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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

(1988). Collective Bargaining Agreement between Montgomery County Community College and Montgomery County Community College Faculty, Pennsylvania Federation of Teachers, AFT/AFL-CIO, 1988-1991. This bargaining agreement outlines the terms of employment for all full-time faculty, counselors, librarians, and teaching faculty currently classified as coordinators. The 28 articles in the agreement set forth provisions related to: (1) recognition of the union as exclusive bargaining agent; (2) agreement to meet and discuss; (3) grievance/arbitration procedures; (4) union membership dues; (5) no discrimination; (6) affirmative action; (7) management rights; (8) union rights; (9) union activity; (10) academic freedom; (11) strikes and lockouts; (12) personnel files; (13) faculty responsibilities; (14) workload; (15) promotions; (16) retrenchment; (17) procedures for nonrenewal and removal of non-tenured faculty; (18) attainment of tenure; (19) leaves of absence; (20) procedures for the dismissal of tenured and nontenured faculty; (21) salary; (22) additional compensation; (23) fringe benefits; (24) safety and health; (25) general provisions; (26) salary payment; (27) completeness…

(1983). On Campus with Women, Volume 12, No. 3, Winter 1983. On Campus with Women, v12 n3 Win. Developments in education, employment, and the courts concerning the status of women are covered in this newsletter issue. Topics include the following: a 1972-1980 study which found that women faculty may not be advancing at the same pace as male faculty members; approval of actions to enhance affirmative action by the Board of Regents of the State University System of Florida; a Boston University study of graduates that showed women earning less than men for all degree levels and fields; an article on what happens to sex discrimination lawsuits; bibliographies on sexual harassment and women and part-time work; a sex-neutral retirement plan; the issue of sex-segregated annuity plans; sexual harassment defense insurance; a publication about women's studies in Wisconsin; a workshop guide for re-entry women and displaced homemakers; a study finding that black women hold few leadership positions in American higher education; papers on minority women's identity, developments in other…

Hopkins, Patricia (1989). Against the Odds: Recruiting Minority Faculty and Staff. ORE Publication No. 88.14. The purpose of this paper is to describe the progress that Austin (Texas) Independent School District (AISD) has made in its affirmative action plan, and to outline the difficulties currently being faced in the recruitment of minorities in Texas and nationally. The status of the AISD is described, followed by statistics on the teacher supply in Texas as well as the nation. Nationally, many incentives to attract minorities and others into teaching have been proposed. Scholarships, fellowships, forgivable loans, and a "GI Bill" or "ROTC" approach to attracting blacks and Hispanics into teacher training programs are some examples. On a smaller scale, AISD has implemented minority recruitment and retention programs. Appended are 13 references and statistical figures on AISD status (1987), AISD new hiring (1987), teacher ethnicity, administrator ethnicity, age of AISD professionals, age of AISD administrators, attrition of AISD professionals, attrition of AISD… [PDF]

(1979). Thirteenth Annual Rank-Order Distribution of Administrative Salaries Paid 1979-1980. Administrative salaries from a representative group of public doctorate-granting institutions are reported, including data from 128 universities in 49 states and 24 university systems in 20 states. The report is comprised of rank-order distribution tables for l2-month salaries in three categories: (1) by administrative title (president/chancellor, academic officers, business officers, student affairs officers, administrative officers, public relations/development, research officers, deans, legal counsel, registrar, director of libraries, director of computer services, director of personnel, director of agricultural extension, affirmative action officer) in individual institutions (i.e., not university systems); (2) by equal employment opportunity regions (Atlanta, Chicago, Dallas, Denver, Kansas City, New York and Boston, Philadelphia, San Francisco, and Seattle) in individual institutions; and (3) within university systems. Among the average salaries tabulated are $56,814 for…

