(1988). Minority Recruitment Admissions & Retention in Postsecondary Education. This pamphlet summarizes the legal requirements of Title VI of the Civil Rights Act of 1964 as they pertain to minority recruitment and admissions at colleges and universities which receive Federal assistance. It describes steps taken by some of these institutions to enhance the recruitment, admissions, and retention of minority students. Among the 54 practices listed are the following: (1) using minority employees, students, faculty, and alumni as recruiters or members of recruiting teams; (2) developing cooperative arrangements with minority churches, community groups, professional organizations, etc., to cosponsor recruitment programs; (3) ensuring minority representation on admissions committees; (4) making financial aid information available in other languages as well as English; (5) conducting workshops in faculty-minority student relations; and (6) conducting exit interviews with minority students to identify problem areas. The pamphlet also provides a list of the U.S…. [PDF]
(1992). Teaching Mathematics Effectively and Equitably to Females. Trends and Issues No. 17. This monograph looks at mathematics education today in the United States, particularly at how girls are treated in mathematics education in order to identify ways to increase female interest and achievement in mathematics. The first section of the review describes the current status of females in mathematics education including achievement history and trends, trends in higher education, and current gender research. The second section looks at the research on student gender differences covering learning styles and classroom behavior, attitudes toward mathematics learning, mathematics course taking, and social expectations. A third section covers educational issues of discourse, curriculum content and orientation, teacher attitudes and behaviors, and classroom organization and teaching methods. A final section of conclusions and recommendations notes that: (1) mathematics education takes place in a cultural context that educators can begin to consciously change to better respond to… [PDF]
(1991). A Perspective on the Continuing Struggle for Equity. This publication contains a speech on the continuing struggle for equity in education for African Americans presented to the Southern Education Foundation (SEF) by Jean Fairfax when she received the John A. Griffin Award for Advancing Equity in Education. In the speech, Fairfax addressed disagreements within the black community over educational issues that have accelerated in scope, intensity, and anger since the 1960s. Covered are disagreements over integration implementation methods, the Atlanta (Georgia) school court case, the "Adams v. Richardson" suit of 1970; and the impact of the suit on traditionally black public colleges. In particular, the Adams experience is described as a possible model for confronting issues in the future as it was a conflict around which pragmatic, workable consensus developed. The future demographic diversity of the United States is described, and consequent educational issues are predicted, including multiculturalism, conflict among…
(1991). Achieving Diversity. Issues in the Recruitment and Retention of Underrepresented Racial/Ethnic Students in Higher Education: A Review of the Literature. Much has been done in recent years to enhance the quality of the educational experience for students from underrepresented racial/ethnic groups on college campuses. However, many major problems still exist, presenting professionals concerned with the educational development of students with many significant challenges. This literature review focuses on issues in the recruitment and retention of the following underrepresented racial/ethnic students in higher education: Native Americans, African Americans, Latino/Hispanic Americans, Asian Pacific Americans, and Undocumented Students. The review contains four chapters. The recruitment chapter focuses on issues related to the postsecondary transition process. The chapter on retention reviews the salient issues related to the college enrollment, retention, and graduation of students from these racial/ethnic groups. Before examining these two issues, the first two chapters discuss, respectively, enrollment and graduation trends for…
