Kelly, Jan W. (1993). Women in Academe: Historical and Sociological Perspectives. This paper examines the unequal status of women in academic life from the ideological framework of the women's movement and issues a call to action to change this position. The paper discusses the following issues: (1) persons in the majority culture highlight the differences between them and the minority by exaggerating their culture; (2) the imbalance in numbers causes people to be preoccupied with how to behave toward each other; (3) most curricular materials effectively eliminate women or perpetuate sex role stereotyping; (4) universities that engage only one half of its population in its governance, conduct, and exchange of ideas lack a balanced viewpoint; (5) women academics are victims of sexual harassment, which also impacts on women's equality; and (7) the movement of women into equal ranks in the academy is a threat to its very existence as a patriarchy. The paper concludes that women must take it upon themselves to protest unequal treatment and sexism in their workplace,… [PDF]

Simmons, Howard L. (1984). Minority Involvement in the Accreditation Process. Perspectives concerning the lack of participation of many minority persons in colleges and universities in the accreditation process are offered, along with recommendations for accrediting agencies, colleges, and minorities. It is noted that the executive staffs of accrediting bodies have no blacks. Further, no staff of the national agencies has any minority representation, and only two of the six regional agencies have black executive staff. Practices of the Middle States region include the following: the usual method of identifying potential evaluators is through recommendations from chief executive officers or college chief academic officers; generally, few persons who have had no previous evaluation experience are appointed to an evaluation team; and some blacks and other minority groups turn down the opportunity to serve on teams. Suggestions for accrediting agencies include: involve more minorities from all types of higher education institutions in activities; and instruct…

Murphy, Lila C.; Vetter, Louise B. (1990). Federal Legislation To Eliminate Sex Discrimination in Vocational Education: "The Impossible Acts," 1976 and 1984. This project is a detailed history of two pieces of legislation that sought to eliminate sex discrimination in vocational education: the Vocational Education Amendments of 1976 and the Carl D. Perkins Act of 1984. The report explains why they happened and the results as seen by those most involved. It looks at the key individuals and groups that made a difference; what really happened during the legislative process; and how agencies, programs, and students were affected by the changes mandated under the new laws. The study collected qualitative information from those who created federal legislation, subsequent reports and studies on that legislation, and the National Assessment of Vocational Education. The study covers the 10-year period from 1977 to 1987. Information for the study was obtained by conducting personal interviews, making contacts, and reviewing legislation and national survey data. The following five chapters are included in this report: (1) the legislation–hearings…

Burke, Dolores L. (1987). Disposable Goods or Valued Resource: Appointment and Termination of Assistant Professors. ASHE 1987 Annual Meeting Paper. The question of whether assistant professors are valued resources at colleges was investigated and compared to findings of a 1957 study by Caplow and McGee. Based on actual personnel actions, interviews were conducted with 306 department heads, nonterminated faculty colleagues, and new appointees. The interviews were concerned with the appointment in the 1984-85 academic year of 96 assistant professors at three private and three public research universities and the termination of 87 assistant professors at the same institutions at the end of the 1983-84 academic year. As in the Caplow and McGee study, attention is directed to: the recruitment process, origination of the position, the search for candidates and interviewing, the representation of women and minorities among appointees, faculty dismissal, resignation, and the impact of departure. It was found that there was little proportional difference in the "share" of appointments given to assistant professors between 1957…

Bernstein, Alison (1985). Equity Issues for Women in Higher Education: Getting beyond the Numbers Game. Equity topics that need special attention from higher education researchers are discussed. It is argued that focusing on the increased numbers of women students, faculty, and administrators may disguise more complex issues. It is advocated that when researchers propose to study \women,\ they should identify which women are being examined. When undifferentiated statistics on women are used, minority women in general, and particular groups of minority women (e.g., southern black women), will be overlooked or misrepresented. While the history, roles, and contributions of middle class white women \notables\ are being covered in college courses, Black, Chicano, and Native American women are rarely encountered as subjects of study outside of sociology and social work courses. Questions remain about women's degree patterns and areas of specialization. Studies of the educational goals and experiences of women students at universities, the less selective community colleges, and minority…

