(1978). Women in Higher Education Administration. Two papers are presented that examine the barriers to women in academic decision making and identify a variety of effective strategies for improving the status of women in higher education administration. "Strategies for Advancing Women in Higher Education Administration," by Garry D. Hays, proposes that commitment to increasing the number of women in administrative positions should be demonstrated by example and through operating procedures. Affirmative hiring goals, search procedures, communication, and development programs are discussed. Formal and informal ways that institutions can help women acquire experiences that prepare them for higher level positions are outlined, and suggestions that can assist women candidates as they seek higher level positions are offered. "Career Development Women in Academic Administration: The Role of Training," by Rosabeth Moss Kanter and Margaret J. Wheatley, examines training programs as a strategy for advancing women in…
(1978). Employment Testing and the Goal of Equal Opportunity: The American Experience. Testing in the United States has had a checkered history since tests were developed and used at the beginning of this century. In the earlier part of the century, test results were used to justify the exclusion of immigrants from parts of Europe. More recently, they have come under attack as restricting the access of blacks to jobs and education. Following the Civil Rights Act of 1964, there was an increase in litigation about testing, and as an alternative to employment tests, many employers instituted special programs and practices to insure minority hiring and advancement. The past few years have seen a greater flexibility on the part of the courts and an increase in the use of employment tests, with greater attention paid to the question of test validity. Testing is now on a firmer footing and should not be judged by the inadequacies of the past. With due regard to the reduction of bias in their use, validity used job related tests can contribute to the removal of arbitrary…
(1976). Equal Educational Opportunity: A Guide for the Local School District. Civil Rights Regulations, Colorado Revised Statutes 1973 Sex Equity: Title IX, The Lau Program. The purpose of this guide is to inform Colorado school districts of their responsibilities in providing equal educational opportunities to all students. By following the directions outlined here, a district can comply with state and federal regulations regarding sex discrimination, civil rights discrimination, and the rights of non-English speaking students. (Author/IRT)…
(1975). Survey of the Status of Women. Institutional Research Report No. 7. In order to determine some of the prevalent attitudes toward women at Broward Community College (BCC) in Florida, questionnaires were sent to all staff, faculty, and administrators, and to 200 students. Respondents consisted of 52.4 percent females and 47.6 percent males. The average female respondent was 30 years old, had been employed at BCC for one or two years, was unmarried, and held an associate degree or less. The average male respondent was 40, had been employed at BCC for five or six years, was married, and held a master's degree or more. It was found that 76.9 percent of the staff respondents, 43.2 percent of the faculty respondents, and 21.1 percent of the administrative respondents were female. Results indicate that an individual's position level and age were the strongest determinants of that person's perceptions of the status of women at BCC. Administrators indicated a more positive view of women and their abilities than did staff faculty. Staff and faculty perceived… [PDF]
(1976). Title IX of the Education Amendments of 1972 — A Summary of the Implementing Regulation. Title IX of the 1972 Education Amendments prohibits sex discrimination in the admission and treatment of students by educational programs and activities receiving federal financial assistance. The document presents a summary of the implementing regulation grouped into five major sections: (1) general provisions that outline the general procedures required for ensuring nondiscrimination and compliance with the regulation; (2) coverage provisions that identify the education institutions, programs, and activities covered by the regulation; (3) admissions provisions that specify prohibitions of discrimination in the recruitment and admissions of students; (4) provisions pertaining to the treatment of students in educational programs and activities that delineate the standards for nondiscrimination in student programs; and (5) employment provisions that establish the requirements for nondiscrimination in employment. (JMF)… [PDF]
(1977). Women Working: Toward a New Society. By the end of 1976, nearly half of all women were working or looking for work, making up approximately 41 percent of the labor force. New social policies are necessary that not only make appropriate accommodations but spur wide-ranging reforms in many areas of life. Fundamental changes in society would have the aim of greater occupational equality and freedom of choice for men and women in the work place. It would permit flexibilities in the amount of time an individual might allocate to education, work, family life, and leisure at any age during the course of a lifetime. These goals, if they were achieved, would lead to a fundamental reordering of the values underlying American life–in which the objectives of greater choice for the individual and improved quality of life would for the first time be equated with our traditional concern for productivity. To meet these goals, broad changes will be needed in six major areas: in employment, in family life and child care, in welfare and…
