discrimination is commonly defined to be the treatment of, or making a distinction in favor of or against a person, based on the group, class, or category to which that person belongs, rather than on individual merit. The key issue in this question is: is discrimination against older workers, persons with same sex orientation, and persons with disabilities in the workplace ethical?
To address the ethical issue above, it is very important to determine whether the attribute of the person being discriminated against, is job-related. In general, jobrelated discrimination is regarded as ethical in nature. Although discrimination may have taken place, it is done for reasons relating to the duties and performance of the job-in-question. For example, doctors who wish to practice in Singapore have to obtain medical registration with the Singapore Medical Council (SMC). In the absence of medical registration with SMC, it will be ethical to reject the candidate.
However, the concept of ‘job-relatedness’ can be very vague. Often, a clear relationship between the attribute, and the decision to fire, promote or hire cannot be recognized. 2. What is Job-related Criteria?
A series of questions can be asked in a sequential order for an employer to conclude whether an attribute is job-related with increasing certainty.
Figure 1. Questions to ask to determine ‘job-relatedness’
Examining the duties expected of the employee provides a clearer picture than determining requirements on the job. In the case of an air stewardess, one of their basic duties includes securing the overhead compartment. Consequently, the height requirement imposed upon applicants for the position of an air stewardess is derived from one of their basic duties. Subsequently, the second question creates a direct link between the attribute in question and the duty itself. In the event that the attribute in question does affect performance on the duty, the