It is widely believed that preferential hiring practices inevitably result in hiring less qualified candidates for jobs. Indeed, this follows analytically from some definitions of preferential hiring (e.g. George Sher's). This paper describes several preferential hiring strategies that do not have this consequence. Sher's definition is thus shown to be inadequate and an alternative definition is proposed.

The pastoral role is a significant leadership function within the global evangelical church and is critical to the ongoing health, nurturing and spiritual development of the church and its members. There is limited literature and reflection on hiring for the church, yet the selection of a pastoral leader is more than an employment exercise as it involves important Christian values, perceptions and priorities of the church and the denomination. This article records a study on pastoral hiring process within (...) a significant evangelical denomination in Canada. It uses a descriptive, multiple case-study approach involving four churches engaged in a pastoral search process. Findings revealed a convergence between church practices and typical organisational processes with pragmatic strategies for hiring decisions. In a secularising society of Canada, it is especially important that the church critically reflects on maintaining scriptural values on its hiring practices and not be shaped by the commercially driven business context to distinguish ethical practice and maintain its Christian witness. Contribution: This study provides new knowledge in the field of congregational studies on a much-neglected area of Christian practice, motivating for critical reflection and scriptural integrity within pastoral hiring processes. (shrink)

The idea that jobs should be awarded purely on merit has become something of an axiom, but the moral basis of it remains elusive. If employers are under a duty to appoint the most qualified candidate, to whom exactly is this duty owed, and on what grounds? I distinguish two kinds of answers to this question. Candidate-centred arguments are those according to which qualifications generate entitlements for their bearer, such that the most qualified applicant for a job has some moral (...) claim or right to it. But of course job-seekers are not the only parties with a stake in personnel selection decisions. The existing employees of an organisation, its clients and creditors, its shareholders, and society more generally are also affected. The duty to hire on merit, one might argue, is owed ultimately to one or more of these “stakeholder” groups. I refer to arguments with this structure as stakeholder-centred. The purpose of the paper is to carefully distinguish, organise and scrutinise various arguments within these camps; to sketch a map of the ethical terrain, so to speak. What the sketch reveals is that both the scope and weight of the duty to hire on merit — the exceptions to it, and the stringency of it — vary depending on its grounds. The argumentative strategy that we adopt to justify meritocracy, then, is of both theoretical and practical importance. (shrink)

The SARS-COVID-2 virus that causes the Coronavirus has been having a challenging and devastating impact on finances and jobs worldwide. More specifically, in South Africa, the COVID-19 pandemic is having a crippling effect on jobs. Companies and businesses are struggling to operate and retain workers as revenue streams are drying up. Owners of companies and businesses have been forced to make difficult decisions. An example is the retrenchment of workers by some organizations because of the financial fall-out due to the (...) coronavirus pandemic. Also, before the pandemic, South Africa had unemployment challenges, economic downgrading, and high levels of inequality. These challenges bring to mind what the employment method and strategy will look like during the -COVID-19. In view of these challenges, one question that comes to mind is: given the COVID-19pandemic and the fact that the job losses affected people of all races, should the policies of affirmative action and preferential hiring still be considered in South Africa? Thus, this paper is a philosophical reflection on COVID-19, job losses, affirmative action, and preferential hiring in South Africa. In reflecting on the above, this paper aims to show that affirmative action and preferential hiring should not be considered in South Africa during the -COVID-19. I conclude that in the face of this tragedy, for the sustainability of the economy, everyone needs to work together to re-establish and reconstruct the country and build an inclusive economy. Keywords: Affirmative action, COVID-19 pandemic, Job losses, Preferential hiring, South Africa. (shrink)

Under what conditions do motherhood penalties emerge in countries undergoing transition from state socialism to capitalism? This analysis identifies the ways managers in global financial firms employ gendered assumptions in constructing and implementing labor practices among highly skilled professional workers in Hungary. Relying on 33 in-depth interviews with employers as well as interviews with headhunting firms, labor and employment lawyers, and analysis of antidiscrimination cases brought before Hungary’s Equal Treatment Authority between 2004 and 2008, we identify several strategies global (...) employers use to shed, demote, and marginalize professional mothers. By demonstrating the salience of motherhood as a status characteristic in the postsocialist labor market, our work contributes to existing scholarship on motherhood penalties. Our work also extends this scholarship by showing how the salience of motherhood is strongly conditioned by state-level arrangements that shape the opportunity context in which employers design and carry out employment practices. (shrink)

Epigrams of Lingayat saints of the 16th century espousing the Advaita school in Hindu philosophy; transcribed from a palm-leaf manuscript preserved in the Karnatak University.

This article is intended to serve as a roadmap to help new healthcare ethics leaders establish or renew an ethics program in a healthcare organization. The authors share a systemic step-by-step process for navigating this early career passage. In this paper, we describe five critical success strategies and provide explanations and concrete tools to help get you on the road to success as quickly and painlessly as possible. We will discuss how to define your role; diagnose your organization’s needs; (...) build important relationships; and develop a strategic plan for starting or revitalizing an ethics program. We also review some of the more personal challenges that may be encountered along the way, and identify social supports and self-care strategies. The advice we provide grows out of reflections on our collective experience as new ethics leaders in three Ontario healthcare organizations. (shrink)

This chapter discusses some strategies pharmaceutical companies employ to establish influence and even hegemony over domains of medical knowledge: marketing products via medical research and education. The chapter thus contributes to understanding the political economy of knowledge in this industry. As a counterpart to traditional epistemology, studying the political economy of knowledge shifts attention from individual claims and their justifications to some of the forces available to shape terrains on which claims are produced, distributed, and consumed.Of pharmaceutical companies’ clinical (...) research, 70–75% is performed by contract research organizations. CROs conduct trials with one eye to the drug approval process and the other to the marketing of products. On the basis of trial data, analyzed by pharmaceutical company statisticians and scientists, publication planners design suites of scientific manuscripts and hire ghostwriters to write them. These are then given to academic authors, who generally have had little prior connection to the research, analysis, or writing. The manuscripts are published in medical journals appropriate for the audiences the companies wish to reach.The doctors and researchers with whom companies engage most closely are generally termed key opinion leaders. In addition to authoring manuscripts, KOLs serve companies in a number of roles, but most prominently as speakers—at professional meetings, in after-dinner and similar settings arranged by sales representatives, and in continuing medical education courses, which doctors must take to keep their licenses. Research, education, and marketing, then, are often fused. (shrink)

