(1998). Academic Senate for California Community Colleges: 30th Spring Session Resolutions (San Francisco, CA, April 23-25, 1998). Documenting the 1998 spring session, this report provides resolutions considered by the Academic Senate for the California Community Colleges. The resolutions that passed are divided into the following sections: (1) academic senate; (2) accreditation; (3) affirmative action/cultural diversity; (4) articulation and transfer; (5) budget and finance; (6) state and legislative issues; (7) consultation with the Chancellor's office; (8) counseling; (9) curriculum; (10) disciplines list; (11) technology; (12) faculty development; (13) general concerns; (14) grading; (15) intersegmental issues; (16) library and learning resources; (17) local senates; (18) matriculation; (19) professional standards; and (20) students. The remaining sections of the report include resolutions that were referred, failed, moot, withdrawn, and tabled. The report also provides a list of acronyms and delegates. Appendices include documents concerning faculty nominations and training, opposition to the "English… [PDF]

Marks, Joseph Lappin A Model for the Selection of Members of the Faculty. An idealized model for the selection of faculty is presented in three phases. The first of these, pre-recruitment, consists of four steps: determining needs for positions to accomplish institutional aims; analysis of student, community, administrative, and colleague characteristics, and of job qualifications; preparation of the selection package; and affirmative action evaluation and final reviews. The recruitment phase involves engaging in efforts which will produce a high quality and diverse set of applicants from all relevant populations. The third phase is applicant and candidate evaluation; the steps which comprise this phase are candidate screening, admission to candidacy, examination of candidates' references and final checks, evaluations of the candidates, final reviews and consultations, and invitation to faculty membership or resubmission of position announcement. Appendices contain a model faculty selection process flow chart and guideline statements from the literature… [PDF]

Stotlar, David K., Ed.; Walker, Marcia L., Ed. (1997). Sports Facility Management. The numbers of both sports facility management college courses and sport and exercise facilities are increasing, along with the need for an understanding of the trends and management concepts of these facilities. This book focuses exclusively on managing facilities where sporting events occur and includes examples in physical education, athletics, recreation, health/fitness, and aquatics. It discusses planning for personnel, finances, operations, events, marketing, legal liability, and security, as well as issues involving affirmative action, gender equity, and the Americans with Disabilities Act. The two-part book first presents the basic concepts of planning and managing a sport facility, including specific case studies, followed with an in-depth examination of the management of specific areas in a facility and special groups. Appendices provides examples of legal documents, checklists and resource materials for managing aquatic areas and fitness laboratories, and a list of…

Bratfisch, Virginia; And Others (1970). . Part I of this report presents descriptive and statistical information on discriminatory practices toward women at Fullerton State College in California in terms of numbers and percentages of women and men by academic level, from the freshmen year in college to full professorship, during the Fall semester of 1968; numbers of women and men faculty, and tenured faculty by department; and the absence of special programs and services for women. Part II presents an affirmative action program for Fullerton College, including the abolition of (1) unwritten quotas, (2) the nepotism rule, and (3) the no-inbred-hiring rule; an increase in part-time appointments; ending discrimination in tenure, promotion, and hiring; and solving problems in other areas, such as admission to graduate school, stereotyped counseling of women students, perpetuation of stereotypes through curricula and textbooks, and establishment of day-care centers, and of medical programs to meet women's medical needs. (AF)… [PDF]

Kimmel, Ellen B. (1972). The Status of Faculty Women: A Method for Documentation and Correction of Salary and Rank Inequities Due to Sex. It is an increasingly well-documented fact that women in the American universities suffer from sex discrimination. Recent federal legislation makes it legally as well as morally imperative that employment policies in higher education afford equal opportunity to women. Under the law, institutions under federal contracts must be able to demonstrate positively that no discrimination exists in any aspect of employment and that affirmative action is being taken to remedy the effects of past discrimination. This places the burden of proof on the administration of a college to provide evidence of its innocence, rather than the employee or the Federal government to prove the administration's guilt. This document presents a description of a method utilized at the University of South Florida to find specific corrective measures to eliminate existing and to prevent future sex discrimination. It was first used for documentation purposes and subsequently for corrective ones. (Author/HS)… [PDF]

