(2002). Making the Grade in College Prep: A Guide for Improving College Preparation Programs. On March 28, 2003 the U.S. Department of Education (ED) issued a report titled \Race-Neutral Alternatives in Postsecondary Education: Innovative Approaches to Diversity.\ The purpose of this report is to describe a number of race-neutral approaches that postsecondary institutions across the United States are using. This staff assessment by the U.S. Commission on Civil Rights examines \Race-Neutral Alternatives\ in light of the Commission's prior analyses, findings, and conclusions. ED stated that the \Race-Neutral Alternatives\ document consisted of program descriptions, rather than best practices examples, and the report provides no criteria on which the programs are judged. The most the document can do is list programs that might work; it does not in fact provide alternatives. The greatest weakness of the report is that it ignores the growing body of research that challenges assertions that some of the programs are viable substitutes for affirmative action. (Contains 50 endnotes.)… [PDF]

(1997). Lesson Plan of the Month. Series V, No. 1-9, 1997. This series of independent lessons draws from examples of real legal issues and encourages students to refer to Constitutional interpretations and precedent cases to arrive at judgments. The lessons include: (1) "Affirmative Action: How Level is the Playing Field?"; (2) "We Are a Nation of Immigrants"; (3) "Should Elected Office Be a Lifetime Job?"; (4) "Is There Room for the Menorah, A Nativity Scene, and Other Religious Symbols in the Classroom?"; (5) "Indecency on the Net: Should It Be Regulated?"; (6) "Ethics, An Issue for Every American"; (7) "Cloning. . . Are We Next? How Far Should It Go?"; (8) "A Religion? Or a Cult? What's the Difference? And What Rights Do Religious Cults Have?"; and (9) "Teen Driver's License Regulations." Each lesson includes descriptions of cases and background information, objectives, key concepts and vocabulary, student activities, student handouts, supplemental… [PDF]

(1987). Master Contract: San Joaquin Delta College Teachers Association/CTA/NEA and San Joaquin Delta Community College District, July 1987-June 1990. The collective bargaining agreement between the San Joaquin Delta Community College District Board of Trustees and the San Joaquin Delta College Teachers Association/California Teachers Association/National Education Association is presented. This contract, covering the period from July 1987 through June 1990, deals with the following topics: bargaining agent recognition; definition of terms; negotiation procedures; non-discrimination; bargaining agent rights; professional dues or fees and payroll deductions; dispute settlement procedures; leaves of absence; employee benefits; working conditions; personnel files; college calendar; holidays; transfers; evaluation of faculty; workload; salaries; hourly compensation; extra duty compensation; substituting; travel; reduced service partial retirement plans; unit stability; maintenance of benefits; statutory changes; miscellaneous conditions; public charges; rights and responsibilities; and savings clause. Appendixes provide the salary…

Russell, Roberta J.; Wright, Ruth L. (1990). Visible Minorities and Women in Educational Leadership: A Report of Research in Progress. Preliminary findings from two studies in progress on women and visible minorities in Canadian public and educational administration are presented in this paper, which focuses on the impact of tokenism resulting from differential expectations and their influence on the organizational socialization of managers. Primary data were derived from semistructured interviews, or career histories, with 20 white and minority male and female middle managers in public administration and education. Their experiences and perceptions of opportunities for advancement are described. Findings suggest that differences exist in the ways in which males and women and minorities experience organizational life, and that these differences may significantly impact career outcomes. Responses tend to support the view that women and minorities are seen as tokens and are treated differently from white males. Racism/discrimination was not perceived as such by those managers who have successfully advanced. A…

Davidson, Mary E.; And Others (1988). Monitoring Commission's Response to the Annual Desegregation Review, 1986-87. Part II: Recommendations on Educational Components. This report summarizes the response of a monitoring commission to a 1986-87 report on the educational components of a court-mandated school desegregation plan in Chicago (Illinois). The Board of Education was required to alleviate the effects of both past and ongoing segregation by providing educational and related programs for predominantly Black and Hispanic American schools. Overall, the report was very well written and a great improvement over the 1985-86 report. The summary of the major litigation of 1986-87 between the board and the Federal Government demonstrates the important issue of funding the desegregation plan. The following educational components are reviewed: (1) general curriculum and instruction; (2) the Chicago Effective Schools Project; (3) programs in racially identifiable schools; (4) student leadership; (5) magnet schools and programs; (6) vocational and technical high schools; (7) special education and testing; (8) dropout prevention; (9) bilingual education;…