The use of deception during social interactions is a serious ethical concern for business. Interpersonal Deception Theory (IDT) proposes that strategies for using deception are influenced by personal factors. We tested this proposal by assessing participants’ strategies for using deception during an employment interview. Specifically, we examined three personal factors [gender, Machiavellianism, and self-monitoring (SM)] and intentions toward four types of deceptive behaviors (Extensive Image Creation, Image Protection, Ingratiation, and Slight Image Creation). We used path analysis to examine (...) the intentions of 125 undergraduate students. Our results partially confirm the proposal of IDT by showing that intentions toward using Extensive Image Creation (i.e., generating wholly untrue personal information) are higher for men than women. Intentions toward Image Protection (i.e., hiding unattractive personal truths) are higher for men and for women high in Machiavellianism relative to women low in Machiavellianism. Intentions toward using deceptive Ingratiation are highest for men and high Machiavellianism women, but only when sufficient SM skills are present. For intentions toward Slight Image Creation (i.e., mild exaggerations to personal truths) there are no gender, Machiavellianism, or SM effects. Our research has implications for understanding how deception in the workplace can begin before an individual is hired, and we offer suggestions for several lines of future research. (shrink)

Academic dishonesty presents in different forms, including fabrication of data, falsifying references, multiple submissions, collusion, and sabotage, with two forms haunting academia, namely plagiarism and contract cheating or ghost writing. These latter forms have received considerable attention and have been subjects for research. This interview-based study provides some further insight into the problem of ghost writing through presenting the attitudes, justifications and networking practices of some hired ‘ghost-writers’ from a developing country and discusses the depth of this emerging threat to (...) the academic community.Initially, through simple internet searches using specific keywords, an array of professional advertisements selling contract writing services were identified. Some of these promotional advertisements were found in Facebook® posts, and/or Twitter® feeds. The second part of this study presents a summary of findings from interviews of a group of ghost-writers including their background, attitude and justifications for setting up this new business. The study identifies several high calibre post-graduates who have come to understand the Western (European/north American/australian) ways of scientific writing and have produced a network of ‘consultancy’ services. Although the birth of their business was ad-hoc, they have established a good network and are now able to share projects and practices. Many of them offer services to home and foreign students with varied levels of customer focus. Some of them are even using Turnitin© software to identify text matching issues. This study suggests that these paper mills have widely been subscribed to by students. The article finally discusses wider issues arising from these interviews and proposes some ways of tackling this new threat to academia. (shrink)

Conceptually, entrepreneurship is seen as the engine that drives a robust economy, promotes a favorable quality of life, and assures the availability of the attributes needed for meaningful living. However, like many popular concepts in this world, its limitations are normally not well acknowledged. A grouping of entrepreneurial ventures which has recently come into existence deals with the personal fiscal issues associated with the end-of-life phase of the human cycle. While generally praised as humanitarian services for society, that are assuredly (...) within legal bounds, these activities have potentially significant negative implications. When examined from an ethical perspective, some questionable practices became apparent. Three such undertakings in particular have to do with the terminally ill and are examined in this paper. The first, viatical transactions, is defined as the transfer of a life insurance policy's ownership to someone who does not have an insurable interest in the life of the insured individual. The second, creative tax shelters for wealthy people involved in estate planning, involves hiring unrelated parties, particularly those who are young and in failing health, to do the dying for the principal. The third, mind games, involves curtailing the use of medical resources for the dying. The justification for this is rationing scarce medical resources. (shrink)

Omnipresent calls for more women in university administration assume these women will prioritize using resources and power to increase female representation, especially in STEM fields where women are most underrepresented. However, empirical evidence is lacking for systematic differences in female versus male administrators’ attitudes. Do female administrators agree on which strategies are best, and do men see things differently? To answer this question, we explored United States college and university administrators’ opinions regarding policies, strategies, and structural changes in (...) their organizations designed to increase women professors’ representation and retention in STEM fields. A comprehensive review of past research yielded a database of potentially-effective, recommended policies (e.g., increasing emphasis on teaching, service, and administration during promotion reviews; stopping the tenure clock for childbearing; providing on-campus childcare; couples-hiring; sharing tenure lines; having more women chair search committees; setting gender quotas for promotion). A survey based on these recommended policies was sent to provosts, deans, associate deans, and department chairs of STEM fields at 96 public and private research universities (formerly called R1s) across the U.S. These administrators were asked to rate the quality and feasibility of each recommended policy; 474 provided data, of which 334 contained complete numerical data used in the analyses, so our results are based on a large, geographically diverse group of administrators at research universities. Our data revealed that female administrators perceived the 44 strategies to be higher in quality overall than did male administrators--but not higher in feasibility--with 9 policies perceived differently when rated by women versus men administrators, after imposing conservative statistical controls. There was broad general agreement on the relative rankings of the 44 policies in terms of their perceived quality. Overall, our national survey of U.S. administrators supported the assertion that placing women in administrative roles creates greater emphasis on the importance of enacting policies to attract and retain women in STEM. Topics of disagreement between women and men regarding strategy quality are important focuses of future policy and planning, because female administrators may have insights into how to retain women professors that male administrators do not share. (shrink)

Applied ethicists say little about résumé embellishment. Presumably, this is so because résumé embellishment seems obviously wrong; an instance of ordinary lying, familiar moral prohibitions against which cover the case completely. Analysis of résumé embellishment merely as ordinary lying overlooks its collective action aspects. Taking account of those aspects and their implications, I argue on consequentialist grounds that, given some plausible background conditions, a limited form of résumé embellishment is morally permissible. This outcome is a particular instantiation of a more (...) general principle about how one ought to act when participating in a morally valuable co-ordinative practice. I conclude by identifying implications for how employers ought to use résumés in hiring decisions. (shrink)

