Considering all the above ethics reacted to diversity within the higher education workforce, it is evident that there are various disadvantages related to the phenomenon. However, all these disadvantages arise when the diverse persons in the workforce fail to accept each, other which disrupts the respect for one another (Gappa et al., 2007). Therefore, not only does the diversity yield negative impacts but also it becomes an ethical issue. In this case, it results in multiple disputes and violent cases among the staff which eventually disrupts normal activities within higher education. Ultimately, it contributes to low productivity and potential lawsuits among various employees.
Also, diversity means there are different persons with different political and religious beliefs. Therefore, in the case that their opinions interfere with their duties and responsibilities within higher education, it could result in biases while these persons are conducting their lecturers. Similarly, the ethics of communication and the language barrier is a massive disadvantage in higher education. It is in the context that the language barrier not only affects the workforce but also it interrupts with their relations with their students. Therefore, when institutions do not offer language training to this personnel, they end up providing poor education to their students.
The consequentialism theory suggests that people face the consequences for their actions depending on whether they are right or wrong. It is the same thing with the ethical issues of diversity in higher education. The most fundamental attribute to guarantee the success of every institution is respected among the employees. Respect is even more vital in a diverse workforce to ensure a coherent co-existence. Moreover, in a diverse workforce, respect should be concurrent with acceptance. For the different employees to respect each other within their work environment, they must first accept each other despite their many differences. In the case, when employees do not receive each other with their distinct cultures and beliefs, these employees will not respect each other which will trigger conflicts (Hood, 2019). In some cases, the disputes could too severe that develop into animosity and ultimately disrupt the normal functioning of work within the institutions or in worst cases effectuate situations of violence among the workers, and spread to the students.
Kantian Deontologism suggests that acts should be performed because they are appropriate for everyone. Therefore, the theory is utterly relatable to the ethical issue accommodation of Beliefs. Dissimilarities on spiritual, political, and cultural beliefs could pose a massive challenge in a diverse Higher Education workforce. It becomes an enormous threat to their relationships when some employees try to impose their faiths on others, or if they use them to disrupt traditional teachings. Henceforth, higher education employees need to be reminded that everyone should stick to their beliefs without trying to force them on others, so that everyone is comfortable in their faith (Guillaume et al., 2017). Moreover, they need to understand that everyone persons and ethnic beliefs should be independent of their work responsibilities. In this case, neither should their beliefs interfere with their regular duties and responsibilities, nor neither should their work interfere with them.
According to the Kantian Deontologism, people must perform some acts characterized by universality. In ethical issues on diversity, this is the most applicable theory because it promotes acceptance of people despite their cultural and moral differences. It is miserable that even in the 21st century with so many fights against racism and ethnicity, discrimination in this regard is still very much alive. It is worse for this kind of issue to affect higher education workforce, while they are the same persons who are supposed to teach the undergraduates, and postgraduate against such issues in their future work environment (Grosser & Moon, 2005). Therefore, it is quite saddening when higher education employees hold prejudice against their fellow workmates, with the same qualifications as them, just because they have different cultural, ethnic, and religious beliefs (Hood, 2019). Henceforth, higher education HRM should formulate specific policies or regulations that avoid such an ethical issue. These employees could also be enrolled in cultural sensitivities training and diversity awareness programs to help address the issue within their workplace.
The Kantian Deontologism further conforms with the moral law to the rightness or wrongness of actions is dependent on their consequences; whether good or evil acts. Therefore it is this law that strongly stands against gender inequality as an ethical issue. A recent study discovered that 40% of people believe that both women and men prefer to hire a man over a woman. The study was backed yet another research which indicates that men are 30% more likely to receive promotions to higher ranks like the managerial position compared to women. The worst part is that men earn on average about 24.1% higher than women. The same situation affects the higher education workforce. It is primarily with the rise of many educated women who seek careers just like men (Hood, 2019). These women have the right to receive equal treatment in their workplace yet; it is mostly not the case. In higher institutions, make employees tend to underestimate their fellow women colleges. Women used to receive meager salaries compared to their male counterparts which resulted in the Equal Pay Act which slightly amended the issue (Grosser & Moon, 2005). Nonetheless, the problem of gender discrimination against women is still present in higher education. Therefore, the HRM should embark on various measures to end gender discrimination against women and uphold equality concerning their salary, opportunities, hiring, and promotions ("5 Challenges HR Leaders in Higher Education Are Facing in 2017 - CoreHR", 2019).
The Natural law suggests that the principles of good and evil can guide our human actions. Therefore, the law is very much what determines the manner in which people should treat diverse persons with Physical Mental Disabilities. However, more often than not, disabled higher education employees have a difficult time navigating their workplace because of inadequate facilities and equipment to cater for their conditions. Other special needs employees also have individual dogs which sometimes, are denied access within the institutions. Therefore higher education institutions should provide for wheelchairs, and ramps to make navigation of their employees easier.
Moreover, they should have special cars to help transport them over long distances within the institutions to make their work easier (Hood, 2019). In the same regard, they should have other facilities such as quiet rooms where these people can go to ease their anxiety in the case of an attack. Also, it is equally important for their fellow employees to avoid any form of discrimination towards these persons. Instead, they should help them when possible to help create a diverse environment with physically and mentally disabled personnel (Gappa et al., 2007).
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