(1977). Women's Programs in Community Colleges. Community College Frontiers, 5, 3, 4-7, Spr 77. Although many community colleges need to increase their enrollments from new student populations, an inadequate job is being done to recruit women students. These community colleges must make a special effort to offer women students more than traditional options and to meet their educational needs. (JG)…
(1987). Universities Are Lagging in Hiring Women and Blacks for Faculty Jobs, 2 Studies Find. Chronicle of Higher Education, v33 n43 p11-12 Jul 8. Studies conducted in the University of California system and at the University of Virginia reveal that they have yet to take the necessary steps to diversify their faculties. Financial incentives were recommended to encourage departments to meet hiring goals. (MLW)…
(1988). Double Jeopardy: Women of Color in Higher Education. Educational Record, v68 n4 v69 n1 p98-103 Fall-Win 1987-88. Victims of both racial and sex discrimination, women of color face special obstacles to achieving success and equity. If the perspectives of women of different ethnic heritages never enter the realm of academic discourse, it makes these perspectives invisible. The dominant culture has no knowledge of what it is missing. (MLW)…
(1983). Good Sense Management: The Economics of EEO/AA Training. Journal of the College and University Personnel Association, v34 n4 p1-10 Win. The University of Alabama in Birmingham recognized the need for protection from liability through dissemination of EEO/AA information to supervisors. A comprehensive training program is described that is directed specifically at individuals responsible for hiring, promoting, transferring, terminating, assigning duties and work schedules, etc. (Author/MLW)…
(1984). Lewis and Clark College. Educational Record, v65 n2 p48-52 Spr. Lewis and Clark College adopted a policy of gender balancing as part of its long-range administrative and curriculum planning, giving consideration to such issues as women on the faculty, women's studies, coverage of women's issues in the general studies program, and the organizational climate for women. (MSE)…
(1983). Sex-Based Discrimination in Employment: Problems and Progress in Canada. International Labour Review, v122 n6 p761-70 Nov-Dec. Although Canadian women undoubtedly enjoy much greater political, social, and economic equality today than ever before, the author believes that they still have a long way to go. After describing the environment within which women work, she discusses various handicaps from which they still suffer and reviews some practical measures taken to combat discrimination. (SSH)…
(2003). In the Supreme Court of the United States, Barbara Grutter, Petitioner, versus Lee Bollinger, et al., Respondents on Writ of Certiorari to the United States Court of Appeals for the Sixth Circuit. Brief for Respondents. This legal document addresses whether the Court should reaffirm its decision in Regents of University of California v. Bakke, 438 U.S. 265 (1978), holding that the educational benefits which flow from a diverse student body to an institution of higher education, its students, and the public it serves are sufficiently compelling to permit the school to consider race and/or ethnicity as one of many factors in making admissions decisions through a "properly devised" admissions program. It discusses whether the Court of Appeals correctly held that the University of Michigan Law School's admissions program is properly devised. It asserts that the Law School's admissions policies are narrowly tailored, noting that: there are no race-neutral alternatives capable of producing a diverse student body without abandoning academic selectivity; the Law School does not employ quotas or set-asides; the Law School's consideration of race is individualized, competitive, modest in scope, and… [PDF]
(2001). Strategic Plan To Ensure Racial and Ethnic Diversity in Connecticut Public Higher Education. 2001 Annual Report. This report describes progress made on Connecticut's strategic plan to ensure racial and ethnic diversity in higher education. The public colleges and universities of Connecticut continue to make incremental, year-to-year progress toward achieving the diversity goals established by the state's Board of Governors for Higher Education in its strategic plan. The goals of this plan call for the representation within the student body and in the faculty to be reflective of the state's diverse population. From fall 1984 to fall 2000, the proportion of underrepresented minority students enrolled in public higher education institutions in Connecticut grew from 8.9% to 21.7%, a change of 143.8%. These same groups, African American, Hispanic/Latino, Asian American, and Native American, collectively made up 21.2% of the state's population in the year 2000. The proportion of under-represented minority students receiving undergraduate degrees also increased, although the retention and graduation… [PDF]
(1995). Wisconsin Technical College System Board Equity Staff Development Workshops and Services–Phase IV. Final Report. A staff development program on gender equity was conducted for personnel in Wisconsin's technical colleges using the train-the-trainer method. The training took two approaches: a class for college personnel and career challenge training for project directors of single parent and displaced homemaker grants. The inservice class resulted in increased sensitivity to diversity and raised awareness of staff responsibility for an equitable environment. The model used mentoring, peer coaching, and classroom observation to develop strategies that create a supportive, more equitable learning environment for all students. Participants included 166 people involved in research to improve interaction within the technical colleges. Career challenge facilitators work with single parents and displaced homemakers to help them develop appropriate skills to enter and complete nontraditional courses leading to higher wage occupations. The 1-week course for these trainers consisted of problem solving,… [PDF]