Recent years have witnessed the rise of digital platforms that allow economic agents to arrange ever more fine-grained contracts. This article zooms in on labour-based platforms that permit the hire of labour in a just-in-time fashion (and are part of the broader trend towards on-demand work). Its principal contribution comes in three parts. First, exposing the frequently overlooked diversity of labour-based platforms, the article proposes to distinguish platform companies, which directly sell services and then purchase the labour needed to provide (...) them, and broker platforms, which act merely as intermediaries. Second, it examines how platforms of each type pose distinct threats to labour justice, thereby extending Daniel Halliday's (2021) analysis. Drawing on empirical studies of the experiences of platform workers, it identifies a power imbalance as the root cause of these threats across all platforms. Finally, the article assesses three strategies to counter these threats: introducing stricter regulation, turning platforms into worker-run co-ops, and improving outside job opportunities. In exploring how each strategy could be implemented for specific platforms, it makes the case for always discussing labour-based platforms with one eye to their specific structural features and the other eye to the broader labour market. (shrink)

We draw from upper echelons theory to investigate whether the presence of a chief sustainability officer (CSO) is associated with better corporate environmental performance in highly polluting industries. Such firms are under strong pressure to remediate environmental damage, to comply with regulations, and to even exceed environmental standards. CSOs in these firms are likely to be hired as legitimate agents to lead and successfully implement environmental strategy aimed at reducing pollution levels. Interestingly and contrary to our expectations, we found that (...) the presence of a CSO is associated with higher levels of pollution emissions. Nonetheless, we found that the CSO has a positive influence on a firm’s environmental performance if faced with strict environmental regulations. We argue that the enforcement of environmental regulations enhances monitoring and accountability of pollution emissions. The sample for this study comprised all the S&P 500 firms required by the Environmental Protection Agency to annually report their toxic emissions to the Toxic Release Inventory. Data were collected for a 6-year period from 2006 to 2011. We used a panel data regression and employed propensity score matching to correct for potential endogeneity problems. (shrink)

The following conversation examines the role of the university in our present moment and examines the necessity of anti-colonial praxis in the academy. The dialogue takes as its starting point the long history of white, heteropatriarchal capitalist supremacy that has oriented the institutional production of knowledge and considers its present permutations in such practices as diversity initiatives in teaching and hiring. The discussants in turn reflect on their own approaches and strategies for enacting liberatory pedagogy in light of (...) the contingent, historical, and material limitations of higher education today. (shrink)

Business Ethics: Best Practices for Designing and Managing Ethical Organizations, Third Edition focuses on how to create organizations of high integrity and superior performance. Author Denis Collins shows how to design organizations that reinforce ethical behavior and reduce ethical risks using his unique Ethical Systems Model that outlines how to hire and train ethical employees, make ethical decisions, and create a trusting, productive work environment. Taking a practical approach, this text is packed with tips, strategies, and real-world case studies (...) that profile a wide variety of businesses, industries, and issues. (shrink)

Global reproductive landscapes and with them cross-border routes are rapidly changing. This paper examines the reproductive routes and choices of fertility travellers from China to Russia as reported by medical professionals and fertility service providers. Providing new empirical data, it raises new ethical questions on the facilitation of cross-border reproductive travel and the commercialisation of reproductive treatment. The relaxation of the one-child policy in 2014 in China, the increasing demand for ART exceeding the capacity of national fertility clinics and the (...) difficulty of accessing treatment with donor eggs concomitant with a growing economic power of the upper–middle class are shaping the ART industry in Asia in new ways. A new development is Chinese citizens increasingly seeking ART treatment in Russia, which has a long-standing practice of ART governed by a liberal legislation. Furthermore, as China prohibits the export of gametes, Chinese fertility travellers rely on acquiring donor gametes once starting treatment abroad. Clinicians in Russia report three strategies amongst their Chinese patients: One group is using donor eggs of women of Asian appearance living in Russia or is hiring women of resembling appearance from third-party countries to donate their eggs in Russia to create resemblance in their offspring. Another group is buying white donor gametes to create Eurasian mixed children and thus ‘enhance’ their offspring. Providing novel empirical data, this article informs ethical deliberation and raises imminent questions for further research in this understudied geographic region and on cross-border reproductive treatment. (shrink)

Kovacs calls for collaborating teams to indicate the proportional credit that each author of a multi-authored paper deserves.1 This approach addresses the problem of giving each of the co-authors full credit for the article when their publication records are assessed. This problem is, however, a weakness in the evaluation system, not in the publication system, and it will not be solved by the proposed strategy.As the author notes, publication records are critical to decisions on hiring, promotion, tenure, salaries and (...) allocation of research resources. At each of these points, what matters most is the quality of the candidate's work, which cannot be adequately assessed by quick counts of articles, even when the counts are weighted by numbers of citations or impact factors. Some institutions and departments perform careful reviews; others …. (shrink)

The existence and unity of a discipline called economics reside in the eye and mind of the beholder. The perception of economics's unity and disciplinarity itself arises in some, but not all, of the different schools of thought that we would loosely categorize as economic. Indeed, as we hope to show, the presumption of unity and disciplinarity—the idea that there is a center or “core” of propositions, procedures, and conclusions or a shared historical “object” of theory and practice—is suggested in (...) the concepts and methods of some schools of economic thought, but is opposed by others. Further, we argue that the portrayal of economics as a discipline with distinct boundaries is often a discursive strategy by one school or another to hegemonize the field of economic discourse. In this way, the issue of the existence of an economics discipline and its principles of unity or dispersion is in part a political question. Its effects are felt in the hiring and firing of economics professors and practitioners, the determination of what comprises an economics curriculum, the determination of what is a legitimate economic argument and what is not, the dispensation of public and private grant monies, and the differential entry into or exclusion from ideological, political, and economic centers of power and decision making.Our view is that no discipline of economics exists. Or, rather, no unified discipline exists. The “discipline” of economics is actually an agonistic and shifting field of fundamentally different and often conflicting discourses. The dispersion and divisions that exist between the schools of thought we discuss here as “economic” may have some regularities. But we do not see closer contiguity of these economic schools when placed on a horizontal scale than, to take just one example, among all of the many different "disciplinary" forms of Marxian thought. That is, in our view, Marxian economic thought shares more concepts, approaches, and methods—may have more discursive regularity—with Marxian literary theory than do Marxian economic thought and neoclassical economic theory. Jack Amariglio is associate professor of economics at Merrimack College and the editor of Rethinking Marxism: A Journal of Economics, Culture, and Society. He is working on a book entitled Modernism and Postmodernism in Economics with Arjo Klamer. Stephen Resnick and Richard Wolff are professors of economics at the University of Massachusetts, Amherst. Their recent coauthored books are Knowledge and Class: A Marxian Critique of Political Economy and Economics: Marxian versus Neoclassical. (shrink)

