(2000). Underrepresented Minority Achievement and Course Taking: The Kindergarten-Graduate Continuum. This paper calls for a major reexamination of the educational system as it relates to under-represented minorities in science, mathematics, engineering, and technology. The paper sets forth experiences gained from years of working in both K-12 and higher education with under-represented minorities. The following topics are examined: the importance of persisting with the issue; what is meant by under-represented minorities; diversity within diversity (i.e., Hispanic is a broad category that represents varied ethnic heritages, life experiences, and levels of underrepresentation); judging Texas schools (the Texas Assessment of Academic Skills); maximizing the effects of the SAT; mathematics achievement; course taking trends; whether advanced placement is the high achievement leader; overcoming the preparation hurdle; hitting the minority to majority transition wall; a profile of the challenge (Rice University, Texas); how under-represented minority students fare at Rice University;… [PDF]
(1982). "Breakthrough" 1981 Eight Months Later. A Summary of the Presentations, Recommendations, and Outcomes of the 1981 Breakthrough Conference, to Assist Minority Women and Men and Nonminority Women Achieve Leadership Positions in Wisconsin's Vocational, Technical, and Adult Education System. These proceedings consist of a summary of the presentations, recommendations, and outcomes of a conference held to assist minority women and men and nonminority women achieve leadership positions in Wisconsin's vocational, technical, and adult education (VTAE) system. Following a brief introduction and copy of the conference agenda, summaries are provided of the following presentations: "Knowledge is Power: Critical Information Every Aspiring Leader Should Know," by Dr. Frank Samuels; "Critical Administrative Skills–What Are They? How Do You Gain and Demonstrate Them?," by Elizabeth Rosandick; "Social/Role Dynamics of Leadership," by Eloise Anderson-Addison; "Identifying and Overcoming Barriers Created by Racism and Sexism," by Helen Barnhill; "Leadership Opportunities in VTAE," by Christine Nickel; and "Racial and Sexual Harassment," by Richard Harris, et al. Barriers to upward mobility in the VTAE system (in areas such…
(1976). Preparation for Work of the Future. Counselor's Information Service, v31 n3 Special Supplement Sep. There are many possible directions that can be taken to open equal opportunity to all who want work, especially for the handicapped. Since more service-producing industries are expected to grow in the future than goods-producing industries, and accurate job forecasting is good but must be accompanied by adequate education and training, the growth of human services and meaningful careers must be encouraged. With plans being made to involve the handicapped in the world of work, additional planning must be made now for the desired changes in the occupational distribution of the handicapped. Eliminating cultural stereotypes, disseminating career information, and earlier training and education are ways to eliminate existing inequalities. Education for careers requires programmatic cohesion and preparation at all educational levels with cooperation among rehabilitation counselors, special educators, career educators, and vocational educators. Revisions in the transportation system,… [PDF]
(1976). Employment Outlook for 1976 College Graduates in New England. Regional Report Number 76-4. Primary information furnished by college placement directors in New England revealed that recruiting for the 1976 New England college graduates started slowly in the fall of 1975 but picked up in the early months of 1976. Most placement officials reported slight increases in the number of recruiters visiting college campuses. Chemical engineers continued to be actively sought but civil engineers' prospects were hurt by weakness in the construction industry. Accounting majors were receiving attractive offers but supply may be outrunning the demand for them. The health field had many openings although registered nurses, for example, might not have been selected for their first choice of a position. In the middle as far as job opportunities were concerned were the graduates in the business area. Graduates with majors in scientific fields and those with computer science courses should have been able to find suitable positions. Those with majors in education, humanities, and social… [PDF]
(1982). Nonreferral Unions and Equal Employment Opportunity. A Report of the United States Commission on Civil Rights. In an effort to examine the role of international and local nonreferral unions in advancing the job status of minorities and women, the Equal Employment Opportunity Commission (EEOC) conducted a national survey of unions and employers and completed a legal analysis of the duty of unions to represent their members fairly. Among the key findings of the study were the following: (1) the unions surveyed were either unaware of or did not oppose the use of selection procedures that may have an adverse effect on the job advancement of minorities and women; (2) women and minorities are severely underrepresented in leadership positions in the surveyed unions; and (3) those unions surveyed have a mixed record in the establishment of programs designed to ensure equal opportunity in the workplace. Based on the study, the EEOC urges unions to increase representation of minorities and women in all levels of leadership; develop a Title VII compliance program; initiate collective bargaining to… [PDF]
