(1979). Where Are Women and Blacks? Patterns of Employment in Alabama Government. This report examines employment opportunities for women and minorities in the Alabama State government. The employment actions of State officials in the wake of the United States versus Frazer decision in which the State was found guilty of discrimination against blacks are also examined. Comments made by George C. Wallace and other State officials and Alabama employment statistics provide the basis for the report. Background information on employment practices in Alabama and on the Frazer court case is provided. Specific actions taken by the State to promote affirmative action in government employment are discussed. Policies and practices undertaken by individual government agencies to extend opportunitites for mobility and to make employment tests more equitable for women and minorities are reviewed. Tables provide data on Alabama employees by race and sex in various job categories from 1973 to 1977, and on the occupational distribution of State and local government employees….
(1975). Civil Rights and the Housing and Community Development Act of 1974; Volume 1: Livonia. The primary objective of the Housing and Community Development Act of 1974 is the development of viable urban communities, including decent housing, a suitable living environment, and expanding economic opportunities. This report focuses on the attempts of Livonia, Michigan, to obtain funds under the act. Examined are the areas of citizen participation, assistance for eligible persons, and civil rights compliance. It is stated that in all three areas, Livonia's application for funds under the 1974 act and the process leading to its development have been deficient. One particular problem is said to have been the city's failure to affirmatively address the housing needs of non-resident workers who may wish to reside in Livonia. It is recommended that the Federal Government amend selected procedures for application for funding, and that the Livonia city government also modify parts of its application for funding in order to increase compliance with affirmative action and other civil… [PDF]
(1983). Job Training Partnership Act Participation Manual. Volume I, Organization & Planning. Keyed specifically to the needs of community-based organizations (CBOs) and employment and training delivery agencies, this manual provides information on the Job Training Partnership Act (JTPA). Emphasis is placed on the problems of representation of CBOs in the planning process and on obtaining contracts to ensure operational roles under JTPA. Following an introduction and executive summary, chapter II summarizes the Act; discusses the major implications, problems, and policy issues growing from the act; highlights the process and substance of change from the Comprehensive Employment and Training Act; and identifies steps for community agencies to take to get started on JTPA participation. Chapter III thoroughly explains the federal-state structure from the funding organization and planning standpoint. A discussion of organization and planning at the local service delivery area is provided in chapter IV. The final chapter considers the nondiscrimination and affirmative action…
(1986). Change in the Academic Marketplace: A Study of Faculty Mobility in the 1980s. Internal and external organizational influences on faculty mobility were studied during the 1985-1986 academic year. The investigation, which was designed as a replication of a 1958 study of the academic marketplace by Caplow and Reece, involved interviews with department heads, colleagues of departed faculty members, and new appointees at six major research universities. Attention is directed to: the faculty search process, including the origination and definition of the faculty position, the initial search, screening procedures, and the role of affirmative action in the search. Also considered is the selection process and the difference between selection procedures and criteria for junior and senior faculty members, as well as the impact of a junior appointment on the department, the circumstances of the offer and acceptance, and certain special cases encountered in the study. Termination is also addressed, including dismissal, resignation, retirement, and death. The destination…
(1992). Multiculturalism in Higher Education: A Myth or Reality?. This paper discusses the realities of multiculturalism in America's higher education and presents strategies for enhancing multiculturalism on college and university campuses. It examines what multiculturalism is and lists the various myths about it that have permeated the academic community. In response to these myths, solutions are examined that cover the following areas: (1) responding to affirmative action regulations; (2) providing funds; (3) broadening curricula; (4) redirecting testing and instruction; and (5) dealing with the problem of educational institutions not reaching out to minorities. It is noted that higher education has failed in its ability to respond to basic needs of nontraditional at-risk students, but also mentions that it is difficult to use traditional strategies to work with nontraditional students. Eight nontraditional strategies are identified to assist predominately white colleges to foster multiculturalism on their campuses. Finally, it is suggested… [PDF]