This article builds heterosexuality into the concept of aesthetic labor to better understand corporate efforts to construct gendered brands and consumer identities. By theorizing heterosexual aesthetic labor, I show how two men’s salons, Adonis and The Executive, hire for, develop, and mobilize the sexual identities and gender habitus of straight and conventionally feminine women to masculinize the hair salon. Drawing from ethnographic observations of and interviews with employees and clients at these men’s salons, I move the discussion of aesthetic labor (...) beyond recruitment to show how service workers become interactional resources for customers’ projections of privileged identities. Emphasizing workers’ agency, I show how the women deploy professionalizing rhetoric and protocols and essentializing frameworks to manage the dilemmas of heterosexual aesthetic labor. These management strategies allow women a sense of legitimacy and at the same time keep gender and sexual hierarchies intact and naturalize men’s entitlement to women’s bodies. (shrink)

Several initiatives recognize the importance of transforming institutions, not just changing individuals, to diversify STEM fields. Universities and colleges are distinctive gendered work organizations because workers are highly educated and have authority in hiring, evaluation, and policy. This article explores whether feminist sociologists are particularly well suited to guide institutional change to diversify the academy. Drawing on data from in-depth interviews with 24 feminist academic sociologists at the rank of associate or full professor, I analyze how their feminist and (...) sociological identities intersect with institutional locations to create opportunities to transform the academy. Outsiders within, feminist sociologists revise and use the master’s tools to produce knowledge that improves recognition of, and ability to reduce, structural inequalities. Proficiency with these tools confers insider legitimacy and access to a “seat at the table” where disciplinary expertise and political commitments contribute to institutional change. Inevitably, these professors confront resistance, and in response develop strategies to advance their goals. Insights from feminist sociologists suggest that to transform universities to reflect the diversity of institutions and lived reality of contemporary faculty, it may be more useful to identify a set of commitments and principles that inform policies and practices, rather than specifying actions to support culture change. (shrink)

The goal of the 2010 Ontology Summit was to address the current shortage of persons with ontology expertise by developing a strategy for the education of ontologists. To achieve this goal we studied how ontologists are currently trained, the requirements identified by organizations that hire ontologists, and developments that might impact the training of ontologists in the future. We developed recommendations for the body of knowledge that should be taught and the skills that should be developed by future ontologists; these (...) recommendations are intended as guidelines for institutions and organizations that may consider establishing a program for training ontologists. Further, we recommend a number of specific actions for the community to pursue. (shrink)

The purpose of this article was to investigate the potential that the labour and subjective theory of value in the agricultural context may have for the interpretation of Matthew 20:1–16. This investigation highlighted the divergence in wages between workers, the exuberant remuneration strategy of the landowner, his generosity, the indignation of the labourers hired first and the landowner’s reluctance to reimburse them. I argued that the classic labour theory of value provides an explanation of why the indignant labourers were angry (...) and felt unjustly treated. However, it fails to account for the divergence in remuneration more appropriately addressed by subjective theory of value that focuses on the use value of goods and marginal utility. Finally, the agrarian theory provides perspective on the unwillingness of the landowner to reimburse the indignant labourers and the mystery of meaningful labour in agriculture that serves as a metaphor for the kingdom of heaven.Contribution: In the article, labour and subjective theory of value were introduced from an agrarian perspective to enlighten the hermeneutics of the parable. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Feminist Studies 44, no. 2. © 2018 by Feminist Studies, Inc. 333 Michelle V. Rowley, Elora Halim Chowdhury, and Isis Nusair Refusing to Account: Toward a Pedagogy of Tectonic Instability The increasing commoditization of knowledge and corporatization of the academy have led to a drastic restructuring of higher education, and in particular, of public institutions of learning. There is a striking similarity to the strategies enacted across institutions, (...) each governed by modes of efficiency and profitability. These moves have included a preference for larger classes, curriculum decisions that are governed by seats rather than pedagogical possibilities, an expansion of online offerings, tuition increases, and ramped-up bureaucratization, with the latter being accompanied by fewer faculty hires, a greater dependence on contingent faculty, and a swell in the ranks of senior administrative staff. This restructuring has held very specific consequences for women ’s studies programs. While larger classes are not inherently at odds with a student-centered feminist pedagogy, they do require adjustments in order to achieve similar results with our students, and they do exact greater physical and emotional labor from us as instructors. These restructuring strategies have also positioned the field in a Catch22 in that a number of issues that we have lobbied to have valued within the academy have now come into the university’s line of vision only to be redeployed as part of the university’s public relations branding agenda. There are numerous examples if we would but look: campuses that are spotted with banners portraying faculty and students of color —a visual map to the institution’s “embrace of diversity”; committees 334 Michelle V. Rowley, Elora Halim Chowdhury, and Isis Nusair that are convened to review the institution’s sexual harassment policy while simultaneously refusing the involvement of women’s studies academics in the process, for whom these are scholarly and intellectual areas of study; the introduction of multicultural general education curricula, where the study of “difference” amounts to a banal presence of one or more categories of “otherness” in syllabi. This list is not exhaustive but the similarity that threads through is the commodification and the PR-ization of issues that sit at the heart of the field of women’s studies. Such cooptation notwithstanding, in this economic climate of profit maximization, small, interdisciplinary programs and departments such as women’s studies, ethnic studies, and LGBT studies have become woefully vulnerable to mergers, downsizing, and elimination.1 Our own program, now defunct, attests to this growing reality.2 So what then is the story to be told for a program that no longer exists? As alumna of Clark University’s now defunct women’s studies doctoral program, we consider the ways in which Clark, under the guidance of Cynthia Enloe, worked to move the field toward a more transnational bent. While we begin with an engagement with Clark’s specific institutional vulnerabilities, we use Clark’s commitment to a transnational praxis as our comparative point of departure to note the ways in which the importance and acuity of a transnational feminist critique have seeped away from the field. At various points in the article, we discuss how our individual trajectories emerged out of a transnational feminist sensibility. We interrogate the ways that the dominant logics of the field continue to be complicit with the very inequities and modes of representation critiqued within transnational feminist discourses. We point to the role that our scholarly pursuits play in an ongoing effort to hold the field accountable to a transnational feminist critique. Finally, 1. See Miranda Joseph, Debt to Society: Accounting for Life under Capitalism (Minneapolis, MN: University of Minnesota Press, 2014); and Chandra Talpade Mohanty, “Privatized Citizens, Corporate Academies, and Feminist Projects,” in Feminism without Borders: Decolonizing Theory, Practicing Solidarity (Durham, NC: Duke University Press, 2003). 2. The doctoral program at Clark began in 1992 and closed in 2008, graduating twenty-six PhDs and training many more who have gone on to make significant contributions at NGOs among other locations. For example, Parissara Liewkeat and Barbara Schulman have held positions with the International Labor Organization and Amnesty International, respectively. Michelle V. Rowley, Elora Halim Chowdhury, and Isis Nusair 335 we look back at our own training... (shrink)

