Conway-Gerhardt, Carol; Hilke, Eileen Veronica (1994). Gender Equity in Education. Fastback 372. This position paper argues that sex discrimination still exists in education although Title IX legislation in 1972 and other subsequent legislation prohibits sex discrimination in educational programs that receive federal funds. Greater awareness of gender issues is needed along with an understanding of strategies for change. The Fastback offers a cyclical model for eliminating gender inequity, incorporating the stages of: (1) awareness; (2) analysis; (3) action; and (4) assessment. Strategies that various key individuals and responsible groups can implement to make a positive difference for both sexes, but particularly for girls and women, are described. Research on the topic is analyzed focusing on the key concerns of: (1) low self-esteem; (2) low academic achievement; and (3) low aspirations or limited educational and career goals for a high percentage of females. Recommendations for curricular considerations and teacher education are included. (EH)… [PDF]

LaCounte, Deborah; And Others (1991). A Plan for American Indian Education in Montana. Recommended Goals. This report lists recommendations made to the state administration, legislature, and various education administrative bodies, addressing the education of Indian people in Montana. The State of Montana and its education entities are asked to establish specific objectives, action plans, and evaluation strategies to complete the validation process of an educational sequence for American Indians in Montana. Problems include low educational attainment, high drop-out rates, high poverty rates, and high unemployment rates. Separate goals and suggested actions are recommended to the governor, the legislature, the Board of Regents, the Board of Public Education, the Office of Public Instruction, and the Local Boards of Trustees. The set of recommendations to each body includes statements of goals and suggested actions associated with each goal. The Montana Advisory Council for Indian Education conducted a statewide forum to gather information about the educational needs of Montana Indians….

Warwick, Jill (1990). Planning Human Resource Development through Equal Opportunities. A Handbook. This handbook is intended for managers who wish to develop human resources in their organizations, particularly where women are currently underrepresented. It provides a positive model for the successful equal opportunities manager and a checklist of activities that will lead to the successful implementation of equal opportunities. The handbook sets out a logical sequence of recommended tasks for the development of an equal opportunities policy. The 11 steps are as follows: (1) management activities–the first stage; (2) management activities–the second stage; (3) the monitoring process; (4) the staff development program; (5) the equal opportunities training program for staff; (6) recruitment, appointment, and promotion of women; (7) the management development training program; (8) the facilities required for implementation of equal opportunities; (9) a model for curriculum development; (10) marketing and publicity; and (11) management activities–the third stage. A statement of…

Lee, Rex E. (1983). A Consistent Civil Rights Policy: Individual Focus or Group Focus?. In this speech, delivered by the Solicitor General of the United States at a meeting of the Hillsboro County Bar Association in Tampa, Florida, Lee addresses himself to allegations of inconsistency in the Reagan administration's positions on court cases involving civil rights issues. In defending the administration, Lee cites the Spirt v. TIAA-CREF and Hishon v. King and Spalding court cases. Both cases fall under the Title VII statute which prohibits employment discrimination. In the Spirt case, the issue in question was the payment of lower monthly pension annuity benefits to women than to men. The Hishon case regards law firms that discriminate against women in promotion from associates to partners. In both cases, the government argued that the Title VII principle requires that an individual be treated as an individual, rather than as an undifferentiated member of a group. Lee says that the same argument holds for the administration's position on employment quotas or the use of… [PDF]

McDonald, Jean; And Others (1990). Increasing the Supply of Women and Minority Engineers: An Agenda for State Action. Executive Summary. This document summarizes a report that analyzes the issues affecting the participation of women and minorities in science and engineering. The report makes recommendations for governors, state agencies, and state educational institutions on how such participation can be increased. The current lack of women and minorities in science and engineering is a critical issue facing the nation. The special needs of these groups must be addressed on the elementary/secondary level as well as the university level. Governors can play a key leadership role in increasing awareness. State agencies and state education departments can undertake a variety of activities based on the following objectives: (1) improve the study of mathematics and science for all students and provide programs targeted at women and underrepresented minorities; (2) improve the ability of students to transfer from two-year community colleges to engineering programs; (3) promote the development of undergraduate minority… [PDF]

