(1975). Minorities and Women in Government: Practice Versus Promise. In 1973, the Rhode Island Advisory Committee to the U.S. Commission on Civil Rights initiated a comprehensive project to review equal employment opportunity (EEO) in State and selected local government bodies in Rhode Island. In its project, the Advisory Committee examined employment practices and affirmative action efforts to recruit, hire, and promote minorities and women in State government and in the cities of Providence, East Providence, and Newport. Approximately 40 State and local officals were interviewed by Advisory Committee members and Commission staff. Data from Federal reports and other publications were collected and analyzed. These investigations culminated in open, public meetings held November 14-16, 1973, in the State House in Providence. Sixty-two persons, including Federal, State, and local officials and representatives of unions, community, civic, minority, and women's groups testified. At the meetings, the entire employment systems of the four governments were… [PDF]
(1998). History of California's AB 1725 and Its Major Provisions. This paper addresses the history of California's Assembly Bill 1725 (AB 1725) legislation and describes its major provisions. Signed in 1988 by Governor George Deukmejian, AB 1725's focus is to emphasize the new role of California community colleges as postsecondary institutions committed to transferring students, offering remedial courses, and providing vocational training. Other issues addressed by AB 1725 are the shift in power from the legislature back to the local board, and a number of concerns related to faculty and the hiring of personnel. The law stipulates the future role that affirmative action will play in hiring practices, highlighting the goal that the workforce reflect the proportionality of the state's adult population. Another topic is the 75:25 ratio, which refers to the goal that 75% of instruction be taught by full-time instructors and 25% by part-time instructors. The last main provision of AB 1725 is an adjustment to the financing of the college system using a… [PDF]
(1983). Sex Bias in Colleges and Universities. The Report Card #2. Research concerning the status of college students and college faculty at U.S. colleges and universities is summarized in a large chart (17 by 22 inches). Patterns in the college curriculum and instruction are also reviewed. The information reflects many positive changes for women in postsecondary education. It also shows that, more than a decade after the passage of Title IX of the Education Amendments of 1972, sex bias still pervades college and university life. Facts include the following: the typical rank for a female faculty member is that of untenured instructor; affirmative action policies have not significantly increased the percentage of women on higher education faculties; the salary gap between female and male faculty continues to widen; in the early 1980s, women make up the majority of the postsecondary student population; women earn about half the bachelor's and master's degrees awarded each year, one third of the doctoral degrees, and one quarter of the professional… [PDF]
(1979). Women in Higher Education Administration: A Book of Readings. The status and satisfaction of women in higher education administration are addressed in 29 articles. Contents include the following: Why Don't Women Aspire to Leadership Positions in Education (Sylvia-Lee Tibbets); Training Women for Administration (Rae Andre and Mary I. Edwards); Kindergarten: The Training Ground for Women in Administration (Mary Ellen Verheyden-Hilliard); Performance of Women Principals (Andrew Fishel and Janice Pottker); Our Dwindling National Resource: Women School Administrators (Laurine E. Fitzgerald); Upward Job Mobility for Women in Elementary Education (Jane K. MacDonald); Sexual Discrimination in School Administration Opportunities (Edward J. Van Meir); Interest and Involvement of Women in University Governance (Julia K. Muller); Job Satisfaction of Women Administrators in Higher Education (Mary Elizabeth Reeves); Women College and University Presidents (Martha McGee); Women as Academic Administrators in the Age of Affirmative Action (Marian Lief Palley);…
(1996). Women in Higher Education, 1996. Women in Higher Education, v5 n1-2. This document consists of the issues of a 1996 newsletter on women students, teachers, and administrators in higher education. Each issue includes feature articles, news on higher education, profiles of significant people in the field, and job announcements. The issues' main articles concern: (1) a successful campaign to increase female representation throughout the University of Michigan campus; (2) how downsizing integrated work/family issues on the Ohio State University campus; (3) American Bar Association suggestions on how to end law school sexism; (4) Bennington College's efforts to link student and academic services; (5) how leaders can create ethical campus climate; (6) the stir caused by a poster of women artists 24 years after its creation; (7) how homophobia intimidates women athletes; (8) organizations' need for the human spirit; (9) campuses joining to "right the standard" that waivers; (10) maintaining diversity amid threats to affirmative action; (11)… [PDF]
