(1976). The Status of Equal Employment Opportunity for Women in the Federal Government. Journal of Intergroup Relations, 5, 1, 15-30, Mar 76. Notes that the purpose of this paper is not to prove that women are capable of performing in the public service and employment arena, but to prove that discrimination does, in fact, exist despite government claims of equal employment opportunity. (Author/AM)…
(1976). A Question of Survival: The Predicament of Black Women. Integrated Education, 14, 3, 19-23, May-Jun 76. Reprinted from \We'll Do it Ourselves: Combating Sexism in Education,\ published in 1974 by the Student Committee, Study Commission on Undergraduate Education and the Education of Teachers, University of Nebraska, Lincoln, Nebraska. (JM)…
(1976). The Importance of Social Diversity. Personnel Administrator, 21, 7, 20-23, Oct 76. Most of the changes that take place in an inclusionary philosophy that opens the corporation to all kinds of employees will pay for themselves many times over in tangible as well as intangible benefits to the company. (Author/IRT)…
(2003). Brief of Amici Curiae Columbia University, Cornell University, Georgetown University, Rice University, and Vanderbilt University in Support of Respondents. In the Supreme Court of the United States, Barbara Grutter, Petitioner, v. Lee Bollinger, et al., Respondents. Jennifer Gratz and Patrick Hamacher, Petitioners, v. Lee Bollinger, et al., Respondents on Writs of Certiorari to the United States Court of Appeals for the Sixth Circuit. This legal document asserts that the judgement of the United States Court of Appeals for the Sixth Circuit in Grutter v. Bollinger (No. 02-241) and the order of the United States District Court for the Eastern District of Michigan in Gratz v. Bollinger (No. 02-516) should be affirmed. This brief, filed by five highly selective private universities in support of the University of Michigan, urges that First Amendment interests can be accommodated and Fourteenth Amendment and Title VI interests still vindicated by providing a high degree of deference to the University's good-faith determination as to how to further its academic mission. It urges specifically that when a university (especially a private university) determines that a constitutionally permissible goal–such as diversity within its student body–is essential to providing the highest quality educational experience for its students, any assessment of "narrow tailoring" as part of strict scrutiny analysis should… [PDF]
(2003). Race-Neutral Alternatives in Postsecondary Education: Innovative Approaches to Diversity. This publication describes "race-neutral" programs being implemented across the United States to work toward diversity in higher education without granting preferences based on race and ethnicity. Educational institutions will find that there are dozens of race-neutral options available and that the early results of these programs are promising. The publication does not endorse any particular program but does aim to foster innovative thinking about using race-neutral means to produce diversity among educational institutions. Race-neutral programs can be divided into two categories. Most attention is focused on admissions plans, but a large category of race-neutral efforts encompasses those designed to develop the skills, resources, and abilities of students who might not otherwise apply to and succeed in college. Descriptions of these developmental approaches include descriptions (1) expansion of advanced placement courses; (2) partnerships between colleges and… [PDF]
(2001). "Percentage Plans" for College Admissions. ACE Issue Brief. In reaction to the "Hopwood v. Texas" decision, which declared the use of race in college admissions illegal, Texas created a percentage plan that guaranteed admission to students who graduate within a specified percentile of their high school class. Under the Texas plan, any student graduating in the top 10% of his or her high school class is guaranteed admission to any state college or university. Other states have adopted such plans, and the features of percentage plans in five states are outlined in this brief. Only the plan in Texas has been in existence long enough to be evaluated, and the conclusion of the chair of the U.S. Commission on Civil Rights is that the university system now rejects minority students who would have been admitted in the past, and who would have succeeded in college. However, the University at Texas has been able to maintain the same percentage of minority students after "Hopwood" by using the percentage plan. It appears, however,… [PDF]
(2000). A License for Bias: Sex Discrimination, Schools, and Title IX. This report discusses non-sports-related Title IX complaints filed with the Department of Education's Office for Civil Rights (OCR) from 1993-1997. Its purpose is to dispel the popular belief that Title IX is a sports-equity law and to determine the effectiveness of the legislation. The document examines the kinds of complaints filed, the status of those making the complaints, and the actions taken in response by the OCR. It found that 70 percent of the Title IX complaints filed in the 4-year period were non-sports related. It also found that although Title IX has improved the educational climate for women and girls, enforcement of the law varies widely by region and is often hampered by the absence of guidelines and the overtolerance of institutional foot-dragging. The report encompasses 425 cases, representing more than 60 percent of nonsports-related cases resolved by the OCR. The report includes an overview of the scope and impact of Title IX; the enforcement of Title IX; case…
(1981). Major School Desegregation Problems: A Status Report. Integrated Education, v19 n3-6 p35-39 May-Dec. Identifies two major problems that impede school desegregation: (1) current strategies are not producing satisfactory results in either student assignment or in the promotion of Blacks to high administrative positions; and (2) many desegregated schools do not live up to the ideals of racial harmony and equal opportunity. Considers possible solutions. (Author/GC)…
(1982). Skill Demands and Earnings in Female and Male Occupations. Sociology and Social Research, v66 n2 p147-68 Jan. Uses regression substitution procedure to show skill differences between male and female occupations explain virtually none of the earning gap between the sexes. Female occupations systematically pay less than is predicted by their skill demands. Doing manual work, in which men predominate, has a negative effect on female earnings. (NEC)…
(1979). Black Youth and the Labor Market: The Unemployment Dilemma. Youth and Society, v11 n2 p163-89 Dec. Reviews economic and sociological theories that identify structural and personal factors associatied with unemployment. Suggests a policy approach for dealing with the problem, hypothesizing that effective social network systems and sponsorship groups are needed to help presently unemployed youth gain entry and acceptance into the labor market. (Author/GC)…
(1979). An Answer to the \Liberal\ Objection to Special Admissions. Educational Theory, v29 n1 p21-29 Win. Three issues in the controversy over special admissions programs to higher education are presented. It is argued (1) that academic achievement need not be the sole criterion for admissions; (2) that race and sex can serve as qualifications for admission; and (3) that there are moral grounds for special admissions. (JMF)…
(1980). Ten Years of Career Training in Gerontology: The University of South Florida Experience. Gerontologist, v20 n5 p519-25 Oct. Almost 60 percent of the graduates were female but only 2.7 percent were non-White. Over 90 percent were employed in jobs related to aging. Recommendations include establishing a national gerontological job registry and requiring projects funded under the Older Americans Act to give consideration to hiring them. (Author)…
(1981). Are You Complying with EEOC's New Rules on National Origin Discrimination?. Personnel, v58 n2 p12-20 Mar-Apr. Reviews the Equal Employment Opportunity Commission's new guidelines on national origin discrimination and offers advice on steps an employer can take to eliminate such discrimination and harassment in personnel practices. (Author/WD)…
(1980). A Mathematical Structure for Analyzing Fairness in Selection. Personnel Psychology, v33 n4 p693-704 Win. A model for examining tradeoffs between rate of minority hiring and quality of selectees is presented. In a representative case, substantial changes in the rate of minority hiring have only small effects on the quality of the work force. (Author)…
(1979). Editorial: NAACP Statement on Implications of the Bakke Decision. Crisis, v86 n2 p41-43 Feb. The NAACP concludes that the Supreme Court has upheld the use of race as an important factor to be considered in school admission and admission to the professions. (Author/MC)…