Falardeau-Ramsay, Michelle (1989). The Canadian Human Rights Commission and Issues of Concern for Aboriginal Women. Notes for Remarks, by the Deputy Chief Commissioner. This speech by the deputy chief commissioner of the Canadian Human Rights Commission discusses human rights, employment security, and pay-equity issues for Native Canadian women. The speech, offered in both English and French, calls the inequality of opportunity for Native Canadians a "national tragedy." It describes efforts to bring improvement in aboriginal people's political, social, cultural, and economic condition. The speaker describes discrimination inherent in Canadian laws and steps to correct them. The 1986 passage of the Employment Equality Act is called a "major step forward." The act requires employers to gather employment data and to take steps to correct discrimination. The act has provided a substantial information base, showing that aboriginal people represented only 0.7% of the industrial workforce and that their salaries were generally lower than those of other workers. Women were not adequately represented in the job categories. Employment…

Surprenant, Brian S. (1986). Resource Guide for Sex Equity in Law Enforcement/Corrections. This annotated bibliography contains descriptions of 90 books, papers, articles, and other materials concerning women in corrections and/or law enforcement. Each of the entries contains information about the author, source, type of publication, number of pages, and date, and a short synopsis of the work's content. Resources are rated according to the amount of applicability of their contents to sex equity in law enforcement and/or corrections. Works are indexed by categories in both corrections and law enforcement and by author. (KC)… [PDF]

(1984). Delores Ross, et al., Plaintiffs, and United States of America, Plaintiff-Intervenors and Nick Estrada, et al., Plaintiff-Intervenors vs. Houston Independent School District, et al., Defendants. C.A. No. 10444. Settlement Agreement. This Civil Action (C.A.) settlement agreement concerns employment policies (specifically of minorities), student transfers, boundary changes and new school construction, facilities and supplies, instructional programming, the dropout rate, and retention of the Voluntary Interdistrict Education Plan. These concerns are related to the increase of equal opportunity for Hispanic teachers and students. Monitoring of the HISD's compliance with this agreement and communication between various segments of the community and the principals, counselors, teachers, the General Superintendent, and the Board of Education are outlined as well as reporting procedures and term. (CG)…

(1985). The Coal Employment Project–How Women Can Make Breakthroughs into Nontraditional Industries. Based on a project carried out by the Women's Bureau of the U.S. Department of Labor, this program guide provides a plan for helping women gain entrance into nontraditional industries. The guide uses as background and examples in the planning process the coal employment project that began in 1977 to make intensive efforts to help women get jobs in the coal mines of Appalachia. The 12 steps of the planning and implementation process are discussed in individual sections of the guide: (1) assess the need for a program and document the facts; (2) develop media strategies; (3) structure the organization and develop the program framework; (4) develop a proposal and seek funding; (5) establish an advocacy position; (6) develop support networks; (7) design training components; (8) develop and collect training materials; (9) recruit and screen applicants; (10) conduct the training; (11) assist in finding jobs; and (12) provide ongoing support. Appendixes to the guide provide: suggestions for… [PDF]

Fryer, Thomas W., Jr. (1989). Servants of the Dream. The ability of community colleges to effectively fulfill the important roles assigned to them by society is determined by the management and leadership provided by those in positions of authority in the institutions. As community colleges look to the year 2000, leadership is needed to renew the colleges' commitment to the ideas which animate them and to create a climate that enhances excellence and promotes learning. The climate within which the faculty and staff work is created principally by the first and middle levels of administration; administrators work within a climate created by the chief executive officer (CEO); and the climate in which the CEO works is created by the board of trustees. For leadership to thrive within such a structure, individuals in positions of authority must encourage independent initiative and evoke a spirit of commitment and community within the college. Achieving a genuine spirit of community, characterized by fundamental respect and a hard-won…

