Workplace Gender Diversity and Ethical Considerations: A Case Study

This essay delves into the complex issue of positive discrimination in the workplace, using the Metropolitan Fire Brigade (MFB) case as a central example. It identifies and applies the theory of virtue ethics to analyze the MFB's decision to remove recruitment selection criteria to increase gender diversity. The essay explores the deeper aspects of virtue ethics, examining how it aligns with or contradicts the concept of positive discrimination, considering perspectives from philosophers like Plato and Aristotle. It also acknowledges the limitations of virtue ethics, such as its cultural relativity and the challenges in universally applying virtues. The conclusion assesses the validity of applying virtue ethics to this case, arguing that the MFB's actions align with virtue ethics by promoting equal opportunities, while views supporting positive discrimination are inconsistent with the theory. The essay references key sources to support its arguments and provides a comprehensive ethical analysis of the issue.

“Should positive discrimination
be allowed in the workplace?”
Student Name: Student ID:
Subject Name: Subject ID:
Date Due: Professor Name:
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Table of Contents
1. Elements of the theory identified and applied to the case..................................................3
2. Deeper aspects of the theory considered............................................................................3
3. Limitations of the theory identified....................................................................................4
4. Conclusion as to the confidence in the analysis provided and justified. In other words, to
what extent does this case lend itself to analysis by this theory and therefore to what extent
can we be confident that the conclusion is valid?......................................................................5
5. REFERENCE.....................................................................................................................6
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1. Elements of the theory identified and applied to the case ( what kinds of elements
?how can these elements applied in the case? )
Metropolitan Fire Brigade (MFB) has included recruitment of women fire fighters by
removing of recruitment selection criteria from its website. This is a positive discrimination
brought about to increase gender diversity at workplace (Davey, 2018). The theory that is
identified and can be applied across to this case is that of virtual ethics. Virtual ethics is one
of the normative ethical approaches. The scope of this theory focuses on virtual along with
moral character as against emphasizing on rules or duties, and can be also contrasted with
consequences of actions as per consequentialism. Though companies in Australia had been
aiming to integrate gender diversity but the same had become prominent through removal of
recruitment criteria from the website of the Company. The key goal of the Company was to
allow women to be treated equally with men. According to the theory virtual ethicists aims at
attending to virtues rather than any other aspects in business (McArthur, 2008, April). The
theory is completely focused on practical wisdom that aims at turning all possible objections
into virtues.
Elements identified in this case pertains to virtues which is regarded as being essential in
current world scenario. Positive virtues in each and every culture is identified in the current
scenario, where males and females are not treated in a separate manner. These positive
virtues can be applied in this case by not making any distinction in physical strengths
amongst male and female. As the MFB applied the positive aspects to this case by means of
removing any special criteria’s for women. In case women had to compete, they had to do so
in parallel terms with that of men. Women could prepare themselves but there was no criteria
specified that could set them apart.
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2. Deeper aspects of the theory considered (this is the deeper part but you analyzed
too general. Specifically, What the virtue ethics’s perspectives agree with the
positive discrimination in the case? Why? And what the virtue ethics’s
perspective disagree about the case/ why?, and how can they appied in the case. )
The red paragraph is the definition of the virtue ethics but you don’t need to give the
definition because my teacher want to analyse deeply instead of giving the definitions?)
Plato and Aristotle are the founders of virtue ethics; also the theory has been connected to
Mencius and Confucius. The focus of this theory is on virtue that can be defined as a trait of
character (LaVan & Martin, 2008). Though it is often considered a disposition that is well
entrenched in its possessor, it evolves to become a habit. The theory wants to wholeheartedly
accept distinctive mindset through considerations for being reason for acceptance. Possessing
a type of virtue which here comprise of removing discrimination from women in firefighting
services is a matter of degree. There is a large lists comprising of virtues that integrates what
actions should be taken and which should be avoided. Companies in Australia had aimed to
integrate anti-discrimination policies to include women roles within their companies. While
fire-fighting requires showing several considerations, there were present multiple selection
and recruitment criteria’s to be present. The steps taken by the Company by removal of
recruitment criteria for women can reduce gender diversity; it can increasingly impact on
safety as proposed by several proponents of the industry. Keeping selection criteria to be
equal for men as well as women would provide equal opportunities to both the genders and
would aim at reducing disparity at work. The modifications made were best suited to pass the
bar kept for firefighters and include more women firefighters into the community. MFB
initiative can be seen to create a positive impact on the community by allowing applicants to
compete on basis of English speaking capability and also encouraging Indigenous Australians
to apply. Though many view that reducing any particular standards for women would overall
lower standards of working for the entire community, leading to increasing gender diversity
more. As less than 4% female work in firefighting services such gender gap will increase
further diversity. Therefore, it can be understood that the theory is culturally relative in nature
that considers a virtue against another.
