Workplace Issues: Disabilities and Equality for Women

Disability

Based on the likelihood of Tom’s disease, Carla is found between the moral dilemma of whether Tom should maintain his job even though he might have AIDS or be removed from the store. Should Carla decide to release Tom from his job, he will more likely feel self-failure. Conversely, if Tom continues at the Better bagels store, then a potential risk for a loss of customers might arise. Eventually, Carla discovered that in reality, Tom had multiple sclerosis. Such medical condition will more likely affect Tom’s job performance. Allowing Tom to remain active with the company would be a testament to Carla’s good character. Conversely, Carla’s good judgment towards her employee might lead to a reduction in productivity at the workplace.

It is more important for Carla to continue seeing her business prosper, than to see Tom succeed. Carla appears to have an ideal of justice; however, she would consider dismissing Tom from his job with the goal of achieving her own financial success. In doing so, Carla demonstrates that in addition to an ideal of justice and fairness, her ideal of financial success supersedes that of justice. The Utilitarian approach would allow Carla to differentiate between her emotional values and ideologies, such as justice, fairness, and her ideal of financial success. This philosophical reasoning would allow Carla to approach a more practical and useful decision.

Despite of Tom’s situation, Carla will more likely find herself deciding on the best outcome for her business. As an employer, Carla is obliged by federal law to maintain strict confidentiality regarding Tom’s multiple sclerosis. Additionally, all information relevant to Tom’s medical condition must be stored in a separate medical file. In the event that Carla decides to remove Tom from his job, as an employer, Carla risks violating the American Disability Act, which entitles the employee to reasonable accommodations to accomplish the job responsibilities (Repa, 2007, p. 296). As a consequence to this violation, Tom would be able to contact the Equal Employment Opportunity Commission to investigate any disability discrimination under the ADA.

Women's Equality

Although society has advanced in demonstrating equality of genders, there is an undeniable and underlying perspective based on the mommy track system present in employers across the country. In an ideal world, employers would provide equality for women and men. These opportunities would be based upon any related job experience, education, and qualifications. Contrarily, the ultimate goal of business is to produce and maximize finances and assets. Naturally, a female employee is more likely to cost an employer a greater financial responsibility, than a male employee would. For instance, it is natural for a woman to desire motherhood. Consequently, such natural desires will result in constant visits to the clinic; thus, an increase in requests for paid and/or non-paid time off. Furthermore, as the pregnancy progresses, depending on the job position, the incumbent might demonstrate a reduction in job performance. Conversely, sixty-seven percent of women worked during their pregnancy in the year 2000 (Ford, 2011, p. 293).

For the reasons aforementioned, I strongly believe there is currently a mommy track system. If an employer perceives in a potential candidate a desire to begin motherhood, then the employer will more likely consider applicants with the sole purpose of a successful career path. It would be difficult to record and quantify these types of decisions, as employers can simply state that the candidate chosen was the most competent and qualified for the particular position. The mommy track system is a biased and hypocritical decision. As stated in the case study, usually, men with successful careers have relied on their stay at home wives. Furthermore, the mommy track system implies acts of discrimination against the career and family women, as defined by Schwartz. This discriminatory act denies women the possibility of realizing themselves as a successful career individual.

References

Ford, L. E. (2011). Women and work: In pursuit of economic equality. Women and politics: the pursuit of equality (3rd ed., p. 293). Australia: Wadsworth Cengage Learning.

Repa, B. K. (2007). Illegal Discrimination. Your rights in the workplace (8th ed., p. 296). Berkeley, CA: Nolo.