Aesthetic Injustice

Hofmann, Bjørn

doi:10.1007/s10551-023-05401-4

Cited by 3 publications

(1 citation statement)

References 104 publications

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“…(1) X treats Y differently from Z (or from how X would treat Z, were 10 Recall our brief discussion of the extrovert ideal above. 11 The same is true of being beautiful or ugly or average looking (see Hofmann, 2023). personality discrimination, such as discrimination based on introversion/extraversion.…”

Section: Personality Discriminationmentioning

confidence: 99%

Personality Discrimination and the Wrongness of Hiring Based on Extraversion

Räsänen,

Lippert-Rasmussen

2024

J Bus Ethics

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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.

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Section: Personality Discriminationmentioning

confidence: 99%

Personality Discrimination and the Wrongness of Hiring Based on Extraversion

Räsänen,

Lippert-Rasmussen

2024

J Bus Ethics

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Aesthetic Normies and Aesthetic Communities

Lau

2024

The Journal of Aesthetics and Art Criticism

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Although there has been significant work on aesthetic snobbery and its ethical implications, much less work has been done on the aesthetic normie (normie for short). The normie is someone who primarily engages with popular aesthetic items. I argue that the normie is motivated by a drive towards sociality to connect with others and to rely on them given limited resources and time. I argue that the normie who is motivated by this drive will limit their aesthetic range and depth. This makes it harder for them to access new aesthetic experiences, distorts their ability to accurately appraise others, and makes it harder for them to connect with others. Nonetheless, I argue that we can achieve the goods of sociality by being aesthetically open. Expanding our willingness to engage with new aesthetic items and to develop and share more informed aesthetic judgments allows us to access more aesthetic values, appraise each other more accurately, and form valuable aesthetic communities.

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Lookism, a Leak in the Career Pipeline? Career Perspective Consequences of Lookism Climate and Workplace Incivility

Chenevert,

Balducci,

Vignoli

2024

Behavioral Sciences

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Despite strides toward gender equality in the workforce, women continue to face significant challenges, including the “glass ceiling” and the “leaky pipeline”, partially stemming from low occupational self-confidence. This study examined whether a climate of lookism leads to workplace mistreatment, undermining employees’ perceptions of job competence and career potential, with a focus on gender differences. Using a cross-sectional design, data from 699 Italian workers (42.8% male, 56.3% female) were analyzed through multi-group structural equation modeling. The model explored relationships between lookism climate, workplace incivility, imposter syndrome, and perceived employability. The results revealed a full serial mediation for women; lookism climate was positively related to workplace incivility, which in turn was related to imposter syndrome, negatively impacting perceived employability. For men, no serial mediation was found; lookism climate was directly related to both incivility and imposter syndrome, with no significant relationship between the two. Like women, men experienced a negative relationship between imposter syndrome and perceived employability, yet this relationship was stronger for men. This study highlights that identifying and addressing workplace climates that foster subtle mistreatment can prevent larger issues like the leaky pipeline, suggesting targeted organizational-level intervention and prevention strategies can enhance job competence perceptions and career potential for both genders.

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Aesthetic Injustice

Cited by 3 publications

References 104 publications

Personality Discrimination and the Wrongness of Hiring Based on Extraversion

Personality Discrimination and the Wrongness of Hiring Based on Extraversion

Aesthetic Normies and Aesthetic Communities

Lookism, a Leak in the Career Pipeline? Career Perspective Consequences of Lookism Climate and Workplace Incivility

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