Introduction
Some people believe that, in an ideal world, all human actions, perceptions, and behaviors should be based on ethical laws and principles. However, considering the fact that there is a significant number of traditional and modern ethical theories, a single act can be called moral and immoral when analyzed from different points of view (Velasquez et al., 2021). Therefore, all relevant facts have to be taken into consideration when solving ethical dilemmas, which are common in the workplace (Byars & Stanberry, 2018). Various people working within the same team or department often cannot leave their personal opinions or stereotypes, hurting others or engaging in adverse situations, such as stealing.
The ABC company operates in the private security industry, and its leadership and employees have recently encountered an unexpected issue. Two weeks ago, the organization hired three African American workers, two of them being females. Considering their lack of experience in the field and the presence of quality education, ABC company’s primary purpose was to train them in accordance with organizational needs and to receive loyal and skilled staff members. The firm never intended to hire precisely African American persons, but perceived it as a chance to make the workplace more diverse and inclusive (Whitaker, 2019).
However, due to the prior absence of employees from racial minorities, approximately seven current white workers, including a female, expressed their serious concerns and stated that all African Americans are unprofessional and loud. After two weeks, the situation had never changed for the better, and two more ABC employees refused to accept the new ones. ABC company sees a lack of diversity training as the root cause. Several ethical theories, such as utilitarianism, deontology, critical race theory, and feminist theory, have varied views on the moral dilemma and can be applied to solve the conflict.
Stakeholder Analysis
Before researching and applying appropriate ethical theories, it is first essential to conduct a stakeholder analysis. Thus, several white employees who refuse to work correctly in the presence of the new African American staff members directly cause a moral dilemma. Their engagement in unprofessional and discriminatory behaviors makes the recently hired Black workers feel insecure, unwelcome, and uncomfortable.
In addition, such inappropriate attitudes adversely affect the unity and trust of all other staff members, make the workplace environment unhealthy, and decrease overall team performance (Trevino & Nelson, 2021). Unintentionally involved in this situation, African American individuals are likely to experience feelings of unsafe, anger, dissatisfaction, and others, and might even want to sue the aggressive workers or the whole company for promoting discrimination. It is also possible that they consider themselves a source of problems in a close-knit team, which decreases their productivity and ability to successfully join the staff.
The third stakeholder group is other employees who have to take sides or perform their duties in a hostile and conflicting environment. Fourth, the ABC firm’s leaders are another party in the situation because they have partly contributed to the problem and now have to spend various resources to solve it. Lastly, indirect but important stakeholders are the company’s clients, partners, suppliers, and shareholders, who might suffer from decreased performance and face additional issues.
Different Ethical Theories
This section is devoted to exploring the key elements and views of a variety of ethical theories. Two traditional systems of ethics, such as deontology and utilitarianism, and two modern approaches, including the theories of critical race and feminism, are discussed further so that it is easier to apply them to the ABC company’s situation. Despite their similarities, they hold different opinions regarding how a moral dilemma should be approached and addressed.
Utilitarianism
The first theory to be observed is utilitarianism, which emphasizes the need to consider and weigh the potential consequences of actions and inactions. Schefczyk (n.d.) states that utilitarianism as a system of ethics holds that “actions are right in proportion as they tend to promote overall human happiness” (para. 1). Therefore, this theory can justify any action as long as it makes a majority of humans satisfied and pleased or reduces the overall pain experiences by the most significant number of individuals (Trevino & Nelson, 2021). Interestingly, this theory can potentially justify the involuntary participation of a hundred people in clinical trials with fatal outcomes to later save the lives of thousands or millions of sick people.
At the same time, utilitarianism has severe disadvantages that sometimes make it inapplicable. This theory requires one to choose whether to “focus on minimizing the number of bad lives or on maximizing the number of good lives,” which may be problematic and cause additional issues (Schefczyk, n.d., para. 11). What is more, it is not always evident which majority of people should be taken into consideration (Trevino & Nelson, 2021). If the number of those who will suffer from the decision is approximately equal to the number of those who will benefit from it, how and who will decide which group of people is more important? Similarly, if only one group can receive governmental financial support, which should be prioritized: a million poor persons who never contribute to society or ten eminent scientists?
Deontology
Further, deontology is a practical, ethical theory that never considers the outcomes and consequences of actions but instead promotes referring to laws and has a single response to most dilemmas. Therefore, Trevino and Nelson (2021) write that deontology focuses not on personal values or universal happiness but on responsibilities and rules, even if some people involved in the problem experience adverse effects. Precisely different regulations and the opinions of the majority define whether an action is bad or good (Barrow & Khandhar, 2022). Moreover, it is also important that deontologists emphasize professional duty and allow connecting it with the morality of humans to receive the best formula of ethics.
