Interviews In the article, “3 Interview Questions That Could Cost Your Company $1 Million,” Mark Henricks presents three questions employers must avoid asking applicants during the interview process. The first interview question is, “I see you speak Spanish. Where did you study it?” (Henricks). This question may reveal the applicant’s racial background. The second interview question asks the candidate about the amount of sick days they took last year (Henricks). Hence, this question discloses the interviewee’s health information. The third interview question is about how long the applicant has lived here (Henricks). Moreover, Henricks states that companies already have the applicant’s address on their application. Therefore, this question is an attempt to discover the candidate’s residency (Henricks). Furthermore, although Henricks only listed three interview questions, these are not the only questions employers must avoid using to diminish the possibility of lawsuits. Additionally, this article can be connected with affirmative action. Affirmative action was enacted to achieve “equality of opportunity within an organization” (Kinicki 291). This policy is prevalent in organizations. In regards to the workplace, affirmative action is applied in the recruiting and selection process when the manager or employee reviews an applicant’s …show more content…
Unstructured questions are bias and vary depending upon the applicant being interviewed and the interviewer. Consequently, this increases the likelihood of an applicant, who is a minority, to be discriminated against by an organization. Affirmative action can be applied to three interview questions mentioned in Mark Henricks’ article. The company can use a structured interview and avoid interview questions similar to the ones listed by Henricks. Moreover, this will decrease the chances of lawsuits towards the company for violating affirmative
The article illustrates that the affirmative action policy favors minority members, females and economically disadvantaged people. The focus of the affirmative action policy is to remove discrimination and achieve diversity. The central aspect of research revolves around people that have been discriminated. The policy helps individuals that are qualified candidates for positions of one group over the other.
The purpose of Affirmative Action is to promote equality, personally this is one that I can respect because I am African American and if it were not for this law those before me would not have come this far. Affirmative Action has helped to produce a varied and compliant civilization. Although affirmative Action has been scrutinized as repeal discrimination amongst its reviewers, for those who has benefited from it would view it as them being handed a better opportunity in life. Even though the objective of Affirmative Action is to uphold equality, the same idea can occasionally result in other individuals being singled out. By making the focal point on hiring a specific amount of person’s on the basis of their race or ethnicity, extremely competent individuals are from time to time overlooked in the employment procedure. Hiring based upon a person’s race, age, sex, or religion is unfair and should not be the qualifying aspect.
Affirmative Action is an employment legislation protection system that is intended to address the systemized discrimination faced by women and minorities. It achieves this by enforcing diversity through operational intrusions into recruitment, selection, and other personnel functions and practices in America. Originally, Affirmative Action arose because of President Lyndon B. Johnson’s desire to integrate society on educational, employment, and economic levels, yet it was John F. Kennedy who issued Executive Order 10925 to create the Commission on Equal Employment Opportunity, a commission that evolved into our modern Equal Employment Opportunity Commission
2. What is meant by affirmative action, and how does it tie in with EEO legislation?
We need to identify the barriers to inclusive recruiting, interviewing, and hiring. Our recruiting effort will start with our website, radio and television commercials, newspaper, job fairs, and community events. We will also ask our current employees, who may have experienced bias and cultural misunderstanding in the past, what are diverse applicants looking for in a job and employer and what actions might cause us to lose a qualified diverse applicant Once we have recruited some applicants our interviewing team needs to have an understanding of diversity and cultural competencies for interviewing and hiring. The manner in which people are hired, in a way, constitutes their first impression of the organization, and can contribute to how they feel about it over the long term, and to how good a job they do. We want the best our community has and our hiring guidelines will reflect
Affirmative Action is an outcome of the 1960’s Civil Rights Movement. Its purpose is to provide equal opportunities for members of minority groups and women in education and employment. It is not until 1961 did the term “affirmative action” was first used by President John F. Kennedy. He made it very clear in an Executive Order that directed government have to take “affirmative action to ensure that applicants are employed, and employees are treated during employment, without regard to their race, creed, color, or national origin.” Since a lot of cooperation still tends to hire white male, by enforcing affirmative action, the number of minority groups and women in the labor force will increase.Affirmative Action helps to eliminate the imbalance in the society and reform the American system. The US Department of Labor describes affirmative action as the banning of discrimination.
