(1996). Female Role Models: The Effect of Gender Composition of Faculty on Student Retention. AIR 1996 Annual Forum Paper. This study examined whether female college freshmen have higher first-year retention rates when a greater percentage of their classes are taught by female faculty, especially students in science, math, and computer science (SMC) courses. Data from the admissions, course, and student files at Binghamton University (New York) were analyzed over a 4-year period (1990-1993). Analysis using logit estimation was applied to three samples of students: all students, both men and women (N=6873); all students who took at least one SMC course (N=6381); and all students who took more than the sample average of their credits in SMC courses (N=3615). No role model effects were found when all courses taken by all female students were analyzed. However, a significant positive relationship was found between retention and the percentage of science, mathematics, and computer science courses taken by female students that were taught by women. Implications for gender-based affirmative action hiring… [PDF]
(1981). The Woman Manager in the United States. A Research Analysis and Bibliography. This review essay analyzes the present research on women as managers and executives in business, commerce, and industry in the United States. The nine sections of the essay cover the following topics of potential interest to researchers and businesswomen: the historical contributions of women to the development of management, the social forces contributing to change in the situation of female executives, the current status of women managers, the training and availability of women for managerial positions, stereotypes of manager characteristics and the resulting differential treatment of female managers, the effects of affirmative action, career development and career strategies, the profile of the successful woman executive, and the social and business impact of dual-career lifestyles. Each section presents and critiques current knowledge on the topic, explores areas of controversy, and suggests aspects needing more research or fresh insights. All citations in the footnotes are…
(1975). Survey of Graduates and Faculty of U.S. Library Education Programs Awarding Degrees and Certificates, 1973-1974. In order to provide information for affirmative action programs, data were collected about the ethnic and sexual composition of the 1973-74 graduates and faculty of U.S. library education programs. A tabulation of returns showed that graduates of all degree and certificate programs (graduate, undergraduate, and library technical assistant) were predominantly white, as were faculty members. Blacks and Asian Americans were being recruited into the library profession in numbers comparable to their representation in the pool of college graduates, but the Spanish-surnamed and American Indians were not. While three quarters of all master's degrees and 6th year certificates were earned by women, the women earned only one third of the doctoral degrees. White men outnumbered white women on library education program faculties, and more men than women held positions at the higher levels. Among minorities on faculties, blacks predominated with other ethnic groups appearing in very small… [PDF]
(2003). Charting the Course: Earl V. Pullias Lecture Series on the Future of Higher Education. Twenty-Sixth Annual. Fall 2003. Center for Higher Education Policy Analysis, University of Southern California Although there is a great deal of disagreement about how to handle the changes that confront postsecondary education, few will suggest that being wedded to the status quo is sufficient. Many contend that the future of higher education is up for grabs; how those of us in the "industry" respond will determine whether American higher education remains the envy of the world. In order to come to grips with some of the problems confronting academe, the Center for Higher Education Policy Analysis invited three eminent scholars to discuss the future of higher education for the twenty-sixth Pullias Lecture Series. This publication presents these papers: (1) The Fiscal Future of Higher Education: Austerity and Accessibility (D. Bruce Johnstone); (2) "And the Last Shall Be First": Racial Diversity, Distributive Justice, and Affirmative Action (Walter R. Allen); and (3) Taking Student Learning Seriously: Rethinking the University of the Future (Vincent Tinto). Individual… [PDF]
(1989). The California State University Faculty Recruitment Workshop (Los Angeles, CA, April 24-25, 1989). Report. This report presents issues and highlights from a California State University (CSU) workshop that had the following goals: (1) to present effective recruitment strategies and programs, including those for minorities, women, and the disabled, which have been employed on a CSU campus and which could be of benefit to others; and (2) to model faculty recruitment workshops which could be adapted for use on campuses. Topics covered in the workshop presentations included affirmative action in recruiting, generating a pool of faculty candidates, methods and approaches for recruiting in the national market, the role of the university administration, inter-institutional recruitment strategies, selling the campus to the candidate, and orienting the new faculty member to the school. Ideas on producing a campus handbook about faculty recruitment are also provided, as well as a sample of a campus interview schedule. Suggestions for sponsoring similar workshops are provided, and a list is offered… [PDF]
