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?

Questions: 

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 action
being a mandatory standard practice, and why?

A: Affirmative Action is a constant reminder that racial and gender inequality
still exists in today’s society.  I feel that candidates should be placed in
positions based solely on their experience and/or education and not based on
meeting a company’s quota. 

3. How does the company for which you work handle affirmative action, and/or
issues tangential to it if relevant?

A: I expect that affirmative action will be vetoed in the future and all
citizens will be treated fairly and equitably when seeking employment.  

5. How important is affirmative action being standard practice in hiring
relative to other challenges that your company faces in the HR world?

A: With the many HR challenges my company faces, we focus less on an
individual’s race or gender and more on whether or not an individual
possesses the competencies and skills that are conducive to the agencies
mission.

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 https://oied.ncsu.edu/equity/affirmative-action-in-employment/

HG. (2016). What is affirmative action and why was it created? Retrieved from https://www.hg.org/article.asp?id=31524

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 https://ijbnpa.biomedcentral.com/articles/10.1186/s12966-016-0428-0

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 http://nap.edu/13275

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 https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/adadrugsandalcohol.aspx

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 http://search.proquest.com.ezproxy2.apus.edu/docview/1170876875?pq-origsite=summon&accountid=8289

Melvin A. Morriss, III v. BNSF Railway Company, 14-3858. (Nebraska 2011)

NARIC. (2011). Substance abuse and individuals with disabilities, 6(1). Retrieved from http://www.naric.com/?q=en/publications/volume-6-number-1-january-2011-substance-abuse-individuals-disabilities

NIH. (2012). Understanding adult overweight and obesity. U.S. Department of Health and Human ServicesRetrieved from https://www.niddk.nih.gov/health-information/health-topics/weight-control/understanding/Documents/understandingobesityrev.pdf

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 http://search.proquest.com.ezproxy2.apus.edu/docview/1785514133?pq-origsite=summon&accountid=8289

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 http://www.usccr.gov/pubs/ada/ch4.htm

Tappero, J, (n.d.). Obesity discrimination in the workplace. Kitsap Peninsula Business Journal. Retrieved from http://www.westsoundworkforce.com/obesity-discrimination-in-the-workplace/