This paper explores the position that moral enhancement interventions could be medically indicated in cases where they provide a remedy for a lack of empathy, when such a deficit is considered pathological. In order to argue this claim, the question as to whether a deficit of empathy could be considered to be pathological is examined, taking into account the difficulty of defining illness and disorder generally, and especially in the case of mental health. Following this, Psychopathy and a fictionalised mental (...) disorder are explored with a view to consider moral enhancement techniques as possible treatments for both conditions. At this juncture, having asserted and defended the position that moral enhancement interventions could, under certain circumstances, be considered medically indicated, this paper then goes on to briefly explore some of the consequences of this assertion. First, it is acknowledged that this broadening of diagnostic criteria in light of new interventions could fall foul of claims of medicalisation. It is then briefly noted that considering moral enhancement technologies to be akin to therapies in certain circumstances could lead to ethical and legal consequences and questions, such as those regarding regulation, access, and even consent. (shrink)

Concerns that people would be disinclined to voluntarily undergo moral enhancement have led to suggestions that an incentivised programme should be introduced to encourage participation. This paper argues that, while such measures do not necessarily result in coercion or undue inducement (issues with which one may typically associate the use of incentives in general), the use of incentives for this purpose may present a taboo tradeoff. This is due to empirical research suggesting that those characteristics likely to be affected by (...) moral enhancement are often perceived as fundamental to the self; therefore, any attempt to put a price on such traits would likely be deemed morally unacceptable by those who hold this view. A better approach to address the possible lack of participation may be to instead invest in alternative marketing strategies and remove incentives altogether. (shrink)

It seems, at first glance, that a Kantian ethics approach to moral enhancement would tend towards the position that there could be no place for emotional modulation in any understanding of the endeavour, owing to the typically understood view that Kantian ethics does not allow any role for emotion in morality as a whole. It seems then that any account of moral bioenhancement which places emotion at its centre would therefore be rejected. This article argues, however, that this assumption is (...) incorrect. Given later writings by Kant on the role of sympathy, and taking into account other concerns in Kantian ethics, it may in fact be the case that Kantian ethics would allow for an account of moral bioenhancement through emotional modulation, and that in some cases such an intervention might even be considered to be a duty. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management (Plitch, Dow Jones Newswire February 9, 2005), this study has examined current trends on women’s uptake of graduate and executive education programs in the world’s top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, (...) into the emerging best practice on this important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study’s main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management, this study has examined current trends on women's uptake of graduate and executive education programs in the world's top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, into the emerging best practice on this (...) important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study's main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

s for the Second Workshop on Implementing Machine Ethics.

Synthetic biology has generated extensive discussion about a wide range of risks and potential benefits, the intrinsic value of the technology, and the soci­etal distribution of its risks and benefits. However, be­fore these questions can be resolved, it is important to first ask a critical question: Is synthetic biology different enough from the technologies that came before it that it raises new questions or concerns? By putting synthetic biology into context, we gain a better understanding of the issues, both old (...) and new, that it raises. We can then consider practical governance questions, including ways to improve current practices. (shrink)

In 1781, British Envoy Sir William Hamilton wrote to Joseph Banks of an astonishing discovery in rural Abruzzo. The inhabitants of Isernia offered wax phalluses as votives to Catholic shrines during the annual Fête of St. Cosmo and Damiano. The waxen vows were evidence that the cult of Priapus persisted in the modern world, and their appearance produced thauma or wonder in antiquarian circles. Moving from Hamilton’s letter to Richard Payne Knight’s A Discourse on the Worship of Priapus (1786), this (...) essay draws from recent scholarship on the phenomenology of thauma to recast this well-known episode of the ex-voti as an eighteenth-century attempt to reconcile archaic Greek and modern modes of perception. Using archaic texts to ascribe new meaning to phallic emblems, Knight created an interpretative framework through which moderns might draw closer to the ancient world. (shrink)

In 1781, British Envoy Sir William Hamilton wrote to Joseph Banks of an astonishing discovery in rural Abruzzo. The inhabitants of Isernia offered wax phalluses as votives to Catholic shrines during the annual Fête of St. Cosmo and Damiano. The waxen vows were evidence that the cult of Priapus persisted in the modern world, and their appearance produced thauma or wonder in antiquarian circles. Moving from Hamilton’s letter to Richard Payne Knight’s A Discourse on the Worship of Priapus (1786), this (...) essay draws from recent scholarship on the phenomenology of thauma to recast this well-known episode of the ex-voti as an eighteenth-century attempt to reconcile archaic Greek and modern modes of perception. Using archaic texts to ascribe new meaning to phallic emblems, Knight created an interpretative framework through which moderns might draw closer to the ancient world. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management, this study has examined current trends on women’s uptake of graduate and executive education programs in the world’s top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, into the emerging best practice on this (...) important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study’s main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)