(1993). Women in Academe: Historical and Sociological Perspectives. This paper examines the unequal status of women in academic life from the ideological framework of the women's movement and issues a call to action to change this position. The paper discusses the following issues: (1) persons in the majority culture highlight the differences between them and the minority by exaggerating their culture; (2) the imbalance in numbers causes people to be preoccupied with how to behave toward each other; (3) most curricular materials effectively eliminate women or perpetuate sex role stereotyping; (4) universities that engage only one half of its population in its governance, conduct, and exchange of ideas lack a balanced viewpoint; (5) women academics are victims of sexual harassment, which also impacts on women's equality; and (7) the movement of women into equal ranks in the academy is a threat to its very existence as a patriarchy. The paper concludes that women must take it upon themselves to protest unequal treatment and sexism in their workplace,… [PDF]
(1984). Minority Involvement in the Accreditation Process. Perspectives concerning the lack of participation of many minority persons in colleges and universities in the accreditation process are offered, along with recommendations for accrediting agencies, colleges, and minorities. It is noted that the executive staffs of accrediting bodies have no blacks. Further, no staff of the national agencies has any minority representation, and only two of the six regional agencies have black executive staff. Practices of the Middle States region include the following: the usual method of identifying potential evaluators is through recommendations from chief executive officers or college chief academic officers; generally, few persons who have had no previous evaluation experience are appointed to an evaluation team; and some blacks and other minority groups turn down the opportunity to serve on teams. Suggestions for accrediting agencies include: involve more minorities from all types of higher education institutions in activities; and instruct…
(1990). Federal Legislation To Eliminate Sex Discrimination in Vocational Education: "The Impossible Acts," 1976 and 1984. This project is a detailed history of two pieces of legislation that sought to eliminate sex discrimination in vocational education: the Vocational Education Amendments of 1976 and the Carl D. Perkins Act of 1984. The report explains why they happened and the results as seen by those most involved. It looks at the key individuals and groups that made a difference; what really happened during the legislative process; and how agencies, programs, and students were affected by the changes mandated under the new laws. The study collected qualitative information from those who created federal legislation, subsequent reports and studies on that legislation, and the National Assessment of Vocational Education. The study covers the 10-year period from 1977 to 1987. Information for the study was obtained by conducting personal interviews, making contacts, and reviewing legislation and national survey data. The following five chapters are included in this report: (1) the legislation–hearings…
(1987). Disposable Goods or Valued Resource: Appointment and Termination of Assistant Professors. ASHE 1987 Annual Meeting Paper. The question of whether assistant professors are valued resources at colleges was investigated and compared to findings of a 1957 study by Caplow and McGee. Based on actual personnel actions, interviews were conducted with 306 department heads, nonterminated faculty colleagues, and new appointees. The interviews were concerned with the appointment in the 1984-85 academic year of 96 assistant professors at three private and three public research universities and the termination of 87 assistant professors at the same institutions at the end of the 1983-84 academic year. As in the Caplow and McGee study, attention is directed to: the recruitment process, origination of the position, the search for candidates and interviewing, the representation of women and minorities among appointees, faculty dismissal, resignation, and the impact of departure. It was found that there was little proportional difference in the "share" of appointments given to assistant professors between 1957…
(1985). Equity Issues for Women in Higher Education: Getting beyond the Numbers Game. Equity topics that need special attention from higher education researchers are discussed. It is argued that focusing on the increased numbers of women students, faculty, and administrators may disguise more complex issues. It is advocated that when researchers propose to study \women,\ they should identify which women are being examined. When undifferentiated statistics on women are used, minority women in general, and particular groups of minority women (e.g., southern black women), will be overlooked or misrepresented. While the history, roles, and contributions of middle class white women \notables\ are being covered in college courses, Black, Chicano, and Native American women are rarely encountered as subjects of study outside of sociology and social work courses. Questions remain about women's degree patterns and areas of specialization. Studies of the educational goals and experiences of women students at universities, the less selective community colleges, and minority…
(1978). Women at Work. During the prehistoric era, most advances in society were developed by women. These advances included agriculture, building, weaving, basketry, pottery, woodworking, trading, and domesticating animals. Pottery and basketry allowed for the long-term storage of food and water and permitted humanity to stop living the nomadic life and begin the first settled communities. The first wheels, appearing in the New Stone Age, were developed in connection with weaving and pottery. Throughout the Old Testament, women are often seen as traders, farmers, and builders. Ancient Egypt has been described by many researchers as the society with the highest documented status ever attained by women. The names of many women appear throughout the annals of ancient alchemy. European women who settled North America brought their skills with them and established themselves in business at approximately the same moment they unpacked their bags. Women were the mainstay of the early mills during the Industrial…
(1987). Partners in Education: Black Student Opportunity Program. A description is provided of the Urban League's Education Initiative Project, a cooperative effort involving Miami-Dade Community College (MDCC) and feeder high schools in activities designed to raise the aspirations of black high school students, motivate them to enroll and succeed in college preparatory courses, facilitate the flow of students from high school to MDCC to a four-year university, and finance the college education of successful students. Section I provides an introduction to the project, as well as information on the problem of underachievement among black students in Miami, the goals of the project, the target student population, and the program design, implementation, and management. Sections II through IV focus on specific components of the project. Section II describes the Black Student Opportunity Mentor Program, which selected 75 mentors from a broad range of organizations and career groups to serve as positive reference group models. Section III highlights the… [PDF]