(2023). From Fisher to Fisher: A Critical Race Feminist Counterstory about Access to U.S. Higher Education. International Journal of Qualitative Studies in Education (QSE), v36 n6 p1003-1017. Most education and legal scholarship overlook gendered-race themes in pre-Brown v. Board of Education desegregation higher education cases that remain relevant to examining post-"Brown" race-conscious admissions cases. The author engaged critical race feminism to create a counterstory with Ada Lois Sipuel Fisher, a U.S. Supreme Court plaintiff in conversation with two fictitious Black women, Geneva Crenshaw, a civil rights attorney, and Nia Lytle, a tenure-track assistant professor of higher education. During a fictionalized one-day oral argument presented with dialogue composed from texts of actual race-conscious admission cases, the Black women react to and critique the societal and legal logic used by organizations and individuals who recruited the white women plaintiffs in those cases. The counterstory illustrates how civil rights discourse was coopted to advance white supremacist grievances. The conclusion calls on those invested in racial equity to reframe the… [Direct]
(1978). The Development and Implementation of Procedures to Reduce or Minimize Complaints as Related to Extra-Curricular Activity Salary Schedules. The major goal of this report was to minimize complaints due to discrepancies in the salary schedule for male and female sponsors of extracurricular activities at Caesar Rodney School District, Delaware. The four objectives were (1) to develop a salary schedule for teachers of extracurricular activities, (2) to develop a guide for the recruitment of sponsors and coaches, (3) to develop criteria to serve as a basis for the district's collective bargaining process, and (4) to provide evidence of affirmative action on the part of the district. Questionnaires were distributed to students and teachers to assess the existing salary schedule. A task force composed of teachers and administrators developed evaluative criteria that provided a rating scale matrix from which salaries were established. A guide for the recruitment of sponsors was distributed to all district principals and department heads. Principals were able to use the guide to provide objective information to prospective…
(1985). How Race Affects Job Placement Decisions: Results of a Vignette Experiment with a National Sample of Employers. The effect of job candidates' race on employers' job placement decisions was examined through an experiment in which white personnel officers were presented with a vignette describing a particular candidate, told that their company had employed that person, and asked what sort of position that person is likely to be hired in. The results suggest that white personnel officers tend to assign black male high school graduates to lower paying positions than those assigned to white male high school graduates. Similar patterns were observed for black female college graduates. However, these patterns of apparent bias in job placement were found to be offset to some degree in firms with strong affirmative action policies. These findings do not indicate whether a particular placement officer's racial bias reflects a personal distaste for blacks (\old fashioned prejudice\) or what Lester Thurow has called \statistical discrimination\ –using the color of the respondent as a source of… [PDF]
(1980). The Challenge of the Eighties: Southeast Conference on the Education of Hispanics (Miami, FL, May 7-9, 1980). Focusing on the problems of and recommendations for identified areas of concern in the education of Hispanics in the Southeast, this conference report has three major sections. Section I, "Conference Report," outlines the conference proceedings and presents a compilation of critical issues and recommendations concerning affirmative action, linguistically and culturally relevant program delivery, special needs, tests and research, bilingual instruction, access to Federal funds, parent and community involvement, and politics and Hispanic education. Section II, "Hispanic Educational Concerns," lists 13 issues and recommendations presented to the United States Secretary of Education. Broad major areas of concern include Hispanic representation in the Department of Education, bilingual education, effective programs for the disadvantaged, the Lau Remedies, recognition of foreign degrees, and the role of advocacy offices in the Department of Education. Section III,…
(1978). A Paper Commitment: Equal Employment Opportunity in the Kentucky Bureau of State Police–A Report Prepared by the Kentucky Advisory Committee to the U.S. Commission on Civil Rights. A study was conducted to determine the extent and level of employment of minorities and women as sworn personnel in the Kentucky Bureau of State Police. Data was collected by means of personal interviews with Bureau officials, troopers, police personnel board members, and representatives of civic and nonprofit organizations as well as from Bureau employment records. It was found that (1) women have never been employed on the Bureau's sworn force; (2) minorities are seriously underrepresented, occupying only 2.2 percent of the force positions in 1977; (3) the Bureau has not demonstrated a commitment to equal employment opportunity; (4) as shown in its eligibility requirements that consist in part of job-unrelated selection procedures (physical specifications, veterans preference, a subjective background check, and personnel board approval), the Bureau has not adopted affirmative action policies; (5) significant future gains appear unlikely; and (6) action through federal judicial…