Denmark, Florence L. (1978). Women in Psychology in the United States. Possible changes in the involvement of women in psychology in recent years were investigated. The number and distribution of women in psychology was considered, and their participatory activities in the American Psychological Association (APA) were examined. Employment and salaries were investigated, as were the barriers to obtaining a doctoral degree. The results show that the situation for women in psychology may be in a period of transition. There are greater numbers of women in graduate school, more recent female Ph.D.'s, and in both cases, a higher percentage of women than in the past. Affirmative action and the availability of employment has served to block obvious discrimination in new hiring. More women are involved in the governance of the APA. However, the data still indicate that the longer women are employed the greater is their disadvantage. Many recently hired women have not received tenure. It is concluded that attempts to reduce existing discrimination, especially in… [PDF]

Loring, Rosalind K. (1979). Women and Their Preparation for Professional and Managerial Careers. Information Series No. 168. This report presents issues which have been identified as affecting the preparation of women for professional and managerial careers. Issues examined in the first section, counseling, are educational and psychological skills; assessment of skills, abilities, opportunities, and realities; specialization for professional positions; assessment of bias and discrimination, costs versus benefits, and upward mobility; and using role models, linkages, networks, "old girl" systems, and mentors. Areas covered in the next section, educational programs, include management training, general college programs, methodology, financing education for and by women; government program, and professional organizations. Issues discussed in the third section, support systems, are information center, child care, financial aids, placement centers, flexible time, and equal employment opportunitiy/affirmative action. Finally, a list of recommendations for future action aiding working women is… [PDF]

(1984). Agreement between University of Cincinnati and AAUP, University of Cincinnati Chapter, September 1, 1984 to August 31, 1986. The collective bargaining agreement between the University of Cincinnati and the University of Cincinnati chapter (1,750 members) of the American Association of University Professors (AAUP) covering the period September 1, 1984 to August 31, 1986 is presented. Items covered in the agreement include: recognition and description of the bargaining unit; academic freedom; nondiscrimination; affirmative action plans; faculty and librarian appointments; academic safeguards and responsibility; academic department heads; compensation; increases for part-time and geographic full-time faculty members; minimum salaries; overloads and extra compensation; medical and dental insurance; health maintenance plans; life and disability insurance; retirement programs; academic leave; study and research leave for librarians; special duty assignments; other leaves of absence; released time; sick leave; professional travel; grievance procedure; college governance; retrenchment under conditions of…

(1989). Policy Statements of the American Association of Community and Junior Colleges. The policy statements presented in this collection were adopted by the American Association of Community and Junior Colleges (AACJC) between 1973 and 1987. The statements cover the following issues: (1) accreditation of associate degree granting institutions; (2) specialized programmatic accreditation; (3) access to education; (4) affirmative action; (5) the associate degree; (6) the associate degree in nursing; (7) the associate in applied science degree; (8) community education; (9) developmental education programs; (10) educational business activities of community, technical, and junior colleges; (11) the importance of humanities instruction at community colleges; (12) intercollegiate athletics; (13) international and intercultural education; (14) the American Medical Association's proposal on registered care technicians; and (15) student assessment. All position statements and resolutions adopted by the AACJC subsequent to the adoption of the original policy statements are… [PDF]

Farley, Jennie (1982). Academic Women and Employment Discrimination: A Critical Annotated Bibliography. Cornell Industrial and Labor Relations Bibliography Series Number 16. This annotated bibliography includes 179 citations of journal articles, books, organizational and research reports, papers, conference proceedings, and newspaper articles on sex discrimination in higher education and efforts to eliminate discrimination. Most of the materials have been published after 1970. An introduction to the bibliography provides an overview of the status of women professionals and students in academic institutions, and the changes in status that policy and litigation are helping to bring about. A statistical table presents information on the proportions of women students and faculty in selected American universities/colleges, and a second table provides summaries of court cases concerning discrimination against women professionals in academic institutions. Among the sex discrimination issues that the annotated bibliographic citations cover are tenure; institutional policy; Federal policy and legislation; court litigation; academic freedom; affirmative action;…

Eldridge, William D. (1983). Affirmative Social Action and the Use of Power in Clinical Counseling. Counseling and Values, v27 n2 p66-73 Jan. A proactive human rights posture in clinical practice connotes a unique value commitment and broad social perspective in which professional influence directs, challenges, and stimulates clientele. Clinical practitioners must examine their values and question allegiance and conformity to human rights standards and social action responsibilities of professional organizations. (PAS)…