Affirmative Action Affirmative Action efforts were started in 1964 to end the long history of overlooking qualified people of color and women from higher education. Affirmative Action sets standards for a business or office of admissions, so that a white man does not have the upper-hand over an equally or greater educated minority. The initial way the government tried to justify Affirmative Action was to develop a human resource approach: first identifying the problem, which is racism then establishing the solution (Phillips 67). The intent of Affirmative Action helps cut down discrimination in the work place and in schools, despite the fact that some believe that affirmative action is a
The issue of discrimination is very widely discussed, so widely that laws and statutes have been enacted and are continually addressed every day. This may occur in a courtroom, on the legislative floor or at the employer’s offices, but the fact that the Equal Employment Opportunity Commission (EEOC) receives around 80,000 discriminatory filings annually, with 99,922 in 2010, there is little wonder the amount of attention to discrimination is warranted (Walsh, 2013). According to the EEOC’s website, the discrimination claims were more than the annual averages, but less than 99,000 in 2010, at 88,788 in 2014 (“EEOC Releases Fiscal”, 2015). These figures reiterate the importance and diligence in which discriminatory acts must be handled by all parties involved.
Today affirmative action becomes one of the most controversial subjects in the country, with as many supporters claiming it is equality, fairness, diversity, while opponents claim it is pure reverse discrimination. Proponent of affirmative action state it is needed for diversity in the work place, in our universities but those who oppose called it preference. In this paper, I will explore affirmative action, does it only benefit minorities (African Americans) or all races. Does affirmative action cause complex issues such as discrimination? Was there a significant increase in enrollment for minorities after Affirmative
Affirmative action programs such as recruitment of employees are aimed at remedying the effects caused by discrimination. Affirmative laws allow employers to recruit people with disabilities, women and all the qualified minorities without any discrimination. The affirmative law is enforced by the government by coming up with laws that protect the entire minority against discrimination. For instance today we have laws that protect women and people with disabilities against discrimination in
American is diverse with people who speak different languages, and with people from different backgrounds, and countries. It important to embrace all cultures and provide a discrimination free workplace. The example provided in the case study highlights the issues of racial discrimination and equal employment opportunities with Hispanic workers. Pynes (2013) mentions the term disparate treatment. “Disparate treatment occurs when an employer treats an employee of a protected class differently from a non-protected class employee in a similar situation (Pynes, 2013, p. 84).”
Affirmative action is an action taken by an organization to select on the basis of race, gender, or ethnicity by giving due preferences to minorities like women and races being not adequately represented under the existing employment. To make the presentation of all these compositions almost equal in proportion to do away the injustice done in the past. The Supreme Company need to design an affirmative action program in the light of recent Supreme Court judgment passed in favor of affirmative actions to be adopted by various companies.
Affirmative action has been the topic of debate for many years. It has been controversial because it has been said to be a form of reverse discrimination. This paper will discuss the purpose behind affirmative action, as well as, its various strengths and weaknesses. Also, this paper will look at the following issues surrounding affirmative action such as the incompetency myth ( are companies hiring less qualified people?), the impact on employment (what has changed in the work place?), the impact on women (how have their lives changed?) and the impact on employment law (what documents back up affirmative action?). Lastly, a discussion of affirmative action on an international scale, and what international documents have to say about
According to Raymond A. Noe, affirmative action is an organization’s active effort to find opportunities to hire or promote people in a particular group (Fundamentals of Human Resource Management 68). There are various arguments for and against affirmative action. Some believe that it gives certain groups of people an equal opportunity to find employment where they would otherwise be kicked under the rug. Others believe that even though it creates an opportunity for minority groups, the issue of reverse discrimination comes into play where once predominantly white male jobs offerings go to women and minority groups instead. The topic of affirmative action remains very controversial and
The employment interview is commonplace in all organizations during the hiring process. Interviewers are required to select candidates for hire based on provided information from the candidate including resumes, job applications, and interviews. The general belief is that interviewers select candidates to hire who meet preset criterion established for the open position. Interviewers should maintain objectivity during the hiring process to ensure the best candidate is selected for hire relative to the needs of the