When referring to the previous example of fatal clinical trials, a deontologist would not compare the number of those who would die or receive the cure. Instead, they would use a basic deontological rule of never treating a single person merely as a means to an end (Trevino & Nelson, 2021). In other words, a hundred people cannot be used as a tool to achieve others’ happiness and recovery.
Therefore, unlike utilitarianism, which focuses on the majority, deontology “respects the unique worth and dignity of the individual” (Barrow & Khandhar, 2022, para. 3). This ethical theory also requires one to think whether other people in the same industry, firm, group, or country can be allowed to make a decision they are about to make (Barrow & Khandhar, 2022). If the answer is negative, then no one can act this way.
Critical Race Theory
Among modern systems of ethics, critical race theory is found to be somewhat controversial. Nowadays, many people are against this theory and state that it not only fails to eliminate racial discrimination but also acts as a reason for segregation and dividing people into the oppressors and the oppressed (Jackson, 2021). However, critical race theory is actually a practical and beneficial lens that allows diving deeper into the causes of racism in general or in particular cases (Sawchuk, 2021). According to Matsuda, it is a “method that takes the lived experience of racism seriously, using history and social reality to explain how racism operates in American law and culture” (as cited in Gordon & Robillard, 2022, section 3). This theory allows us to eliminate the identified practices and harmful effects of racial discrimination and make the world healthy and just.
Therefore, critical race theory holds the idea that racism is systemic in the U.S. and cannot be considered to be a matter of personal bigotry. As indicated by Crenshaw, this is how people should see, attend to, account for, trace, and analyze the ways of race production, racism facilitation, and adequate elimination of these unethical practices (as cited in Gordon & Robillard, 2022). Consequently, instead of simply changing the minds of individuals, this system of ethics introduces more global changes and makes American laws less racist.
Feminism Theory
Another modern ethical theory that can be applied to the ABC company’s situation is feminist theory. Although it primarily focuses precisely on gender issues and discrimination against females (Arinder, 2020), since two out of three African American employees are women, it is also acceptable to refer to this system of ethics. Thus, “feminist theory considers the lived experience of any person/people, not just women, with an emphasis on oppression” (Arinder, 2020, para. 1). Moreover, according to Arinder (2020), this lens holds that systems of oppression and power must be destabilized, and this notion can be related to racism as well. Similar to the theory’s concept of not placing any emphasis on a specific gender or sex, there should be no emphasis on a worker’s skin color or race.
To be more precise, feminist theory protects all humans, regardless of whether they are male or female, Black or white, or possess any other irrelevant characteristics. Arinder (2020) indicates that, in this theory’s understanding, “oppression is based on intersecting identities that can create discrimination and exclusion” (Arinder, 2020, para. 3). As a result, to end discriminating behaviors and introduce morally good changes, one needs to acknowledge that there is aggression or oppression and understand its roots.
Ramifications of Potential Solution Options
The four ethical theories explored above can be used to create possible options for solving the issue that ABC is now facing. Interestingly, while most of these theories do not support racism, utilitarianism, for instance, can justify a decision to fire the recently accepted Black employees in order to benefit the majority. Solutions offered by these systems of ethics can vary in their approaches and details, showing more or less comprehensive and global methods.
The Industry’s Code of Conduct
Before drafting possible solutions, it is essential to learn the industry’s attitudes towards racial discrimination, referring to the code of ethics. Thus, in the department of private security, all recruitment and employment strategies, as well as relationships between colleagues, should be conducted and created based on professional skills (Private Security Advisory Council et al., 1976). That is, irrelevant personal characteristics, such as race, gender, age, or others, cannot be used when hiring a new employee or forming opinions about other workers. In other words, it is the duty of private security workers to “observe the precepts of truth, accuracy, and prudence, without allowing personal feelings, prejudices, animosities or friendships to influence” their judgments (Private Security Advisory Council et al., 1976, p. 7). As a result, racial discrimination is not officially supported in this field.
Utilitarianism
Utilitarianism is the first theory that the ABC company can try to apply to the identified moral dilemma. According to this system of ethics, it is required that the firm determine what solution or action can maximize the happiness of the most significant number of people involved (Trevino & Nelson, 2021). Nevertheless, this primary step is already causing concerns because it is difficult to identify the consequences of the leadership’s choices. For example, if the presence of new African American employees can bring many benefits, they should be kept in the company, and others’ attitudes toward them have to be improved.
At the same time, it is indefinite whether precisely the happiness of Black workers should be increased. Several white employees have worked for the ABC company for many years and now perceive this action as worsening their workplace conditions. Additionally, they can potentially benefit the firm more and bring increased value to clients, shareholders, and others, but firing African Americans means supporting racism, which reduces social satisfaction (Trevino & Nelson, 2021). Thus, the question of whether the pleasure of the aggressive workers or the victims of discrimination has to be promoted is challenging to respond to.
