Utilitarian Perspective of Genetic Testing Essays

Utilitarian Perspective of Genetic Testing Essays Utilitarian Perspective of Genetic Testing Paper Utilitarian Perspective of Genetic Testing Paper How do you feel about genetic testing? Genetic testing is a very controversial issue, especially in the workplace. Genetic testing could determine if personnel might possibly develop illnesses and side effects due to exposure of chemicals in the workplace. Yet, the use of genetic testing also brings fear of the outcome of the testing. All articles that I have researched support the utilitarian perspective, which verifies that genetic testing is not a valid measure to determine hereditary diseases and should not be used for employment purposes. However, the deontological perspective would be that genetic testing is moral when it is used properly, controlled and regulated by the appropriate agencies. UTILITARIAN PERSPECTIVE Genetic testing most definitely has its benefits. Knowledge about a genetic tendency toward a disease can help a person take steps to prevent it altogether or lessen its severity when the disease does strike. Yet, people who might benefit from knowing the about the possibility of inheriting a risk for certain diseases may shy away from genetic testing, or other family history information, due to their fear that employers will use that knowledge to deny job opportunities or health insurance. The actual testing will identify those that are susceptible to contracting a disease, but is not to be used as a means of diagnostic measures. However, there is a large amount of concern about the potential misuse of genetic information being available to employers. Testing would identify employees or potential employees who are unusually susceptible to workplace risks, or whose genetic makeup could be adversely affected by exposure to workplace toxins. While these results would not only be in the best interest of the employer, but also the employee, there are definite negative aspects to testing. Testing may identify employees or potential employees who may become prematurely unable to work, or who are likely to incur substantial health care bills. In 1995, the Equal Employment Opportunity Commission (EEOC) issued a compliance manual for the Americans with Disabilities Act (ADA) interpreting the ADA as covering genetic information relating to illness, disease or other disorders. The speculation of actually contracting a disease, over the actual predisposition which would make it more likely to contract a disease, do not warrant genetic testing. Genetic testing should not be conducted as it could have an impact on the decision to hire an employee, regardless of their abilities and qualifications. DEONTOLOGICAL PERSPECTIVE Genetic testing for the benefit of the individual by limiting exposure to chemicals or other hazardous working conditions by companies is not only a moral but also a humanitarian act. This testing has the potential to save employees lives if conducted in a legal and moral way. A second type of testing is genetic monitoring. Genetic monitoring would determine whether an individual’s genetic material has changed over time, due to workplace exposure to hazardous substances. If there were evidence of genetic changes in a population of workers, this information could be used to target work areas for increased safety and health precautions and to indicate a need to lower exposure levels to those exposed to a previously unknown hazard. The ultimate goal of genetic monitoring would be to prevent, or possibly, reduce the risk of disease caused by genetic damage. Legal documents outlining specific testing requirements should be given to individuals that would be required to be tested. The greatest fear of genetic testing and monitoring is that the results will be used in a negative manner towards the individual. Genetic testing is morally beneficial when agencies utilize testing and monitoring in accordance with federal and state guidelines and have ethical business policies that continue to keep the employee informed of the reasons for testing. CONCLUSION I believe that employers and insurance companies should not conduct genetic testing and monitoring due to the possible misuse of the results. Genetic testing, like all testing, is speculative at best. Results are inconclusive and should not be used to anticipate actual diseases. It is stressed throughout every article that I researched that even though the genetic makeup is present for a disease, does not mean that the disease is present or ever will be present. Testing is moral when used in accordance with regulatory standards of legal testing policies and procedures and when handled responsibly and most importantly, confidentially. People desire to know the results of testing, yet fear them at the same time. The most common reason is the potential misuse and violation of privacy. Bibliography : RESOURCES Employer Use of Genetic Information – Workplace Visions, January/February 1999 Government-Citizen Group Suggests Policies to Limit Genetic Discrimination in the Workplace – The National Human Genome Research Institute Genetic Information and the Workplace – The National Human Genome Research Institute, Department of Labor, Department of Health Human Services, Equal Employment Opportunity Commission, Department of Justice, January 20, 1998 Genetic Screening in the Workplace, American College of Occupational and Environmental Medicine Risk of Job Bias Seen in Genetic Testing –Paul Recer, Associated Press, March, 21, 1997