Is it fair for employers to select candidates partly based on how the employers think customers react to the candidates’ appearances, that is, based on candidates’ reaction qualifications? Both philosophically (in the literature on wrongful discrimination) and empirically, this question has recently been getting attention. Here, we focus on a theory of unfair disadvantages emphasizing: (i) whether the possession of the appearance feature in question reflects choices on the part of the candidate, and (ii) whether the appearance feature in question (...) reflects values or convictions of importance to the candidate. We scrutinize the theory by evaluating how well these factors map on to folk intuitions about wrongful discrimination using an experimental-philosophical approach and data from the US. We do so on the presumption that coherence with folk intuitions is one desideratum for a philosophical theory, and that attention should be given to potential discrepancies between philosophical theories and folk intuitions. Our central finding is that there is only general support for factor (i) in the American population. Our study also adds to the extant empirical literature on reaction qualifications that tend to focus on the employer’s side of the matter, not the candidate’s as we do. (shrink)

Journal of Social Philosophy, EarlyView.

Employers sometimes use personality tests in hiring or specifically look for candidates with certain personality traits such as being social, outgoing, active, and extraverted. Therefore, they hire based on personality, specifically extraversion in part at least. The question arises whether this practice is morally permissible. We argue that, in a range of cases, it is not. The common belief is that, generally, it is not permissible to hire based on sex or race, and the wrongness of such hiring practices is (...) based on two widely accepted principles: the Relevance Principle and the Fairness Principle. The Relevance Principle states that hiring should be based on what is relevant to job performance, while the Fairness Principle states that hiring should be based on features that individuals can control. Since hiring based on sex or race violates these principles, it is wrong. However, we argue that, in a range of cases, hiring based on extraversion also violates these principles, and assuming the validity of the Relevance and the Fairness Principles, it follows that personality discrimination is morally wrong in those cases. (shrink)

Several leading theorists embrace the Simple Desert Account of Discrimination. This account involves two claims: it claims that a mismatch between what people deserve, on the one hand, and what they get, on the other hand, is (a) integral to discrimination, and (b) wrong. I shall query (a). First, I challenge what I see as the principal, positive argument for the Simple Desert Account. Second, in some cases wrongful discrimination brings about a better match between desert and what people get. (...) Situations in which this could be the case include those where: the discriminatee is a serial discriminator herself; the person wrongfully discriminated in favour of deserves greater advantages than she enjoys; by engaging in wrongful discrimination the discriminator reduces her moral deservingness and thereby the gap between her level of deservingness and her otherwise unfittingly low level of advantage. (shrink)

As we have all learned in recent years, a pandemic can produce shortages in intensive care units. In our jurisdiction, this has led to a ruling by the federal constitutional court, according to which the lawmaker has to provide better protection for persons with disabilities in the event of medical priority setting. From an ethical perspective, this task requires a choice among various competing accounts on what exactly it is that makes a case of discrimination morally problematic. In addition, these (...) accounts require amendments in order to encompass instances of indirect discrimination. As this article demonstrates by appeal to a number of concrete triage criteria, a moderate account of discrimination does the best job of focusing attention on the core of the current issues. Among these issues are the extent to which perceptions of persons with specific pre-existing challenges generally have an impact on the structure of their social interactions. -/- / Zusammenfassung Im Falle von Pandemien können die Kapazitäten auf den Intensivstationen bekanntlich knapp werden. In Deutschland hat dieser Umstand zu einem Urteil des Bundesverfassungsgerichts geführt, in dem vom Gesetzgeber verlangt wurde, Menschen mit Behinderungen für solche Fälle besser vor Diskriminierung zu schützen. Aus ethischer Sicht hängt die Frage nach den Diskriminierungspotentialen von Priorisierungskriterien stark davon ab, worin genau das Übel einer Diskriminierung verortet werden muss – eine Frage, zu der es in der Ethik mehrere konkurrierende Theoriegruppen gibt. In diesem Aufsatz soll gezeigt werden, dass diese Theorien darüber hinaus jeweils einer Ergänzung bedürfen, um dem Phänomen der indirekten Diskriminierung gerecht werden zu können. Wie hier am Beispiel einiger konkreter Triage-Kriterien gezeigt werden soll, ist ein Ansatz mittlerer Breite besonders geeignet, um die Aufmerksamkeit auf den Kern der aktuellen Probleme zu lenken. Dazu zählt insbesondere das Ausmaß, in dem soziale Gepflogenheiten gegenüber Menschen mit bereits zuvor bestehenden konkreten Schwierigkeiten generell Auswirkungen auf die Struktur ihrer sozialen Interaktionen haben. (shrink)

This paper considers the potentially wrongful discriminatory nature of certain of our dating preferences. It argues that the wrongfulness of such preferences lies primarily in the simple lookism they involve. While it is ultimately permissible for us to date people partly because of how they look, I argue that we have a duty to ‘look behind’ people’s appearance, which I take to mean that we ought not, on the basis of their appearance, to regard them as absolutely out of the (...) question for us to engage with in a romantic setting. Further, constraints similar to those suggested by a duty to look behind people’s appearance gain support from another duty we have, namely, a duty to counteract, also in our daily lives, the fact that people are undeservedly disadvantaged in various ways. (shrink)