Final answer:
Employers generally should not have access to their employees' genetic profiles, considering privacy concerns, the potential for discrimination, and the context of environmental influences on health. The Genetic Information Nondiscrimination Act of 2008 supports this stance but acknowledges complexity in high-risk occupations.
Step-by-step explanation:
Employers and Genetic Information
Should employers have the right to learn the genetic profiles of the people they hire? This question touches on ethical, legal, and social issues. Considering the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits discriminatory practices based on genetic information in health insurance and employment, the answer tends mostly towards no. However, the debate remains complex, especially for employees in sensitive jobs such as airline pilots, doctors, or bus drivers. Here are three reasons to support the idea that employers should not have access to genetic profiles:
- Privacy concerns: Individuals have a right to keep their genetic information private to avoid personal data misuse and protect against discrimination based on their genetic predisposition.
- The potential for discrimination: Without strict protections, employers might use genetic information to discriminate against current or prospective employees, which could lead to unfair labor practices and a biased work environment.
- Environmental influences: Because genes are not the sole contributors to disease development, and environmental factors also play a significant role, genetic information might not provide a reliable prediction of an individual's future health or behavior.
Special considerations may arise in jobs where there is a high risk to others. However, whether these considerations override the ethical concerns of privacy and nondiscrimination remains a legally and socially complex issue.