(1986). Overcoming Sex Disequity in Educational Administration: Eliminating Persistent Barriers through the Development of an Instrument for Department Self-Assessment and a Model for Institutional Change. The persistent barriers to women's educational equity in educational administration may be eliminated through this project, which describes the development of an instrument for department self-assessment of sex equity and a model for institutional change. The procedures for developing, testing, and disseminating the instrument for self-assessment of sex equity are provided in detail. A set of standards, grouped by major area of activity, is presented that will ensure that women receive equitable experiences during their graduate studies. Strategies for change are described in the final chapter. Appended are 22 references; a bibliography; interview questions for use in cases of perceived bias or discrimination in departmental conditions, policies, and practices; and a list of University Council for Educational Administration member universities. (SI)… [PDF]
(1982). Unemployment and Underemployment among Blacks, Hispanics, and Women. United States Commission on Civil Rights Clearinghouse Publication 74. Blacks, Hispanics, and women are more likely to be unemployed or underemployed than white males, regardless of economic conditions. This conclusion was drawn from an analysis of data gathered from the March Current Population Survey for the years 1971 through 1980, the Dictionary of Occupational Titles, and state and local unemployment rates supplied by the Bureau of Labor Statistics. The data were analyzed to determine whether factors other than discrimination could account for the disparities. These factors included economic expansions and contractions that might disproportionately affect some groups; regional and industrial variations in the economy; and individual factors, such as education, training, and age, that vary among groups. Disparities with employment rates of white males in the same areas or industries, however, remained fairly constant. Individual factors, such as education, training, and age, were found to play a part in the unemployment and underemployment rates,… [PDF]
(1978). Remarks by Drew S. Days, III before the Black Achievers' Awards Dinner, Greater Boston YMCA, Boston, Mass. This speech focuses upon the roles of both the business community and the Federal Government in fighting discrimination against women and minorities. In the belief that racial neutrality may only serve to perpetuate inequalities, the private sector is asked to actively cooperate with government nondiscrimination policies. The participation of the business community in Boston's school desegregation plan is cited as an example of past cooperation. The current proliferation of lawsuits challenging government racial goals is mentioned. The Carter Administration's determination to end discrimination is emphasized, as is the Justice Department's commitment to carrying out administration policy. Examples are given of efforts to redress racial and sexual imbalances within the government. In addition, the enforcement of Title VI, whose mandate is to prevent and eliminate discrimination in federally assisted programs, is detailed. The cooperation of business and industry with government…
(1982). Advocates and Administrators: Perspectives on the Title IX Coordinator's Role. The role perceptions and activities of seven individuals responsible for coordination of the efforts of their respective districts to comply with the requirements of Title IX of the Elementary and Secondary Education Act are described in this research report. All seven districts involved in the study complied at least with the letter of the law. Six went beyond compliance on paper to compliance in fact, and four beyond formal compliance to positive action embodying the spirit of equality. Researchers found that conditions identified by previous studies as necessary to successful fulfillment of the role of Title IX coordinator were not in fact present in all cases where coordinators proved effective. In each instance it was the particular interrelationship of district and coordinator characteristics, rather than the specific characteristics themselves, that appeared vital to coordinator effectiveness. (Author/PGD)…
(1979). Women Administrators: Careers, Self-Perceptions, and Mentors. This report presents an analysis and interpretation of responses from women administrators in higher education concerning influences on their careers, professional mobility, and self-perceptions. Issues discussed include the inadequacy of information concerning women administrators, influences on career growth, differences between academic and nonacademic administrators, and the role of mentors. Ninety of the 200 women identified as holding administrative positions at the University of Cincinnati responded to a questionnaire that solicited demographic information, data about career mobility and influences, and open-ended responses about aspirations and expectations. (Author/MLF)…
(1980). Using Existing Research Centers: A Model for Increasing the Participation of Minority Persons and Women in Research on Education. A model for increasing the participation of minority persons and women in research on education is described. The model involves an Institute for the Interdisciplinary Study of Education (IISE), located at Northeastern University, under whose auspices minority persons and women are recruited for positions as Postdoctoral Faculty Fellows. The project is funded by the National Institute of Education. The fellows come from institutions where heavy emphasis is placed on teaching rather than research. A basic objective of IISE is that of providing significant research and publication experience for the Fellows in order to facilitate advancement and security in their careers. This is accomplished by utilizing a model composed of two basic elements: (1) the use of existing university research/training units; and (2) the involvement of faculty from several disciplines. Thus, the model draws upon, and expands, relationships already in existence between faculty and research centers, and…
(1976). Qualifications and Equal Employment Opportunity Law. This paper examines the issue of employment discrimination and the position taken by the Government in an attempt to stop discrimination in employment. Presented is a survey of seven appellate cases. Each of them represents a case in which the issue of the adequacy of test validity studies is questioned. In six of the seven cases, the use of tests in hiring was held unlawful on the grounds that the validity study did not produce adequate evidence. The evidence set forth by the court cases supports the proposition that the greater the degree of adverse impact and the smaller the degree to which an employer in fact desegregated a previously segregated work force, the less likely it is that the selection procedure will withstand judicial scrutiny. The implications of these cases for industrial psychologists are briefly discussed. (YRJ)… [PDF]
(1976). Job Training for Low Income Women: The Need for Change. This document presents the conclusions and recommendations of a study conducted to explain the inequalities faced by low-income women in job training, employment, and earnings. The study explored the dimensions of the problems such women face, possible solutions, and the extent to which a group of Health Education and Welfare (HEW) and HEW-related programs address or fail to address those solutions. This document is divided into two major sections. Section 1 presents the conclusions and recommendations and a summary of the report. A brief description of nine federal programs which have potential for helping low income women are also included in this section. Section 2 reports the study in more detail. It provides a discussion of the issues involved and information from the assessment of selected programs with potential for assisting low-income women to increase their earning power. Conclusions and recommendations are also included in section 2. The following information is appended:…