Chamberlain, Mariam K., Ed. (1988). Women in Academe. Progress and Prospects. The role of women in higher education during the past two decades is assessed, and dramatic changes are noted. Information for this collaborative work comes from a 4-year study by the Task Force on Women in Higher Education. Five sections have the following titles and subject matter: (1) \Introduction\ (historical background and overview discussing 19th century beginnings, World War II and its aftermath, and the drive for equity); (2) \Women as Students\ (the college experience, minority women, re-entry women, women's centers, women's colleges, and women's studies and curricular change); (3) \Women as Faculty Members and Scholars\ (affirmative action, nontraditional fields for women, transitional and traditional fields for women, faculty women: preparation, participation, and progress, women's groups in professional associations, and research centers); (4) \Women in Administration and Governance\ (women in educational administration and women as trustees); and (5) \Summary and…

(1986). Excellence and Accountability. Report of the Governor's Task Force on Higher Education Reform. A task force report recommends ways to promote educational reform in higher education in New Mexico. Forty recommendations address the following areas: institutional missions, academic excellence and accountability, community colleges, student financial aid, affirmative action, economic development, capital outlay, and funding issues. Specific considerations include: statewide planning, outcomes of college programs, program review and approval, admission standards and access, remedial education, community college students and programs, community college governance and articulation issues, federal and state student financial aid, percentage of degrees earned by different ethnic groups, student and employee ethnicity, business and personnel training needs, enhancement of high demand degrees, enhancement of high quality research, industrial parks and centers for technical excellence, capital outlay funding sources, capital outlay responsibilities, formula funding issues, student…

(1988). Especially for Women. Programs and Services Offered by School Boards. This report describes programs and services school boards offer to women employees or women in the community. A special focus is innovative, nontraditional courses and services. The first section discusses offerings for school board staff. An overview of affirmative action/employment equity programs addresses their objectives and describes programs in place in various cities and regions of Canada. Next, focus shifts to the professional development activities aimed at informing, encouraging, and supporting women employees to apply for positions of added responsibility. Programs that address these topics are discussed: leadership potential, interview skills, sex equity, feminism awareness, attitudes, sex stereotypes and sex fairness. The second section considers programs for women in the community. Programs that address five areas of concern are described: changing attitudes; striving to better oneself; courses for teenage and older mothers and child care and parenting programs;… [PDF]

(1980). Issues in Planning for the Eighties. A review of issues in California postsecondary education in the 1980's begins with an overview: what postsecondary education is, who it serves, how it is funded, state priority goals, and identifying important policy questions in the near future. The coming environment for postsecondary education is analyzed according to population trends, college participation rates, costs of energy, the overall economy, and public opinion of education. A section on California's students looks at student needs and goals, and postsecondary education's obligations to them. Statistical tables present considerable data in this and the preceding section. Faculty issues are discussed: collective bargaining, faculty affirmative action, part-time faculty, and faculty mobility, development, and retirement. Statewide planning is viewed both at the state and segmental levels. Essential elements in the planning process are outlined, including the following: strong executive leadership and commitment,… [PDF]

G√°ndara, Patricia (1999). Priming the Pump: Strategies for Increasing the Achievement of Underrepresented Minority Undergraduates. College Entrance Examination Board Commissioned by the College Board's National Task Force on Minority High Achievement, this report describes higher education programs and strategies that have the capacity to help many more minority students distinguish themselves academically on the undergraduate level. Chapters included in this report are: (1) Introduction; (2) The Challenge; (3) Academic Interventions for Minority Students in an Era of Waning Affirmative Action; (4) Programs That Strive to Increase Minority Achievement in Higher Education; (5) Confronting the Overprediction Problem and Stimulating High Achievement; and (6) Conclusions and Recommendations. A bibliography is included. The following are appended: (1) List of institutions, agencies, and organizations around the country from which nominees for possible programs concerned with promoting minority high achievement were sought; (2) List of considered, but eliminated, programs; and (3) List of programs serving as exemplars of the vast array of efforts being… [PDF]