(1971). Final Report of the Commission on The Status and Needs of Women at Carnegie-Mellon University. The Commission on the Status and Needs of Women at Carnegie-Mellon University (CMU) was established in 1971 as a result of discussions held between members of the administration and representatives of women employees. The Commission was instructed at the outset of its founding to examine University operations that pertain to women students and employees, make recommendations to enhance the opportunities for women at CMU, suggest broad outlines of an affirmative action plan to correct discriminatory practices, and make recommendations concerning a continuing vehicle to monitor implementation of such a plan. Findings show that programs of special interest to women have fared rather badly at CMU and that as a consequence, women in recent years received only 25% of undergraduate degrees, compared to 40% during the 1930's. This final report offers recommendations and conclusions that will hopefully alleviate this and other problems concerning discriminatory practices against women. (HS)… [PDF]

(1984). Quality Development in Higher Education to Meet the Future Needs of Arkansas. Report of the Quality Higher Education Study Committee. A report of the Quality Higher Education Study Committee on state-supported institutions in Arkansas is presented, including 43 recommendations. Attention is directed to: economic characteristics in the state (business indicators, population and growth, personal and family income); social characteristics in the state (education levels, illiteracy, college-going rates); needs identified by business and industry leaders; colleges' contribution in resolving business and societal problems; governance and structure of higher education; the relationship of colleges to vocational and technical schools; college admission; conditional admission and nontraditional students; retention of college students; general education curriculum; transfer of credits; accreditation; academic program review; teacher education; faculty preparation and qualifications; annual faculty evaluation; promotion and tenure; faculty and administrator's salaries; staff development; personnel turnover; faculty workload;…

(1988). Fourth Master Agreement between the University of the District of Columbia and University of the District of Columbia Faculty Association/NEA. The collective bargaining agreement between the University of the District of Columbia and the University of the District of Columbia Faculty Association, an affiliate of the National Education Association, for the period October 1, 1988 to September 30, 1993 is presented. The agreement's 33 articles cover the following: purpose and intent, scope of unit, exclusivity, definitions, association rights, dues deduction, grievance procedure and arbitration, management rights, disciplinary/adverse action (principles, initiation of action, appeal and review, association participation), consultation, academic freedom/academic rights and responsibilities, university tenure, evaluation procedures (student, faculty, appeals, chairperson's role), promotion procedures (principles, promotion committees, procedures), workload, compensation (benefits, parking, tuition remission, overload compensation, leaves, faculty development), procedures for leaves, transfers, reduction in force,… [PDF]

Strasburg, Georgia L.; Tangri, Sandra S. (1977). Can Research on Women Be More Effective in Shaping Policy?. In order to formulate social policy which is responsive to needs of women and other minority groups, decision makers must be better informed about alternative options, incentives, and unintended as well as intended consequences of various policies. Social scientists can contribute to decision makers' understandings of social factors in numerous ways. They can call attention to policy-relevant questions, provide impact analyses, and conduct evaluation research. Institutional mechanisms for producing the most useful research about women and minorities must be devised through cooperative efforts of government agencies, research organizations, and interest groups. Also, graduate programs in psychology and related social sciences should train students to conceptualize, understand, and investigate public policy issues. Problem areas in which research on women could have a significant impact include community response to physical, aesthetic, and service needs; welfare policies;…

Mack, Faite R-P. (1978). Final Report. An Evaluation of the Title I Program Conducted at the Michigan Training Unit, Michigan Department of Corrections, Ionia, Michigan, 1977-1978. This is an evaluation of the Title I Program of the Michigan Training Unit, a program designed to provide compensatory education in basic skills for young adult male prisoners. The evaluation provides information to enable decision-makers to maximize the efficiency and effectiveness of the program and considers whether the program fulfilled requirements established by funding legislation. Information collected concerning student demography, achievement, self-concept, and attitudes is tabulated, as is an inventory of staff, administrator and teacher awareness of Federal guidelines and local Title I programs. Questionnaires used in gathering most of the data are reprinted along with the numerical compilations of responses. Recommendations are made concerning goal delineation, criterion-reference testing, social development of students, evaluation of the pre-high school component, creation of a system to educate staff about government guidelines for Title I programs, improvement of…

