(1983). Minorities in Management: An Action Plan. The Report of the AACSB Program to Increase Minorities in Business Task Force. Resulting from several years of study by the American Assembly of Collegiate Schools of Business (AACSB) Committee on Equal Opportunity for Minorities and the Program to Increase Minorities In Business (PIMIB) Task Force, this report presents a series of recommendations for expanding the number of talented minority students entering collegiate schools of business and, subsequently, management. The first section of the report examines the need for the project, looking at participation rates of minority students in business schools and tracing the development of the PIMIB concept. The following factors are cited as contributing to low minority enrollments: a stagnation in the number of well-qualified minority high school graduates, a prevailing negative image of business, a high minority dropout rate, and inadequate counseling at the high school level. The next section presents recommendations for increasing minorities in business in four broad areas; i.e., action should be taken to:…
(1984). Brown v. Board of Education of Topeka: An Assessment Thirty Years Later. A Series of Lectures and Discussions, Proceedings (Institute, West Virginia, February 10-11 and April 11-13, 1984). Papers presented at a 1984 lecture series and symposium on the impact of the 1954 Brown v. Board of Education of Topeka Supreme Court decision case are collected in this report. The papers (and their authors) are: (1) "Legal Aspects of the Brown Decision" (Robert L. Carter); (2) "Desegregation/Integration and the Media: Fallout from the Brown Decision" (Dexter D. Eure, Sr.); (3) "Civil Rights Law and the Brown Decision" (Jack Greenberg); (4) "Desegregation/Integration and the Media: Fallout from the Brown Decision in West Virginia" (W.E. Chilton, III); (5) "The Roots of Separate and Unequal: The Virginia and West Virginia Heritage–17th to 20th Century" (A. Leon Higginbotham); (6) "Educational Trends and U.S. Commitments Since the Brown Decision" (Kenneth Clark); (7) "The Impact of the Brown Decision on Higher Education" (G. Gordon Gee); (8) "Wisdom and Courage Can Often Prevent Horrible Consequences"…
(1981). Employment Discrimination and Organizational Efficiency. Managers' claims that reducing employment discrimination will lead to higher costs and decreased personnel efficiency in organizations are not supported by theory or empirical evidence. Economic theories, in fact, indicate that discrimination does not have a rational economic basis and that reducing discrimination should lead to increased, rather than decreased, efficiency in the long run. Analysis of discriminatory practices in hiring, selection, placement, and promotion within organizations demonstrates that, while truly equitable employment practices may result in greater costs and reduced efficiency in the short run, most the negative efficiency and cost impacts tend to be temporary. Futhermore, many existing discriminatory practices are not attributable to efficiency considerations. Proponents of employment equity should understand the economic concepts in the efficiency versus discrimination issues in order to distinguish between accurate and fallacious arguments and turn…
(1984). Civil Rights Act of 1984. Joint Hearings before the Committee on Education and Labor and the Subcommittee on Civil and Constitutional Rights of the Committee on the Judiciary, House of Representatives, Ninety-Eighth Congress, Second Session on H.R. 5490. To Clarify the Application of Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, and Title VI of the Civil Rights Act of 1964. The hearings recorded here were convened in order to examine legislation proposed in response to the Supreme Court's decision in Grove City College v. Bell, which was considered to narrow significantly the scope of coverage of Title IX of the 1972 Education Amendments, Title VI of the 1964 Civil Rights Act, Section 504 of the 1973 Rehabilitation Act, and the 1975 Age Discrimination Act. Committee members expressed concern that the Supreme Court's interpretation of the language set forth in these statutes might prevent continuation of "two decades of enforcement by four presidents of both parties." The proposed legislation was offered to reaffirm that enforcement record. Testimony for and against the bill was given by government officials, legislators, educators, and representatives of various civic organizations. (RDN)… [PDF]
(1977). Providing Black Youth More Access to Enterprising Work. This study examined the possibility that the large racial differences in income are partly the result of blacks and whites holding jobs in different Holland Fields of work, some of which might pay much better than others. Data from the 1970 U.S. census were used to determine the mean income of 27,067 white men aged 26-65 grouped by educational level and by Holland type of work and to determine the proportion of white and black men aged 36-65 falling within each of these educational and type-of-work groups. Enterprising work was found to provide higher incomes with less education than do other types of work. Although a large proportion of white men at all educational levels hold enterprising jobs, relatively few blacks were found in this type of work. Counselors and educators have traditionally tried to reduce the income gap between blacks and whites by increasing college attendance among blacks. These findings suggest that counselors also can help black youth find better-paying jobs… [PDF]
