a Stanford University.
Am J Bioeth. 2014;14(11):32-44. doi: 10.1080/15265161.2014.957417.
The combination of decreased genotyping costs and prolific social media use is fueling a personal genetic testing industry in which consumers purchase and interact with genetic risk information online. Consumers and their genetic risk profiles are protected in some respects by the 2008 federal Genetic Information Nondiscrimination Act (GINA), which forbids the discriminatory use of genetic information by employers and health insurers; however, practical and technical limitations undermine its enforceability, given the everyday practices of online social networking and its impact on the workplace. In the Web 2.0 era, employers in most states can legally search about job candidates and employees online, probing social networking sites for personal information that might bear on hiring and employment decisions. We examine GINA's protections for online sharing of genetic information as well as its limitations, and propose policy recommendations to address current gaps that leave employees' genetic information vulnerable in a Web-based world.
基因分型成本的降低和社交媒体的广泛应用，推动了个人基因检测行业的发展，消费者可以在网上购买和交流基因风险信息。《2008 年联邦遗传信息非歧视法案》（GINA）在一定程度上保护了消费者及其基因风险概况，该法案禁止雇主和健康保险公司歧视性地使用遗传信息；然而，鉴于在线社交网络的日常实践及其对工作场所的影响，该法案在执行方面存在实际和技术上的限制。在 Web 2.0 时代，大多数州的雇主都可以合法地在线搜索求职者和员工信息，在社交网站上探查可能影响雇佣和就业决策的个人信息。我们研究了 GINA 对在线共享基因信息的保护及其局限性，并提出了政策建议，以解决当前的差距问题，这些问题使得员工的基因信息在网络世界中变得脆弱。