Dawn R. Johnson; Kaleb L. Briscoe; Lucy A. LePeau (2024). A Path Forward: Addressing Current Issues in Campus Racial Climate Research and Practice. Journal of College Student Development, v65 n2 p155-168. Attacks on diversity, equity, and inclusion threaten to undo much of the work of creating and maintaining diverse learning and working environments for students, faculty, and staff. In honor of ACPA's 100th anniversary, we reflect on the current threats to the campus racial climate, highlight research that informs our scholarship and practice, and offer strategies for resistance. We close with a consideration of critical hope as necessary to the pursuit of equity-centered work during this turbulent period in higher education…. [Direct]

Anderson, William J. (1986). Statement before the Subcommittee on Civil and Constitutional Rights Committee on the Judiciary, House of Representatives, on the Operations of the United States Commission on Civil Rights. This report presents the findings of an investigation and audit of certain aspects of the operations of the United States Commission on Civil Rights commissioned by the Committee on the Judiciary, Subcommittee on Civil and Constitutional Rights. First, each allegation made against the Commission is briefly outlined and then findings are discussed in greater detail in attachments to the report. Lack of complete records hampered the audit. The aspects studied were: (1) employment trends in the Comission on Civil Rights; (2) use of consultants, temporary, and Schedule C employees; (3) referrals from state employement service officers; (4) affirmative action; (5) awards and promotions; (6) commissioners' and special assistants' billings; (7) commissioners' and special assistants' financial disclosure reports; (8) commissioners, special assistants, staff director, and office of general counsel travel; (9) Fiscal Year 1985 appropriation earmarks; (10) lobbying issues; (11) state advisory… [PDF]

Boisjoly, Johanne; Duncan, Greg J.; Eccles, Jacque; Kremer, Michael; Levy, Dan M. (2003). Empathy or Antipathy? The Consequences of Racially and Socially Diverse Peers on Attitudes and Behaviors. This paper estimates peer effects by taking advantage of random assignment of first-year roommates through a housing lottery at a large state university. Preliminary results show that, when compared with white students who have white roommates, white students with black roommates express much more positive attitudes regarding affirmative action policies 1.5-3.5 years after college entry. Whites assigned minority roommates are also more likely to say that they have more personal contact with and interact more comfortably with members of minority groups. Minority roommates appear just as likely as non-minority roommates to remain close friends of white students beyond their initial year. Whites' income redistribution attitudes do not appear to be affected by the racial/ethnic composition of roommates, but whites become less supportive of redistributive policies when they are assigned roommates from wealthy families. Taken together, these results suggest that students become more… [PDF]

Cheatham, Harold E.; And Others (1991). Cultural Pluralism on Campus. This book is addressed primarily to higher education personnel responsible for campus programming that promotes a culturally plural environment. These chapters are included: (1) \Affirming Affirmative Action\ (Harold E. Cheatham); (2) \Identity Development in a Pluralistic Society\ (Harold E. Cheatham); (3) \The Minority Cultural Center on a Predominantly White Campus\ (Lawrence W. Young, Jr.); (4) \Organizational and Administrative Implications for Serving College Students with Disabilities\ (James S. Fairweather and Judith J. Albert); (5) \The Role of Developmental Education in Promoting Pluralism\ (Jeanne L. Higbee); (6) \Integrating Diversity into Traditional Resident Assistant Courses\ (Lissa J. VanBebber); (7) \Planning Programs for Cultural Pluralism: A Primer\ (Leila V. Moore, H. Jane Fried, and Arthur A. Costantino); (8) \NCAA Policies and the African American Student Athlete\ (Mitchell F. Rice); (9) \Racial Violence on Campus\ (Camille A. Clay and Jan-Mitchell Sherrill);…

(1977). Task Force Findings Specifying Remedies Available for Eliminating Past Educational Practices Ruled Unlawful Under Lau versus Nichols. This publication is designed to clarify and amplify the 1975 booklet of the same title prepared by the Department of Health, Education, and Welfare (DHEW). The requirements for providing education to non-English speakers are first placed in their historical context. Suggestions for the basic elements to include in an affirmative action plan for complying with the requirements are stated simply. These include establishment of an official district policy for equal educational opportunity, alerting the community and district personnel to the situation, and a four-part program of identifying non-English-speaking students, assessing their linguistic proficiency, determining their achievement levels, and placing them in programs designed to meet their educational needs. Additional items to consider are listed, and a partial directory of agencies offering resources (particularly to educators in Arizona and the southwestern United States) is provided. An appendix includes pertinent DHEW…