(1989). Status Report on Minority, Female, and Handicapped Student Plans and Goals Implemented by Illinois Community Colleges. In May 1986, the Illinois Board of Higher Education adopted procedures and requirements for addressing the underrepresentation of minorities, females, and the handicapped in public higher education. The university governing boards and the Illinois Community College Board (ICCB) have since been required to periodically report and assess their efforts to enhance participation at their institutions. In October 1987, the Illinois community colleges reported on their plans and goals. A year later, the colleges were asked to provide the ICCB with an update, including information on how they are evaluating or plan to evaluate their progress, as well as on any results of their evaluation efforts. Responses from 38 of the colleges indicated that each district had not only implemented the plans and goals established in 1987, but had also established evaluation methods. Several colleges have implemented activities that are applicable to all three target groups, including the development of… [PDF]

(1981). Providing Services to the Minority Elderly: New Programs, Old Problems. Executive Summary. This report is a response to a congressional mandate to study racial and ethnic discrimination in federally-assisted programs for older persons. The two-phase study includes a case study analysis of selected cities to assess whether minorities are employed in federal programs for older persons and the extent to which older minorities receive services provided by these programs. The materials provide a demographic profile and historical discussion of the Area Agency on Aging program. Minority representation on the staff and among contractors and subcontractors is discussed. Program characteristics that appear to facilitate or impede minority participation are described. Results of the investigation are summarized by city. (JAC)… [PDF]

Liacouras, Peter J. (1978). Toward a Fair and Sensible Policy for Professional School Admission. Major assumptions and goals on which professional school admission decisions are based, the use of the Law School Admission Test (LSAT) as an admission criteria, and approaches to admission used by the Temple University Law School are examined. One consideration in making admissions policies is group needs, or whether there is a need for more black and other racial minority professionals in law, medicine, and other professions. The groups needs goal refers not only to blacks, Hispanics, Native American, and Asian Americans, but to ethnic minorities. It is suggested that regular admissions policy must be fair to all groups. A second societal goal is the individual's needs: that access to the professions should be within the reach of every American determined by that person's own individual merit. Individual merit means that the total relevant record of the applicant be examined, and that attention be directed to the record of the individual rather than the group to which the… [PDF]

(1978). Regents of the University of California v. Bakke, No. 76-811, in the Supreme Court of the United States. (Special College Admissions Procedures for Disadvantaged Applicants). The Regents of the University of California v. Bakke case in the U.S. Supreme Court and background information on the previous cases in California are presented. Allan Bakke is a white male who applied to the Davis medical school in both 1973 and 1974 and was refused admission even though admission slots under the college's special admissions program were unfilled and he was highly qualified. The state trial court found the program operating as a racial quota and ruled that the college could not take race into account in admissions decisions; however, Bakke's admission was not ordered. The Supreme Court of California affirmed the trial court's decision and further ordered Bakke's admission. The U.S. Supreme Court affirmed the California court order admitting Bakke and invalidating the college's special admissions program but reversed the decision prohibiting the college from taking race into account in future admission decisions. Separate opinions are presented concurring in part…

Takei, Barbara (1978). Education Concerns of Asian and Pacific Americans. 1978 Conference Report. Five national issues considered to be the most important to Asian and Pacific Americans' (APA) education priorities are discussed in this report. These include the need to: (1) increase Federal assistance and improve access for APAs; (2) gather more data and research on APA education needs; (3) promote more Asian and Pacific American participation in decision making; (4) increase availability and implementation of multicultural education; and (5) improve services of bilingual/bicultural and multicultural education to APAs. A variety of solutions are recommended. Specific tasks to be assumed by participating organizations and projected dates for completion are detailed. Also included in this report is a list of conference coordinators and participants. (Author/EB)… [PDF]

Cook, Alice H. (1978). The Working Mother: A Survey of Problems and Programs in Nine Countries. Married women in the labor market are victimized all over the world, mainly because women's work-life cycle differs radically from that of men. During a review of recent research data and a fifteen-month study tour in nine communist and non-communist countries, it was found that working mothers continue to carry a double burden of home and child care duties, on the one hand, and employment, on the other. Lack of coordination among labor market, social welfare, and educational policy makers has resulted in (with the possible exception of Sweden) ineffectual social policies that don't adequately accomodate or support womens' special needs and circumstances. Immediate provision of child care facilities for part-time work could serve as intermediate solutions until society adapts over the long run to new definitions of sex roles and equalization of parental responsibilities. In the United States, a maternal bill of rights could be instituted to maximize women's productivity and earnings…

