We often wonder that what the need of genetic engineering at the workplace is. Should it be abolished? Should it be implemented? If it is implemented then what should be the bottom line? What guidelines must be followed when a genetic discrimination policy is drafted? We need to look at the genetic testing by separating the perspectives of utilitarian and deontological (Gustafson, 2004, 1).
Utilitarian is a view in which the greatest benefit for the greatest number of people is considered. Under this the action is taken or avoided by evaluating the consequences as positive or negative. On the other hand, deontology ponders the rules and regulations, in which the decisions are made on motives behind it rather than the consequences (Fulda et al., 2004, n.p).
One thing that greatly concerns me about conducting genetic testing in workplace is that should employees be necessarily fired once any illness or genetic disability is identified? I don’t think so that it is good to fire an employee or deny from a job opportunity. I would be discussing this issue under both the approaches i.e. utilitarian and deontology (Gustafson, 2004, 1).
Firstly, it should me kept in mind that no human, particularly employee, has the power to alter or change his or her genetic profile. He or she displays no power over the genes inherited by them. It is not good to penalize a worker even before the employee gas shown sign of illness. It is unfair to reject an employee on the assumption of genetic disability, while no such disease is still unproven. Genetic testing was introduced as a voluntary testing in which the people who had an interest of knowing their probable genetic disorder. This was involuntary testing so that the individuals can know what to do in future (Gustafson, 2004, 1). However, today the genetic testing poses serious problem not only for the candidate but for his entire ethic and racial line too. Chances are that if an individual is genetically disabled, then this offspring may also be genetically ill. If this continues then an entire race may be termed as inappropriate for performing a particular job. Hence, the consequences of enforcing non flexible genetic testing requirements are not positive. This approach displays a deontology (Fulda et al., 2004, n.p).
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