Ortiz, Flora Ida (1991). Superintendent Leadership in Urban Schools. The ways in which a Hispanic female superintendent led her school district toward stability and excellence are described in this report, with a focus on four elements that differentiate the work of urban school superintendents from that of others. Four years of data were collected through interviews with the superintendent, observations of group meetings, and document analysis. Findings indicate that the superintendent must attend to four areas for success: (1) the large size and heterogeneity of the district; (2) resource allocation; (3) school board composition; and (4) the fragmented nature of the community. Basic tasks for effective superintendent leadership were identified, which include: balancing the budget; replacing school board members as necessary; hiring additional teachers and cabinet members representative of diverse groups; providing staff development; establishing student outcome targets; establishing a personal and school district image; engaging in an affirmative…

(1985). Draft Master Agreement between the University of the District of Columbia Faculty Association/NEA and the University of District of Columbia, October 1, 1985-September 30, 1987. The collective bargaining agreement between the University of the District of Columbia and the University of the District of Columbia Faculty Association Chapter (600 members) of the National Education Association covering the period October 1, 1985-September 30, 1987 is presented. Items covered in the agreement include: unit scope and definitions, association rights, dues checkoff and agency shop, grievance procedure and arbitration, managment rights, disciplinary/adverse action, consultation, academic freedom and academic responsibilities, tenure, faculty evaluation procedures, evaluation criteria, faculty promotion principles, minimum eligibility for promotion, promotion committees, workload for teaching faculty, compensation stipulations for fiscal years 1985- 1987, salary increases for faculty, overload compensation under funded research, payroll deductions for unit members, employment benefits, tuition remission, leaves of absence, summer session, incentive awards program,… [PDF]

(1983). A Management Information Systems Needs Analysis for the University of Nevada Reno. Results of a needs assessment for administrative computing at the University of Nevada, Reno, are presented. The objectives of the Management Information Systems Task Force are identified, along with 17 problems in existing operational and management data systems, and institutional goals for future planning and management systems. In addition to common system needs, specific system needs are specified for data entry, processing, and reporting for the following areas: academic records and registration, student billing and accounts receivable, financial aid and student employment system, graduate school, housing assignment system, admissions, career planning and placement, foundation and alumni offices, and continuing education. Data entry, processing/system, and reporting requirements are also identified for the facilities/property/equipment inventory system, the controller's office, research development, research grant fiscal management, budget operation system, budget planning…

(1982). National Apprenticeship and Training Standards for the Sheet Metal Industry. Revised. These national standards are designed to aid contractors, labor, and joint committees in setting up, conducting, and improving apprenticeship programs for individuals seeking to become skilled in the sheet metal industry. Covered in the individual sections are the following topics: the provisions of the apprenticeship standards (definitions, qualifications for apprenticeship, the selection of apprentices, apprentice obligations, the term of apprenticeship, work experience, a suggested schedule of work processes for sheet metal apprenticeship, related instruction, the minimum recommended curriculum, examinations, apprentice working hours, wages, the duties of local joint committees, continuity of employment, amendments to local standards, the relationship of standards to bargaining agreements, and the expenses incurred in administrating the standards); federal laws and regulations affecting the employment of apprentices; joint training funds; and rules and regulations governing local… [PDF]

Wallin, Dawn C. (1999). Postmodern Feminism and Educational Policy Development. This paper presents a postmodern feminist conceptual framework for policy development within educational institutions. It first outlines major concepts of postmodern feminism, after which it begins to focus specifically on postmodern feminism and education. The paper contends that a goal of all educators should be to provide an educational environment where gender inequity is not tolerated. All provinces and states should require their educational institutions to develop policies that will help to create an environment free from all forms of discrimination. Educators have a legal and ethical responsibility to prevent gender inequity in the educational environment. Ultimately, the paper details educational policy development utilizing work on the role of epistemology and expertise in policymaking. The first appendix outlines potential policy initiatives that would promote more gender equitable practices within schools, including maternity and family leave, recruitment and hiring,… [PDF]