(1976). Selected Proceedings of the 3rd Annual Conference on Minority Studies, April, 1975; Essays on Minority Cultures. Volume 2. This second volume of Proceedings from the Annual Conference on Minority Studies departs from the precedent set in the first volume. Its structure is not limited to a given topic. Instead, in keeping with the objectives of the National Association of Interdisciplinary Studies for Native-Americans, blacks, Chicanos, Puerto Ricans, and Asian Americans, it examines interdisciplinary perspectives on a variety of minority issues grouped by academic areas or points of view. The opening two essays present general overviews of the topic areas. One deals with black literature, and the other with minority conflict on an international basis. Part 2 of this volume contains papers that focus on a variety of contemporary issues such as affirmative action, economics, and medical care for migrants. Parts 3 and 4 examine literary perspectives (Chicano and Puerto Ricans in elementary school social studies texts, the Chicano novel, Chicano fiction) and historical perspectives (assimilationism, racism,…
(1990). University Commission on Human Relations: Focusing on Racism & Other Forms of Discrimination. Final Report. Volume VI: Faculty Survey and Frequencies. A survey of 124 San Francisco State University (SFSU) faculty was conducted in Fall 1989 to assess their attitudes, observations, and experiences concerning human relations at SFSU. This report provides frequency distributions for each of the 37 items on the survey questionnaire. The questionnaire focused on: treatment of various racial/ethnic groups by the campus community, treatment compared to 5 years ago, how often the faculty member was offended or abused, how often various forms of discrimination were experienced or observed, responsiveness of department's curriculum to concerns of various racial/ethnic groups, feelings about affirmative action, department's thoroughness in recruiting members of various groups, academic performance of students in various groups, offensiveness ratings of various scenarios, sexual harassment (self and others), response to discrimination against student or colleague, importance of proposed programs, sex, age, full-time/part-time status, rank,…
(1989). Teaching Diversity through Pluralism: A Model for Teaching about Racism. Based on 134 undergraduate student responses to two dilemmas, one concerning Affirmative Action programs and the second concerning minority student admission to college, it was discerned that these students largely held viewpoints that were consistent with conceptions of a \uniform\ culture as opposed to conceptions of diversity and pluralism. In addition, there was a note of pessimism throughout many of the responses, suggesting that little could ultimately be done about racial prejudice and discrimination. The problem, then, was to attempt to develop a learning program adaptable in the college classroom that could address issues of diversity and pluralism phrased in the \language of possibility.\ A three-step learning cycle is described that used recent research and writing in narrative and critical thinking processes. The steps involved: (1) narrative development of students' personal \dilemmas;\ (2) facilitating structural connections between individual experience, structures of… [PDF]
(1976). Minority Group Participation in Graduate Education. A Report with Recommendations of the National Board on Graduate Education. Number Five. Minority group participation in graduate education was examined with the hope that such a study would assist in policy formulation, program planning, and specific actions designed to reduce barriers confronting minority group members and to develop a hospitable academic environment to encourage success of those enrolled. Major chapters are offered on: (1) patterns of minority participation; (2) financial, educational, psychosocial, and cultural barriers to participation; (3) the present context of graduate education and its impact regarding the labor market, affirmative action, and legal issues; (4) activities and concerns of graduate schools, including recruitment, admissions, supportive services, and financial aid; and (5) current efforts to promote minority participation in government, professional societies, foundations, and business. Recommendations are made with regard to the relation of the selection process to student achievement; assessment of academic performance;… [PDF]
(1987). AB 1725 Employment Issues: Analysis. This analysis of the employment issues covered in California Assembly Bill (AB) 1725 includes general background information, relevant recommendations by the Commission for the Review of the Master Plan for Higher Education, the fundamental positions of the Board of Governors of the California Community Colleges, and a discussion of seven employment issues. Each issue is considered in terms of present law and practice, relevant provisions of AB 1725, and specific comments concerning the provisions. The seven issues are: (1) minimum qualifications for faculty and administrators, including provisions for the abolition of credentials and "grandfathering"; for the substance, establishment, and change of the qualifications; for waiving the qualifications; and for auditing and accountability; (2) hiring and affirmative action, including intent language on hiring criteria; (3) evaluation, including recognition of both peer review and collective bargaining; (4) tenure, including…