MFD removed all sorts of discrimination from its recruitment criteria on the other hand,
Rachel Cowling wanted positive discrimination against women to take place. The scope of
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virtual ethics does not take into consideration positive discrimination. Therefore, it can be
said that MFD has been successfully able to apply virtual ethics, which is agreeable. On the
other hand Rachel Cowling’s point of view in regards to positive discrimination cannot be
accepted or regarding within virtual ethical theories.
3. Limitations of the theory identified
The theory of virtual ethics is adopted by various companies however there are certain
criticisms of the theory identified. The theory suffers from major limitations that include it
being culturally relative in nature (Collins, 2012). Varied people are said to have varied sets
of virtues. Societies, cultures and different people might view varied opinion of ethics which
constitutes virtues for them. Therefore, this theory scope is limited and cannot be applied
uniformly across all societies, cultures and people. While Aristotle proposed certain integral
virtues, modern-era philosophers proposed and added to numerous lists to these virtues.
Another major limitation of this theory is that virtues were not applicable across both the
genders uniformly, meaning virtues that were considered for women were not similarly
considered for men. There was no central feature that was identified for men and women
uniformly; hence there cannot be a set of universally applicable virtues. However, for broader
application of the theory, virtues need to be regarded universally for all sentient beings.
Another major limitation of the theory is that, it does not focus on morally permissible
principles. Meaning the virtues does not consider immoral or permissible set of actions that
includes some qualities excluding rests. There are no well-defined principles that can
consider good and bad qualities in separate light. Some theorists oppose universally
applicable moral set of principles.
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4. Conclusion as to the confidence in the analysis provided and justified. In other
words, to what extent does this case lend itself to analysis by this theory and
therefore to what extent can we be confident that the conclusion is valid?
The case examined here pertains specifically to the Fair Work Commission that provides that
women discrimination needs to be removed. In conformance to the same MFB has removed
any specific recruitment criteria that might reduce chances of women from getting the job.
Rachel Cowling, who had hired a personal trainer in order to increase her levels of fitness
argues that recruitment criteria is integral for women and might lead to gender diversity. The
sole changes have to be focused on positive discrimination towards women as the changes to
recruitment pattern could damage firefighter safety and also create impact on the community.
The new policies were meant at lowering each attempt to be made by female or male
firefighters. The aim was to create equal opportunities and recruiting on basis of knowledge,
ability and skills. The Company here aims at including diversity, which is a virtue ethical
decision and would create impact on the whole community (Barclay, Markel & Yugo, 2012).
Concluding from this case, it can be said that the nature of dilemma raised by Cowling is
invalid as including in greater opportunities for women will naturally lead to decreasing
gender differences that exist now and allowing more women to apply. Women will feel fewer
hindrances in applying for the current job, which will lead to greater gender diversity. The
point of view of Cowling can be said to be against virtue ethics point of view and cannot
easily be justified.
5. REFERENCE
Barclay, L. A., Markel, K. S., & Yugo, J. E. (2012). Virtue theory and organizations:
considering persons with disabilities. Journal of Managerial Psychology, 27(4), 330-
346.
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Collins, D. (2012). Business ethics: How to design and manage ethical organizations.
Hoboken, NJ: Wiley.
Davey, M. (2018). 'We don’t want positive discrimination,' say female firefighters. the
Guardian. Retrieved 12 March 2018, from https://www.theguardian.com/australia-
news/2016/jan/29/we-dont-want-positive-discrimination-say-female-firefighters
LaVan, H., & Martin, W. M. (2008). Bullying in the US workplace: Normative and process-
oriented ethical approaches. Journal of Business Ethics, 83(2), 147-165.
McArthur, V. (2008, April). Real ethics in a virtual world. In CHI'08 extended abstracts on
Human factors in computing systems (pp. 3315-3320). ACM.
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