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Personality Discrimination and the Wrongness of Hiring Based on Extraversion.

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Title: Personality Discrimination and the Wrongness of Hiring Based on Extraversion.
Authors: Räsänen, Joona1 (AUTHOR) joona.rasanen@utu.fi, Lippert-Rasmussen, Kasper2 (AUTHOR)
Source: Journal of Business Ethics. Dec2024, Vol. 195 Issue 3, p681-694. 14p.
Subject Terms: *Employment discrimination, *Extraversion, *Employee selection, *Job performance, Personality, Fairness, Relevance
Abstract: Employers sometimes use personality tests in hiring or specifically look for candidates with certain personality traits such as being social, outgoing, active, and extraverted. Therefore, they hire based on personality, specifically extraversion in part at least. The question arises whether this practice is morally permissible. We argue that, in a range of cases, it is not. The common belief is that, generally, it is not permissible to hire based on sex or race, and the wrongness of such hiring practices is based on two widely accepted principles: the Relevance Principle and the Fairness Principle. The Relevance Principle states that hiring should be based on what is relevant to job performance, while the Fairness Principle states that hiring should be based on features that individuals can control. Since hiring based on sex or race violates these principles, it is wrong. However, we argue that, in a range of cases, hiring based on extraversion also violates these principles, and assuming the validity of the Relevance and the Fairness Principles, it follows that personality discrimination is morally wrong in those cases. [ABSTRACT FROM AUTHOR]
Copyright of Journal of Business Ethics is the property of Springer Nature and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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  Data: Personality Discrimination and the Wrongness of Hiring Based on Extraversion.
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  Data: <searchLink fieldCode="AR" term="%22Räsänen%2C+Joona%22">Räsänen, Joona</searchLink><relatesTo>1</relatesTo> (AUTHOR)<i> joona.rasanen@utu.fi</i><br /><searchLink fieldCode="AR" term="%22Lippert-Rasmussen%2C+Kasper%22">Lippert-Rasmussen, Kasper</searchLink><relatesTo>2</relatesTo> (AUTHOR)
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  Data: <searchLink fieldCode="JN" term="%22Journal+of+Business+Ethics%22">Journal of Business Ethics</searchLink>. Dec2024, Vol. 195 Issue 3, p681-694. 14p.
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  Data: *<searchLink fieldCode="DE" term="%22Employment+discrimination%22">Employment discrimination</searchLink><br />*<searchLink fieldCode="DE" term="%22Extraversion%22">Extraversion</searchLink><br />*<searchLink fieldCode="DE" term="%22Employee+selection%22">Employee selection</searchLink><br />*<searchLink fieldCode="DE" term="%22Job+performance%22">Job performance</searchLink><br /><searchLink fieldCode="DE" term="%22Personality%22">Personality</searchLink><br /><searchLink fieldCode="DE" term="%22Fairness%22">Fairness</searchLink><br /><searchLink fieldCode="DE" term="%22Relevance%22">Relevance</searchLink>
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  Data: Employers sometimes use personality tests in hiring or specifically look for candidates with certain personality traits such as being social, outgoing, active, and extraverted. Therefore, they hire based on personality, specifically extraversion in part at least. The question arises whether this practice is morally permissible. We argue that, in a range of cases, it is not. The common belief is that, generally, it is not permissible to hire based on sex or race, and the wrongness of such hiring practices is based on two widely accepted principles: the Relevance Principle and the Fairness Principle. The Relevance Principle states that hiring should be based on what is relevant to job performance, while the Fairness Principle states that hiring should be based on features that individuals can control. Since hiring based on sex or race violates these principles, it is wrong. However, we argue that, in a range of cases, hiring based on extraversion also violates these principles, and assuming the validity of the Relevance and the Fairness Principles, it follows that personality discrimination is morally wrong in those cases. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Journal of Business Ethics is the property of Springer Nature and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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        Value: 10.1007/s10551-024-05643-w
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        Text: English
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        PageCount: 14
        StartPage: 681
    Subjects:
      – SubjectFull: Employment discrimination
        Type: general
      – SubjectFull: Extraversion
        Type: general
      – SubjectFull: Employee selection
        Type: general
      – SubjectFull: Job performance
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      – SubjectFull: Personality
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      – SubjectFull: Fairness
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      – SubjectFull: Relevance
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              M: 12
              Text: Dec2024
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              Y: 2024
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