Valiant, Sharon (1978). Women at Work. During the prehistoric era, most advances in society were developed by women. These advances included agriculture, building, weaving, basketry, pottery, woodworking, trading, and domesticating animals. Pottery and basketry allowed for the long-term storage of food and water and permitted humanity to stop living the nomadic life and begin the first settled communities. The first wheels, appearing in the New Stone Age, were developed in connection with weaving and pottery. Throughout the Old Testament, women are often seen as traders, farmers, and builders. Ancient Egypt has been described by many researchers as the society with the highest documented status ever attained by women. The names of many women appear throughout the annals of ancient alchemy. European women who settled North America brought their skills with them and established themselves in business at approximately the same moment they unpacked their bags. Women were the mainstay of the early mills during the Industrial…

Phillips, Roy G. (1987). Partners in Education: Black Student Opportunity Program. A description is provided of the Urban League's Education Initiative Project, a cooperative effort involving Miami-Dade Community College (MDCC) and feeder high schools in activities designed to raise the aspirations of black high school students, motivate them to enroll and succeed in college preparatory courses, facilitate the flow of students from high school to MDCC to a four-year university, and finance the college education of successful students. Section I provides an introduction to the project, as well as information on the problem of underachievement among black students in Miami, the goals of the project, the target student population, and the program design, implementation, and management. Sections II through IV focus on specific components of the project. Section II describes the Black Student Opportunity Mentor Program, which selected 75 mentors from a broad range of organizations and career groups to serve as positive reference group models. Section III highlights the… [PDF]

Webb, L. Dean; And Others (1986). Overcoming Sex Disequity in Educational Administration: Eliminating Persistent Barriers through the Development of an Instrument for Department Self-Assessment and a Model for Institutional Change. The persistent barriers to women's educational equity in educational administration may be eliminated through this project, which describes the development of an instrument for department self-assessment of sex equity and a model for institutional change. The procedures for developing, testing, and disseminating the instrument for self-assessment of sex equity are provided in detail. A set of standards, grouped by major area of activity, is presented that will ensure that women receive equitable experiences during their graduate studies. Strategies for change are described in the final chapter. Appended are 22 references; a bibliography; interview questions for use in cases of perceived bias or discrimination in departmental conditions, policies, and practices; and a list of University Council for Educational Administration member universities. (SI)… [PDF]

Gordon, Henry A.; And Others (1982). Unemployment and Underemployment among Blacks, Hispanics, and Women. United States Commission on Civil Rights Clearinghouse Publication 74. Blacks, Hispanics, and women are more likely to be unemployed or underemployed than white males, regardless of economic conditions. This conclusion was drawn from an analysis of data gathered from the March Current Population Survey for the years 1971 through 1980, the Dictionary of Occupational Titles, and state and local unemployment rates supplied by the Bureau of Labor Statistics. The data were analyzed to determine whether factors other than discrimination could account for the disparities. These factors included economic expansions and contractions that might disproportionately affect some groups; regional and industrial variations in the economy; and individual factors, such as education, training, and age, that vary among groups. Disparities with employment rates of white males in the same areas or industries, however, remained fairly constant. Individual factors, such as education, training, and age, were found to play a part in the unemployment and underemployment rates,… [PDF]

Days, Drew S., III (1978). Remarks by Drew S. Days, III before the Black Achievers' Awards Dinner, Greater Boston YMCA, Boston, Mass. This speech focuses upon the roles of both the business community and the Federal Government in fighting discrimination against women and minorities. In the belief that racial neutrality may only serve to perpetuate inequalities, the private sector is asked to actively cooperate with government nondiscrimination policies. The participation of the business community in Boston's school desegregation plan is cited as an example of past cooperation. The current proliferation of lawsuits challenging government racial goals is mentioned. The Carter Administration's determination to end discrimination is emphasized, as is the Justice Department's commitment to carrying out administration policy. Examples are given of efforts to redress racial and sexual imbalances within the government. In addition, the enforcement of Title VI, whose mandate is to prevent and eliminate discrimination in federally assisted programs, is detailed. The cooperation of business and industry with government…

Adkison, Judith A. (1982). Advocates and Administrators: Perspectives on the Title IX Coordinator's Role. The role perceptions and activities of seven individuals responsible for coordination of the efforts of their respective districts to comply with the requirements of Title IX of the Elementary and Secondary Education Act are described in this research report. All seven districts involved in the study complied at least with the letter of the law. Six went beyond compliance on paper to compliance in fact, and four beyond formal compliance to positive action embodying the spirit of equality. Researchers found that conditions identified by previous studies as necessary to successful fulfillment of the role of Title IX coordinator were not in fact present in all cases where coordinators proved effective. In each instance it was the particular interrelationship of district and coordinator characteristics, rather than the specific characteristics themselves, that appeared vital to coordinator effectiveness. (Author/PGD)…