(1990). Achieving a Diverse Faculty: Lessons from the Experience of The Evergreen State College. AAHE Bulletin, v43 n2 p10-12 Oct. Between 1986 and 1989, The Evergreen State College in Olympia, Washington, increased its proportion of faculty of color from 11 percent to 20 percent. This was accomplished by reorganizing the college's approach to faculty hiring and retention. Keys to hiring success involved institutional commitment, utilization of inside resources, being creative in seeking applicants, doing research to locate applicants, being open minded, being flexible in disciplinary background requirements, requiring an adequately representative applicant pool, and becoming aware of unintentional barriers in the hiring process. Retaining a diverse faculty requires building a hospitable campus environment. Orientation programs for new faculty at The Evergreen State College offer a buddy system, written materials, a fall off-campus retreat, and workshops throughout the year. Assistance in helping new faculty to become familiar with the cultural norms and idiosyncracies on campus is especially important; the…
(1991). Trustee Quarterly, 1991. Trustee Quarterly, Win, Spr, Sum, Fall. These four issues of \Trustee Quarterly\ focus on topics of current concern to community college trustees. The winter 1991 issue contains articles examining the trustee role in helping diverse students achieve, a reconceptualization of community college finance, the development of a statewide communications plan by the Washington trustees, an ethics policy developed at Richland Community College (Illinois), a campus trends report focusing on faculty shortages and general education requirements, and a commentary on two initiatives offering promise for vocational education. The spring 1991 issue discusses a vision of the Association of Community College Trustees' (ACCT's) future, recruiting and retaining minority faculty, the benefits of community college wellness programs, community college fundraising, the responsibilities of a board chair, and a commentary on the importance of quality in the community colleges. The summer 1991 issue features articles on the dangers of special…
(1989). Issues in California Community Colleges. Forum, v6 Sum. This issue of Forum, a journal designed to permit California community college faculty to share ideas, contains six articles focusing on issues related to the enactment of Assembly Bill 1725 (AB 1725). The first article, "Your Father's Oldsmobile: The Uses of Tradition in Core Programs," by John McFarland, analyzes the development of general education programs in U.S. higher education. "Management Wisdom through the Ages," by Jack Scott, discusses management techniques throughout history, focusing on six main tenets: selecting effective personnel, listening carefully, anticipating problems, correcting mistakes, maintaining integrity, and persevering. Next, Cy Gulassa argues, in "Collaborative Governance in the Foothill-DeAnza Community College District," that the increased faculty and student roles in district governance mandated by AB 1725 can be achieved through the use of policy development groups, and provides a detailed description of the…
(1985). Sex Discrimination Law in Higher Education: The Lessons of the Past Decade. ERIC Digest 85-3. The obligations of colleges and universities under existing laws prohibiting sex discrimination against employees and students are summarized. Principal federal sources of legal obligation regarding employees are the equal protection clause of the Fourteenth Amendment, Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and Executive Order No. 11246. For students, the principal sources are the equal protection clause and Title IX of the Education Amendments of 1972. Strategies for compliance include the following: (1) carefully select and train key academic and administrative personnel, including faculty on review and search committees; (2) design and disseminate a policy of sexual equity, assign responsibility for its implementation, train line personnel, monitor residual sexual bias, and design and implement remedial programs to ensure compliance with the policy; and (3) complement the steps with indemnification of losses suffered as a result of intentional… [PDF]
(1990). Status of Access of Women and Minorities to Administrative Positions in Idaho. This study examined issues related to the access of women and minorities to administrative positions in Idaho public schools. officers of Idaho school districts; 102 women and minority school district administrators; and a sample of 22 school board district administrators, and a sample of 22 school board presidents. Factors contributing to the low number of women/minority administrators in Idaho were identified, including the "old boy network," family responsibilities, lack of mentors or role models, late entry into the career track, and difficulty in gaining credibility. Certain organizations were identified by all three groups of respondents as having credibility to impact change and provide leadership: the Idaho Association of School Administrators; and Northwest Women in Educational Administration. Responses of superintendents/personnel officers and board presidents indicated that few had developed plans to increase the access of women and minorities to administration….