This article examines gender discrimination in earnings and promotions in a sample of 451 computer professionals employed by 14 organizations in a western Canadian city. The data suggest that women computer professionals do less well than their male counterparts in terms of income and job status; the differences are largely attributable to differences in work experience. Strength apparently does not lie in numbers, however. Organizations that hire relatively more women computer professionals seem to choose those who are less well educated (...) and less experienced than their male employees; they reward them correspondingly less well. The authors argue that the different proportions of women are the result of predictable strategies of recruitment aimed at limiting women's access to positions of authority. (shrink)

Despite increasing numbers of women lawyers, gender segregation within the legal profession in the United States continues. The present article examines interorganizational differences in the employment of 34 men and 34 women lawyers in 12 in-house legal departments that varied by size and industry in corporations located in the northeast United States. There were differences among the firms with respect to the number, position, and salary of men and women lawyers. The findings suggest that women in-house counsel do not enter (...) the same type of practice or organizations, obtain the same positions, or earn the same salaries as men. The differential employment patterns, the article concludes, stem largely from organizational contingencies, such as a firm's market position, perceived needs, the kinds of rewards and training offered, and recruitment strategies. It also suggests that men's and women's differential location in the labor pool results not from their own career choices but from employer's hiring and work-allocation decisions that provide them with different experiences and expertise, which in turn constrain future employment options. (shrink)

While some form of evaluation has always been employed in science (e.g. peer review, hiring), formal systems of evaluation of research and researchers have recently come to play a more prominent role in many countries because of the adoption of new models of governance. According to such models, the quality of the output of both researchers and their institutions is measured, and issues such as eligibility for tenure or the allocation of public funding to research institutions crucially depends on (...) the outcomes of such measures. However, concerns have been raised over the risk that such evaluation may be threatening epistemic pluralism by penalizing the existent heterodox schools of thought and discouraging the pursuit of new ones. It has been proposed that this may happen because of epistemic bias favouring mainstream research programmes. In this paper, I claim that (1) epistemic pluralism is desirable and should be preserved; (2) formal evaluation exercises may threaten epistemic pluralism because they may be affected by some form of epistemic bias; therefore, (3) to preserve epistemic pluralism, we need some strategy to actively dampen epistemic bias. (shrink)

BackgroundAs Canadian global health researchers who conducted a qualitative study with adults with and without disabilities in Uganda, we obtained ethics approval from four institutional research ethics boards (two in Canada and two in Uganda). In Canada, research ethics boards and researchers follow the research ethics norms of the Tri-Council Policy Statement: Ethical Conduct for Research Involving Humans (TCPS2), and the National Guidelines for Research Involving Humans as Research Participants of Uganda (NGRU) in Uganda. The preparation and implementation of this (...) qualitative research raised specific ethical issues related to research participant privacy and the importance of availability and management of financial resources.Main bodyOur field experience highlights three main issues for reflection. First, we demonstrate that, in a global health research context, methodological and logistic adjustments were necessary throughout the research implementation process to ensure the protection of study participants’ privacy, especially that of people with disabilities, despite having followed the prescribed Canadian and Ugandan ethics norms. Data collection and management plans were adapted iteratively based on local realities. Second, securing financial support as a key aspect of financial management was critical to ensure privacy through disability-sensitive data collection strategies. Without adequate funding, the recruitment of research participants based on disability type, sex, and region or the hiring of local sign language interpreters would not have been possible. Third, although the TCPS2 and NGRU underscore the significance of participants’ privacy, none of these normative documents clearly express this issue in the context of global health research and disability, nor broadly discuss the ethical issue related to financial availability and management.ConclusionsConducting research in resource limited settings and with study participants with different needs calls for a nuanced and respectful implementation of research ethics in a global health context. We recommend a greater integration in both the TCPS2 and NGRU of global health research, disability, and responsible conduct of research. This integration should also be accompanied by adequate training which can further guide researchers, be they senior, junior, or students, and funding agencies. (shrink)

