(1975). Proceedings of New York University. Twenty-Seventh Annual Conference on Labor. Management and labor are concerned with affirmative action, Title VII, and new roles that they are being forced to play by the federal government. Employers want the employees to be more productive. Unions want the workers to enjoy what they are doing and receive a good wage. The government tells management that employees must be happy, healthy, and safe in their places of employment. These and similar concerns have forced labor and management to consider both new issues at the bargaining table and new approaches to get these demands across to the other party. While many other issues are important at the bargaining table, wages and inflationary effects on wages have top priority. Substituting binding arbitration as the final step of the negotiation process for the traditional weapons of the strike and lockout is also of interest. In higher education, bargaining is perhaps the wrong way to meet the new faculty perceptions, for it does create an employer-employee relationship and thus…
(1990). Racial Harmony. Issues of racial harmony in higher education are the subject of this address to participants at a college workshop on cultural diversity. Recently campuses across the country have seen an unparalleled explosion of racially-charged or motivated incidents sparking dialogue among students, staff, faculty and administrators. In addition, accrediting agencies have taken steps to encourage institutions to encourage student diversity. A dramatic conservative swing beginning shortly before the Reagan presidency has resulted in the erosion of safeguards to diversity. Citizens must learn to use the political system and personal action to improve campus climate and quality of life. Some racial perceptions are based on rumor which grow out of immediate emotional tension. Ethnic hostility is a projection of unacceptable inner striving onto a minority group. To achieve racial harmony with diversity society must go beyond implementing affirmative action and into managing diversity while avoiding… [PDF]
(2002). Beyond Percentage Plans: The Challenge of Equal Opportunity in Higher Education. Staff Report. This staff report updates the U.S. Commission on Civil Rights' previous assessment of percentage plans in California, Florida, and Texas and examines the pattern of racial/ethnic diversity among first-time students and graduate, law, and medical students. Staff of the U.S. Commission on Civil Rights analyzed college application, admission, and enrollment data obtained directly from official state and university sources in the three states. The critical question guiding the analysis was whether percentage plans can achieve the goal of equal educational opportunity, and the analysis indicates that they cannot. The findings of this report mirror those of the earlier report: percentage plans alone do not improve diversity by recruiting underrepresented minority groups and will only have their desired effect if affirmative action and other supplemental recruitment, admissions, and academic support programs remain in place. The report also examines federal outreach programs, such as TRIP… [PDF]
(1984). University Education Administration Programs and Sex Equity. Women seeking education administration careers in the 1980's will find their employment opportunities limited by declining enrollments and unenforced affirmative action programs. The informal networks and sponsoring mechanisms aiding men's career mobility are generally unavailable to women. Universities can play a key role in developing pools of well-qualified women and helping school districts maximize their utilization in administration. Instead, women (and minorities) comprise only a tiny percentage of administrative positions. This paper explores the problems encountered by female and male graduate students at one education administration program. A survey eliciting background information on status, goals, and university and life experiences was mailed to 258 students enrolled in the program between 1976 and 1980; the return rate was 70 percent. Findings show considerable sex differences among participants in this program. Women were older, had less financial support and lower… [PDF]
(1981). Equity from an Aging Specialist's Perspective. Research and Development Series No. 214O. As the incidence of older persons in American society grows, their participation in training and employment programs (including vocational education) will be of special importance. Although the elderly population has become increasingly "older," this group is retiring earlier. There will be a decrease in active workers supporting retired citizens whose income continues to be decimated by inflation. In addition, social security financing problems loom ahead. With the gradual reduction of the educational disadvantage of the elderly, the question will be whether these workers would take advantage of increased work options. A need exists for affirmative action for the aged. Barriers to equitable job training and placement are previous work history, lack of credentials, lack of access to job information, inadequate health status, attitudes and values of union and management decision makers, transportation, stereotypes, self-discrimination, employer discrimination, and job… [PDF]