(1982). Summary and Analysis of the Job Training Partnership Act of 1982 with Selected Provisions of Interest to Individuals and Groups Concerned about Employment and Training Opportunities for Women. This document consists of a summary and analysis of the Job Training Partnership Act (JTPA) of 1982 as well as an explanation of selected provisions of interest to individuals and groups concerned about employment and training opportunities for women. (Designed to replace the Comprehensive Employment and Training Act, the JTPA permanently authorizes job training programs for economically disadvantaged individuals and others who face serious barriers to employment.) Outlined first are the provisions contained in the five titles of the act as they pertain to state and local job training partnerships, training services for the disadvantaged, employment and training assistance for dislocated workers, federally administered programs, and miscellaneous provisions. The second half of the document examines various provisions of the act that are of particular relevance to employment and training opportunities for women, including the purpose of the act, authorization of appropriations,… [PDF]
(1983). Crisis Management in American Higher Education. Critical aspects of crisis management in U.S. higher education and the historical development of the education system over the last 100 years are reviewed. It is proposed that crisis strategies in higher education have largely revolved around the use of a stratification strategy and the establishment of ideological hegemony. Historical periods covered are: the emergence of the university, 1865-1900, the emergence of the academic system, 1900-1945, and the consolidation of the academic system, 1945-1965. Also considered are power in U.S. higher education, and specifically: ideologies and realities of academic governance and major centers of academic planning. Purposes, procedures, and policy plans in academic decision making for the 1980s are also addressed, along with features of the academic stratification system that exists among institutions, as well as among personnel and curricula. Specific topics include: the expansion of community colleges and marginalization in that sector,…
(1987). A Survey of Native American Personnel and Services in Arizona Higher Education State Funded Institutions. A mailed questionnaire was used to find out where Native Americans are presently employed in higher education in Arizona, how near parity the personnel numbers are, what levels of employment are included, how tribes are consulted for curriculum development and program services, and what Native American curriculums and programs are now available. The survey was conducted from July to November, 1986, and data from 18 public institutions of higher education were examined. Native Americans employed in any capacity equaled only 2% of the total employees in Arizona institutions of higher education as compared to 6% of the total Arizona population. Less than 1% of Native Americans were employed as instructors, counselors, and administrators. The survey revealed some noteworthy inclusion of reservation people in educational planning and program implementation. Specific academic and support programs for Native American students were meager. The University of Arizona had the most diverse and…
(2023). Racial Stereotypes about Asian Americans and the Challenge to Race-Conscious Admissions in SFFA v. Harvard. Online Submission, Journal Of College and University Law v48 n2 p369-394. Following the U.S. Supreme Court's 2023 decision in "SFFA v. Harvard" to upend nearly fifty years of legal precedent for race-conscious admissions, this article summarizes arguments grounded in decades of social science research that sought to dispel the erroneous claims put forth by the plaintiffs. In critiquing the inaccuracies and contradictions embedded within the Court's opinion, we argue that SFFA and the Court relied on inaccurate logics regarding race that were devoid of empirical research on the heterogeneity amongst Asian Americans as a racial category. We put forth evidence that contextualizes the racialized experiences of Asian Americans–influenced by historical immigration patterns of exclusion and hyperselectivity–and how they facilitate harmful stereotypes such as the model minority myth. Thus, it is incumbent upon social scientists to actively counteract misinformation and misrepresentation through the continued production and dissemination of empirical… [PDF]
(1996). Hispanic Women in Higher Education Administration: Factors That Positively Influence or Hinder Advancement to Leadership Positions. A national survey investigated the perceptions of Hispanic women administrators in higher education concerning factors that positively influenced or hindered their advancement to leadership positions, and developed a profile of the Hispanic woman senior level college administrator. Respondents were 68 women in four major subgroups (Central/South American, Cuban, Mexican American, Puerto Rican) occupying senior administrative positions (president, chancellor, provost, vice president, or dean). The five major factors in the professional category seen as positively influencing career advancement included education and training, goal-setting, networking, knowledge of mainstream system, and knowledge of the advancement process. Traditional Hispanic cultural values and ethnicity were seen to hinder advancement. Within the category of family factors, personal economic status, parental economic status, and children were perceived to positively influence advancement, and household duties and… [PDF]