Trade and immigration are generally described as separate dimensions of globalization. This Article challenges that story by focusing on settings where states and private actors are bringing the two together to achieve disparate economic and policy goals. In one of the two sets of cases analyzed here, governments in the Global South are seeking to increase trade through the use of migrant labor, attracting transnational firms to export manufacturing zones by importing lower-cost workers from other countries. In the other, policymakers (...) in the Global North are seeking to decrease immigration through the use of trade by investing in export processing zones in migrant origin countries, on the theory that more trade, and the employment it creates, will deter onward migration to the Global North. I use these contexts as the starting point for a reconsideration of core ideas in trade and migration policy and theory. In the first set of cases, governments are constructing a comparative advantage in labor from whole cloth, by bringing in workers from other countries on terms that restrict their freedom and subject them to exploitation at work. This challenges the usual description in the trade literature of labor cost as a natural phenomenon based on local wage and productivity levels, and thus a legitimate source of advantage in trade. Meanwhile, transnational firms that locate production in such export processing zones sidestep the ordinary choice between benefiting from global wage differentials by moving work overseas or by hiring migrant workers. Instead, they do both simultaneously, a strategy I term “double labor arbitrage.” I explore the ways in which the construction of comparative advantage and double labor arbitrage operate together to extract additional value from workers for the benefit of states and corporations. With regard to the second set of cases, I draw on recent empirical economic scholarship to challenge the argument that more trade will decrease emigration. More profoundly, I question the normative justification for these proposals, given the treatment of workers in the zones. Although proposed as a “solution” to immigration, I argue that they are much more likely to deepen the problems that drive it. Immigration and trade law do not bar any of the developments I analyze here. The question is whether they should. This Article—the first step in a larger project—launches that inquiry. (shrink)

This article analyzes how evolving pharmaceutical technology, chemical advances, and world politics created the need for an abundant and cheap supply of steroids, and how decisions made in faraway laboratories ultimately determined that a Mexican yam, barbasco, was the best possible raw material. Following this discovery, this article explores how barbasco’s exploitation impacted on the Mexican countryside and specifically the men and women hired to gather wild yams. In analyzing, for example, the peasant organizations that emerged, the use of chemical (...) terms by barely literate peasants, and the Mexican government’s political strategy to control rural unrest by controlling barbasco production one begins to understand the unexpected consequences of the global search for medicinal plants. In this particular case, the merging of science and peasant life reshuffled social hierarchies in the countryside, granted monetary value to an erstwhile ‘weed’, and gave a novel reinterpretation to laboratory knowledge and its uses. (shrink)

The tenuous network of interconnected data that supports our nation's critical infrastructure has been built up, computer by computer, over only the last few decades. From punch cards to the supercomputers constructed by pioneers in today's fields, computers have been controlling our nation's critical sectors nearly every step of the way. As designers of today's critical systems gravitate slowly towards systems that require less human oversight than ever before, the vulnerability of the networks that control our electricity systems, water supply, (...) and banking services also continues to increase. In recent control system security reviews, the Departments of Energy and Homeland Security hired experts from Idaho National Labs who found that not only do "all of the evaluated systems suffer from high-impact security vulnerabilities that could be exploited by a low-skill-level attacker," but "in currently deployed systems, enhanced security controls cannot easily be implemented while still assuring basic system functionality". While the federal government has attempted on several occasions to outline its strategy to implement cybersecurity policies, its defining statement on the issue is in the form of the National Infrastructure Protection Plan. Even then, these government documents mean little if neither government nor private agencies implement them in their respective fields. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Advocacy, Therapy, and PedagogyJohn E. MacKinnonBeyond Political Correctness: Toward the Inclusive University, edited by Stephen Richer and Lorna Weir; 272 pp. Toronto: University of Toronto Press, 1995, $55.00 cloth, $19.95 paper.Anyone who would doubt the relevance of philosophy to public affairs ought to attend to the unhappy evolution of the Canadian university. On campuses across the country in recent years, speech codes have been introduced, the “re-education” of professors (...) urged, visiting speakers on controversial subjects silenced, and classes monitored by administrators eager to do the bidding of various special interest groups. As universities have come more and more to see their role as that of some sort of multipurpose social project, education itself has become less pressing a priority. Thus, while money is found to hire sexual harassment officers, employment equity advisors and “wellness” mavens, academic posts disappear. Those that remain are frequently filled in accordance with crass gender and race-based quotas, and when that fails to guarantee positions for members of bureaucratically favored groups, contrived “schools” and pseudodisciplines proliferate. Many of these developments, however, are simply the manifestation of trickle-down deconstruction, trickle-down Rortyism, trickle-down “politics of difference,” of the sort that Charles Taylor is prone to rhapsodize. Notions of value, nature and merit, of equality, universality and objectivity are dismissed as mere inventions, “imperial” notions designed to favor the powerful and oppress the disenfranchised. The art [End Page 492] of spoken and written argument, with their ideals of detachment and discipline, are taken as evidence of a smug “androcentrism,” while rationality itself is derided as a “regime” that works “to maintain patriarchal control of knowledge and knowledge production.” Even the notion of evaluating students by means of essays and exams is ridiculed as scandalously “non-feminist.” While past attacks on academic independence have tended to come from outside the university, Canadian academics over the past decade have slavishly accepted their own domestication. More disconcerting still has been the role of pliant university presidents, most of whom have proved eager to unburden themselves of the inconvenience of scholarship and to indulge the cosmological musings of the radical left.Beyond Political Correctness: Toward the Inclusive University bristles both with resentment that such criticisms should even be aired and paranoia about their motivation. According to its contributors, the challenge to political correctness—the very use of the term as an epithet—is the result of a “neo-conservative” attack that has been orchestrated in and “imported” wholesale from the United States (to morally smug Canadians, there can be no more dastardly provenance) and insinuated into public debate by a servile media. The first two articles in the collection, by Dorothy Smith and Lorna Weir respectively, pursue this very theme. Each betrays that dreary habit, particularly prevalent among social scientists, of rendering imposingly technical the most bracingly trite. For instance, Smith writes: “The textuality of public text-mediated discourse is essential to its peculiar temporal and spatial properties of ubiquity and constancy of replication across multiple and various actual situations of watching, reading, or hearing” (p. 25). Translation? The more one sees, reads or hears a view expressed, the more one tends to believe it’s true. Her concern here, of course, is to establish that whoever controls the means of public debate controls its terms as well, that those means happen to be controlled by neo-conservative interests bent on retarding social progress, and that growing public disquiet about educational reform simply confirms the success of that neo-conservative strategy. But the failure of Smith’s account goes far beyond the thoroughly rebarbative nature of her expression.According to Smith, the very term, “political correctness,” is shorthand for an “ideological code” that has been expressly designed by “neo-conservatives” to caricature the good works of the visionary left. An ideological code, she says, operates as a “free-floating form of control,” which, once established, is “self-reproducing” (p. 27). Now, [End Page 493] the trouble with this picture is that it can account only for ascendant ideological codes, those that are successfully transmitted and progressively consolidated. And yet, in recent years, the ideological code of the left has to a considerable extent... (shrink)