Faaborg, Linda W.; Hepner, Marilyn M. (1979). Women Administrators: Careers, Self-Perceptions, and Mentors. This report presents an analysis and interpretation of responses from women administrators in higher education concerning influences on their careers, professional mobility, and self-perceptions. Issues discussed include the inadequacy of information concerning women administrators, influences on career growth, differences between academic and nonacademic administrators, and the role of mentors. Ninety of the 200 women identified as holding administrative positions at the University of Cincinnati responded to a questionnaire that solicited demographic information, data about career mobility and influences, and open-ended responses about aspirations and expectations. (Author/MLF)…

Carter, Holly M.; And Others (1980). Using Existing Research Centers: A Model for Increasing the Participation of Minority Persons and Women in Research on Education. A model for increasing the participation of minority persons and women in research on education is described. The model involves an Institute for the Interdisciplinary Study of Education (IISE), located at Northeastern University, under whose auspices minority persons and women are recruited for positions as Postdoctoral Faculty Fellows. The project is funded by the National Institute of Education. The fellows come from institutions where heavy emphasis is placed on teaching rather than research. A basic objective of IISE is that of providing significant research and publication experience for the Fellows in order to facilitate advancement and security in their careers. This is accomplished by utilizing a model composed of two basic elements: (1) the use of existing university research/training units; and (2) the involvement of faculty from several disciplines. Thus, the model draws upon, and expands, relationships already in existence between faculty and research centers, and…

Rose, David L. (1976). Qualifications and Equal Employment Opportunity Law. This paper examines the issue of employment discrimination and the position taken by the Government in an attempt to stop discrimination in employment. Presented is a survey of seven appellate cases. Each of them represents a case in which the issue of the adequacy of test validity studies is questioned. In six of the seven cases, the use of tests in hiring was held unlawful on the grounds that the validity study did not produce adequate evidence. The evidence set forth by the court cases supports the proposition that the greater the degree of adverse impact and the smaller the degree to which an employer in fact desegregated a previously segregated work force, the less likely it is that the selection procedure will withstand judicial scrutiny. The implications of these cases for industrial psychologists are briefly discussed. (YRJ)… [PDF]

Steiger, JoAnn M.; Szanton, Eleanor S. (1976). Job Training for Low Income Women: The Need for Change. This document presents the conclusions and recommendations of a study conducted to explain the inequalities faced by low-income women in job training, employment, and earnings. The study explored the dimensions of the problems such women face, possible solutions, and the extent to which a group of Health Education and Welfare (HEW) and HEW-related programs address or fail to address those solutions. This document is divided into two major sections. Section 1 presents the conclusions and recommendations and a summary of the report. A brief description of nine federal programs which have potential for helping low income women are also included in this section. Section 2 reports the study in more detail. It provides a discussion of the issues involved and information from the assessment of selected programs with potential for assisting low-income women to increase their earning power. Conclusions and recommendations are also included in section 2. The following information is appended:…

Hamilton, Douglas (1979). State University Faculties Stuck on Tokenism in Kentucky. Staff Report 79-1. Statistical data is presented in this report to show that the State supported universities and community colleges of Kentucky had an underrepresentation of blacks among tenured and non-tenured faculty at all universities but Kentucky State in 1977. It is pointed out that there was only slight progress, or no progress at all, at the traditionally white universities toward achieving meaningful levels of black participation between 1975 and 1977. Additional data provided for each of the universities and community colleges in Kentucky illustrate the hiring practices of each with regard to females and other minorities at the faculty level. It is argued that Asians and other minorities have made greater gains proportionately than blacks among the tenured faculty and that the most significant gains for female faculty have been in the Community College System. Recommendations for improving the racial composition and minority representation of Kentucky's higher education faculty are made. (EB)…

(1978). Bakke and Beyond. A Report of the Education Commission of the States and the Justice Program of the Aspen Institute. Report No. 112. In this booklet, papers presented at a 1978 conference on the implications of the Supreme Court's ruling in the Bakke case are reprinted. The issue of the constitutionality of special admissions programs for minority applicants is considered and related policy problems facing educators and political leaders are examined. The future of admissions programs and the creation of sensible policies for professional school admissions are also discussed. The Bakke case is reviewed and explained from a historical perspective. Questions of educational due process, the validity of test scores as a measure of merit, and the socioeconomic biases of the admissions selection systems are explored. (WI)… [PDF]

