Affirmative action is a topic that generates a high degree of dialogue in the field of HR management. There are strong opinions and perceptions on each side of the debate.

Post a substantive response to the Discussion question. Using the course concepts, answer the following question:

Should affirmative action be used in hiring or promotion decisions in the workplace? Why or why not? State at least three reasons to justify your answer. Your response should not be representative of your personal opinion of the topic and should be based on course concepts and external research of independent sources. Please include citation from references below

With these thoughts in mind:

Resources: https://www.law.cornell.edu/wex/affirmative_action#:~:text=The%20order%20mandated%20that%20government%20contractors%20take,Affirmative%20action%20is%20also%20used%20in%20education.

Walsh, D. J. (2019). Employment law for human resource practice (6th ed.). Cengage Learning.

• Chapter 7, "Hiring and Promotion Decision"
• Chapter 7 provides an in-depth discussion of affirmative action - a controversial topic often discussed in the field of HR management. The chapter describes situations that require affirmative action, circumstances that affect the legal implications of affirmative action, ingredients of an affirmative action plan, and evidence of its effects. The chapter concludes with a discussion of the relationship between affirmative action and diversity.
• Focus on the Johnson v Transportation Agency, Santa Clara County case to recognize the legal challenges to affirmative action plans that are voluntary.
• Chapter 8, "Harassment"
• Chapter 8 deals with the issue of harassment - a major obstacle in realizing equal employment opportunity and the most pressing legal concern that employers face. Although most of the discussion in this chapter surrounds sexual harassment, which is the most common form of harassment, the chapter also covers legal issues involved in dealing with harassment because of national origin, age, disabilities, and religious beliefs.
• Focus on the EEOC v Fairbrook Medical Clinic, P.A. case. Discusses quid pro quo. Hardage v CBS is an interesting example of a harassment case where the employer successfully invoked the affirmative defense. In this case, the court emphasized the plaintiff's failure to report the harassment he was experiencing.
• Chapter 9, "Reasonably Accommodating Disability and Religion"
• Chapter 9 discusses the concerns surrounding reasonable accommodation for employees belonging to the protected classes of disability and religion. The two forms of accommodation are dealt with separately in the chapter because the legal basis and nature of obligation for each is different.
• Focus on the Keith v. County of Oakland The case deals with whether an employer unlawfully discriminated against a deaf applicant.
• Chapter 10, "Work-Life Conflicts and Other Diversity Issues"
• Chapter 10 concludes the discussion of managing a diverse workforce by examining various issues posed by a workforce including women, older people, and people with disabilities who require more leave for medical and parenting problems. The chapter also examines issues posed by a workforce including people of different national origins, non-English-speaking people, and gays and lesbians.
• Focus on Keith v. County of Oakland. Consider reasonable accommodations and the extent to which employers must adjust work conditions to support employee needs.

Post a brief statement that expresses your thoughts.

Read a selection of your colleagues' postings and prepare a response that includes the following:

Identify three issues that resonated with you from your readings this week, and then state why each issue was important for your understanding of change.