This paper examines moral issues concerning a firm''s use of genetic information about a prospective employee''s predisposition to contract occupational and other illnesses. It critically reviews leading social construction literature on genetic abnormality and genetic screening, and it examines the relevance of arguments from justice and meritocratic principles. It concludes that there is a strong moral presumption against genetic screening in employment.

This paper clarifies the nature of genetic screening and morally evaluates using it to deny people employment. Four sets of variables determine screening’s ability to forecast disorder. The first two concern epistemological limitations: whether the gene itself has been located; whether knowledge of other family members is necessary. The latter two refer to genetic causality: whether other genes are needed; whether the gene causes the disorder or just a susceptibility to it.Considerations of privacy and justice warrant restricting screening to job-specific (...) disorders, without prejudice to the worker. Screening is more of an invasion of privacy than most “searches” because our very selves are disclosed; serious stigmatizing can result. It is unjust to penalize someone for a susceptibility to a disorder. It is also unjust to use the genetic knowledge and technology, developed with public monies allocated for public good, against members of the public. (shrink)

The current explosion of genetic knowledge and the rapid proliferation of genetic tests has rightly provoked concern that we are approaching a future in which people will be labeled and disadvantaged based on genetic information. Indeed, some have already suffered harm, including denial of health insurance. This concern has prompted an outpouring of analysis. Yet almost all of it approaches the problem of genetic disadvantage under the rubric of “genetic discrimination.”This rubric is woefully inadequate to the task at hand. It (...) ignores years of commentary on race and gender demonstrating the limits of antidiscrimination analysis as an analytic framework and corrective tool. Too much discussion of genetic disadvantage proceeds as if scholars of race and gender had not spent decades critiquing and developing antidiscrimination theory.Indeed, there are multiple links among race, gender, and genetics. Dorothy Roberts has discussed the historical links between racism and genetics, while she and others have begun to map connections between gender and genetics. (shrink)

This paper traces the intellectual development of the workplace privacy construct in the course of American thinking. The role of technological development in this process is examined, particularly in regard to the information gathering/dissemination dilemmas faced by employers and employees alike. The paper concludes with some preliminary considerations toward a theory of workplace privacy.

This paper considers the revolutionary developments occurring in the field of genetic mapping and the genetic identification of disease propensities. These breakthroughs are discussed relative to the ethical and economic implications for the insurance industry. Individual's privacy rights and rights to employment must be weighed against the insurers desire for better estimates of future loss costs associated with health, life and other insurances. These are in turn related to the fundamental conception of insurance as a financial intermediary versus insurance as (...) a vehicle for social policy. (shrink)