(1982). Policies and Practices of Public Four-Year Southern Institutions Regarding the Enrollment of Black Students. College Student Journal, v16 n1 p2-3 Spr. Surveyed southern colleges (N=53) for their admission procedures regarding Black students. Found 91 percent had the same admission criteria for Black and White students, while 65 percent made a special effort to recruit Black students. Suggests institutions that make a special effort to increase Black students have more success. (Author/JAC)…
(1980). Some Reflections on Race, Class, and Public Policy. Urban League Review, v5 n1 p7-20 Sum. The author responds to criticism of his book, \The Declining Significance of Race,\ focusing on the policy implications of his analysis that economic factors, rather than race, form the crux of the problems faced by the Black lower class and underclass. (GC)…
(1981). Women in the Workforce: A Structural Approach to Equality. Personnel Administrator, v26 n10 p61-65 Oct. Changes in the institutional structures that block women's opportunities for occupational advancement will be necessary in the next decade. The structural problems of power, tokenism, and opportunity, identified in Rosabeth Moss Kanter's sociological case study of a corporation, are discussed. (Author/MLF)…
(1979). A Campus Handicap? Disabled Students and the Right to Higher Education–Southeastern Community College v Davis. New York University Review of Law and Social Change, v9 n2 p163-98 1979-80. In the context of an analysis of the Davis case, an expansion of the law regulating rights of the handicapped to higher education is encouraged. Constitutional arguments are applied. The burden of providing reasonable access is placed on institutions. Equal protection and due process arguments may be used as theories of relief. (MSE)…
(1980). The Law and Equal Employment Opportunity: What's Past Should Not Be Prologue. Industrial and Labor Relations Review, v33 n4 p493-505 Jul. Explores the debate over the role of law in ensuring equal employment opportunity. The author argues that the overlapping and conflicting regulations, inconsistent results, and general confusion produced by the past encounters between the law and discriminatory employment practices should not be the model for future development of policy. (Author/CT)…
(1980). Justification for a Black Career Development. Counselor Education and Supervision, v19 n4 p301-09 Jun. Considers Blackness from an ontological perspective and defines the social context in career development terms. A discussion of the functioning of Blacks within the opportunity structure provides the milieu of Black career development. (Author)…
(1979). After Caution Comes Red: The Bakke Decision and Its Threat to Black Educational Institutions. Crisis, v86 n2 p67-69 Feb. Reactions to the Bakke decision are described and suggestions are given for students to become more self-reliant so that they will not need special programs in the future. (MC)…
(1979). The Supreme Court, 1978-79–Labor Relations and Employment Discrimination. Cornell Law Review, v65 n1 p57-74 Nov. The legal results of the Court's exercise of restraint are quite logical; the social results are more problematical, as too many individuals remain disenfranchised in whole or in part from comprehensive federal protection. Available from Fred B. Rothman & Co., 10368 West Centennial Road, Littleton, CO 80123; sc $3.50. (Author/IRT)…
(1978). National Urban Policy: A National Urban League Assessment. Urban League Review, v3 n2 p47-53 Win. This excerpt from a position paper prepared by the National Urban League contains recommendations which correspond to the nine policies and initiatives contained in the second version of the President's National Urban Policy report. (RLV)…
(1979). The Compliance Review and Beyond. Journal of Intergroup Relations, v7 n3 p36-48 Nov. The Office of Federal Contract Compliance Programs (OFCCP) can initiate a compliance review of any company receiving a federal contract. The OFCCP equal opportunity specialist looks for discriminatory patterns of hiring, firing, promotion, and pay. Any company not complying with recommendations of the OFCCP may be prevented from obtaining future government contracts. (RLV)…
(1979). The Weber Decision. Journal of Intergroup Relations, v7 n2 p30-35 Sep. Discusses the implications of the Weber decision which focus on the Supreme Court's interpretation of racial imbalance and the emphasis of the decision on the private sector. (RLV)…
(2002). Johnson vs. University of Florida: Tailoring an Admissions Plan To Pass Constitutional Muster. Change, v34 n4 p40-44 Jul-Aug. Discusses how colleges and universities must demonstrate that granting racial preferences in admissions will confer a benefit upon society, and how they can develop a plan for granting racial preferences that is \narrowly tailored\ to achieve only the level of diversity needed to create the desired benefit. (EV)…
(2003). Defining Black Higher Education for the Twenty-First Century. Journal of Blacks in Higher Education, n39 p109-15 Spr. Discusses current higher education of black students, noting that racial discrimination is still present, with opportunity and access to higher education determined primarily by wealth. Notes reverses in previous advances in racial change within education, examining the polarized environment of class and race, and describing how liberal education must deconstruct the intricate patterns of social privilege that are obscured from critical scrutiny by the ideology of meritocracy. (SM)…
(1989). Over-Reaching: Sexual Harassment and Education. Initiatives, v52 n3 p1-5 Fall. Discusses why sexual harassment in higher education continues to persist despite initiatives to eradicate it. Cites deep cultural roots of sexism. Claims, although higher education has participated in resistance to sexual harassment, this resistance will be of limited good unless historical connections among sexuality, gender, and power are rewritten. (CM)…
(1990). Strategies for Recruiting Women and Minority Faculty in Communication. ACA Bulletin, n71 p81-88 Jan. Suggests the following strategies to facilitate successful recruitment of women and minority faculty: (1) develop team approach; (2) apply flexible criteria; (3) participate in networks; (4) advertise in nontraditional places; (5) look beyond publication lists; (6) promote cultural diversity; (7) plan to spend money; and (8) communicate an attainable path to tenure. (KEH)…