Barclay, Lizabeth A. (1982). Organizational Integration: Attitudes toward Sex or Race Related Programs within One Organization. Few researchers have examined employee attitudes toward affirmative action and equal employment programs. To examine both the attitudes of various groups within one organization toward Equal Employment Opportunity (EEO) and ideas concerning specific programs suggested by these same groups, corporate employees (N=1,791–or 53% of those surveyed) completed a survey of demographic information, and a number of attitude measures. Within each job, subgroups of females, minorities (male and female) and nonminority males were identified. Mean scores for different groups were computed. Results indicated that while females and minorities had relatively positive attitudes toward EEO, they were not uniformly open to special programs within the organization. Results also showed that the majority population (nonminority males) held relatively negative EEO attitudes, indicating that special programs may not be well received. The findings suggest that females and minorities would like to believe… [PDF]

Boben, Donna Koppi (1985). Guidelines for Equity Issues in Technology Education. These guidelines for developing race-fair and sex-fair written, spoken, and visual communications were developed in response to the 1984 International Technology Education Association's affirmative action resolution. They are suggested for use in classroom instruction, student activities, curriculum and instructional materials, media development, resource materials, teacher education, and written papers and publications. Separate chapters on sex-fair and race-fair treatment contain sections that offer examples of biased and fair use of language and portrayals of roles, traits, and appearances. A chapter on audiovisuals and graphics emphasizes that a conscious effort must be made to present fair and balanced pictures of both sexes and all races, and ends with a comparison of"fair" and "unfair" illustrations. Checklists are provided to rate materials for sex-fair and race-fair language and roles, traits and appearances; to judge the fairness of audiovisuals and…

Burrows, Janice H.; And Others (1990). Minority Recruitment and Retention in ARL Libraries. SPEC Kit 167. This SPEC kit presents the results of a survey which determined employment practices of Association of Research Libraries (ARL) member libraries in 1990 in the areas of cultural diversity, minority recruitment, and affirmative action. Categories surveyed in the area of minority recruitment include hiring activities, advertising available positions, and barriers to recruitment. Results are also presented in the areas of the recruitment of and retention strategies for minority professionals as well as the use of internships, residencies, and scholarships for minorities. Issues and trends are also identified. The kit provides recruitment planning documents, recruitment procedures, contact lists, in-house recruitment strategies, and minority recruitment internship documents submitted by the universities of California (Davis, San Diego, Santa Barbara, Berkeley); Colorado at Boulder; Connecticut; Delaware; Illinois (Chicago, Urbana-Champaign); Iowa; Kentucky; Michigan; Minnesota at Twin…

(1976). What Are Your Rights?. This pamphlet explains the legal rights of women in the state of Washington. Women's rights are included under Title IX of the Education Amendments of 1972. Title IX prohibits federal financial assistance to any educational institution which practices sex discrimination. Title VII of the 1964 Civil Rights Act as amended by the Equal Employment Opportunity Act of 1972 prohibits discrimination in employment because of sex, race, color, national origin or religion. The state Equal Rights Amendment in Washington prohibits the denial of rights because of sex. Affirmative action rulings and other rulings deal with issues which affect women such as maternity leave, and the Washington State Law against discrimination. Agencies which assist women when they are denied their rights are: The Equal Employment Opportunity Commission, the Washington State Human Rights Commission, the Education Branch of the Office of Civil Rights, the Washington State Women's Council, the Washington Education…

Waggaman, John S. (1983). Faculty Recruitment, Retention, and Fair Employment: Obligations and Opportunities. ASHE-ERIC Higher Education Research Report, No. 2, 1983. The central issues and processes of recruiting and retaining college faculty are examined in the context of managing human resources and the principles of fair employment. Although attention is focused on the needs of department or division heads, the analysis may be helpful to administrations with responsibility for recruiting faculty. The following stages of the recruitment process are addressed: receiving notification of a vacant position, receiving the authorization to recruit, determining salary, organizing the recruitment effort, screening applicants' files, conducting campus visits, and making an offer. Attention is directed to vacancies resulting from retirement, involuntary separation, negative decisions about promotion and tenure, contract termination, and disability or death. Affirmative action search guidelines are presented, along with a list of items that should be contained in job vacancy advertisements. The screening process is discussed in regard to: excluding… [PDF]