(1978). Toward Equal Educational Opportunity: Affirmative Admissions Programs at Law and Medical Schools. Affirmative admissions programs at law and medical schools are examined in the context of the national commitments to equal opportunity and to the eradication of the remaining effects of discrimination. A discussion is presented of the history of past discrimination in education, particularly higher education, and some of its continuing effects, including the underrepresentation of minorities in the legal and medical professions. The traditional admissions process at law and medical schools is examined with respect to both its numerical, objective, or quantitative standards and its subjective or nonquantitative criteria. The problems that gave rise to the need for affirmative admissions programs and the nature and effect of such programs in comparison to traditional admissions programs are reviewed. Appendices present the United States Commission on Civil Rights \Statement on Affirmative Action\ and a summary of the position of the Carnegie Council on Policy Studies in Higher…
(1983). Women and Minorities in School Administration: Strategies for Making a Difference. ERIC/CUE Urban Diversity Series No. 85. The trends which are evident in the representation of women and minorities in school administration, and the barriers which these groups face in obtaining administrative positions are the subjects of this report. Following an introductory section, section II discusses trends in the representation of women and minorities in school administration. Section III describes the geographic locations and characteristics of districts headed by female and minority superintendents, and section IV examines the career paths of female and minority superintendents. The barriers and problems faced by female, minority, and minority female administrators are considered in section V. Section VI discusses strategies for the promotion of women and minorities in school administration, and a discussion of how affirmative action programs affect minority and female representation in school administration is contained in section VII. The last section presents recommendations for the institutions and… [PDF]
(1980). The National Institute of Education Should Further Increase Minority and Female Participation in Its Activities. Report to the Honorable Shirley Chisholm, House of Representatives, by the U.S. General Accounting Office. Established to provide leadership in educational research and development in the United States, the National Institute of Education (NIE) encourages the participation of minorities and women in its research activities. NIE increased representation of minorities and women in its work force between 1973-79. Minority representation rose from 36% to 42%, while women represent 54% of its work force. The seventeen laboratories and centers conducting educational research projects have some equal employment problems–underrepresentation of minorities and women in professional, management, and governing board positions and overrepresentation of them in clerical and support positions. Long-term agreements containing affirmative action requirements and development of special goals and timetables should help remedy these problems. NIE has undertaken a number of projects to increase participation of minorities and women in its activities, including the unsolicited proposal program, Small and… [PDF]
(1994). Gender and Diversity in the Workplace: Learning Activities and Exercises. Many colleges and universities and many work organizations have developed courses and programs on gender and diversity in the workplace. This book provides a complete and comprehensive set of instructional materials on these topics. The exercises have been designed for use with graduate and undergraduate students and members of business and nonprofit organizations. The first several exercises cause the student to examine his or her attitudes and qualities, and they explore stereotyping in general and for particular groups. The effects of gender and cultural or racial differences on hiring policies and practices are addressed, and several exercises are designed to develop awareness of gender differences. Some exercises deal with sexuality and alternative lifestyles. Others explore management behaviors and managing people of different cultures. Affirmative action, reverse discrimination, and developing diversity plans are explored. The final exercise considers gender and diversity in…
(1981). The Canadian Human Rights Act. Employer Guide = Loi canadienne sur les droits de la personne. Guide pour employeurs. The purpose of this brochure is to inform employers and their management personnel about the existence, requirements, and effects of the Canadian Human Rights Act. Section 1 is an introduction to the Act. Section 2 focuses on preventive action by employers to eliminate discrimination. Special programs/affirmative action undertaken by employers to eliminate systemic discrimination and ensure compliance with the Act are discussed in the third section. Section 4 recommends criteria for nondiscriminatory employment practices, especially regarding recruiting and interviewing information. In section 5 the employers' role in the complaint procedure is considered. The final section of the brochure deals with equal pay for work of equal value and describes the role of the Canadian Human Rights Commission. A list of Canadian Human Rights Commission offices is appended. (A French language version of the material is provided. A Recruitment and Interview Guide for employers is also inserted. It…
