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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

(1979). Where Are Women and Blacks? Patterns of Employment in Alabama Government. This report examines employment opportunities for women and minorities in the Alabama State government. The employment actions of State officials in the wake of the United States versus Frazer decision in which the State was found guilty of discrimination against blacks are also examined. Comments made by George C. Wallace and other State officials and Alabama employment statistics provide the basis for the report. Background information on employment practices in Alabama and on the Frazer court case is provided. Specific actions taken by the State to promote affirmative action in government employment are discussed. Policies and practices undertaken by individual government agencies to extend opportunitites for mobility and to make employment tests more equitable for women and minorities are reviewed. Tables provide data on Alabama employees by race and sex in various job categories from 1973 to 1977, and on the occupational distribution of State and local government employees….

Lindstrom, Duane (1975). Civil Rights and the Housing and Community Development Act of 1974; Volume 1: Livonia. The primary objective of the Housing and Community Development Act of 1974 is the development of viable urban communities, including decent housing, a suitable living environment, and expanding economic opportunities. This report focuses on the attempts of Livonia, Michigan, to obtain funds under the act. Examined are the areas of citizen participation, assistance for eligible persons, and civil rights compliance. It is stated that in all three areas, Livonia's application for funds under the 1974 act and the process leading to its development have been deficient. One particular problem is said to have been the city's failure to affirmatively address the housing needs of non-resident workers who may wish to reside in Livonia. It is recommended that the Federal Government amend selected procedures for application for funding, and that the Livonia city government also modify parts of its application for funding in order to increase compliance with affirmative action and other civil… [PDF]

Humphrey, Kathleen.; Knuti, David E. (1983). Job Training Partnership Act Participation Manual. Volume I, Organization & Planning. Keyed specifically to the needs of community-based organizations (CBOs) and employment and training delivery agencies, this manual provides information on the Job Training Partnership Act (JTPA). Emphasis is placed on the problems of representation of CBOs in the planning process and on obtaining contracts to ensure operational roles under JTPA. Following an introduction and executive summary, chapter II summarizes the Act; discusses the major implications, problems, and policy issues growing from the act; highlights the process and substance of change from the Comprehensive Employment and Training Act; and identifies steps for community agencies to take to get started on JTPA participation. Chapter III thoroughly explains the federal-state structure from the funding organization and planning standpoint. A discussion of organization and planning at the local service delivery area is provided in chapter IV. The final chapter considers the nondiscrimination and affirmative action…

Burke, Dolores Lewis (1986). Change in the Academic Marketplace: A Study of Faculty Mobility in the 1980s. Internal and external organizational influences on faculty mobility were studied during the 1985-1986 academic year. The investigation, which was designed as a replication of a 1958 study of the academic marketplace by Caplow and Reece, involved interviews with department heads, colleagues of departed faculty members, and new appointees at six major research universities. Attention is directed to: the faculty search process, including the origination and definition of the faculty position, the initial search, screening procedures, and the role of affirmative action in the search. Also considered is the selection process and the difference between selection procedures and criteria for junior and senior faculty members, as well as the impact of a junior appointment on the department, the circumstances of the offer and acceptance, and certain special cases encountered in the study. Termination is also addressed, including dismissal, resignation, retirement, and death. The destination…

Obiakor, Festus E. (1992). Multiculturalism in Higher Education: A Myth or Reality?. This paper discusses the realities of multiculturalism in America's higher education and presents strategies for enhancing multiculturalism on college and university campuses. It examines what multiculturalism is and lists the various myths about it that have permeated the academic community. In response to these myths, solutions are examined that cover the following areas: (1) responding to affirmative action regulations; (2) providing funds; (3) broadening curricula; (4) redirecting testing and instruction; and (5) dealing with the problem of educational institutions not reaching out to minorities. It is noted that higher education has failed in its ability to respond to basic needs of nontraditional at-risk students, but also mentions that it is difficult to use traditional strategies to work with nontraditional students. Eight nontraditional strategies are identified to assist predominately white colleges to foster multiculturalism on their campuses. Finally, it is suggested… [PDF]