Robst, John; And Others (1996). Female Role Models: The Effect of Gender Composition of Faculty on Student Retention. AIR 1996 Annual Forum Paper. This study examined whether female college freshmen have higher first-year retention rates when a greater percentage of their classes are taught by female faculty, especially students in science, math, and computer science (SMC) courses. Data from the admissions, course, and student files at Binghamton University (New York) were analyzed over a 4-year period (1990-1993). Analysis using logit estimation was applied to three samples of students: all students, both men and women (N=6873); all students who took at least one SMC course (N=6381); and all students who took more than the sample average of their credits in SMC courses (N=3615). No role model effects were found when all courses taken by all female students were analyzed. However, a significant positive relationship was found between retention and the percentage of science, mathematics, and computer science courses taken by female students that were taught by women. Implications for gender-based affirmative action hiring… [PDF]

Brown, Linda Keller (1981). The Woman Manager in the United States. A Research Analysis and Bibliography. This review essay analyzes the present research on women as managers and executives in business, commerce, and industry in the United States. The nine sections of the essay cover the following topics of potential interest to researchers and businesswomen: the historical contributions of women to the development of management, the social forces contributing to change in the situation of female executives, the current status of women managers, the training and availability of women for managerial positions, stereotypes of manager characteristics and the resulting differential treatment of female managers, the effects of affirmative action, career development and career strategies, the profile of the successful woman executive, and the social and business impact of dual-career lifestyles. Each section presents and critiques current knowledge on the topic, explores areas of controversy, and suggests aspects needing more research or fresh insights. All citations in the footnotes are…

(1975). Survey of Graduates and Faculty of U.S. Library Education Programs Awarding Degrees and Certificates, 1973-1974. In order to provide information for affirmative action programs, data were collected about the ethnic and sexual composition of the 1973-74 graduates and faculty of U.S. library education programs. A tabulation of returns showed that graduates of all degree and certificate programs (graduate, undergraduate, and library technical assistant) were predominantly white, as were faculty members. Blacks and Asian Americans were being recruited into the library profession in numbers comparable to their representation in the pool of college graduates, but the Spanish-surnamed and American Indians were not. While three quarters of all master's degrees and 6th year certificates were earned by women, the women earned only one third of the doctoral degrees. White men outnumbered white women on library education program faculties, and more men than women held positions at the higher levels. Among minorities on faculties, blacks predominated with other ethnic groups appearing in very small… [PDF]

(2003). Charting the Course: Earl V. Pullias Lecture Series on the Future of Higher Education. Twenty-Sixth Annual. Fall 2003. Center for Higher Education Policy Analysis, University of Southern California Although there is a great deal of disagreement about how to handle the changes that confront postsecondary education, few will suggest that being wedded to the status quo is sufficient. Many contend that the future of higher education is up for grabs; how those of us in the "industry" respond will determine whether American higher education remains the envy of the world. In order to come to grips with some of the problems confronting academe, the Center for Higher Education Policy Analysis invited three eminent scholars to discuss the future of higher education for the twenty-sixth Pullias Lecture Series. This publication presents these papers: (1) The Fiscal Future of Higher Education: Austerity and Accessibility (D. Bruce Johnstone); (2) "And the Last Shall Be First": Racial Diversity, Distributive Justice, and Affirmative Action (Walter R. Allen); and (3) Taking Student Learning Seriously: Rethinking the University of the Future (Vincent Tinto). Individual… [PDF]

(1989). The California State University Faculty Recruitment Workshop (Los Angeles, CA, April 24-25, 1989). Report. This report presents issues and highlights from a California State University (CSU) workshop that had the following goals: (1) to present effective recruitment strategies and programs, including those for minorities, women, and the disabled, which have been employed on a CSU campus and which could be of benefit to others; and (2) to model faculty recruitment workshops which could be adapted for use on campuses. Topics covered in the workshop presentations included affirmative action in recruiting, generating a pool of faculty candidates, methods and approaches for recruiting in the national market, the role of the university administration, inter-institutional recruitment strategies, selling the campus to the candidate, and orienting the new faculty member to the school. Ideas on producing a campus handbook about faculty recruitment are also provided, as well as a sample of a campus interview schedule. Suggestions for sponsoring similar workshops are provided, and a list is offered… [PDF]