DeAnda, Natividad (1980). Competencies of Leaders and Managers in Educational Research and Development. Independent Research and Development Project Reports. Report No. 4. This report clarifies pilot efforts which address new problem areas in educational needs. The project was initiated to determine the specific competencies essential to the management of educational projects in research and development. The goals of the project were to establish a profile of identified competencies for use in planning the content of the intern training programs for women and minorities, and to prepare a profile for possible national dissemination. Among competency differences between program managers and program staff are: freedom to act in decision making; ability to handle diverse tasks in project management; and possession of technical expertise applicable to research and development. Effective management of research projects require competence in: (1) supervision; (2) budget management; (3) public relations; (4) communications; (5) documentation; (6) planning; and (7) evaluation. (JN)…

(1977). Retrenchment in Education: The Outlook for Women and Minorities. Report No. F76-9. This booklet summarizes the available information on the reasons for and the extent of the effects of declining enrollment and inflation-strained budgets on women and minorities in education. The combined impact of inflation and recession has led to the reassessment of priorities and the curtailment of services known in elementary and secondary education, as well as in postsecondary education, as retrenchment. Although information in some areas is incomplete, the data contained in this report indicate trends in reduction in force, the granting of tenure, unemployment, collective bargaining, and the demand for teachers, as well as employment trends among women and minorities. The authors conclude that more successful remedies to eliminate inequities affecting women and minorities must be found. (Author/DS)… [PDF]

Aoki, Sophie Ann (1976). Out of the Cage, Women Emerging. A history of the status of women in Hawaii, particularly, and the United States, in general, is documented in this publication. Two case studies of women encountering employment discrimination in Hawaii because of their sex and their actions to obtain equal employment conditions are summarized. Present employment conditions in Hawaii are followed by a section on women of old Hawaii. The history of the women's movement in the United States is discussed in terms of individual rights, religion, education, and employment. The final sections discuss combating sex discrimination by the political activities of voting, party participation, holding office, and uniting diverse groups in supporting the ratification of the Equal Rights Amendment. (MLF)…

(1974). Handbook for Professional Personnel. Professional personnel policies for the state colleges in Colorado are outlined in this June 15, 1974 handbook. Specific regulations are presented with regard to: conditions of employment determined by law; endorsement of academic freedom; professional conduct; duties and responsibilities of the president; faculty rank; tenure; salary and workload; employment contracts; suspension; dismissal and termination; grievances other than dismissal for cause and nonrenewal of personnel in the probationary period; professional travel; leaves of absence; and benefits. (LBH)…

(1976). Arkansas College and University Plan For Compliance with Title VI of the Civil Rights Act of 1964. Statewide Plan Implementation Status Report III. This document is the third status report concerning the desegregation of higher education in Arkansas. It is narrative in nature and contains a summary of desegregation activities from each Arkansas institution of higher education. Chapter one summarizes those desegregation activities initiated and/or coordinated by the Arkansas Department of Higher Education. Chapter two includes information regarding desegregation activities implemented on the campus of each Arkansas institution of higher education. Appendixes include information pertaining to statewide desegregation efforts. (Author/KE)… [PDF]

(1974). Policies and Procedures for Administrative Personnel, 1974-1977. This is a negotiated agreement between the Macomb College Association of Administrative Personnel (MCAAP) and the Board of Trustees of Macomb County Community College (Michigan). The MCAAP includes the chief executives of each campus, the business managers, deans, department chairmen, and the directors of registration, counseling, and other support services. The policies and procedures set forth here are to be considered a part of each administrator's contract and will remain in effect until June 30, 1977. The articles of this agreement establish conditions of employment; conditions for changing administrative organization; for filling vacancies; for renewal or non-renewal of administrative contracts; for determining academic rank and salary; for assignment to faculty status; for determining administrative duties and responsibilities; for evaluating administrators; for administrators expressing themselves as citizens disassociated from the colleges; for establishing an… [PDF]

