” The Workologist”

Morning Ethics Warm-Up. 11/27/18: Unethical Perry Mason, Icky Science, Race Card-Playing Democrats, Intrusive Bosses And Slanted History

/ Jack Marshall / 37 Comments

Good morning…

1. They are showing “Perry Mason” reruns again on cable TV. That was the show that made my generation want to be lawyers, under the delusion that a defense attorney could regularly prove a criminal defendant innocent. (Pssst! They are almost all guilty.) The show holds up, but boy, Perry was sleazy. In an episode I watched while I was sick, he had his investigator tell the hapless prosecutor, Hamilton Burger (Ham Burger to his friends) that he had found an incriminating piece of evidence that proved someone other than Perry’s client had committed murder. Ham relied on the information and got the killer to confess once he was faced with the production of the “smoking gun.” But Perry’s investigator hadn’t really found anything.

Having one’s agent lie to the state prosecutor is a serious ethics breach. Perry also caused the DA to tell a falsehood to get the confession, though Burger wasn’t lying, since he believed Perry’s contrivance. Prosecutors are no more allowed to lie than other lawyers, but when they do lie “in the public interest,” they seldom get more than a slap on the wrist from courts and bar ethics committees, if that. Burger didn’t seem very upset that Perry conned him, because the real killer was caught. The ends justifies the means, or did in “Perry Mason.”

2. Ick or ethics? A Chinese scientist claims that he had successfully employed embryonic gene editing to help protect twin baby girls from infection with HIV. We are told that bioethicists in China and elsewhere are reacting with “horror.” Writes the Times,

“Ever since scientists created the powerful gene editing technique Crispr, they have braced apprehensively for the day when it would be used to create a genetically altered human being. Many nations banned such work, fearing it could be misused to alter everything from eye color to I.Q….If human embryos can be routinely edited, many scientists, ethicists and policymakers fear a slippery slope to a future in which babies are genetically engineered for traits — like athletic or intellectual prowess — that have nothing to do with preventing devastating medical conditions.”

As with cloning, my view on this controversy is that a new technology does not become unethical because of how it might be used. That unethical use will be unethical, and that is what needs to be addressed when and if the problem arises. (Airplanes could be used to drop atom bombs!) The fear of “designer babies” also seems to be an example of “ick”—it’s strange and creepy!—being mistaken for unethical. Making stronger, smarter, more talented and healthier human beings is not in itself unethical, even if it is the stuff of science fiction horror novels and Josef Mengele’s dreams. Continue reading →

Now THIS Is Ethics Zugzwang! The Unfixable Catch-22 Of Sexual Harassment Law

/ Jack Marshall / 20 Comments

A recent question to the New York Times workplace column “The Workologist” perfectly illustrates a permanent flaw in sexual harassment law. Believe it or not, I have no recommendation regarding how to fix it. I don’t think it can be fixed.

Here was the question:

I work at a blue-collar job, and I am one of four women in a crew of 40. The guys never touch or harass me, or any of the women, as far as I know.They do, however, constantly hug and grab and bump each other in a friendly way. It’s not unusual for one of the guys to go through a whole short meeting (a stand-up “huddle”) with an arm around another guy’s shoulder. No one ever touches me, and it’s not that I want them to. That would be weird. But I almost feel left out. Should I let this “bro contact” bother me?

I love it. Perfect. This is what using the law to dictate ethics can result in, and does result in frequently: hypocrisy, confusion, and a double-bind.

Let’s begin with the last sentence: “Should I let this “bro contact” bother me?” The whole point of “hostile work environment” sexual harassment law is to make sure no woman has to ask this question. A boss who responds to a female employee’s complaint of a hostile work environment-creating unwanted sexual attention in the office with “Don’t let it bother you!” has breached his or her duty under the law.

So what’s going on here? The men in the company have adopted the current fad (Yechhh.) of hugging each other to express a range of things—support, congratulation, sympathy, platonic affection—and quite properly do not hug the few women in their midst, lest one of the females, reasonably or not (or perhaps intentionally, to grab some power or cash) be made “uncomfortable,” take the physical contact as unwanted and sexual in intent, complain, and perhaps sue. By not hugging them, however, the men isolate the women, exclude them from the social fabric of the “team,” and, in essence, discriminate against them by signalling that they are “the other,” thus creating a hostile work environment.

Even if some of the women announced their consent to be treated as “one of the guys,” it would not solve the dilemma. One of those bro-hugs could still turn into a copped feel, or be perceived as crossing lines by the female huggee. Then there is the looming  third party harassment problem: a woman who has not consented to being hugged might see her female colleagues being man-handled (but completely innocently, of course) and assume that consenting to unwanted physical contact was a condition of employment, or that they would be adversely affected if they did not agree to participate enthusiastically in the hug-fest. Not treating the women in the company like the men is discrimination; treating them the same is an open invitation to a sexual harassment lawsuit. Continue reading →

Your Boss Asks If You Have Prayed About A Work-Related Matter…What Is The Ethical Response?

/ Jack Marshall / 22 Comments

This question was asked of the New York Times’ “Workologist” (It’s stuff like this that keeps me subscribed despite the paper’s disgraceful partisan bias and unocnscionable manipulation of the news):

I recently had a manager ask me if I have “prayed about” a particular situation at the office… this statement crossed a personal line with me. I am very private about my religious life. Do you have any recommendations on how I could handle this?

The question immediately reminded me of “Breach,” the film about the capture of spy Robert Hannsen (Chris Cooper), who was always urging his clerk (actually the undercover FBO agent recruited to unmask him) to pray. The “Workologist” (Rob Walker) begins by pointing out the obvious: a boss can’t demand that you pray, or fire you for refusing to. Then he adds,

Your manager can’t discriminate against you on the basis of religion, but your company can’t discriminate against him, either — by, say, forbidding him to ever mention prayer. In general, companies are supposed to make an effort to accommodate the religious practices of employees, although this can be weighed against the potential burden on the employer…Faith-related workplace conflicts and litigation have become more common in recent years. So it might be better to think about this incident in the broader context of personal expression and identity…

your best move is to make your own boundaries clear — yet also try to avoid an outright conflict. The fact that you already consider him your “worst manager” might make that difficult. But simply declaring his question inappropriate or offensive won’t help.

Instead, try something like “Well, I’ve thought about it,” and either leave it there or, if that doesn’t seem to connect, add something like “But I’m not comfortable talking about what I do or don’t pray about.” This should be delivered in a friendly-to-neutral tone. You’re not making any judgments — and neither should he.

I find that approach cowardly and dishonest. Continue reading →