(1978). Hispanic Students in Higher Education. To reflect the changing composition of ethnic groups in the population and the recorded aspirations of hispanic high school seniors, institutions of higher education must prepare for a dramatic increase in the numbers of hispanics attending in the decade of the 1980's. Outlined in the paper are factors which affect hispanic (Cuban, Mexican, and Puerto Rican Americans) students in higher education: the phenomenon of hispanic immigration; lack of higher education institutions in urban areas; lack of information because of language and attitude barriers; admissions criteria; delayed education, drop-outs, and student retention; and cultural values and cognitive styles. "Positive" affirmative action and bilingual/multicultural approaches are explored as courses of action for higher education institutions. Ten federal and state programs designed to enhance educational opportunity are discussed with respect to distribution of funds among ethnic/racial groups. Recommendations…
(1980). Bargaining for Equality. A Guide to Legal and Collective Bargaining Solutions for Workplace Problems that Particularly Affect Women. This is a guide to legal and collective bargaining solutions for workplace problems that particularly affect women. The first section of the guide presents a survey of legal remedies for discrimination including information on: (1) Title VII; (2) Equal Pay Act; (3) Executive Order 11246; (4) Age Discrimination in Employment Act; and (5) State Fair Employment Practice laws. In section two topics covered include: (1) organizing a union; (2) duplicating the law in union contracts; (3) mandatory baroaining subjects; and (4) use of current contracts to fiqht discrimination. The third section discusses women's dual roles, touching on: (1) maternity benefits and rights of pregnant workers; (2) child care; (3) overtime work; (4) flexible work hours; and (5) part time work and job sharinq. Section four discusses: (1) affirmative action; (2) hiring and promoting women into nontraditional jobs; (3) on the job training and employer paid education; (4) low seniority of newly hired and promoted…
(1993). Confronting Diversity Issues on Campus. Survival Skills for Scholars. Volume 6. This book addresses issues of racism, diversity, and intercultural communication in the college or university work place. Chapter 1 exposes several unwritten and informal rules that can become traps and pitfalls for the unknowing, especially people of color. It views the informal structure of the university through the eyes of minority faculty members and students and offers some suggestions for survival. Chapter 2 is a discussion of racial identity and the myths and realities of racism as it is known in the United States. Chapter 3 highlights the importance of daily communication about diversity. Chapter 4 unpacks four major and inevitable conflicts that arise when cultures collide in college environments: the purpose of education, affirmative action, freedom of speech, and the role of ethnic studies. In addition the chapter suggests possible resolution strategies and their consequences. Chapter 5 discusses \communities of interest\ and the necessity of redefining them: how the…
(1978). The Sociology of Urban Education: Desegregation and Integration. In this book, the problems of racial segregation and desegregation in urban schools and colleges are discussed in light of cultural, biological, and social questions. Part I explores various issues in urban education, such as racial balance and quality education, white flight, community control, the city-suburban connection, education for the disadvantaged and race-related behavior. Part II investigates educational planning and policy-making, including basic features of a school desegregation plan, school desegregation and public policy (in Boston) and planning for school and community change. In Part III, the integration of two elementary and junior high schools and the role of teacher and principal in the integration are described. Part IV deals with integration in colleges and universities, analyzing the social life of black students at white colleges, adaptation styles of black college students, affirmative action (faculty and staff), and the \American Dream.\ After describing…
(1998). Women in Development: Advancing Women in Higher Education. This paper examines the historical perspective of women in higher education, the problems facing women moving into leadership roles, the impact of Title IX on women, and finally the implications of these factors on women's ability to advance in higher education. The paper begins by examining the effect of affirmative action on women's progress, focusing particularly on their advancement to top administrative positions in higher education, and looking for the root of these problems in differences in leadership styles between females and males; disparities in access to professional development, in opportunities for publication and advanced degrees, and in salary. In reviewing the effects of Title IX, the 1972 federal civil rights law that prohibits sex discrimination in education programs, on women's athletic programs, the paper finds positive and negative effects: women have benefited from more athletic participation opportunities and more equitable facilities, but a major area of… [PDF]