(1977). The Relevance of Race in Admissions; A Summary of the Position of the Carnegie Council on Policy Studies in Higher Education as Reported in "Selective Admissions in Higher Education: Public Policy and Academic Policy.". The Carnegie Council's position on public and academic policy issues involved in the Bakke case is summarized in this publication. The Council holds that the racial experience of an academically admissible student is among the criteria relevant to admissions decisions. In speaking of race, the experience of persons raised in non English speaking homes, as well as that of members of racial minority groups, is included. Features of public and academic policy in higher education are discussed as they relate to racial criteria in admissions. Specific recommendations are offered for policy affecting admissions to selective schools at both the undergraduate and graduate levels. A two stage model of the admissions process is suggested. In this model, minimal standards would be set to determine "admissibility", the first stage. These standards would be applied uniformly to all applicants. Considerations of race, sex and ethnicity would have no place in admissibility decisions, but…
(1977). White Students in Black Institutions. The author discusses the steady increase in white student enrollment at historically black colleges. These students are generally categorized as: (1) being older; (2) having completed military service; (3) having little interest in student activities; (4) being married; (5) being transfer students; and (6) attending as part-time commuter students. Among the attracting forces are: (1) proximity; (2) convenience; (3) adaptability; (4) program availability; and (5) easy entrance requirements. Apprehensions of the white students, their interpretations of their experiences at black colleges, and the reactions of black students to their fellow white students are presented and analyzed. Particularly interesting are the positive and adverse impact that reverse integration has on black students as well as the possibilities that such an environment can have on the racial attitudes of black and white students. (Author/VG)… [PDF]
(1982). The Department of Justice Looks at EEO Enforcement. In this statement the Assistant Attorney General (Civil Rights Division) discusses the Reagan administration's plans for ensuring the enforcement of equal employment opportunities. Civil rights legislation and court litigation involving racial quotas and preferential treatment are discussed. While the author stresses the Justice Department's commitment to seeking affirmative remedies such as back pay, retroactive seniority, reinstatement, and hiring and promotional priorities, the use of quotas is said to be unjustified. Rather, the requirement of comprehensive employment recruitment techniques is said to be one way to ensure that employers follow nondiscriminatory, sex and race neutral employment practices. (Author/JCD)… [PDF]
(1980). The Price of a Token. As women enter nontraditional occupations and training programs, tokenism may develop and its side-effects of visibility, contrast, and assimilation may appear. Each of these effects was encountered by the first class of women cadets at the United States Military Academy, West Point, in 1976, who received great visibility from the news media. This visibility led to fears and resentment in dominant male cadets and placed performance pressures on the token women. Cadets' concerns about dating best reflected the effects of contrast; the social interaction of men and women created uncertainties for the men and isolation for the women. The stereotype of women's physical subordination encouraged men to simultaneously protect women, yet fear preferential treatment and a lowering of Academy standards. The protection of female cadets most clearly demonstrated the assimilation of individual cadets into the stereotypical helpless role of women. An investigation of the men and women who entered… [PDF]