Riedman, Larry, Ed. (1978). Toward Equal Educational Opportunity: Affirmative Admissions Programs at Law and Medical Schools. Affirmative admissions programs at law and medical schools are examined in the context of the national commitments to equal opportunity and to the eradication of the remaining effects of discrimination. A discussion is presented of the history of past discrimination in education, particularly higher education, and some of its continuing effects, including the underrepresentation of minorities in the legal and medical professions. The traditional admissions process at law and medical schools is examined with respect to both its numerical, objective, or quantitative standards and its subjective or nonquantitative criteria. The problems that gave rise to the need for affirmative admissions programs and the nature and effect of such programs in comparison to traditional admissions programs are reviewed. Appendices present the United States Commission on Civil Rights \Statement on Affirmative Action\ and a summary of the position of the Carnegie Council on Policy Studies in Higher…

Jones, Effie H.; Montenegro, Xenia P. (1983). Women and Minorities in School Administration: Strategies for Making a Difference. ERIC/CUE Urban Diversity Series No. 85. The trends which are evident in the representation of women and minorities in school administration, and the barriers which these groups face in obtaining administrative positions are the subjects of this report. Following an introductory section, section II discusses trends in the representation of women and minorities in school administration. Section III describes the geographic locations and characteristics of districts headed by female and minority superintendents, and section IV examines the career paths of female and minority superintendents. The barriers and problems faced by female, minority, and minority female administrators are considered in section V. Section VI discusses strategies for the promotion of women and minorities in school administration, and a discussion of how affirmative action programs affect minority and female representation in school administration is contained in section VII. The last section presents recommendations for the institutions and… [PDF]

(1980). The National Institute of Education Should Further Increase Minority and Female Participation in Its Activities. Report to the Honorable Shirley Chisholm, House of Representatives, by the U.S. General Accounting Office. Established to provide leadership in educational research and development in the United States, the National Institute of Education (NIE) encourages the participation of minorities and women in its research activities. NIE increased representation of minorities and women in its work force between 1973-79. Minority representation rose from 36% to 42%, while women represent 54% of its work force. The seventeen laboratories and centers conducting educational research projects have some equal employment problems–underrepresentation of minorities and women in professional, management, and governing board positions and overrepresentation of them in clerical and support positions. Long-term agreements containing affirmative action requirements and development of special goals and timetables should help remedy these problems. NIE has undertaken a number of projects to increase participation of minorities and women in its activities, including the unsolicited proposal program, Small and… [PDF]

Powell, Gary N. (1994). Gender and Diversity in the Workplace: Learning Activities and Exercises. Many colleges and universities and many work organizations have developed courses and programs on gender and diversity in the workplace. This book provides a complete and comprehensive set of instructional materials on these topics. The exercises have been designed for use with graduate and undergraduate students and members of business and nonprofit organizations. The first several exercises cause the student to examine his or her attitudes and qualities, and they explore stereotyping in general and for particular groups. The effects of gender and cultural or racial differences on hiring policies and practices are addressed, and several exercises are designed to develop awareness of gender differences. Some exercises deal with sexuality and alternative lifestyles. Others explore management behaviors and managing people of different cultures. Affirmative action, reverse discrimination, and developing diversity plans are explored. The final exercise considers gender and diversity in…

(1981). The Canadian Human Rights Act. Employer Guide = Loi canadienne sur les droits de la personne. Guide pour employeurs. The purpose of this brochure is to inform employers and their management personnel about the existence, requirements, and effects of the Canadian Human Rights Act. Section 1 is an introduction to the Act. Section 2 focuses on preventive action by employers to eliminate discrimination. Special programs/affirmative action undertaken by employers to eliminate systemic discrimination and ensure compliance with the Act are discussed in the third section. Section 4 recommends criteria for nondiscriminatory employment practices, especially regarding recruiting and interviewing information. In section 5 the employers' role in the complaint procedure is considered. The final section of the brochure deals with equal pay for work of equal value and describes the role of the Canadian Human Rights Commission. A list of Canadian Human Rights Commission offices is appended. (A French language version of the material is provided. A Recruitment and Interview Guide for employers is also inserted. It…

