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The Genetic Gigsaw
『遺伝子治療最前線』

Mckie, Robin 1988  Oxford Univ. Press=1992 長野 敬 訳,日経サイエンス社,225p.


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■Mckie, Robin 1988 The Genetic Jigsaw, Oxford Univ. Press ※=1992 長野 敬訳,『遺伝子治療最前線』,日経サイエンス社,225p. ISBN-10: 4532520118 ISBN-13: 978-4532520113  [amazon][kinokuniya] ※<526-528>

■Mckie, Robin 1988 The Genetic Jigsaw, Oxford Univ. Press=1992 tr. by Nagano, Kei (長野 敬),Nikkei Sience (日経サイエンス社),225p. <526-528>

■引用

 The idea of genetic screening was supported by Chemical Week, which ran an editorial stating: 'It makes no economic sense to spend millions of dollars to tighten up a process that is dangerous only for a tiny fraction of employees -- if the susceptible individuals can be identified and isolated from it.' As another scientist, Dr Thomas Murray, of the Hastings Centre, New York, put it: 'Should we refuse to act paternalistically to protect a worker who appears to be making a deadadly choice?'  Others do not take this line, however. Many union leaders and toxicologists fear industry may soon put excess emphasis on 'weeding out the susceptibles', instead of clearing up the workplace. As John Elkington says: 'One thing can be almost guaranteed, and that is that any company announcing that it intends to improve its health and safety performance by developing a genetic screening programme will find itself under intense scrutiny by those who would prefer to see it clean up the industrial environment instead.' (McKie [1988:98])

 "An executive might be passed up for promotion if it become known that he carries the gene for familial hypercholesterolemia with its high risk of premature heart attacks. Could one blame an industrial company fasuch action? Do individuals who know they carry such a genehave the right to withhold such information from employers?" (McKie [1988:99=1992:148])

■言及

◆立岩 真也 1997/09/05 『私的所有論』,勁草書房,445+66p. ISBN-10: 4326601175 ISBN-13: 978-4326601172 6300 [amazon][kinokuniya] ※

◆立岩 真也 2013/05/20 『私的所有論 第2版』,生活書院・文庫版,973p. ISBN-10: 4865000062 ISBN-13: 978-4865000061 1800+ [amazon][kinokuniya] ※

 chapter 7 note 13
 "The realities surrounding employment and genetic screening and various opinions on related issues are presented in McKie [1988]. In response to a survey on plans to make use of genetic screening administered to 500 of the largest companies in the chemical, oil, electronics and plastics industries by the U.S. Office of Technology Assessment (OTA), 18 companies replied that they had already begun to implement such screening and a further 45 companies stated that they were in the process of planning a screening program (see McKie [1988=1992:147]). Screening is of most interest regarding those working in particularly dangerous environments in factories and metalworks but white collar workers are not excluded from testing.
 "An executive might be passed up for promotion if it become known that he carries the gene for familial hypercholesterolemia with its high risk of premature heart attacks. Could one blame an industrial company fasuch action? Do individuals who know they carry such a genehave the right to withhold such information from employers?" (McKie [1988:99=1992:148])
 The same point is made in other texts as well.
 "Mike is in his 40's and there is a rumor that he might hold the vice-presidency in the near future. Genetic analysis, however, shows that he is at a higher risk of heart attack, at an earlier age, than the average population. Using this information, the committee might look for another person to take the position" (Frossard [1991=1992:361]).
 On one hand, "It makes no economic sense to spend millions of dollars to tighten up a process that is dangerous only for a tiny fraction of employees -- if the susceptible individuals can be identified and isolated from it.", "Should we refuse to act paternalistically to protect a worker who appears to be making a deadadly choice?" On the other hand, some fear "industry may soon put excess emphasis on 'weeding out the susceptibles', instead of clearing up the workplace." (Mckie [1988:98=1992:147])"

「◇13 職業と遺伝スクリーニングとの関わりの実際と、これに対する様々な意見はMcKie[1988=1992:146-150]で紹介されている。米国の技術評価局(OTA)が最大手五百社の化学、油脂、電子、プラスチック、ゴムの企業に出した遺伝スクリーニングを利用する計画についてのアンケートに対し、一八社が既にそのようなスクリーニングを始めていると、五四社が将来とり入れることを計画中と答えた(McKie[1988=1992:147])。スクリーニングが関心事になるのは大部分は環境がより危険な工場や精練所だが、ホワイト・カラーも対象外ではない。
 「企業の役員が、家族性高コレステロール血症の遺伝子を持っており、それほどの年齢でなくても心臓発作▽527 を起こす恐れがあると判明したら、昇任は見送りになるかもしれません。こういう行為に出たからといって、会社を非難できるでしょうか? このような遺伝子を持っていると知った個人には、情報を雇い主から隠しておく権利があるでしょうか?」(Mckie[1988:99=1992:148])
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 一方に、「従業員のうち、ごく一部の者にとってだけ危険な作業過程を整備するのに数百万ドルを費やすことは、経済的に――もしそうした人を特定し、そのような過程に触れないようにすることができるのであれば――意味をなさない」「ある労働者が生死に関わる選択をしようとしているときに、親身になって守ってやろうとする行為を、われわれは拒否すべきだろうか?」という主張があるが、他方で「職場の整備よりも「感受性の人を一掃する」ことの方に重きを置きすぎるようになるだろう…それよりは職場環境をしっかり守るべきだ」という主張もある(Mckie[1988=1992:147-149])。(立岩[1997→2013:526-528])


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