_2020 PROSE Award Winner, Education Theory Category 2019 Outstanding Academic Title, _Choice_ In _Where Teachers Thrive_, Susan Moore Johnson outlines a powerful argument about the importance of the school as an organization in nurturing high‐quality teaching._ Based on case studies conducted in fourteen high-poverty, urban schools, the book examines why some schools failed to make progress, while others achieved remarkable results. It explores the challenges that administrators and teachers faced and describes what worked, what didn’t work, and why. Johnson draws (...) on vivid portraits of schools to highlight an array of school‐based systems and practices that support teachers’ professional growth and effectiveness. These include a rich and interactive hiring process; team‐based curriculum planning and assessment; and informative feedback and ongoing professional learning. Critical to all of these is the role of the principal as an essential agent in a school’s success. Although these elements may vary from school to school, Johnson argues that together these systems provide a comprehensive, mutually reinforcing set of well-orchestrated strategies that can help schools deliver results that exceed the sum of teachers’ individual efforts. Since 2000, policy makers and education officials have diligently sought to improve schools by improving the quality of individual teachers. However, even if those teachers are skilled and committed, the schools where they work are all too often disjointed, dysfunctional organizations that serve no one well. _Where Teachers Thrive _explains clearly how educators within a school can join together to adopt systems of practice that ensure growth and success by all teachers and their students. (shrink)

The purpose of this qualitative case study is to understand and critique the gendered political processes in the search for an athletic director following a merger between men’s and women’s intercollegiate athletic departments in a U.S. university. Semi-structured interviews were used to ask 55 athletic department stakeholders their perceptions of the search process and associated politics. Findings indicated gendered political activities occurred along gender-affiliated departmental lines. Political strategies contributed to gendered processes favoring certain masculinities and male candidates in the (...) search for an athletic director. While gender equity was an important consideration in the search process, because of the controversial nature of the merger and the politics expressed, the belief that hiring a man was essential to the merger’s success was widely accepted by many stakeholder groups. The findings are positioned in the critical management and sport literature. This research contributes to our understanding of the complexity of gender relations and provides insight into the gendered political processes that inform leadership searches. (shrink)

Prior negative performance and wrongdoing are difficult for applicants to overcome during their job search. The result has often been that they resort to lies and deception in order to obtain employment. The present study examines “stealing thunder” as a trust repair tactic that might be useful for overcoming prior indiscretions when it is used by applicants during the selection interview process. Stealing thunder refers to the self-disclosure of negative information that preempts allegations of wrongdoing by third parties such as (...) hiring managers. Data were collected using a scenario-based 2 X 2 experimental design in which perceptions of integrity, trust, and employability were measured. Results indicated that a stealing thunder strategy that involved accepting responsibility under a low likelihood of transgression discovery led to higher ratings of trust than blaming others when discovery of wrongdoing was imminent. The stealing thunder strategy was somewhat more effective than when a traditional, post-allegation apology was used. But stealing thunder did not lead to higher levels of an overall willingness to hire the applicant. (shrink)

The SARS-COVID-2 virus that causes the Coronavirus has been having a challenging and devastating impact on finances and jobs worldwide. More specifically, in South Africa, the COVID-19 pandemic is having a crippling effect on jobs. Companies and businesses are struggling to operate and retain workers as revenue streams are drying up. Owners of companies and businesses have been forced to make difficult decisions. An example is the retrenchment of workers by some organizations because of the financial fall-out due to the (...) coronavirus pandemic. Also, before the pandemic, South Africa had unemployment challenges, economic downgrading, and high levels of inequality. These challenges bring to mind what the employment method and strategy will look like during the -COVID-19. In view of these challenges, one question that comes to mind is: given the COVID-19 pandemic and the fact that the job losses affected people of all races, should the policies of affirmative action and preferential hiring still be considered in South Africa? Thus, this paper is a philosophical reflection on COVID-19, job losses, affirmative action, and preferential hiring in South Africa. In reflecting on the above, this paper aims to show that affirmative action and preferential hiring should not be considered in South Africa during the -COVID-19. I conclude that in the face of this tragedy, for the sustainability of the economy, everyone needs to work together to re-establish and reconstruct the country and build an inclusive economy. (shrink)

One of the foundational works of military history and political philosophy, and an inspiration for Alexander the Great, the Anabasis of Cyrus recounts the epic story of the Ten Thousand, a band of Greek mercenaries hired by Cyrus the Younger to overthrow his brother, Artaxerxes, king of Persia and the most powerful man on earth. It shows how Cyrus' army was assembled covertly and led from the coast of Asia Minor all the way to Babylon; how the Greeks held the (...) field against a superior Persian force; how Cyrus was killed, leaving the Greeks stranded deep within enemy territory; and how many of them overcame countless dangers and found their way back to Greece. Their remarkable success was due especially to the wily and decisive leadership of Xenophon himself, a student of Socrates who had joined the Ten Thousand and, after most of the Greek generals had been murdered, rallied the despondent Greeks, won a position of leadership, and guided them wisely through myriad obstacles. In this new translation of the Anabasis, Wayne Ambler achieves a masterful combination of liveliness and a fidelity to the original uncommon in other versions. Accompanying Ambler's translation is a penetrating interpretive essay by Eric Buzzetti, one that shows Xenophon to be an author who wove a philosophic narrative into his dramatic tale. The translation and interpretive essay encourage renewed study of the Anabasis as a work of political philosophy. They also celebrate its high adventure and its hero's adroit decision-making under the most pressing circumstances. (shrink)