Hernandez, Edward, Jr. (1974). An Examination of the Chicano Advisory Committee's Effect on the Establishment of College Policy [and] An Examination of the Committee's Implementation of a Chicano Recruitment Project. A questionnaire was developed and administered to 200 present and past Chicano Advisory Committee (CAC) members, including Chicano and non-Chicano faculty, college administrators, and Chicano students, staff, and community members. Information was gathered on the role the CAC plays in policy-making at Pasadena City College (California). Respondents generally felt that CAC is an important and positive contributor to the college's policy-making process, although improvements, especially in the areas of committee authority, speed, and visibility, need to be implemented. Another questionnaire was developed and administered to 400 Chicano students, faculty, administrators, members of the Chicano recruitment staff, and present and past members of the CAC, in order to measure the effectiveness and direction of the Chicano Recruitment Project. While viewing present recruiting efforts as effective and positive, respondents felt that a more intensive effort is needed, with increased funding… [PDF]

(1974). West Georgia College Faculty Handbook. West Georgia College is a unit of the University System of Georgia and is governed by statutes that have been approved by the Board of Regents. This 1974 faculty handbook is a compilation of general policies and procedures that affect the professional activities of the faculty and staff at West Georgia College. Personnel policies and procedures are covered (including appointment, tenure, grievance procedures, and equal employment) as well as faculty teaching and nonteaching responsibilities (including, classroom procedures, faculty liability, counseling, and participation in college affairs). Included is an organizational chart. (KE)… [PDF]

(1976). Selected Bibliography on Fair Employment. This select bibliography lists books, government documents, journal articles, monographs and legal citations about fair employment. The majority of entries relate to the employee selection and testing process and its ramifications. Titles are organized by topic: guidelines and standards, statistics, selection, legal aspects of testing, overviews and reviews, job analysis, test fairness, licensing and certification, and significant testing cases. Most entries have been published since 1969. (MPJ)… [PDF]

Dipboye, Robert L.; And Others (1976). Equal Employment and the Interview. Personnel Journal, 55, 10, 520-522,524, Oct 76. Unstandardized and unstructured interviews can have an adverse impact on the hiring of minority groups; the personnel interview does not substitute for well designed and valid objective tests as predictors of job success. (TA)…

Vance, N. Scott (1987). Michigan Meets Black Students' Demands. Chronicle of Higher Education, v33 n29 p27,30 Apr 1. After negotiation with Rev. Jesse Jackson, University of Michigan officials have agreed to meet student demands to increase black enrollment, improve services for blacks, and deal more swiftly with incidents of bigotry on campus. (MSE)…

Kacena, Carolyn (1987). Hiring the Hidden Handicapped: Employment of the Deaf in Libraries. Journal of Library Administration, v8 n1 p69-75 Spr. Describes the situations encountered in an academic library when hiring and training hearing impaired individuals as technicians in the library's cataloging department, as well as the support systems and training modifications used for these employees. (CLB)…

Beezer, Bruce (1986). Black Teachers' Salaries and the Federal Courts before Brown v. Board of Education: One Beginning for Equity. Journal of Negro Education, v55 n2 p200-13 Spr. Explains how unequal salary schedules for Black and White teachers with similar qualifications were eliminated in public schools. Reviews pertinent federal court cases and legal arguments, describes how adopted salary schedules (in contrast to merit-based salary schedules) affected court decisions, and discusses the effects of the court decisions. (KH)…

Bentley, Karen; Bentley, Maree (2005). Producing Gender-Sensitive Materials for Open and Distance Learning. Knowledge Series: A Topical, Start-Up Guide to Distance Education Practice and Delivery. Commonwealth of Learning Sensitivity to someone's gender is crucial, not only in life, but also in learning. In developing countries where the opportunities for face-to-face education are often limited, open and distance learning (ODL) can provide basic education, skills training and lifelong learning. Appropriate ODL materials are especially important for women who live in countries where they are seen principally as homemakers and carers of children, and where their social and cultural norms make attending face-to-face classes difficult. ODL can provide such women, their partners and their children with the key to the world of learning. Producers of ODL materials must ensure that this key works for both sexes. To encourage participation by both sexes, learning materials must take into consideration barriers that might exclude either. This guide will bring these barriers to the reader's attention and suggest some strategies that encourage successful participation by both sexes. (Contains 1 table and a list… [PDF]