Robinson, S. L.; Sie, M. A. (1981). A Study of Equal Opportunity Attitude Changes at the Aerospace Corporation. An evaluation study was conducted to determine the effects of a two day Equal Opportunity Workshop held at the Aerospace Corporation in 1980. Information gathered before and after the workshop regarding participants' attitudes in three areas: (1) human relations; (2) status quo vs. changes in the company affirmative action practice; and (3) sexism and racism. The preworkshop survey results showed that participants had a positive attitude toward human relations. In their attitude toward change as opposed to status quo, however, 24 percent were not inclined to challenge policies that conflicted with their own values, and a comparable percentage indicated a sense of powerlessness and fear regarding changes. In the area of racism and sexism, 40 percent did not feel women were being discriminated against, one-third felt that women and minorities were already given equal opportunity, and 30 percent felt more comfortable working with people like themselves. The post workshop test did not…

Koon, Jeff, Comp. (1981). The Women's Studies Program at Berkeley: An Academic Review Using Comparative Student Evaluations from 15 Undergraduate Programs in the Social Sciences Area. Findings of a survey of undergraduate majors enrolled in the Women's Studies Program at the University of California, Berkeley, are summarized. After an overview section that identifies program strengths and weaknesses, 10 recommendations are presented, along with information on the evaluation methodology. Findings cover: structure of the major; coverage of content in the major; summative rating of coursework and learning gains; elements of teaching (e.g., feedback to students); summative rating of teaching; teaching assistants; faculty receptivity and support; competition and testing; grading, workload, and grade point average; providing students information about courses, professors, graduate study, and careers; faculty affirmative action; proportion of women and ethnic minority students; student participation in the program; influences on students' overall growth and learning; liberal arts educational goals; preparation for advanced training and for careers; overall value of the…

Green, Kenneth C. (1978). Minority Students and Professional Associations. The role of professional associations in facilitating minority access to graduate and professional education is addressed. Information on minority applications, financial aid, recruitment, and support activities was requested from 29 associations; 16 responded. The general posture of the associations appears to be limited to expressions of support for resolutions of affirmative action in hiring and admissions. Data on minority enrollment was limited and sometimes conflicting. The best and most timely information came from law and medical associations. The problem of certification and credentialing are explored: often it is currently assumed that if a minority individual is certified it is because the standards were lowered, or because of special treatment. It is suggested that associations could play a vital role in disseminating information on successful programs, and that their participation would increase minority participation in academic training. It is stressed that the… [PDF]

Browder, Lesley H., Jr. (1995). Education's Role in the Struggle for Americans To Be Equal in the Eyes of Each Other. America has two conflicting visions of equality. The first evolved during the American Revolution through the 1960s, which is identified with the phrase \equality of opportunity.\ The second vision, advanced since the 1960s, embraces the concept of affirmative action to redress social injustices. In an attempt to reach accord on these conflicting visions of equality, the American public school has become one of several major battlegrounds. This paper examines these differing visions of equality as traditional and postmodern concepts, identifies their operational expression in the public schools, and reflects on the nature of America's conflict over equality. It also analyzes educational programs with the most potential to help Americans see each other as equals, and concludes that character education has the most potential for doing so. Character education, it is argued, would be a means for articulating the principles that America was founded upon–equality before the law, equal… [PDF]

Burroughs, J. A.; And Others (1976). Demographic and Upward Mobility Considerations in Using an Equal Employment Opportunity Model. Research Report No. 29. This paper extends previous numerical results of the Flexible Equal Employment Opportunity (FEEO) model, a goal programing model (developed by A. Charnes, W. W. Cooper, K. A. Lewis, and R. J. Niehaus) consisting of Markoff transition elements imbedded in a goal programing framework with priorities that allow for element alteration to provide the organizational flexibility (in policies of promotion, recruitment, and training) necessary to achieve long-range equal employment opportunity (EEO) goals while still preserving the high priority of meeting the shorter range day-to-day operating goals of the organization. In the first section of the paper EEO goal-setting procedures are documented. Focus is on demographic considerations (making goals realistic from the labor market point of view) and upward mobility (consideration of affirmative action policies for the internal staff). A second section provides a numerical example with actual Navy data of the extended version of the model… [PDF]