(1990). Minority Leadership Development in Technical and Vocational Education for Community Colleges and Technical Institutes: An Imperative for the State of Texas. A Report of the Study. In 1988, the Minority Leadership Project was undertaken at Texas A and M to: (1) identify potential minority leaders within technical and vocational education and recruit them for leadership training; (2) identify methods to train participants; and (3) design a leadership training program to move identified individuals into positions of greater responsibility. Project activities included the formation of an advisory committee of minority leaders and the establishment of training institutes, seminars, academic internships, enrichment activities, a mentorship program, and a computer data bank listing the leadership skills of minority men and women interested in career opportunities in two-year colleges. In addition, two surveys of post-secondary administrators were conducted, focusing on minority leadership skills and the barriers to minority advancement in leadership positions. The administrators were also asked to nominate program participants and potential mentors. Respondents… [PDF]
(1988). Developing and Implementing a Data Base and Microcomputer Tracking System To Track and Serve Minority Students To Enhance Minority Recruitment and Retention. Brief descriptions are provided of several components of Glendale Community College's (GCC's) programs to ensure adequate links with the minority community and stimulate enrollments to achieve parity in enrollment proportions. Introductory sections offer a rationale for minority emphasis programs, define \minority,\ enumerate reasons for attending a community college, and examine the objectives and implementation of minority emphasis programs. The next sections focus on particular components of the programs, including: (1) educational outreach and recruitment; (2) retention services; (3) an early warning system whereby students in academic difficulty are referred to appropriate services; and (4) a student information system (SIS), which centralizes registration, transcripts, class rosters, enrollment reports, and financial aid data. The final sections look at the SIS in greater detail, examining system development, downloading capabilities, data retrieval, and features which permit… [PDF]
(1982). Counseling Perspectives on Sexual Harassment in Industry. This report focuses on the problem of sexual harassment in industry. Prior research documenting such harassment is cited, and the ability of the counseling profession to address the issue is discussed. Results of the authors' survey of salaried women (N=85) from a large industrial firm are reported; the demographic data and information on sexual harassment indicate that 46% of the women surveyed experienced sexual harassment while working. Results of a survey conducted by the Women's Issues Advisory Committee which confirm these findings are also reported. The need for change in the workplace, based on such data, is discussed. The legal response to sexual harassment is outlined, including the guidelines of the Equal Employment Opportunity Commission (EEOC). Issues which have yet to be clarified by the courts are explored, including the right to sue because of sexual coercion, and the rights and circumstances involved in filing a Title VII claim. The varying roles of counselors in…
(1984). Beyond the Title VII Framework: Racial Quotas and Teacher Employment Policies in School Desegregation Litigation. This chapter focuses on school desegregation litigation and attendant employment-related remedies decreed or rejected by the federal courts. The overarching remedial theory governing relief in school desegregation cases differs from that governing employment discrimination cases in that the central issue is equal educational opportunity, even where employment-related remedies are prescribed. This chapter analyzes judicial responses to three kinds of faculty employment policies that have been components of decrees designed to achieve a "unitary" school system: teacher assignment, preferential hiring, and layoff policies. Judicially mandated requirements for racially balanced faculties within each school of a defendant system were among the earliest remedies for racially segregated schools, since practices regarding faculty distribution were seen as important indicators of a segregated system. Preferential teacher hiring and promotion on the basis of race involves greater…
(1989). Leaders for a New Century. The turn of the century will signal a profound change in the composition and character of the leadership of community colleges. Future leaders will have in common with their peers in the private sector a global perspective and a mastery of technology seldom seen in today's leaders. More of them will be women, minorities, and immigrants. Beyond changes in skills, sex, and race, however, future leaders must be characterized by a compelling moral vision for the community college and by the ability to build communities. Their vision will be based on an understanding of the social and economic climate of the community college and the institution's potential for change and renewal. Building communities will require the ability to articulate this vision, assume a role in community leadership, and create a functioning team aligned in pursuit of a common goal. Meeting the challenges implicit in building communities necessitates: (1) educating boards of trustees and presidential search…
(1988). An Analysis of Appointments of Higher Education Administrators: Reflections of Administrative and Organizational Structures. A study of appointments of academic administrators in higher education is discussed. Its goals were: to identify the success rate of women relative to the proportion of their representation in higher education; to identify and characterize any emerging alternative career pathways in colleges and universities; to compare the success rate for position types of internal candidates with external candidates; and to determine if the hiring procedures reflect changing policies. In this study, 1,610 administrative positions were categorized according to type of position, type of institution, and sources of appointee. Results indicate that hiring committees review candidates' papers in search of credential rather than competence, and this is a disadvantage for anyone who has not had the accumulated time-in-line experience. Data indicate there has been no significant change in the percent of successful female candidates for employment in mainline administration over the past decade, though… [PDF]