Overview
please respond to abril with 150. words. no plagiarism, no ai no chat bots
This week, we’re diving into ethical frameworks and technology, and honestly, it’s wild how messy real-world tech decisions get. Take artificial intelligence in hiring. More and more companies are letting AI screen resumes, rank job applicants, even analyze how people talk on Zoom. Sure, these tools promise to speed things up and take out human bias, but when you start looking at them through an ethical lens, some big problems show up. Let’s look at utilitarianism first. On paper, AI hiring tools make sense they chew through thousands of applications, cut costs, and help companies match the right people to the right jobs. If you care about the greatest good for the most people, it seems like a no-brainer. But utilitarianism also forces us to think about who gets hurt. If the AI is built on biased data, it can end up locking out entire groups of people. Suddenly, all that efficiency starts to look a lot less appealing if it means more discrimination and deeper inequality. Switch to deontological ethics and the conversation changes. Here, it’s not just about results it’s about the rules and duties we follow. Employers have a duty to treat people fairly and respect their dignity. If an AI makes decisions in a black box, and nobody knows why they got rejected or what the system saw in them, that’s a problem.
Imagine a world where every hiring choice is made by some mysterious algorithm you can’t question. Kant would probably say that’s not a world we should be okay with. Now, throw in virtue ethics. It asks, “What does using AI in this way say about a company’s character?” A good company cares about fairness, transparency, and responsibility not just about saving money or speeding things up. If a business rolls out a flawed AI system just because it’s cheap or easy, that’s not exactly a shining example of integrity. Scale and bias are huge here. AI works at massive scale, so even a tiny bias in the data can end up affecting thousands, maybe millions, of people way more than a single biased interviewer ever could. And the bias is sneakier, too. It’s not always obvious, which makes it even more dangerous. Then there’s the way AI changes how we see people. Instead of looking at a full person, employers might just see a score or a set of data points. That reduces people to numbers, and it messes with our ability to make real, fair judgments about who they are.
The Harm Principle is pretty clear: don’t do things that hurt others. If these hiring systems are quietly shutting out qualified people, even by accident, then it’s time to step in regulate, redesign, whatever it takes. Just because the harm wasn’t intentional doesn’t mean companies can shrug it off. Responsibility still matters.