Hackett, Rachelle Kisst; Martin, Gary R. (1997). Faculty Support for Minority Engineering Programs. This study examined faculty support for programs that aid minority engineering students. A survey was designed and mailed to faculty at 112 randomly-selected engineering schools. A total of 91 faculty from 30 schools completed the survey. The study found that although there was general support for minority engineering programs (MEPs), there was great variability among the responses. Greatest support was found for financial and academic types of assistance, with less support for clustering of activities. The study also found that faculty from state schools, larger schools, and from schools located in the Midwest tended to give greater support to MEPs than faculty from private schools, smaller schools, and schools located in the East. A copy of the survey questionnaire is appended. (MDM)… [PDF]

Asada, Hideko; Goldey, Gregory T.; Swank, Eric (1999). Appalachian College Students & a Multicultural Curriculum. A study explored the multicultural predispositions of Appalachian college students. Surveys addressing 23 variables related to demography, ideology, race perceptions, and university were returned by 437 students in 12 majors at Moorehead State University (Kentucky). Results indicate that the students of Eastern Kentucky gave tepid support to multicultural goals. Most agreed that multicultural information should be available at the university and that the college should hire more minority faculty/staff. Substantial segments favored the availability of multicultural classes, but most were reluctant to make these obligatory. Only about one-fourth said they felt personally compelled to learn more about cultural diversity. When every variable was simultaneously addressed, none of the demographic or ideological variables showed any impact. Students who held derogatory notions of minorities and insisted that racism had disappeared were those who generally rebuked a multicultural education…. [PDF]

Rosas, Reyna Griselda (1998). Gender and Ethnic Hiring Trends of Athletic Directors and Head Coaches in the California Community Colleges from 1988 through 1997. This thesis investigated the hiring trends for athletic leadership positions in California's community colleges from 1988 through 1997. The directory published by the Commission on Athletics (COA) was used to identify and gather information on athletic departments, and an Equal Employment Opportunity Survey was designed to assess the gender and ethnicity of athletic leadership positions. The California Community Colleges offer 12 men's and 10 women's intercollegiate sports to over 23,000 student-athletes. Athletic leadership opportunities for women and minorities have been limited. A literature review highlights court decisions and legislation that have played important roles in expanding opportunities in intercollegiate athletics. This study surveyed all 101 colleges holding membership in the COA. The survey contained questions about sports offered and the gender and ethnicity of athletic directors and head coaches to determine trends over the 9-year period. The proportion of… [PDF]

Glasker, Wayne (2002). Black Students in the Ivory Tower: African American Student Activism at the University of Pennsylvania, 1967-1990. This book describes the circumstances surrounding the decision by the University of Pennsylvania to increase its black student enrollment and the consequences of that decision in the late 1960s and the early 1970s. Following a Preface, Chronology of the African American Student Movement, 1967-1978 and an introduction, Dual Organization on the Predominantly White Campus, the chapters are: (1) To Open the Doors of Opportunity; (2) Years of Discord, 1967 and 1968; (3) The Sit-in of 1969; (4) Reflections in the Mirror, Reflections in the Curriculum; (5) The Sojourn of the Afro-American Studies Program; (6) The Most Difficult Year, 1969-70; (7) Confronting Class and Disadvantage; (8) Is a Black Dormitory Voluntary Segregation?; (9) A Program for Any Undergraduate of Any Race; (10) The Sit-In of 1978 and the United Minorities Council; and (11) Assimilation, Pluralism, and Nationalism-Separatism. A conclusion discusses The Revolt against Assimilation. (Contains 464 endnotes and 202…

Milem, Jeffrey F. (2001). Increasing Diversity Benefits: How Campus Climate and Teaching Methods Affect Student Outcomes. This study explored the relationship between student diversity, campus climate, faculty composition, and research and teaching content. Data came from three primary sources: a 1992-93 survey of college and university faculty, which provided information on full-time faculty from 344 institutions; the Higher Education Governance Institutional Survey database, which provided data on student body racial composition at 244 institutions; and the Carnegie Foundation, which provided data from their classification system for colleges and universities. Four outcomes related to maximizing the benefits of racial diversity in teaching and learning were considered: (1) teaching practices associated with active learning; (2) curricular inclusion of readings on diverse racial and ethnic groups; (3) faculty participation in research on race, ethnicity, or gender; and (4) faculty attendance at workshops on racial awareness or curriculum inclusion. Minority faculty were dramatically under-represented… [PDF]