Pfmister, Allan O., Ed. (1975). University Faculty in Crisis: Collective Bargaining, Tenure, Faculty Development. Occasional Papers in Higher Education, No. 10. This collection of nine papers grew out of a series of presentations made by advanced graduate students participating in a seminar in Higher Education during the spring term, 1975. The purpose of the seminar is to afford advanced students an opportunity to explore in depth the topics considered in the more general way in the course sequence and in other courses in Higher Education. The papers presented in the seminar were divided into three broad areas: collective bargaining; tenure; and faculty development. Papers presented covered: (1) an overview of collective bargaining; (2) collective bargaining in relation to part-time faculty; (3) the role of statewide governing boards in local community college collective bargaining; (4) women, college faculty, and tenure; (5) faculty tenure in a period of financial crisis; (6) conflict between tenure and affirmative action; (7) perspectives and issues of faculty development; (8) the teaching aspect of faculty development; and (9) West… [PDF]

Kimmel, Ellen; Pendergrass, Virginia E. (1980). Attitudes of Women Faculty Toward Sex Equity Efforts in the State University System of Florida. In an effort to alleviate salary inequities in the state university system, the Florida legislature required the nine universities to examine all faculty and administrative salaries and make all warranted adjustments. This comprehensive and systematic effort provides the basis for a survey of women faculty attitudes toward affirmative action efforts. A mailed questionnaire and telephone interviews were used; this report summarizes telephone responses. It is shown that despite the state's efforts, many women still do not believe they are treated fairly. Some feel that any progress made is eliminated by inequitable distribution of merit increases. Most received no active encouragement to take advantage of a legal right to apply for salary adjustment, and some were discouraged. Relationships with colleagues were disturbed. However, most women did take the opportunity to seek redress, most applicants did receive pay increases, and they do not appear to have been penalized for their…

Ornati, Oscar (1972). Minority Mobility Project. Interim Report, March 1971-August 1972. The Minority Mobility Project (MMP) is concerned with personnel policies and practices which impart the utilization and upward mobility of minorities and women. The report details the various policy and analytical research questions raised in the course of a project involving quantitative and qualitative analyses of primary data on personnel practices collected at two large companies. One of the companies had implemented an affirmative action plan, and the other had very low utilization and a long history of not hiring minorities and women in other than clerical positions. The report describes in detail the approach and the analyses used to answer the policy and research questions, relates the findings, and discusses their practical and policy implications. A method for establishing, a priori, the degree of compliance of a firm or industry was developed by simple statistical measurements of parity. Instructions for the computation of population, occupation, and comparative parity… [PDF]

(1979). Ohio Civil Rights Commission, 19th Annual Report, 1977-1978. Presented in this document are the percentages, level, and basis of charges filed with the Commission regarding discrimination in the areas of housing, employment, credit, and public accommodations. Statistical information provided is based on such factors as racial, religious, and sex discrimination and handicap based charges. Other, nonjurisdictional charges, such as discrimination in employment because of age, hair length, and prison records are also reported. Amounts of monetary awards received by complainants as a result of findings of discriminatory practices are recorded by geographical areas. Other civil rights activities and concerns in which the Commission is involved are reported on. These include the Commission's role in assessing the civil rights impact of Federally-assisted projects, training and staff development, reviewing progress reports of affirmative action programs, and the elimination of discrimination in education and community relations. In addition,…

Johnson, Penelope R.; Shireman, Joan F. (1976). Research in Action: The Uses of Research in a Social Work Agency. This book describes an action research program in a child welfare agency. The purpose of the program was to evaluate agency services and to disseminate agency thinking and experimenting to other social workers. In the introduction (Part I) the development of the research project is briefly outlined. In Part II the areas in which research was conducted are elaborated. Background to the study, plan of the study, summary and implications of the findings and other information are provided for each area of investigation. Research areas include adoption, foster care, counseling, day care and affirmative action. A brief discussion and evaluation of the implementation of computer processing of research data are included. Part III offers conclusions about the uses of research in a social work agency. Researcher sensitivity to the needs and concerns of agency personnel and the utilization of personnel input are key elements in the success of the research programs. (RH)… [PDF]