(1979). State University Faculties Stuck on Tokenism in Kentucky. Staff Report 79-1. Statistical data is presented in this report to show that the State supported universities and community colleges of Kentucky had an underrepresentation of blacks among tenured and non-tenured faculty at all universities but Kentucky State in 1977. It is pointed out that there was only slight progress, or no progress at all, at the traditionally white universities toward achieving meaningful levels of black participation between 1975 and 1977. Additional data provided for each of the universities and community colleges in Kentucky illustrate the hiring practices of each with regard to females and other minorities at the faculty level. It is argued that Asians and other minorities have made greater gains proportionately than blacks among the tenured faculty and that the most significant gains for female faculty have been in the Community College System. Recommendations for improving the racial composition and minority representation of Kentucky's higher education faculty are made. (EB)…
(1978). Bakke and Beyond. A Report of the Education Commission of the States and the Justice Program of the Aspen Institute. Report No. 112. In this booklet, papers presented at a 1978 conference on the implications of the Supreme Court's ruling in the Bakke case are reprinted. The issue of the constitutionality of special admissions programs for minority applicants is considered and related policy problems facing educators and political leaders are examined. The future of admissions programs and the creation of sensible policies for professional school admissions are also discussed. The Bakke case is reviewed and explained from a historical perspective. Questions of educational due process, the validity of test scores as a measure of merit, and the socioeconomic biases of the admissions selection systems are explored. (WI)… [PDF]
(1974). An Examination of the Chicano Advisory Committee's Effect on the Establishment of College Policy [and] An Examination of the Committee's Implementation of a Chicano Recruitment Project. A questionnaire was developed and administered to 200 present and past Chicano Advisory Committee (CAC) members, including Chicano and non-Chicano faculty, college administrators, and Chicano students, staff, and community members. Information was gathered on the role the CAC plays in policy-making at Pasadena City College (California). Respondents generally felt that CAC is an important and positive contributor to the college's policy-making process, although improvements, especially in the areas of committee authority, speed, and visibility, need to be implemented. Another questionnaire was developed and administered to 400 Chicano students, faculty, administrators, members of the Chicano recruitment staff, and present and past members of the CAC, in order to measure the effectiveness and direction of the Chicano Recruitment Project. While viewing present recruiting efforts as effective and positive, respondents felt that a more intensive effort is needed, with increased funding… [PDF]
(1974). West Georgia College Faculty Handbook. West Georgia College is a unit of the University System of Georgia and is governed by statutes that have been approved by the Board of Regents. This 1974 faculty handbook is a compilation of general policies and procedures that affect the professional activities of the faculty and staff at West Georgia College. Personnel policies and procedures are covered (including appointment, tenure, grievance procedures, and equal employment) as well as faculty teaching and nonteaching responsibilities (including, classroom procedures, faculty liability, counseling, and participation in college affairs). Included is an organizational chart. (KE)… [PDF]
(1976). Selected Bibliography on Fair Employment. This select bibliography lists books, government documents, journal articles, monographs and legal citations about fair employment. The majority of entries relate to the employee selection and testing process and its ramifications. Titles are organized by topic: guidelines and standards, statistics, selection, legal aspects of testing, overviews and reviews, job analysis, test fairness, licensing and certification, and significant testing cases. Most entries have been published since 1969. (MPJ)… [PDF]
(1976). Equal Employment and the Interview. Personnel Journal, 55, 10, 520-522,524, Oct 76. Unstandardized and unstructured interviews can have an adverse impact on the hiring of minority groups; the personnel interview does not substitute for well designed and valid objective tests as predictors of job success. (TA)…
(1987). Michigan Meets Black Students' Demands. Chronicle of Higher Education, v33 n29 p27,30 Apr 1. After negotiation with Rev. Jesse Jackson, University of Michigan officials have agreed to meet student demands to increase black enrollment, improve services for blacks, and deal more swiftly with incidents of bigotry on campus. (MSE)…
(1987). Hiring the Hidden Handicapped: Employment of the Deaf in Libraries. Journal of Library Administration, v8 n1 p69-75 Spr. Describes the situations encountered in an academic library when hiring and training hearing impaired individuals as technicians in the library's cataloging department, as well as the support systems and training modifications used for these employees. (CLB)…
(1986). Black Teachers' Salaries and the Federal Courts before Brown v. Board of Education: One Beginning for Equity. Journal of Negro Education, v55 n2 p200-13 Spr. Explains how unequal salary schedules for Black and White teachers with similar qualifications were eliminated in public schools. Reviews pertinent federal court cases and legal arguments, describes how adopted salary schedules (in contrast to merit-based salary schedules) affected court decisions, and discusses the effects of the court decisions. (KH)…
