Elements of the theory identified and applied to the case

1.Elements of the theory identified and applied to the case ( what kinds of elements ?how can these elements applied in the case?

2.Deeper aspects of the theory considered (this is the deeper part but you analyzed too general. Specifically, What the virtue ethics’s perspectives agree with the positive discrimination in the case? Why? And what the virtue ethics’s perspective disagree about the case/ why?, and how can they appied in the case.

3.Discuss about the Limitations of the theory identified.

4.Discus about the Conclusion as to the confidence in the analysis provided and justified. In other words, to what extent does this case lend itself to analysis by this theory and therefore to what extent can we be confident that the conclusion is valid?

1.Metropolitan Fire Brigade (MFB) has included recruitment of women fire fighters by removing of recruitment selection criteria from its website. This is a positive discrimination brought about to increase gender diversity at workplace (Davey, 2018). The theory that is identified and can be applied across to this case is that of virtual ethics. Virtual ethics is one of the normative ethical approaches. The scope of this theory focuses on virtual along with moral character as against emphasizing on rules or duties, and can be also contrasted with consequences of actions as per consequentialism. Though companies in Australia had been aiming to integrate gender diversity but the same had become prominent through removal of recruitment criteria from the website of the Company. The key goal of the Company was to allow women to be treated equally with men. According to the theory virtual ethicists aims at attending to virtues rather than any other aspects in business (McArthur, 2008, April). The theory is completely focused on practical wisdom that aims at turning all possible objections into virtues.     

Elements identified in this case pertains to virtues which is regarded as being essential in current world scenario. Positive virtues in each and every culture is identified in the current scenario, where males and females are not treated in a separate manner. These positive virtues can be applied in this case by not making any distinction in physical strengths amongst male and female. As the MFB applied the positive aspects to this case by means of removing any special criteria’s for women. In case women had to compete, they had to do so in parallel terms with that of men. Women could prepare themselves but there was no criteria specified that could set them apart.   

2. Deeper aspects of the theory considered (this is the deeper part but you analyzed too general. Specifically, What the virtue ethics’s perspectives agree with the positive discrimination in the case? Why? And what the virtue ethics’s perspective disagree about the case/ why?, and how can they appied in the case. )

Deeper aspects of the theory considered

The red paragraph is the definition of the virtue ethics but you don’t need to give the definition because my teacher want to analyse deeply instead of giving the definitions?)

Plato and Aristotle are the founders of virtue ethics; also the theory has been connected to Mencius and Confucius. The focus of this theory is on virtue that can be defined as a trait of character (LaVan & Martin, 2008). Though it is often considered a disposition that is well entrenched in its possessor, it evolves to become a habit. The theory wants to wholeheartedly accept distinctive mindset through considerations for being reason for acceptance. Possessing a type of virtue which here comprise of removing discrimination from women in firefighting services is a matter of degree. There is a large lists comprising of virtues that integrates what actions should be taken and which should be avoided. Companies in Australia had aimed to integrate anti-discrimination policies to include women roles within their companies. While fire-fighting requires showing several considerations, there were present multiple selection and recruitment criteria’s to be present. The steps taken by the Company by removal of recruitment criteria for women can reduce gender diversity; it can increasingly impact on safety as proposed by several proponents of the industry. Keeping selection criteria to be equal for men as well as women would provide equal opportunities to both the genders and would aim at reducing disparity at work. The modifications made were best suited to pass the bar kept for firefighters and include more women firefighters into the community. MFB initiative can be seen to create a positive impact on the community by allowing applicants to compete on basis of English speaking capability and also encouraging Indigenous Australians to apply. Though many view that reducing any particular standards for women would overall lower standards of working for the entire community, leading to increasing gender diversity more. As less than 4% female work in firefighting services such gender gap will increase further diversity. Therefore, it can be understood that the theory is culturally relative in nature that considers a virtue against another.          

MFD removed all sorts of discrimination from its recruitment criteria on the other hand, Rachel Cowling wanted positive discrimination against women to take place. The scope of virtual ethics does not take into consideration positive discrimination. Therefore, it can be said that MFD has been successfully able to apply virtual ethics, which is agreeable. On the other hand Rachel Cowling’s point of view in regards to positive discrimination cannot be accepted or regarding within virtual ethical theories.

Discuss limitations of the theory

3.The theory of virtual ethics is adopted by various companies however there are certain criticisms of the theory identified. The theory suffers from major limitations that include it being culturally relative in nature (Collins, 2012). Varied people are said to have varied sets of virtues. Societies, cultures and different people might view varied opinion of ethics which constitutes virtues for them. Therefore, this theory scope is limited and cannot be applied uniformly across all societies, cultures and people. While Aristotle proposed certain integral virtues, modern-era philosophers proposed and added to numerous lists to these virtues. Another major limitation of this theory is that virtues were not applicable across both the genders uniformly, meaning virtues that were considered for women were not similarly considered for men. There was no central feature that was identified for men and women uniformly; hence there cannot be a set of universally applicable virtues. However, for broader application of the theory, virtues need to be regarded universally for all sentient beings. Another major limitation of the theory is that, it does not focus on morally permissible principles. Meaning the virtues does not consider immoral or permissible set of actions that includes some qualities excluding rests. There are no well-defined principles that can consider good and bad qualities in separate light. Some theorists oppose universally applicable moral set of principles. 

4.The case examined here pertains specifically to the Fair Work Commission that provides that women discrimination needs to be removed. In conformance to the same MFB has removed any specific recruitment criteria that might reduce chances of women from getting the job. Rachel Cowling, who had hired a personal trainer in order to increase her levels of fitness argues that recruitment criteria is integral for women and might lead to gender diversity. The sole changes have to be focused on positive discrimination towards women as the changes to recruitment pattern could damage firefighter safety and also create impact on the community. The new policies were meant at lowering each attempt to be made by female or male firefighters. The aim was to create equal opportunities and recruiting on basis of knowledge, ability and skills. The Company here aims at including diversity, which is a virtue ethical decision and would create impact on the whole community (Barclay, Markel & Yugo, 2012). Concluding from this case, it can be said that the nature of dilemma raised by Cowling is invalid as including in greater opportunities for women will naturally lead to decreasing gender differences that exist now and allowing more women to apply. Women will feel fewer hindrances in applying for the current job, which will lead to greater gender diversity. The point of view of Cowling can be said to be against virtue ethics point of view and cannot easily be justified.   

References

Barclay, L. A., Markel, K. S., & Yugo, J. E. (2012). Virtue theory and organizations: considering persons with disabilities. Journal of Managerial Psychology, 27(4), 330-346.

Collins, D. (2012). Business ethics: How to design and manage ethical organizations. Hoboken, NJ: Wiley.

Davey, M. (2018). ‘We don’t want positive discrimination,’ say female firefighters. the Guardian. Retrieved 12 March 2018, from https://www.theguardian.com/australia-news/2016/jan/29/we-dont-want-positive-discrimination-say-female-firefighters

LaVan, H., & Martin, W. M. (2008). Bullying in the US workplace: Normative and process-oriented ethical approaches. Journal of Business Ethics, 83(2), 147-165.

McArthur, V. (2008, April). Real ethics in a virtual world. In CHI’08 extended abstracts on Human factors in computing systems (pp. 3315-3320). ACM.