employment practices are also found. Rawls explains three application principle levels of equality. The levels are from most basic to complex, with the third level considering the role of morality (Rawls, 1971). But Rawls (1971) doesn’t define moral individuals as those who commit right and wrong, but rather those who have the potential to develop a “moral personality” and that it is these individuals who deserve the “equality of justice” (p. 506).
Rawls clearly states “there is no race or recognized group of human beings that lacks this attribute” (Rawls. 1971, p. 506). He later continues that “It is sometimes thought that basic rights and liberties should vary with capacity, but justice as fairness denies this: provided the minimum for moral
personality is satisfied, a person is owed all the guarantees
justice” (p. 507).
Thus, when applying Rawls’ theory to
practice, belong to
one can make a recognized
the assumption group of human
that gays and lesbians beings. Because no
identified group lacks the attributes required to moral personality, gays and lesbians are entitled equality rights afforded to heterosexuals.
develop a to the same
Applying the justice principles of Rawls’ theoretical perspective even further, one could presume that workplaces could only be considered “just” when the same rights guaranteed to heterosexual employees are also guaranteed to homosexual employees. A nondiscrimination policy inclusive of gays and lesbians may help to level the opportunity of injustice by ensuring that sexual orientation cannot be a deciding factor in