(2005). Producing Gender-Sensitive Materials for Open and Distance Learning. Knowledge Series: A Topical, Start-Up Guide to Distance Education Practice and Delivery. Commonwealth of Learning Sensitivity to someone's gender is crucial, not only in life, but also in learning. In developing countries where the opportunities for face-to-face education are often limited, open and distance learning (ODL) can provide basic education, skills training and lifelong learning. Appropriate ODL materials are especially important for women who live in countries where they are seen principally as homemakers and carers of children, and where their social and cultural norms make attending face-to-face classes difficult. ODL can provide such women, their partners and their children with the key to the world of learning. Producers of ODL materials must ensure that this key works for both sexes. To encourage participation by both sexes, learning materials must take into consideration barriers that might exclude either. This guide will bring these barriers to the reader's attention and suggest some strategies that encourage successful participation by both sexes. (Contains 1 table and a list… [PDF]
(1997). Faculty Support for Minority Engineering Programs. This study examined faculty support for programs that aid minority engineering students. A survey was designed and mailed to faculty at 112 randomly-selected engineering schools. A total of 91 faculty from 30 schools completed the survey. The study found that although there was general support for minority engineering programs (MEPs), there was great variability among the responses. Greatest support was found for financial and academic types of assistance, with less support for clustering of activities. The study also found that faculty from state schools, larger schools, and from schools located in the Midwest tended to give greater support to MEPs than faculty from private schools, smaller schools, and schools located in the East. A copy of the survey questionnaire is appended. (MDM)… [PDF]
(1999). Appalachian College Students & a Multicultural Curriculum. A study explored the multicultural predispositions of Appalachian college students. Surveys addressing 23 variables related to demography, ideology, race perceptions, and university were returned by 437 students in 12 majors at Moorehead State University (Kentucky). Results indicate that the students of Eastern Kentucky gave tepid support to multicultural goals. Most agreed that multicultural information should be available at the university and that the college should hire more minority faculty/staff. Substantial segments favored the availability of multicultural classes, but most were reluctant to make these obligatory. Only about one-fourth said they felt personally compelled to learn more about cultural diversity. When every variable was simultaneously addressed, none of the demographic or ideological variables showed any impact. Students who held derogatory notions of minorities and insisted that racism had disappeared were those who generally rebuked a multicultural education…. [PDF]
(1998). Gender and Ethnic Hiring Trends of Athletic Directors and Head Coaches in the California Community Colleges from 1988 through 1997. This thesis investigated the hiring trends for athletic leadership positions in California's community colleges from 1988 through 1997. The directory published by the Commission on Athletics (COA) was used to identify and gather information on athletic departments, and an Equal Employment Opportunity Survey was designed to assess the gender and ethnicity of athletic leadership positions. The California Community Colleges offer 12 men's and 10 women's intercollegiate sports to over 23,000 student-athletes. Athletic leadership opportunities for women and minorities have been limited. A literature review highlights court decisions and legislation that have played important roles in expanding opportunities in intercollegiate athletics. This study surveyed all 101 colleges holding membership in the COA. The survey contained questions about sports offered and the gender and ethnicity of athletic directors and head coaches to determine trends over the 9-year period. The proportion of… [PDF]
(2002). Black Students in the Ivory Tower: African American Student Activism at the University of Pennsylvania, 1967-1990. This book describes the circumstances surrounding the decision by the University of Pennsylvania to increase its black student enrollment and the consequences of that decision in the late 1960s and the early 1970s. Following a Preface, Chronology of the African American Student Movement, 1967-1978 and an introduction, Dual Organization on the Predominantly White Campus, the chapters are: (1) To Open the Doors of Opportunity; (2) Years of Discord, 1967 and 1968; (3) The Sit-in of 1969; (4) Reflections in the Mirror, Reflections in the Curriculum; (5) The Sojourn of the Afro-American Studies Program; (6) The Most Difficult Year, 1969-70; (7) Confronting Class and Disadvantage; (8) Is a Black Dormitory Voluntary Segregation?; (9) A Program for Any Undergraduate of Any Race; (10) The Sit-In of 1978 and the United Minorities Council; and (11) Assimilation, Pluralism, and Nationalism-Separatism. A conclusion discusses The Revolt against Assimilation. (Contains 464 endnotes and 202…
(2001). Increasing Diversity Benefits: How Campus Climate and Teaching Methods Affect Student Outcomes. This study explored the relationship between student diversity, campus climate, faculty composition, and research and teaching content. Data came from three primary sources: a 1992-93 survey of college and university faculty, which provided information on full-time faculty from 344 institutions; the Higher Education Governance Institutional Survey database, which provided data on student body racial composition at 244 institutions; and the Carnegie Foundation, which provided data from their classification system for colleges and universities. Four outcomes related to maximizing the benefits of racial diversity in teaching and learning were considered: (1) teaching practices associated with active learning; (2) curricular inclusion of readings on diverse racial and ethnic groups; (3) faculty participation in research on race, ethnicity, or gender; and (4) faculty attendance at workshops on racial awareness or curriculum inclusion. Minority faculty were dramatically under-represented… [PDF]