Carter, George E.,Ed.; Parker, James R., Ed. (1976). Selected Proceedings of the 3rd Annual Conference on Minority Studies, April, 1975; Essays on Minority Cultures. Volume 2. This second volume of Proceedings from the Annual Conference on Minority Studies departs from the precedent set in the first volume. Its structure is not limited to a given topic. Instead, in keeping with the objectives of the National Association of Interdisciplinary Studies for Native-Americans, blacks, Chicanos, Puerto Ricans, and Asian Americans, it examines interdisciplinary perspectives on a variety of minority issues grouped by academic areas or points of view. The opening two essays present general overviews of the topic areas. One deals with black literature, and the other with minority conflict on an international basis. Part 2 of this volume contains papers that focus on a variety of contemporary issues such as affirmative action, economics, and medical care for migrants. Parts 3 and 4 examine literary perspectives (Chicano and Puerto Ricans in elementary school social studies texts, the Chicano novel, Chicano fiction) and historical perspectives (assimilationism, racism,…

James, Olive C. R., Ed.; Matson, Hollis N., Ed. (1990). University Commission on Human Relations: Focusing on Racism & Other Forms of Discrimination. Final Report. Volume VI: Faculty Survey and Frequencies. A survey of 124 San Francisco State University (SFSU) faculty was conducted in Fall 1989 to assess their attitudes, observations, and experiences concerning human relations at SFSU. This report provides frequency distributions for each of the 37 items on the survey questionnaire. The questionnaire focused on: treatment of various racial/ethnic groups by the campus community, treatment compared to 5 years ago, how often the faculty member was offended or abused, how often various forms of discrimination were experienced or observed, responsiveness of department's curriculum to concerns of various racial/ethnic groups, feelings about affirmative action, department's thoroughness in recruiting members of various groups, academic performance of students in various groups, offensiveness ratings of various scenarios, sexual harassment (self and others), response to discrimination against student or colleague, importance of proposed programs, sex, age, full-time/part-time status, rank,…

Allsup, Carl; Russo, Tom (1989). Teaching Diversity through Pluralism: A Model for Teaching about Racism. Based on 134 undergraduate student responses to two dilemmas, one concerning Affirmative Action programs and the second concerning minority student admission to college, it was discerned that these students largely held viewpoints that were consistent with conceptions of a \uniform\ culture as opposed to conceptions of diversity and pluralism. In addition, there was a note of pessimism throughout many of the responses, suggesting that little could ultimately be done about racial prejudice and discrimination. The problem, then, was to attempt to develop a learning program adaptable in the college classroom that could address issues of diversity and pluralism phrased in the \language of possibility.\ A three-step learning cycle is described that used recent research and writing in narrative and critical thinking processes. The steps involved: (1) narrative development of students' personal \dilemmas;\ (2) facilitating structural connections between individual experience, structures of… [PDF]

(1976). Minority Group Participation in Graduate Education. A Report with Recommendations of the National Board on Graduate Education. Number Five. Minority group participation in graduate education was examined with the hope that such a study would assist in policy formulation, program planning, and specific actions designed to reduce barriers confronting minority group members and to develop a hospitable academic environment to encourage success of those enrolled. Major chapters are offered on: (1) patterns of minority participation; (2) financial, educational, psychosocial, and cultural barriers to participation; (3) the present context of graduate education and its impact regarding the labor market, affirmative action, and legal issues; (4) activities and concerns of graduate schools, including recruitment, admissions, supportive services, and financial aid; and (5) current efforts to promote minority participation in government, professional societies, foundations, and business. Recommendations are made with regard to the relation of the selection process to student achievement; assessment of academic performance;… [PDF]

(1987). AB 1725 Employment Issues: Analysis. This analysis of the employment issues covered in California Assembly Bill (AB) 1725 includes general background information, relevant recommendations by the Commission for the Review of the Master Plan for Higher Education, the fundamental positions of the Board of Governors of the California Community Colleges, and a discussion of seven employment issues. Each issue is considered in terms of present law and practice, relevant provisions of AB 1725, and specific comments concerning the provisions. The seven issues are: (1) minimum qualifications for faculty and administrators, including provisions for the abolition of credentials and "grandfathering"; for the substance, establishment, and change of the qualifications; for waiving the qualifications; and for auditing and accountability; (2) hiring and affirmative action, including intent language on hiring criteria; (3) evaluation, including recognition of both peer review and collective bargaining; (4) tenure, including…