Baez, Benjamin; Centra, John A. (1995). Tenure, Promotion, and Reappointment: Legal and Administrative Implications. ERIC Digest. This digest of a full report with the same title reviews the literature on the legal implications of college faculty reappointment, promotion, and tenure decisions, with an emphasis on how an understanding of the relevant legal principles can inform practice. It briefly summarizes issues in the following areas: the role of the courts in reappointment, promotion, and tenure decisions; reasons for tenure being the subject of numerous faculty lawsuits; the contents of the faculty employment contract; the constitutional guarantees of due process for untenured faculty members; the courts' balancing of institutional and individual First Amendment rights; protection from illegal discrimination in reappointment, promotion, and tenure decisions; the legal boundaries of affirmative action; the courts' concern for balance between the importance of confidentiality for the peer review system and the need to prohibit discrimination; the liability exposure of administrators and faculty members… [PDF]

Bruyere, Susanne M.; Hoying, Joyce (1995). Cultural Diversity and the ADA. Implementing the Americans with Disabilities Act. One of a series of guides on implementing the Americans with Disabilities Act (ADA), this guide focuses on cultural diversity and the ADA. First, the major components of the ADA are summarized. This is followed by discussion of employer considerations in addressing cultural diversity issues and implications of the ADA, such as diversity initiatives led and supported by management, development of training programs which focus on communication skills and compliance with the ADA, writing of job descriptions that identify essential job functions, and non-discriminatory performance appraisals. The meaning of "reasonable accommodation" is addressed, noting criteria for whether such an accommodation would create an "undue hardship" for the employer. The guide ends with some suggested implementation strategies to heighten awareness of ADA through cultural diversity initiatives in business and industry. These include affirmative action initiatives to actively recruit… [PDF]

Bowen, Raymond C., Ed.; Muller, Gilbert H., Ed. (1996). Achieving Administrative Diversity. New Directions for Community Colleges, Number 94. New Directions for Community Colleges, n94 Sum. Focusing on the challenge of expanding administrative opportunities for minorities, the 10 essays in this volume explore the problem of underrepresentation of minority administrators at community colleges and suggest strategies for improving diversity. The following articles are provided: (1) \Paradox and Promise: Leadership and the Neglected Minorities,\ by George B. Vaughan; (2) \From the Projects to the Presidency: An African American Odyssey,\ by Raymond C. Bowen; (3) \Increasing the Latino Leadership Pipeline: Institutional and Organizational Strategies,\ by Isaura Santiago Santiago; (4) \The Powers of the Presidency,\ by Rafael L. Cortada; (5) \The Community College Presidency: An Asian Pacific American Perspective,\ by M. Jack Fujimoto; (6) \Gateways to Success: Urban Community Colleges and Administrative Diversity,\ by Gilbert H. Muller; (7) \Affirmative Action as an Equal Opportunity Opportunity,\ by Donald G. Phelps and Lynn Sullivan Taber; (8) \Professional Development… [PDF]

Daum, Jeffrey W. (1976). Equal Employment Legislation: Alternative Means of Compliance. Alternative means of compliance available to organizations to bring their manpower uses into line with existing equal employment legislation are discussed in this paper. The first area addressed concerns the classical approach to selection and placement based on testing methods. The second area discussed reviews various nontesting techniques, such as training and orientation-immersion programs. The third section looks at affirmative action programs and their impact on compliance. Finally, based on present trends, an extrapolation is made of future means of compliance available to organizations. One factor which is apparent with respect to existing manpower management systems and which is reflected in the alternative means of compliance discussed in this paper is the need for the\intake\ functions of organizations to become more sensitive to the idiosyncratic strengths and weaknesses of the (new) employees. It is emphasized that educators need to demonstrate a strong advocacy to the… [PDF]

Yang, Philip Q. (2000). Ethnic Studies: Issues and Approaches. This book offers a comprehensive definition of the field of ethnic studies, covering both major issues in the field and its theoretical and methodological approaches. It traces the origins and evolution of the discipline in the United States and maps its domain. Some of the current issues addressed include affirmative action, illegal/legal immigration, bilingual education, and the English-only movement. For each issue addressed, the book introduces key concepts, outlines main dimensions, presents empirical evidence, discusses theoretical approaches, and suggests alternative perspectives when possible. There are 15 chapters in three parts. Part 1, \Basics of Ethnic Studies,\ includes (1) \Introduction\ and (2) \Methodologies of Ethnic Studies.\ Part 2, \Major Issues in Ethnic Studies,\ includes (3) \Theories of Ethnicity,\ (4) \Ethnic Stratification,\ (5) \Ethnic Adaptation,\ (6) \Ethnic Differences in Socioeconomic Achievement,\ (7) \Ethnic Prejudice,\ (8) \Ethnic Discrimination,…