(1986). Financial Assistance to Black Doctoral Students in Two "Adams" States: A Policy Analysis. The context for financial aid policy affecting black doctoral students in Oklahoma and Florida was studied using the case study method. Attention was focused on environmental and organizational variables affecting the implementation of financial aid policy. Historical patterns surrounding race relations in both states before the 1973 "Adams" decision were reviewed. The decision established criteria for desegregating state systems of public higher education. The analysis considered political factors (e.g., electoral trends); demographic factors (e.g., population composition and concentration), economic factors (e.g., median income, unemployment rate); and educational resources (e.g., size and diversity of students, administrators, faculty, and board members and the presence/absence of campus-based affirmative action programs. The methodology consisted of unstructured interviews and examination of the states' approved "Adams" plan, annual reports, and other…
(1979). State Planning to Achieve Successful Desegregation. A Conference Report of State Equal Educational Opportunity Directors (Denver, Colorado, September 7-8, 1979). The State has primary responsibility for public education. It should be the priority for each State legislature, State Board of Education, and chief State school officer to consider what methods can be employed to meet equal opportunity/ desegregation standards, to devise and implement strategies to overcome deficiencies, and, thereby, to assure the educational rights of all students. The State Education Agency (SEA) is in a position to define desegregation, to include educational outcomes expected, and to adopt programs to effectively implement its goals and objectives. The SEA must also, by policy and example, set standards for affirmative action programs in employment for local school districts. In addition, the historical reasons for the limited role of the States in desegregation have become less and less valid, and a new State/Federal partnership is a pressing need. States must demonstrate the ability to coordinate and implement desegregation and equal opportunity as well as… [PDF]
(1985). Agreement. Central State University and the American Association of University Professors, Central State University Chapter. 1985-1988. The collective bargaining agreement between Central State University and the university's chapter (295 members) of the American Association of University Professors (AAUP), covering the period 1985-1988, is presented. Items covered in the agreement include: academic freedom, nondiscrimination, affirmative action plans, maintenance of practices, institutional responsibilities, academic safeguards and responsibilities, faculty appointment and tenure policies and procedures, promotion and tenure, personnel files, professional and personal leaves of absence, court leave, military and political leave, sick leave, special or emergency leaves, special duty assignments, termination because of discontinuation of a department or program, termination for cause, provisions for emeriti, evaluations, workload, professional travel, parking, university governance, faculty representatives attendance at Board of Trustees meeting, the academic department, patents and copyrights, grievance and…
(1982). Improving Equal Opportunity among Education Specialists in the Naval Education and Training Command. After it was determined through equal employment opportunity (EEO) data that women and minority groups are underrepresented at all levels within the education specialist occupational series of civilian employees of the Navy, a study was conducted to design a program to encourage Navy managers to recruit, hire, develop, and promote women and minorities. The study centered on three areas: (1) reviewing command policies affecting EEO and affirmative action programs at all levels; (2) ascertaining the current status of EEO representation within these occupational areas; and (3) identifying specific barriers to achieving EEO objectives for the classification and assessing their impact on program design options. Through the study, six major problem areas were identified. These areas are conflict between command/activity missions and EEO goal attainment; decentralized locations of education specialists; lack of accountability for EEO goal achievement; competing government policies;… [PDF]
(1976). Recommendations for Eliminating Discrimination in the Instructional Program [And] Guidelines for the Evaluation of Print and Non-print Materials. This guide for affirmative action practices is designed to eliminate discrimination and inappropriate stereotyping in the curriculum practices of the Kalamazoo Public Schools. It sets forth related goals, implementation plans, and evaluation procedures for each aspect of the instructional program. Specific instructional performance objectives are compiled for art education, career education, elementary instruction (reading and social studies), instructional media, music education, physical education, secondary instruction, special education, and student services. The guide is arranged by educational area. Information accompanying each objective includes the person responsible for implementation, completion date if any, and how accomplishment will be measured. For example, one objective of music education is eliminating the type of sex stereotyping which suggests \Boys play brass instruments, girls play woodwind instruments.\ The music coordinator is responsible for implementation of… [PDF]