Chapter 8 -

Recognizing and Respecting the Rights of All

BUSINESS ETHICS
BY
S T E P H E N M . B YA R S A N D K U RT S TA N B E R RY
I N S T R U C T O R : M S . S A B A FA R O O Q
C O U R S E : B M T 3 7 1 B U S I N E S S E T H I C S A N D C O R P O R AT E G O V E R N A N C E
 Learning Outcomes
After studying this chapter, you should be able to:
1. Explain the benefits of employee diversity in the workplace.
2. Discuss the challenges presented by workplace diversity.
3. Identify workplace accommodations often provided for persons with differing abilities.
4. Describe workplace accommodations made for religious reasons.

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Introduction
Effective business managers in the twenty-first century need to be aware of a broad array of
ethical choices they can make that affect their employees, their customers, and society as a
whole. What these decisions have in common is the need for managers to recognize and respect
the rights of all.
Actively supporting human diversity at work, for instance, benefits the business organization as
well as society on a broader level. Thus, ethical managers recognize and accommodate the
special needs of some employees, show respect for workers’ different faiths, appreciate and
accept their differing sexual orientations and identification, and ensure pay equity for all. Ethical
managers are also tuned in to public sentiment, such as calls by stakeholders to respect the
rights of animals, and they monitor trends in these social attitudes, especially on social media.

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 Diversity and Inclusion in the
Workforce
Diversity is not simply a box to be checked; rather, it is an approach to business that unites ethical management
and high performance. Business leaders in the global economy recognize the benefits of a diverse workforce and
see it as an organizational strength, not as a mere slogan or a form of regulatory compliance with the law. They
recognize that diversity can enhance performance and drive innovation; conversely, adhering to the traditional
business practices of the past can cost them talented employees and loyal customers. A study by global
management consulting firm McKinsey & Company indicates that businesses with gender and ethnic diversity
outperform others.
Workplace Diversity: The twenty-first century workplace features much greater diversity than was common even a
couple of generations ago. Individuals who might once have faced employment challenges because of religious
beliefs, ability differences, or sexual orientation now regularly join their peers in interview pools and on the job.
Each may bring a new outlook and different information to the table; employees can no longer take for granted
that their coworkers think the same way they do. This pushes them to question their own assumptions, expand
their understanding, and appreciate alternate viewpoints. The result is more creative ideas, approaches, and
solutions. Thus, diversity may also enhance corporate decision-making. Attracting workers who are not all alike is
an important first step in the process of achieving greater diversity. However, managers cannot stop there. Their
goals must also encompass inclusion, or the engagement of all employees in the corporate culture. Diversity is
about the ingredients, the mix of people and perspectives. Inclusion is about the container—the place that allows
employees to feel they belong, to feel both accepted and different.”

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 Diversity and Inclusion in the
Workforce (Contd.)
Adding Value through Diversity: Diversity need not be a financial drag on a company, measured as
a cost of compliance with no return on the investment. A recent McKinsey & Company study
concluded that companies that adopt diversity policies do well financially, realizing what is
sometimes called a diversity dividend.
The Challenges of a Diverse Workforce: Diversity is not always an instant success; it can sometimes
introduce workplace tensions and lead to significant challenges for a business to address. Some
employees simply are slow to come around to a greater appreciation of the value of diversity
because they may never have considered this perspective before. Others may be prejudiced and
consequently attempt to undermine the success of diversity initiatives in general.

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 Accommodating Different Abilities
and Faiths
The traditional definition of diversity is broad, encompassing not only race, ethnicity, and gender but also
religious beliefs, national origin, and cognitive and physical abilities as well as sexual preference or orientation.
This section examines two of these categories, religion and ability, looking at how an ethical manager handles
them as part of an overall diversity policy. In both cases, the concept of reasonable accommodation means an
employer must try to allow for differences among the workforce.
Protections for People with Disabilities: A person has a disability if he or she has a physical or mental
impairment that reduces participation in “a major life activity,” such as work. An employer may not discriminate
in offering employment to an individual who is diagnosed as having such a disability. Furthermore, if
employment is offered, the employer is obliged to make reasonable accommodations to enable him or her to
carry out normal job tasks. Making reasonable accommodations may include altering the physical workplace so
it is readily accessible, restructuring a job, providing or modifying equipment or devices, or offering part-time or
modified work schedules. Other accommodations could include providing readers, interpreters, or other
necessary forms of assistance such as an assistive animal. Access and accommodation for employees with
physical or mental disabilities are good for business because they expand the potential pool of good workers. It is
also ethical to have compassion for those who want to work and be contributing members of society. This
principle holds for customers as well as employees.