(1975). University Faculty in Crisis: Collective Bargaining, Tenure, Faculty Development. Occasional Papers in Higher Education, No. 10. This collection of nine papers grew out of a series of presentations made by advanced graduate students participating in a seminar in Higher Education during the spring term, 1975. The purpose of the seminar is to afford advanced students an opportunity to explore in depth the topics considered in the more general way in the course sequence and in other courses in Higher Education. The papers presented in the seminar were divided into three broad areas: collective bargaining; tenure; and faculty development. Papers presented covered: (1) an overview of collective bargaining; (2) collective bargaining in relation to part-time faculty; (3) the role of statewide governing boards in local community college collective bargaining; (4) women, college faculty, and tenure; (5) faculty tenure in a period of financial crisis; (6) conflict between tenure and affirmative action; (7) perspectives and issues of faculty development; (8) the teaching aspect of faculty development; and (9) West… [PDF]
(1980). Attitudes of Women Faculty Toward Sex Equity Efforts in the State University System of Florida. In an effort to alleviate salary inequities in the state university system, the Florida legislature required the nine universities to examine all faculty and administrative salaries and make all warranted adjustments. This comprehensive and systematic effort provides the basis for a survey of women faculty attitudes toward affirmative action efforts. A mailed questionnaire and telephone interviews were used; this report summarizes telephone responses. It is shown that despite the state's efforts, many women still do not believe they are treated fairly. Some feel that any progress made is eliminated by inequitable distribution of merit increases. Most received no active encouragement to take advantage of a legal right to apply for salary adjustment, and some were discouraged. Relationships with colleagues were disturbed. However, most women did take the opportunity to seek redress, most applicants did receive pay increases, and they do not appear to have been penalized for their…
(1972). Minority Mobility Project. Interim Report, March 1971-August 1972. The Minority Mobility Project (MMP) is concerned with personnel policies and practices which impart the utilization and upward mobility of minorities and women. The report details the various policy and analytical research questions raised in the course of a project involving quantitative and qualitative analyses of primary data on personnel practices collected at two large companies. One of the companies had implemented an affirmative action plan, and the other had very low utilization and a long history of not hiring minorities and women in other than clerical positions. The report describes in detail the approach and the analyses used to answer the policy and research questions, relates the findings, and discusses their practical and policy implications. A method for establishing, a priori, the degree of compliance of a firm or industry was developed by simple statistical measurements of parity. Instructions for the computation of population, occupation, and comparative parity… [PDF]
(1979). Ohio Civil Rights Commission, 19th Annual Report, 1977-1978. Presented in this document are the percentages, level, and basis of charges filed with the Commission regarding discrimination in the areas of housing, employment, credit, and public accommodations. Statistical information provided is based on such factors as racial, religious, and sex discrimination and handicap based charges. Other, nonjurisdictional charges, such as discrimination in employment because of age, hair length, and prison records are also reported. Amounts of monetary awards received by complainants as a result of findings of discriminatory practices are recorded by geographical areas. Other civil rights activities and concerns in which the Commission is involved are reported on. These include the Commission's role in assessing the civil rights impact of Federally-assisted projects, training and staff development, reviewing progress reports of affirmative action programs, and the elimination of discrimination in education and community relations. In addition,…
(1976). Research in Action: The Uses of Research in a Social Work Agency. This book describes an action research program in a child welfare agency. The purpose of the program was to evaluate agency services and to disseminate agency thinking and experimenting to other social workers. In the introduction (Part I) the development of the research project is briefly outlined. In Part II the areas in which research was conducted are elaborated. Background to the study, plan of the study, summary and implications of the findings and other information are provided for each area of investigation. Research areas include adoption, foster care, counseling, day care and affirmative action. A brief discussion and evaluation of the implementation of computer processing of research data are included. Part III offers conclusions about the uses of research in a social work agency. Researcher sensitivity to the needs and concerns of agency personnel and the utilization of personnel input are key elements in the success of the research programs. (RH)… [PDF]