Deontology
Next, deontology seems to be quite appropriate for resolving the conflict and ensuring that the situation is enhanced. Overall, several rules of this theory indicate that African American staff members should be supported. Thus, a deontologist can hold that racial discrimination has to be stopped immediately because white employees are wrong, even though they have been in the company much longer than their Black colleagues (Jankowiak, n.d.). Firstly, racism is merely immoral, regardless of whether it helps achieve benefits or demonstrates the ABC company’s loyalty towards its old workers (Jankowiak, n.d.). African American employees are not engaged in any negative behaviors, which is why discrimination against them cannot be justified by any modern American law.
Next, deontology holds that the uniqueness of all individuals has to be promoted and respected. Therefore, according to Barrow and Khandhar (2022), white workers are again required to stop stereotyping and demonstrate acceptance and appreciation of diversity. Lastly, this theory never allows people to be used as tools to achieve purposes, meaning the ABC company cannot fire Black staff members to satisfy other employees and enhance performance (Barrow & Khandhar, 2022). In addition, the field’s code of ethics prohibits racism, so this official document strengthens the views of deontology (Private Security Advisory Council et al., 1976).
The theory would prefer more practical solutions, and Li et al. (2021) and Livingston (2020) believe it is more effective for the company to avoid focusing on emotions and eliminate the root cause instead. Velasquez et al. (1987) indicate that one can be taught to act following ethics and morals. Therefore, while treating the white workers with respect as well, the company should provide all employees with high-quality and engaging diversity training.
Critical Race Theory
Critical race theory might be challenging to apply adequately, precisely because of its currently controversial nature. However, Sawchuk (2021) says that its concepts actually allow the introduction of effective change that does not segregate and discriminate against people more but makes environments more equal and accepting. One may notice that critical race theory would recommend that ABC’s human resource managers dive deeper into the inherent practices and notions of racism, aggression, and discrimination (Gordon & Robillard, 2022).
Addressing these behaviors individually, according to this system of ethics, is inefficient and a short-term solution. Instead, Gordon and Robillard (2022) find it vital to understand that inequalities based on skin color or ethnicity are inherent in the U.S. and use this concept to educate employees. Several white workers oppressing the Black ones never chose to do that, and it is not their personal stereotyping.
Americans are used to discriminating against racial minorities, and precisely, this concept allows for making diversity training more effective. Therefore, critical race theorists’ solution is to start with ABC’s leadership (Gordon & Robillard, 2022). It is needed to determine how the firm’s leaders used to and continue to promote racism and other immoral practices. Then, ABC’s managers and employees should be educated about the need to resist the pressure of systems in which intolerance exists.
Feminism Theory
Eventually, feminist theory can also contribute significantly to the identification of an appropriate option. This system of ethics does not accept or justify any type of discrimination, which is why it is unlikely that it would prompt the punishing or firing of white workers.Instead, according to Arinder (2020), to end certain unethical behaviors, including stereotyping and workplace incivility, the theory offers using knowledge, change, and education. Unlike critical race theory, which highlights the inherent nature of racism, feminism theory’s core concepts are equality, discrimination, race, gender, sex, choice, and difference and choice” (Arinder, 2020, para. 8). The researcher also outlines that specific structures and systems work against the dignity and freedoms of individuals, being based on irrelevant characteristics and undermining equity and equality.
If this theory is used, ABC’s leadership should offer its employees a choice. For instance, Black workers have to be ensured that they are welcomed in the company, while their white colleagues need to be informed that they can either leave the firm or participate in the changing attitudes training (Akella & Eid, 2021). Additionally, the oppressors should be educated about ethical and healthy ways of disagreeing with their leaders and communicating with colleagues. Harvard Business Review (2021) and the U.S. Department of Labor (2022) can be used as effective sources. As a result, employees should become more tolerant and accepting.
Conclusion and Personal Role in the Process
To conclude, the ethical dilemma described in the paper is actually challenging to address. On the one hand, there are white employees who are loyal and professional and have worked for ABC for years, but now demonstrate immoral attitudes. On the other hand, new African American workers have potential and can contribute to the firm’s success, but face discriminatory attitudes.
While the explored ethical theories focus on different elements, most offer to educate the leadership or employees instead of applying stricter measures. In this process, I would have a supporting role, helping find practical and valuable materials and ensuring that other staff members not involved in the conflict directly avoid taking sides and promoting racism. My position against discrimination can cause some employees to disagree with me, and I will address this implication by including the matters of equality and diversity in training.
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