Wells, Jean A. (1973). Counseling Women for Careers in Business. Women's relatively poor representation in the top and middle levels of business necessitates renewed attention and action. Labor market demands are changing, and two major forces prevail: more women are looking for new fields of employment, and more businesses are seeking \qualified and promotable\ women. Cooperative education programs are needed to channel women's interests into these new areas. Attention should also be paid to women already on the payrolls of business firms and \mature women returnees\ to the work force through the development of continuing education programs. Women's organizations must also serve an important supportive role to help more women prepare for and share in the expanding opportunities of business and industry. (MW)… [PDF]

Suggested Goals for Local Human Relations Programs. Info-Item Educators Digest/No. 2071. It is recommended that a human relations program should address itself to developing understanding and acceptance of oneself and others by relating to others on the basis of their dignity and worth. Its primary goals should be: (1) to develop an awareness on the part of educators and students to the need for honest and open expression; (2) to emphasize team problem-solving where intergroup tensions exist; and (3) to develop a crisis prevention mechanism before problems reach crisis proportions. As suggested guidelines for such a program, the document also discusses: (1) considerations in organizing a local human relations committee; (2) a suggested format for local workshops; (3) acceptable human relations strategies; (4) suggestions for creating positive self-images in children; (5) guidelines for effective intergroup relations; (6) a suggested calendar for a local human relations program; and (7) definitions of human relations concepts. (MB)… [PDF]

Gould, Ketayun H. (1976). Goals and Timetables vs. Quotas: Nondiscrimination or Reverse Discrimination?. Journal of the NAWDAC, 40, 1, 3-6, F 76. This article explored the issues surrounding the universities' commitments under Executive Orders 11246 and 11375 and the current controversy which revolves around the question of goals vs. quotas. Available statistics show that the position of women and minorities in academia has not improved significantly. (Author)…

Gray, Mary W. (1987). The Halls of Ivy and the Halls of Justice: Lightening the Burden. Academe, v73 n3 p61-63 May-Jun. Recent federal court rulings concerning the burden-of-proof standards for complex employment discrimination cases involving the use of statistics have brightened the prospects for faculty plaintiffs in sex discrimination cases. The cases deal with salary differentials and race, promotions, and seniority. (MSE)…

Nora, Amaury; Rendon, Laura I. (1988). Hispanic Students: Stopping the Leaks in the Pipeline. Educational Record, v68 n4 v69 n1 p79-85 Fall-Win 1987-88. At each education juncture, a significant number of Hispanic students drop out. Efforts must focus on improving rates of high school graduation, community college transfer, and student retention. Intervention strategies include dropout prevention, financial aid and college program, and exposure to fields in which they are underrepresented. (MLW)…

Dometrius, Nelson C.; Sigelman, Lee (1988). The Cost of Quality: Teacher Testing and Racial-Ethnic Representativeness in Public Education. Social Science Quarterly, v69 n1 p70-82 Mar. Reports the results of a simulation-based analysis of Black and Hispanic public school teacher employment in Texas. The simulation reflects recently instituted teacher testing requirements in mathematics and language competence and projects how the program is likely to affect the racial-ethnic composition of public school teachers in Texas over the next decade. (JDH)…

Castle, Josephine; Jones, Jennifer (1986). Women in UK Universities, 1920-1980. Studies in Higher Education, v11 n3 p289-97. The participation of women in higher education in the United Kingdom since 1920 is examined in terms of changes in women's rates of participation as undergraduate and graduate students and as faculty and at the possible reasons for changes in rates. Focus is on class rather than sex discrimination, policy changes, and overall funding changes in recent years. (MSE)…

Martinez, Ruben (1999). Hispanic Leadership in American Higher Education. This paper presents a contextual framework for analysis of Hispanic leadership in higher education and reviews the demographics of Hispanic college presidents, their challenges, and related leadership issues. It can be argued that Hispanic leadership in higher education brings a socially marginalized experience that, by emphasizing social justice, can yield a broader, more inclusive view of democracy and of the role of higher education in a democratic society than can the experience of the dominant group. However, emerging research on the selection of presidents and vice presidents for academic affairs at institutions of higher learning shows that Hispanics are held to higher standards than White American males due to processes that maintain and reproduce white privilege. The broad social changes accompanying the process of globalization offer some promise of change. Improvements can go beyond the typical race-based issues by including them in larger changes that are good for… [PDF]