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Microsoft's Autism Hiring Program
Microsoft launched its Autism Hiring Program in 2015, aimed at recruiting individuals with autism spectrum
disorder (ASD) for full-time positions at the company. The initiative was part of Microsoft's broader commitment
to diversity and inclusion in its workforce.
Microsoft collaborated with various autism organizations and experts to design a hiring process that would be
more inclusive for individuals with ASD. They introduced a multi-step approach that included recruitment,
screening, interviews, and onboarding processes tailored to the needs and strengths of candidates with autism.
John Smith (name changed for privacy), a young man with autism, applied for a software engineering position
through Microsoft's Autism Hiring Program. Despite struggling with traditional interview formats, John excelled in
coding tests and problem-solving challenges, showcasing his technical skills and passion for programming.
Microsoft recognized John's potential and offered him a position within their engineering team.
Beyond the individual level, Microsoft's initiative has had a broader impact on the corporate sector by raising
awareness about the value of hiring individuals with disabilities. Other companies have taken note of Microsoft's
success and have begun implementing similar programs to foster greater inclusion in their own organizations.

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IBM Ability" program
Here's an overview of some of the initiatives and strategies that IBM has implemented:
Accessible Workplace
Recruitment and Hiring
Employee Resource Groups (ERGs)
Training and Development

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 Accommodating Different Abilities
and Faiths (Contd.)
Protections for People with Disabilities (Contd.): A key part of complying with the law is
understanding and applying the concept of reasonableness: “An employer is required to provide a
reasonable accommodation to a qualified applicant or employee with a disability unless the employer
can show that the accommodation would be an undue hardship—that is, that it would require
significant difficulty or expense.”
Managing Religious Diversity in the Workplace: Regarding the religious beliefs of employees and job
applicants, there are four tenets that all employers should follow: nondiscrimination, non-
harassment, non-retaliation, and reasonable accommodation. Regulations require that an employee
notify the employer of a bona fide religious belief for which he or she wants protection, but the
employee need not expressly request a specific accommodation. The employer must consider all
possible accommodations that do not require violating the individual’s beliefs and/or practices, such
as allowing time off. However, the accommodation need not pose undue hardship on the firm, in
terms of either scheduling or financial sacrifice. The employer must present proof of hardship if it
decides it cannot offer an accommodation.

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 Accommodating Different Abilities
and Faiths (Contd.)
Managing Religious Diversity in the Workplace (Contd.):

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Delta Corporation is a prominent player in the information technology sector in Pakistan,
known for its innovative solutions and commitment to corporate social responsibility. In recent
years, the company has made concerted efforts to enhance diversity and inclusion within its
workforce. Recognizing the untapped potential of people with disabilities, Delta Corporation
launched an initiative aimed at creating a more inclusive workplace environment. Ali, a
talented software engineer, has been visually impaired since birth. Despite his qualifications
and skills, Ali faced significant barriers when seeking employment due to misconceptions and
lack of accessibility in the workplace. However, Delta Corporation recognized Ali's potential
and offered him a position within their software development team. Through the company's
accommodations and support, Ali was able to excel in his role, contributing to innovative
projects and serving as a role model for other employees.
What motivated Delta Corporation to launch this initiative?
How did Delta Corporation measure the success of its inclusion initiative?
What lessons can other companies learn from Delta Corporation's experience?
What are the broader societal implications of initiatives like this

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3) Corporation measured success through various metrics, including recruitment and retention
rates of employees with disabilities, employee satisfaction surveys, performance evaluations,
and feedback from customers and stakeholders.
4) Other companies can learn the importance of proactive leadership commitment,
comprehensive policies, investment in accessibility measures, targeted recruitment efforts, and
ongoing support for employees with disabilities. Additionally, fostering a culture of inclusion and
respect for diversity is crucial for the success of such initiatives.
Initiatives like this not only benefit individual employees and companies but also contribute to
broader societal goals of promoting equality, reducing stigma, and creating opportunities for all
members of society to participate fully in economic and social life.

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 Income Inequalities
The gap in earnings between a country’s affluent upper class and the rest of the country continues to
grow every year. The imbalance in the distribution of income among the participants of an economy,
or income inequality, is an enormous challenge for the businesses and for society.
The middle class, often called the engine of growth and prosperity, is shrinking, and new ethical,
cultural, and economic problems are following from that change. Some identify income inequality as
an ethical problem, some as an economic problem. Perhaps it is both.

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THANK YOU!

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