PHIL 318 Review (4)

6 Arguments for affirmative action (1)

(1) Affirmative action is a compensation for past injustice -difficult to effectively give people reparations, need to correct injustices to the best of our ability and use affirmative action to give underrepresented group a slight advantage

6 Types of affirmative action policies (1)

(1) Extra effort to bring a preferred group into the applicant pool -job pools -not doing anything differently with applications but trying to get more applications from a certain group of people (ads on TV)

6 Arguments for affirmative action (2)

(2) Affirmative action has good consequences (decreased racial tension) -utilitarian view: 2 applicants that are equal in all regards, leave it to chance or give it to underrepresented groups

6 Types of affirmative action policies(2)

(2)Looking extra carefully at qualifications of people from a preferred group who do apply -Reading a blunderfvl of applications from women more carefully (Mitt Romney example) -IMPORTANT: don't give preference to those simply in virtue of the fact that they are members of an underrepresented group, just look at applications more carefully, maybe you would have noticed by adjusting the filtering on the early stages of the application process

6 Arguments for affirmative action (3)

(3) Affirmative action is a moral duty (prima facie duties) Think of this from Rawls POV (Veil of ignorance of not knowing who you are) Veil of ignorance/Justice: better consequences and your self-interest will be protected in that society Beneficence: mistreated group deserves good things, underrepresented group deserves to be given job when equal Self-Improvement: if you don't have enough members of a certain minority group in your company, you might make your company more fair if you recruit more diversity

6 Types of affirmative action policies (3)

(3) Giving preference when other things are equal in terms of qualifications -instead of flipping a coin, picking a member of an underrepresented group

6 Arguments for affirmative action (4)

(4) Argument from Biases for Affirmative Action -we have a moral obligation to provide opportunities for candidates who are from underrepresented groups

6 Types of affirmative action policies (6)

(6) Giving hiring preference until a quota such as the promotion of minority persons in the region's population, is matched, so long as the person who is hired qualified to do the job at a minimally satisfactory level (this might produce great disparity in qualifications) -when the woman would be a moderately good teacher and the man would be an excellent teacher. The woman would have 1 publication and the man had 6 publications, but the woman would get the job

Liddy Ledbetter

A supervisor at Goodyear Tire and Rubber's plant in Gadsen, Alabama from 1979-1998 (retired). For most of those years, she worked as an area manager, a position largely occupied by men. Initially, her salary was in line with the salaries of men performing substantially similar in work. However, over time, her pay slipped in comparison to the pay of male area managers with equal/less seniority. Ledbetter paid: $3,727 per month Lowest paid male area manager: $4,286 per month Highest paid male area manager: $5,236 per month

6 Types of affirmative action policies (4)

Giving hiring preference when a member of a non-preferred class if perceptibility (but not substantially) better in terms of qualifications -Two people are up for a job and have great reviews -one has 6 publications (male) and other has 5 publications (female), give preference to the female, because she is apart of an underrepresented group, taking other things into account other than qualifications

6 Types of affirmative action policies (5)

Giving hiring preference when a qualitative disparity is substantial -it would be hiring a woman when she has 2 publications, while male has 6 publications, but both have great teaching reviews

Affirmative Action

Giving some preference to members of an underrepresented group identified by a characteristic not normally a qualification for doing the job in question. Affirmative action comes in degrees, important to realize that the group that is being underrepresented within the organization compared to the population the organization is working within

What 4 factors should we use to determine merit (compensation)?

Productivity: performance, actual activity that increases profits (sales) Constructive effort: not necessarily money, but indirect activity that increases profits (secretary, someone playing a support role who increases morale) Replaceability: rarity of profit increase (indirect or direct abilities) Qualifications: skills you have, potential abilities too directly or indirectly increase profits (charisma)

Fair Pay Act

The Equal Pay Act of 1963, amending the Fair Labor Standards Act, protects against wage discrimination based on sex.

The diffusion of benefits principle

The standard for executive compensation should tend to be the advantage of all the constituents (management, employees, and customers)

Does experience really matter?

Time spent isn't relative in itself. Two people who are equal in productivity, qualifications, and constructive effort go for a job. One has a lot of experience and one does not. You might say the person who has a lot of experience should get paid more. However, the person with more experience might be underperforming and the newer person has more potential. Be aware of agism, if you pay the younger person more, then you can be sued for agism.

What 5 factors should we use to determine executive pay?

-the lowest compensation in the company -the average compensation in it -the profitability -the economic situation of the least well off workers (not just salary but living conditions also consider workers overseas) -the market rate of executives