Affirmative Action with Jayne M. Grandes

1. Affirmative Actionwith Jayne M. Grandes By: Mark Koching Camille Dileo Brian Jimenez Peter He Oct. 20, 2010

2. Who did we interview? What did we asked? She believes… We believes… Implications? Conclusion…

3. Who did we interview? Jayne MunkacsiGrandes Director of Office of Employment Equity

4. What did we asked 1. How do you define Affirmative Action. 2. Some research suggests that there are differences between Black and White workers, what are your thoughts on this? 3. What is your stance on Affirmative Action? 4. In what ways do you think Affirmative Action policies could evolve to better sit the current and changing workforce? 5. Is it possible to be less subjective in the interview process? 6. Can you describe your experience with Affirmative Action? 7. What is your view on individuals and groups who oppose Affirmative Action? 8. What groups are most affected by Affirmative Action? What groups should be most affected by it? 9. What would be your ideal view of diversity on the University campus? 10. What role does diversity play in the recruitment/retaining/promoting processes? 11. At What point would Affirmative Action not be needed?

5. She believes… • - affirmative action is necessary to create an equal playing field for all • - recruiting base on “Soft Skill” will be a disadvantage for minorities based on education and culture • - affirmative action breaks down the barrier that limits the employment pool • - government guidance can helped in lessen the discrimination during workforce by making it a set rule • - it’s possible to be less subjective in the interview process: “screen up” method, standardized questions, having 2 interviewers, having a diverse training for the interviewers • advertising can encourage women and minorities to stand up for themselves • people who oppose Affirmative Action are short-sighted • women and minorities are most effected by Affirmative Action • ideal views of diversity and the goal of Affirmative Action are closely linked • life experiences, socio-economic background, and disabilities are needed to take into account more significantly than race • only with non-discrimination that a company can get the most qualified employers with more competitive advantage • diversity can create a more welcoming environment than homogeneous atmosphere • Justice O’Connor was wrong in 2003 when he said that Affirmative Action will not be needed in 20 years • Affirmative Action will be needed for a while because human has a tendency to discriminate

6. We believes… • Affirmative Action can be enforced dramatically when government is involved • Being less subjective during an interview is only possible when the interviewer has a non-discriminatory mind and/or the company strictly stated it in policy • Opposing Affirmative Action means limiting the creativities of different diversity • Women and minorities benefits most from Affirmative Action

7. Implications • Help to diversify Rutgers community • Allow Rutgers to contain the most diverse university student within NJ

8. Conclusion…