Affirmative action assignment | Human Resource Management homework help

For this assignment, you will build on your understanding of the issue that you selected in Week 1 by interviewing […]

For this assignment, you will build on your understanding of the issue that you selected in Week 1 by interviewing a Human Resources manager regarding their experience and perspectives on the issue. You are free to choose a Human Resource manager from any industry you wish, but they must be employed with an American company of at least 500 employees (this ensures an appropriate context and level of exposure). Also, the HR Manager you choose may work in any HR capacity, but you would probably be wise to choose either an administrator (e.g. someone in charge of the Human Resources department overall) or someone in an area relevant to your issue (e.g. if your issue relates to hiring policies, you might consider a recruiting manager of sorts).
Interviewee: Deputy Chief of Department of Defense Education Activity (DoDEA), Pacific 
over 3,400 employees
Topic: Should affirmative action be mandatory standard practice in hiring to avoid discrimination, inadvertent or otherwise?
1. What is your experience with the issue of affirmative action, if any?
A: I haven’t had any experience with the issue of affirmative action.      
2. What is your professional opinion on the issue of affirmative actionbeing a mandatory standard practice, and why?
A: Affirmative Action is a constant reminder that racial and gender inequalitystill exists in today’s society.  I feel that candidates should be placed inpositions based solely on their experience and/or education and not based onmeeting a company’s quota. 
3. How does the company for which you work handle affirmative action, and/orissues tangential to it if relevant?
A: No answer at this time
4. Do you expect any changes in law or public policy that may change the wayaffirmative action is currently being handled in the near-term? Why or whynot?

A: I expect that affirmative action will be vetoed in the future and allcitizens will be treated fairly and equitably when seeking employment.  
5. How important is affirmative action being standard practice in hiringrelative to other challenges that your company faces in the HR world?
A: With the many HR challenges my company faces, we focus less on anindividual’s race or gender and more on whether or not an individualpossesses the competencies and skills that are conducive to the agenciesmission.
Once you’ve completed the interview, write a paper and report on your findings. In addition to reporting on the responses of the interviewee, you should also comment on your own reactions. In other words, were the answers you received those which you expected? If not, how so? Were there any questions left unanswered, or any positions of the interviewee with which you disagree?
Submission Instructions:
This assignment should at a minimum contain 750 words of content (double spaced) and should be in APA format including a properly formatted cover page (abstracts are optional) and a reference page with at least three (3) NEW references (“new” here means references that you have not already used in previous assignments in this course). Providing additional references to your assignments demonstrate your desire to conduct additional research on the topic area, and can improve your research skills.
With all assignments, include properly formatted in-text citations within the body of your work for each of your listed references so the reader can ascertain your original thoughts or ideas as well as the portion of your work that is credited to credible sources. 
Rerences already used:
Chrisman, R. (2013). Affirmative action: extend it. The Black Scholar, 43(3), 71-72
Equal Opportunity and Equity. (2016). Affirmative action in employment. Retrieved from
HG. (2016). What is affirmative action and why was it created? Retrieved from
Oppenheimer, D. (2016). The disappearance of voluntary affirmative action from the US workplace. The Journal of Poverty and Social Justice Research, Policy, Practice, 24(1), 37-50.
 Chaput, J.P. & Dutil, C. (2016). Lack of sleep as a contributor to obesity in adolescents: impacts on eating and activity behaviors. International Journal of Behavorial Nutrition and Physical Activity, 13(103), pp. 2-9. Retrieved from
Committee on Accelerating Progress in Obesity Prevention; Institute of Medicine. (2012).  Accelerating Progress in Obesity Prevention: Solving the Weight of the Nation 2, p.42–43. Retrieved from
HR Q&A, (2015). EEO: Disability: Are employees undergoing treatment for drug and alcohol addictions covered under the ADA? Society for Human Resource Management. Retrieved from
Kauffman, K. (2012). A house divided: the incompatible positions of the centers for disease control and the equal employment opportunity commission on obesity as a disability. Southern Law Journal 22(2), 305-338. Retrieved from
Melvin A. Morriss, III v. BNSF Railway Company, 14-3858. (Nebraska 2011)
NARIC. (2011). Substance abuse and individuals with disabilities, 6(1). Retrieved from
NIH. (2012). Understanding adult overweight and obesity. U.S. Department of Health and Human ServicesRetrieved from
Pattison, P., Eixmann, Y., and McClung, B. (2016). Too fat for me: obesity discrimination in employment. Southern Law Journal, 26(1), 117-135. Retrieved from
RAYTHEON CO. V. HERNANDEZ (02-749) 540 U.S. 44 (2003) 298 F.3d 1030
Substance Abuse under the ADA. (n.d.). Sharing the dream: is the ADA accommodating all? Retrieved from
Tappero, J, (n.d.). Obesity discrimination in the workplace. Kitsap Peninsula Business Journal. Retrieved from


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