McCarthy, Martha M. (1983). Discrimination in Employment. An overview is presented of litigation in which courts have interpreted educational employees' rights to nondiscriminatory treatment and employers' obligations to ensure equal employment opportunities. Because of the range, volume, and complexity of the litigation in this area, the intent is to identify applicable legal principles rather than to present a comprehensive analysis of all recent cases. The first part covers protections against racial discrimination in hiring, promotion, and job assignment based on Title VII of the Civil Rights Act of 1964. Issues arising from affirmative action and reverse discrimination are also discussed. The second part discusses sex discrimination suits pertaining to conditions of employment, pregnancy-related policies, discrepancies in compensation, unequal retirement benefits, and sexual harassment. Remaining sections discuss claims of discrimination based on national origin, religious discrimination, handicap discrimination, and age… [PDF]

Holland, Gary (1989). The Recruitment, Retention, and Promotion of African American Faculty in the United States. This paper examines the past and current attitudes and practices toward hiring, retaining, and promoting African American faculty members, and explores suggestions and predictions pertaining to increased inclusion of African Americans on university and college faculties. It argues that the major problem resulting from the lack of African American faculty in universities and colleges is the impression it gives to African American youngsters, White youngsters, and African American and White university and college staff. Discussed are some of the reasons cited for this shortage of African American professors including institutional racism, failure of affirmative action policies, low numbers of African American Ph.Ds, declining emphasis on recruiting and retaining graduate minority students, and a discouraging employment outlook for new doctorate holders. The paper argues that the problem of increasing African American faculty in universities and colleges is acute; and that it is the… [PDF]

Filp, Johanna (1993). The 900 Schools Programme: Improving the Quality of Primary Schools in Impoverished Areas of Chile. IIEP Research and Studies Programme: Increasing and Improving the Quality of Basic Education. Monograph No. 9. With Chile's return to democracy in 1990, evidence of serious deficiencies in quality and equity in Chilean schools prompted the Ministry of Education to design and implement the 900 Schools Programme, a reform measure to improve the quality of primary education in the country's impoverished areas. The guiding principles of the program are positive discrimination (affirmative action), equity, professionalization of teachers, and the interaction of school culture with community culture. The program consists of: (1) learning workshops for third- and fourth-graders conducted by trained older students; (2) inservice workshops for teachers; (3) preparation of workbooks and manuals for students and teacher; (4) the creation of classroom libraries; and (5) the improvement of school buildings and grounds. The program has led to increased teacher professionalization, improvement in student morale, improvement in language arts and mathematics achievement, and improvements in school… [PDF]

Foxley, Cecelia H. (1976). Locating, Recruiting, and Employing Women: An Equal Opportunity Approach. To aid employers in providing equal opportunities for women workers, this book describes working women today, their education and training, laws, regulations, and programs providing employment protection, and suggests ways of recruiting, employing, and working with women. An overview of women in the present workforce is presented–their participation rates, occupational status, marital and family status, and earnings–and evidence is offered to dispel many common myths. The educational background and employment preparation of women is discussed, new directions in women's education are indicated, and statistical data are provided to assist employers in setting future employment projections or goals. The major anti-discriminatory laws and regulations are described with the texts appended. Methods are outlined for compliance with anti-discrimination laws through the development of an effective affirmative action program. Sources useful to employers in locating and recruiting women…

Lindgren, J. Ralph; And Others (1984). Sex Discrimination Law in Higher Education: The Lessons of the Past Decade. ASHE-ERIC Higher Education Research Report No. 4, 1984. The obligations of colleges and universities under existing laws prohibiting sex discrimination are discussed. Attention is directed to developments in the law relating to sex discrimination against employees and against students in colleges and universities, and practical and cost-efficient strategies for complying with the law. The pertinent laws on sex discrimination against employees, job applicants, and students are cited. The employee-related laws address hiring, retention, promotion, tenure, salary and fringe benefits, sexual harassment, and affirmative action practices for government contracts. Judicial decisions are based on the prima facie case, rebuttal, pretext, and the discovery of confidential faculty evaluations. The laws on sex discrimination against students address practices in admissions, tuition rates, financial aid, sexual harassment, student organizations, student services, housing and parietal rules, and athletics. Three strategies for compliance are: (1)… [PDF]