(1977). Asian American Assembly Position Paper: II. A Review of U.S. Employment Policy. Occasional Papers/Reprint Series in Contemporary Asian Studies, No. 12. This volume consists of papers which were submitted to the Asian American Assembly conference in New York in 1977. The goals of the Assembly are outlined in the volume's preface. Community and academic activities undertaken by the Assembly in cooperation with the City College of New York Department of Asian Studies are described. In a paper by a Pennsylvania judge, Asian American attitudes are explored. Both attitudes toward one another and attitudes toward oneself are discussed. Steps toward self acceptance and social equality are suggested. In a second paper, by a professor of Asian Studies, employment patterns of Chinese Americans are discussed. The rate of growth of the Chinese population in the U.S. is mentioned as a factor to consider in the employment outlook for 1980. The question of whether traditional employment patterns will serve future needs is also addressed. Language education and job training, as well as the utilization of affirmative action channels, are suggested…
(1997). Developing Benchmarks for Faculty Hiring. AIR 1997 Annual Forum Paper. This study analyzed 13 national datasets and evaluated their utility for addressing policy questions concerning college faculty availability (such as minority hiring, affirmative action, supply and demand in specific disciplines) and the overproduction of Ph.D.s. Each dataset was evaluated for its utility in modeling faculty availability. Also documented were the types of assumptions which need to be addressed in building models based on these datasets. Every national survey instrument related to faculty was reviewed, along with information about the data element dictionary, the value labels for categorical variables, the sample size, the population size, error estimates and weighting procedures. Analysis of the datasets suggests that, while many important policy questions may be studied with the data, it is not currently possible to complete the critical cross-tabulation of gender within ethnicity by rank within tenure status by discipline at the institution level. It is… [PDF]
(1983). Legitimizing Race as a Decision Making Criterion: Where Are We Going?. The Assistant Attorney-General for Civil Rights argues that preferential treatment to individuals based on their race cannot be justified under the law. Reynolds reviews the drafting of the Constitution and notes that the Constitution wronged blacks when it accorded them a fractional status of free persons. The doctrine of "separate-but-equal" dictated public policy for over fifty years until it was struck down by the Supreme Court as unconstitutional in the 1954 "Brown vs. Board of Education" decision, he observes. The "Brown" decision and subsequent legislation such as the Civil Rights Acts of 1957, 1960, 1964, and 1968, and the Voting Rights Act of 1965, Reynolds suggests, were intended by Congress to be colorblind. Thus, he contends, it is the Reagan administration policy to enforce the civil rights laws to their maximum extent and to consider "affirmative action" to be discriminatory if it bestows advantage on members of a particular… [PDF]
(1977). Equity in School Athletics: A Guide. Titles VI and IX require coeducational physical education classes and equity in athletic offerings and coaches' salaries, and prohibit sex discrimination in public schools. In New Jersey, compliance with the law is in the best educational interest of both male and female students. Educators leading intramural and interscholastic athletics programs who are attempting to enforce affirmative action should adopt guidelines for compliance. Organizational patterns for equity in interscholastic athletics include options such as these: (1) integration of the entire program so that all teams are open to both sexes; (2) separate but equal teams coordinated through a joint scoring and scheduling system; and (3) a combined approach, in which both separate and mixed sex teams exist equally in each season. On the other hand, intramural and club activities should be entirely coeducational. For equal physical education programs, coaches of etiher sex who are qualified should be found and hired for…
(2005). Racial and Ethnic Differences in the Impact of Work-First Policies on College Access. Educational Evaluation and Policy Analysis, v27 n4 p291-307 Win. The college participation rates of African Americans and Latinos continue to lag behind those of other racial and ethnic groups in the United States, despite the efforts of financial aid and affirmative action policies. Two recent federal policies that are "work-first" in nature threaten to further exacerbate racial and ethnic disparities in college access. This article examines the complex ways in which the 1996 welfare reform and the 1998 Workforce Investment Act differentially affect opportunities for college enrollment among disadvantaged adults. Utilizing national and state-level data, the authors argue that both policies restrict access to postsecondary education through the implementation of their guiding philosophy, "work-first," which emphasizes rapid job placement as the strategy of choice in achieving stable employment and moving out of poverty. These policies have reduced the size of the clientele receiving welfare and restricted access to education… [Direct]