Marcoux argues that job candidates ought to embellish non-verifiable information on their résumés because it is the best way to coordinate collective action in the résumé ‚game’. I do not dispute his analysis of collective action; I look at the larger picture, which throws light on the role game theory might play in ethics. I conclude that game theory’s conclusions have nothing directly to do with ethics. Game theory suggests the means to certain ends, but the ethics of both the (...) means and ends must be assessed separately before any ethical recommendation can␣be made. Marcoux makes several highly disputable assumptions in order to fit résumés into game theory; his analysis does not take into account the consequences that embellishing has beyond the submission and assessment of␣résumés; his argument depends on his claim that a résumé system in which everyone embellishes is attainable; and finally, his argument relies on an idealization of human␣motivation, rather than abstraction. I conclude that candidates should never embellish their résumés. (shrink)

Throughout the twentieth century calls to modernize natural history motivated a range of responses. It was unclear how research in natural history museums would participate in the significant technological and conceptual changes that were occurring in the life sciences. By the 1960s, the Museum of Vertebrate Zoology at the University of California, Berkeley, was among the few university-based natural history museums that were able to maintain their specimen collections and support active research. The MVZ therefore provides a window to the (...) modernization of natural history. This paper concentrates on the directorial transitions that occurred at the MVZ between 1965 and 1971. During this period, the MVZ had four directors: Alden H. Miller (Director 1940–1965), an ornithologist; Aldo Starker Leopold (Acting Director 1965–1966), a conservationist and wildlife biologist; Oliver P. Pearson (Director 1966–1971), a physiologist and mammalogist; and David B. Wake (Director 1971–1998), a morphologist, developmental biologist, and herpetologist. The paper explores how a diversity of overlapping modernization strategies, including hiring new faculty, building infrastructure to study live animals, establishing new kinds of collections, and building modern laboratories combined to maintain collections at the MVZ’s core. The paper examines the tensions between the different modernization strategies to inform an analysis of how and why some changes were institutionalized while others were short-lived. By exploring the modernization of collections-based research, this paper emphasizes the importance of collections in the transformation of the life sciences. (shrink)

In the 1990s, the role of the chief executive officer (CEO) of major United States corporations underwent a profound transformation in which CEOs went from being bureaucrats or technocrats to shareholder partisans who acted more like proprietors or entrepreneurs. This transformation occurred in response to changes in the competitive environment of U.S. corporations and also to the agency theory argument that high levels of compensation by means of stock options helped to overcome the agency problem inherent in the separation of (...) ownership and control. Some critics charge that this new CEO role is objectionable for a variety of reasons, which may also be applicable to the current financial crisis in which CEO misconduct may have played a part. These objections are based largelyon a team production model of corporate governance, which is held by these critics to be superior to the standard agent-principal model. This article examines the objections offered by critics of the changed role of the CEO and argues that their negative assessment of this development and their use of the team production model to support their conclusions are not warranted. CEOs have changed from hired hands to co-owners, and this change may have contributed in some measure to the current financial crisis. However, in determining the morally preferable role of the CEO, care must be taken not to discard what is sound in the changed role. (shrink)

Why do organizations conduct job interviews? The traditional view of interviewing holds that interviews are conducted, despite their steep costs, to predict a candidate’s future performance and fit. This view faces a twofold threat: the behavioral and algorithmic threats. Specifically, an overwhelming body of behavioral research suggests that we are bad at predicting performance and fit; furthermore, algorithms are already better than us at making these predictions in various domains. If the traditional view captures the whole story, then interviews seem (...) to be a costly, archaic human resources procedure sustained by managerial overconfidence. However, building on T. M. Scanlon’s work, we offer the value of choice theory of interviewing and argue that interviews can be vindicated once we recognize that they generate commonly overlooked kinds of noninstrumental value. On our view, interviews should thus not be entirely replaced by algorithms, however sophisticated algorithms ultimately become at predicting performance and fit. (shrink)

Being poor can influence how one makes ethical decisions in various fields. Nepotism is one such area, emerging as kinship-based favoritism in the job market. People can be poor on at least three levels: one can live in a poor country, be poor compared to others around them, or feel poor in their given situation. We assumed that these levels can simultaneously influence nepotistic hiring decisions among Hungarian and US participants. Prior cross-cultural, non-experimental studies demonstrated that nepotism is more (...) prevalent in poorer countries such as Hungary than in richer countries such as the United States. However, contrary to our expectations, in our non-representative, preliminary study, US participants showed stronger nepotistic behavioral tendencies than Hungarians. Furthermore, people with lower socioeconomic status had less nepotistic intentions than richer people. When participants were asked to imagine themselves as a poor person, they tended to be more nepotistic than had they imagined themselves to be rich. Finally, nepotistic hiring intentions were in general stronger than non-nepotistic hiring intentions. These seemingly paradoxical results were interpreted in the light of the COVID-19 job market context and were explained by the mechanisms described by research on wealth and immoral behaviors, as well as the presence of risk aversion. (shrink)

Women from post-socialist countries started migrating to Turkey in the second half of the 1990s to work in the domestic work sector. Migrant domestics have formed their niche as live-in caregivers, due to the disinclination of the existing local labour power to work in the care sector. Yet, the employer mothers, besides asking their live-in workers to tend their children, often demand that they also do the daily chores in the home, purposely leaving the heavy cleaning to their Turkish domestics. (...) This way, live-in migrant domestics are promoted from the status of foreign employees to fictitious family members, to eventually embody `the ideal housewife'. (shrink)

When hiring for an open position, the branch manager of Intermountain Trust Bancorp was challenged with an ethical dilemma he was not anticipating. An internal applicant challenged the hiring manager's ethical values by insisting that their friendship and other external employment factors be taken into consideration in the hiring decision. This is a classic case of a candidate using undue influence1 to manipulate a colleague and gain employment. In what started as a routine decision, the manager was (...) faced with an unforeseen ethical quagmire. This case describes a real situation that had local impact on the stakeholders of a regional bank, and provides a true example of the types of difficult situations that can affect candidate selection in hiring decisions. (shrink)