(1977). Review of Issues Raised in Briefs Filed with the Supreme Court of the United States in Regents of the University of California (Davis) v. Bakke. Based on a review of the briefs filed with the U. S. Supreme Court in the Bakke case, the principal arguments addressed to the Court, possible dispositions of the case, and implications for the educational community are addressed. Bakke's claim is that he had been denied the equal protection of the laws in that applicants of lesser obective qualifications had been admitted in the University of California (Davis) Medical School because of their race. The decision of the California Supreme Court and the admissions process at Davis are outlined. Among the points significant to the future of minority participation in higher education on which there is substantial agreement are the following: it is justifiable to take special steps in an effort to enlarge the proportion of minority students attending medical schools and other segments of higher education; the medical school at Davis has never practiced discrimination; in the absence of special admissions programs, the number and… [PDF]
(1979). A 3-D Interpretation of Changes Induced by the Creation of Training Materials. This paper is the result of a symposium called to discuss a two-year, multiuniversity development project which attempted to assist in advancing the role of women in education. The purpose of the project, commissioned by the University Council for Educational Administration (UCEA), was to design, develop, validate, and disseminate instructional materials for use in meeting the training needs of five groups, including women preparing for educational leadership, present professors of educational administration, and other decision-makers. A three-dimensional model of change was used that consisted of the three process stages of design, development, and dissemination. Within each of these stages, changes were recorded in individuals, small groups, and the environment as a result of the increasing social interactions, the acquisition of new skills and knowledge, and the critical feedback that project personnel provided to each other. According to the report, a noticeable difference was…
(1979). Sexism in Education? A Study of Future Teachers' Attitudes Toward Women. The main question investigated by this study was whether future teachers' attitudes toward women were significantly different from the attitudes of other college students. The subjects of this research were college students divided into two groups–education majors and majors in other subjects. A Likert-type scale questionnaire was administered consisting of statements about women's rights and roles in vocational, educational, and intellectual activities; dating behavior and etiquette; sexual behavior; and marital relationships. Little significant difference was found between the attitudes of future teachers toward women and those of other students. The suggestion is offered that future teachers should receive preservice and inservice training to change their attitudes from acceptance of many sex stereotypes so they may educate children in a way that is bias free. A sample of the questionnaire is appended as well as selections from the Illinois law providing sex equality in…
(1979). The Letter of Recommendation: A Key to Women's Career Equity. A critical piece of information in the selection process for academic positions is the letter of recommendation. A study was conducted to determine if differences exist in the letters written for female versus male candidates for academic positions. Using letters which were retyped to avoid personal, institutional, and sex-specific identification, the letters were coded on a number of coding categories, including length of letter, reference to personal and professional attributes, use of "masculine" versus "feminine" words, and proportion of words devoted to research and teaching. Sex differences in file variables which might account for differences in letters of recommendation, such as number of publications, grades, research and teaching assistantships, and teaching experience, were assessed. Sex of recommender, quality of institution, academic area, and year of recruitment (1975-76 and 1977-78) were used as major control variables. Results favored males in two…
(1979). An Equal Educational Opportunity Guide to Recruiting Minorities and Women as Teachers, Counselors and Administrators. In this booklet, information to assist superintendents, personnel directors, and their official recruiters in locating, recruiting, assigning and promoting qualified women and men of diverse racial and cultural backgrounds is provided. Employee concerns are outlined. Specific suggestions are given for ways of recruiting women and minorities. Listings include all licensed four year State colleges and universities in New Jersey, out of State extension programs, sources of minority, women, and black candidates, and a list of directories and professional rosters pertaining to women and minority groups. (WI)…
(1976). The Continuing Effort for Women's Rights. UNESCO Features, No. 697. Interviews with five women prominent in their countries are presented in this newsletter. The topic is the progress of women in achieving equal rights and opportunities. The five women talked about how they see women's situation and future in their respective countries. Interviewed were an Indian economist, an English educationalist, a Senegalese nutritionist, a French lawyer, and a Ghanaian professor of linguistics. (JD)…