(1994). The Social Construction of "Visible Minority" for Students of Chinese Origin. A survey and focus group study with students of Chinese origin at York University in Ontario (Canada) examined their attitudes toward the concept of "visible minority." Surveys of students conducted in 1992-94, as well as three focus group sessions conducted with 26 students of Chinese origin, have indicated that large numbers of students who spoke Chinese in their homes while growing up did not consider themselves members of a visible minority group. Focus group results indicated that many Chinese origin students did not rely exclusively on physiological characteristics such as color to ascribe visible minority status. Accent, perceived power of the group in question, numbers in the population, self-presentation, and cultural assertiveness were all seen as relevant criteria. Many students regarded visible minority as a derogatory term, and some opposed affirmative action programs because of fear of backlash, aversion to reverse discrimination, belief in merit as a basis… [PDF]
(1996). Interracial America. Opposing Viewpoints Series. Books in the Opposing Viewpoints Series present debates about current issues that can be used to teach critical reading and thinking skills. The varied opinions in each book examine different aspects of a single issue. The topics covered in this volume explore the racial and ethnic tensions that concern many Americans today. The racial divide exemplified in reaction to the O. J. Simpson verdict has brought about a re-examination of race in the United States. Many people see that America is divided by ethnic and minority interests and the competition between groups, while others argue that interracial conflicts are less serious. The 26 viewpoints in this collection present competing views about these issues and are divided into the following chapters: (1) "Should America's Racial Differences Be Emphasized?"; (2) "Is Racism To Blame for Blacks' Lack of Success?"; (3) "Will Immigration Lead to an Interracial Crisis?"; (4) "How Has Affirmative Action…
(1978). First New Jersey Statewide Conference of Hispanics in Higher Education. Report of Proceedings. This document contains the proceedings of a conference held in December 1978 to discuss problems confronted by Hispanics in the higher education system of New Jersey. Presented are an opening statement by Chancellor T. Edward Hollander on the status of Hispanics in New Jersey higher education and the keynote address by Hilda Hidalgo focusing on landmark events in the education of Hispanics. Also included are the following papers: (1) "An Examination of the Implications of Current Trends and Issues in Policy and Planning for Hispanics in Higher Education," by Marcos Leiderman; (2) "Affirmative Action," by Alberto Montare; (3) "Admissions," by Diane S. Maldonado and Margaret Rosario Rivera; (4) "Issues in Bilingual Higher Education," by Rosa Maria Cotayo, Estela Bensimon, Yvonne Rodriguez; (5) "Academic Programs," by Leopoldo Rivera; (6) "Supportive Services," by Edward Morales; (7) "Political Dynamics in Higher…
(1987). Persistence and Graduation of UC Davis Undergraduates Admitted by Special Action: 1975-1985. Persistence and graduation rates of University of California, Davis, special action students admitted in any fall quarter from 1975 to 1985 were studied. Special action students show academic potential but do not meet admission requirements of completed course work and academic achievement. The number of special action students during this 10-year period increased by 73%. In 1975 a large majority of special action students were also members of underrepresented (i.e., Student Affirmative Action–SAA) minority groups; by 1985 SAA and White students were equally represented among special action admits. In 1985 SAA students made up 15% of all entering students but 43% of entering special action students. About half of all Black students entering the university were admitted by special action; the proportion of Chicanos was about 25%. Special action students did not persist at rates close to those of regularly admitted cohorts. About 60% of all special action students persist through a… [PDF]
(1985). Diversity and Excellence. Graduate Minority Students' Handbook. A handbook for minority graduate students is presented by the University of California, Berkeley. Included are 10 essays, perspectives of 14 minority students, views of 7 faculty members, a minority faculty directory, and a resources directory. Essay titles and authors are: "The Minority Graduate Experience" (Gloria Cuadraz, Jose Novoa, Ruth Bolden, Ellen Nakashima); "Graduate Affirmative Action: Past to Present" (Dan Ashby); "Asian Americans in Higher Education" (Dan Ashby); "Women of Color" (G. Cuadraz); "Minority Graduate Students in Teaching: The Berkeley TA Experience" (Robby Cohen, G. Cuadraz); "How You Can Be Part of the Solution" (Pedro Noguera, Howie Pinderhughes); "The Foreign Student Perspective" (Stephen Small); "Departmental Relations: Cast of Characters" (Nestor Gonzales); "Relations with Faculty" (Zita Nunes); and "Cultural Diversity in the Bay Area" (J. Novoa)….