Reference no: EM133613359

Question: Which of these policies would be the most likely to be implemented in the United States and why?

The United States has the option to adopt or a reform similar to the plan put out by the United Kingdom, depending upon the prevailing conditions. Organizations with a workforce over 250 employees are required to provide a gender-based pay disparity report. The organization would have the immediate capability to evaluate the reports and rectify any errors. Furthermore, it has been shown that this practice also serves to mitigate the disparity in wages across genders (Byars & Stanberry, 2018).

How would each of the normative theories of ethical behavior (utilitarianism, deontology, virtue, and justice ethics) view this issue and these proposed solutions?

Utilitarian argue that this particular approach confers benefits to all employees, since it fosters fair compensation and equal treatment for the vast majority of persons confronted with this concern. A deontological perspective, on the other hand, would necessitate that enterprises adhere to gender-balanced practices. In virtue ethics, it is posited that both men and women should be accorded equal treatment. Ultimately, this strategy offers a notable benefit from the perspective of justice ethics.

recently became CEO of a company with 400 employees where men made 25% more than women on average across all employees. What actions need to be taken to reduce this gap to under 10% within two years? Would it be realistic to reduce the gap to 0? Why or why not?

In order to mitigate the compensation disparity, it is essential to establish a standardized payment form for all newly hired personnel. In addition, it is argued that remuneration should be based on the workload or assigned tasks, rather than an individual's gender. Nevertheless, achieving a 0% decrease in the gap is a reasonable objective, provided that the corporation or organization implements equitable and beneficial strategies that benefit all involved parties.