Pruitt, Anne S.; Upton, James N. (1986). Financial Assistance to Black Doctoral Students in Two "Adams" States: A Policy Analysis. The context for financial aid policy affecting black doctoral students in Oklahoma and Florida was studied using the case study method. Attention was focused on environmental and organizational variables affecting the implementation of financial aid policy. Historical patterns surrounding race relations in both states before the 1973 "Adams" decision were reviewed. The decision established criteria for desegregating state systems of public higher education. The analysis considered political factors (e.g., electoral trends); demographic factors (e.g., population composition and concentration), economic factors (e.g., median income, unemployment rate); and educational resources (e.g., size and diversity of students, administrators, faculty, and board members and the presence/absence of campus-based affirmative action programs. The methodology consisted of unstructured interviews and examination of the states' approved "Adams" plan, annual reports, and other…

(1979). State Planning to Achieve Successful Desegregation. A Conference Report of State Equal Educational Opportunity Directors (Denver, Colorado, September 7-8, 1979). The State has primary responsibility for public education. It should be the priority for each State legislature, State Board of Education, and chief State school officer to consider what methods can be employed to meet equal opportunity/ desegregation standards, to devise and implement strategies to overcome deficiencies, and, thereby, to assure the educational rights of all students. The State Education Agency (SEA) is in a position to define desegregation, to include educational outcomes expected, and to adopt programs to effectively implement its goals and objectives. The SEA must also, by policy and example, set standards for affirmative action programs in employment for local school districts. In addition, the historical reasons for the limited role of the States in desegregation have become less and less valid, and a new State/Federal partnership is a pressing need. States must demonstrate the ability to coordinate and implement desegregation and equal opportunity as well as… [PDF]

(1985). Agreement. Central State University and the American Association of University Professors, Central State University Chapter. 1985-1988. The collective bargaining agreement between Central State University and the university's chapter (295 members) of the American Association of University Professors (AAUP), covering the period 1985-1988, is presented. Items covered in the agreement include: academic freedom, nondiscrimination, affirmative action plans, maintenance of practices, institutional responsibilities, academic safeguards and responsibilities, faculty appointment and tenure policies and procedures, promotion and tenure, personnel files, professional and personal leaves of absence, court leave, military and political leave, sick leave, special or emergency leaves, special duty assignments, termination because of discontinuation of a department or program, termination for cause, provisions for emeriti, evaluations, workload, professional travel, parking, university governance, faculty representatives attendance at Board of Trustees meeting, the academic department, patents and copyrights, grievance and…

Perry, Nancy N.; And Others (1982). Improving Equal Opportunity among Education Specialists in the Naval Education and Training Command. After it was determined through equal employment opportunity (EEO) data that women and minority groups are underrepresented at all levels within the education specialist occupational series of civilian employees of the Navy, a study was conducted to design a program to encourage Navy managers to recruit, hire, develop, and promote women and minorities. The study centered on three areas: (1) reviewing command policies affecting EEO and affirmative action programs at all levels; (2) ascertaining the current status of EEO representation within these occupational areas; and (3) identifying specific barriers to achieving EEO objectives for the classification and assessing their impact on program design options. Through the study, six major problem areas were identified. These areas are conflict between command/activity missions and EEO goal attainment; decentralized locations of education specialists; lack of accountability for EEO goal achievement; competing government policies;… [PDF]

(1976). Recommendations for Eliminating Discrimination in the Instructional Program [And] Guidelines for the Evaluation of Print and Non-print Materials. This guide for affirmative action practices is designed to eliminate discrimination and inappropriate stereotyping in the curriculum practices of the Kalamazoo Public Schools. It sets forth related goals, implementation plans, and evaluation procedures for each aspect of the instructional program. Specific instructional performance objectives are compiled for art education, career education, elementary instruction (reading and social studies), instructional media, music education, physical education, secondary instruction, special education, and student services. The guide is arranged by educational area. Information accompanying each objective includes the person responsible for implementation, completion date if any, and how accomplishment will be measured. For example, one objective of music education is eliminating the type of sex stereotyping which suggests \Boys play brass instruments, girls play woodwind instruments.\ The music coordinator is responsible for implementation of… [PDF]