(1996). A Synopsis of Minorities in the Workplace: 1900-2000. Data reported by the U.S. Department of Labor, Bureau of Labor Statistics, and Bureau of the Census, and a literature review were used to develop comparative descriptive profiles of the employment status of white U.S. minorities in the workplace. In addition, these data were used to show the progression of African Americans into the workplace from the 1940s onward, especially the progression from service occupations to white-collar occupations concomitant with the passage of civil rights and affirmative legislation from the 1940s to the 1960s. Data assessed covered a broad period from 1900 through projections into the year 2000. Findings from these data sources indicated that multicultural diversity in the workplace is an idea whose time has come. Simply passing legislation does not ensure that meaningful integration and inclusion will occur. Management must set the tone and climate at the workplace and be committed to the integration and inclusion initiative. Many major U.S…. [PDF]
(1990). Career Management: Whose Responsibility? Second Edition. All employees are influenced by career management actions at each step of their career. The responsibility for career planning rests with the individual, whereas the responsibility for career development support should be the employer's: career management is a shared decision. Career planning training helps employees to analyze their interests and goals, consider options, and make job-related decisions. Career planning is the individual's counterpart to an employer's human resource planning; work satisfaction, career information and training services, and career guidance are important parts of both. Many issues employees raise concerning their careers are experienced by everyone at some stage of work life: goal setting; career frustration; career change considerations; taking stock; taking control; managing oneself; improving career prospects; getting noticed; seeking promotion; networking; mentor value; career ladders; competition at work; office politics; corporate culture;…
(1991). The Demand of Teacher Education Faculty: Some Factors Influencing Employment. This study investigated the situation regarding current and projected demand for teacher education faculty in colleges and universities in the United States. The study was an attempt to provide data on the immediate past, present, and future availability of teacher education faculty within various fields. The study was also an attempt to determine the degree of influence various factors had on the employment of faculty in teacher education and to determine whether different types of institutions placed different emphasis on various factors. In addition, the study analyzed the nature of the teaching assignment of faculty in teacher education. The member institutions of the American Association of Colleges for Teacher Education (AACTE) were surveyed. Of these, 200 or 28 percent responded. The document presents a detailed report of the findings according to the five parts of the survey instrument used to collect the data: (1) projected faculty needs; (2) projected faculty needs…
(1983). Black School Administrators: A Review of Their Early History, Trends in Recruitment, Problems and Needs. Historical background data and recent research on the distribution and representation of black school administrators (especially superintendents and principals) reveal significant trends. Recent trends show blacks are usually appointed to administrative positions in large urban schools with large minority populations and severe problems. Moreover, white administrators do not actively recruit minorities despite minority underrepresentation in administration. Black school administrators encounter various problems: (1) dwindling job opportunities and federal funds; (2) a scarcity of role models and mentors; (3) negative responses from subordinates; (4) conflicting expectations about black administrators' loyalties; (5) misunderstanding of the dynamics of educational administration; (6) widespread resistance to the employment of minorities; and (7) unreasonable expectations that black administrators can quickly solve difficult economic, social, and racial problems. Black school…
(1983). ACCT Trustee Quarterly; Volume 7, Numbers 1-4, 1982-1983. ACCT Trustee Quarterly, v7 n1-4 1982-1983. These four issues of \ACCT Trustee Quarterly\ contain articles on topics of current concern to community college trustees. Issue 1, a special issue, focuses on community college relations with the state and federal governments, providing articles on the need for a national employment policy, liaison with Congress, restoring local control, the partnership approach to human resource development, balancing government control, the power and politics of educational policy, the impact of two-year colleges on government, and a glossary of terms relating to governmental contract. Issue 2 presents articles on imperatives in postsecondary occupational education, intercollegiate athletics, business and college collaboration, the role of community colleges in economic recovery, the evaluation of the college president, and future delivery systems in workforce development. Articles on vocational education, the educational implications of high technology, the growing role of community colleges,…