(1978). The Working Mother: A Survey of Problems and Programs in Nine Countries. Married women in the labor market are victimized all over the world, mainly because women's work-life cycle differs radically from that of men. During a review of recent research data and a fifteen-month study tour in nine communist and non-communist countries, it was found that working mothers continue to carry a double burden of home and child care duties, on the one hand, and employment, on the other. Lack of coordination among labor market, social welfare, and educational policy makers has resulted in (with the possible exception of Sweden) ineffectual social policies that don't adequately accomodate or support womens' special needs and circumstances. Immediate provision of child care facilities for part-time work could serve as intermediate solutions until society adapts over the long run to new definitions of sex roles and equalization of parental responsibilities. In the United States, a maternal bill of rights could be instituted to maximize women's productivity and earnings…
(1980). Competencies of Leaders and Managers in Educational Research and Development. Independent Research and Development Project Reports. Report No. 4. This report clarifies pilot efforts which address new problem areas in educational needs. The project was initiated to determine the specific competencies essential to the management of educational projects in research and development. The goals of the project were to establish a profile of identified competencies for use in planning the content of the intern training programs for women and minorities, and to prepare a profile for possible national dissemination. Among competency differences between program managers and program staff are: freedom to act in decision making; ability to handle diverse tasks in project management; and possession of technical expertise applicable to research and development. Effective management of research projects require competence in: (1) supervision; (2) budget management; (3) public relations; (4) communications; (5) documentation; (6) planning; and (7) evaluation. (JN)…
(1977). Retrenchment in Education: The Outlook for Women and Minorities. Report No. F76-9. This booklet summarizes the available information on the reasons for and the extent of the effects of declining enrollment and inflation-strained budgets on women and minorities in education. The combined impact of inflation and recession has led to the reassessment of priorities and the curtailment of services known in elementary and secondary education, as well as in postsecondary education, as retrenchment. Although information in some areas is incomplete, the data contained in this report indicate trends in reduction in force, the granting of tenure, unemployment, collective bargaining, and the demand for teachers, as well as employment trends among women and minorities. The authors conclude that more successful remedies to eliminate inequities affecting women and minorities must be found. (Author/DS)… [PDF]
(1976). Out of the Cage, Women Emerging. A history of the status of women in Hawaii, particularly, and the United States, in general, is documented in this publication. Two case studies of women encountering employment discrimination in Hawaii because of their sex and their actions to obtain equal employment conditions are summarized. Present employment conditions in Hawaii are followed by a section on women of old Hawaii. The history of the women's movement in the United States is discussed in terms of individual rights, religion, education, and employment. The final sections discuss combating sex discrimination by the political activities of voting, party participation, holding office, and uniting diverse groups in supporting the ratification of the Equal Rights Amendment. (MLF)…
(1974). Handbook for Professional Personnel. Professional personnel policies for the state colleges in Colorado are outlined in this June 15, 1974 handbook. Specific regulations are presented with regard to: conditions of employment determined by law; endorsement of academic freedom; professional conduct; duties and responsibilities of the president; faculty rank; tenure; salary and workload; employment contracts; suspension; dismissal and termination; grievances other than dismissal for cause and nonrenewal of personnel in the probationary period; professional travel; leaves of absence; and benefits. (LBH)…
(1976). Arkansas College and University Plan For Compliance with Title VI of the Civil Rights Act of 1964. Statewide Plan Implementation Status Report III. This document is the third status report concerning the desegregation of higher education in Arkansas. It is narrative in nature and contains a summary of desegregation activities from each Arkansas institution of higher education. Chapter one summarizes those desegregation activities initiated and/or coordinated by the Arkansas Department of Higher Education. Chapter two includes information regarding desegregation activities implemented on the campus of each Arkansas institution of higher education. Appendixes include information pertaining to statewide desegregation efforts. (Author/KE)… [PDF]
(1974). Policies and Procedures for Administrative Personnel, 1974-1977. This is a negotiated agreement between the Macomb College Association of Administrative Personnel (MCAAP) and the Board of Trustees of Macomb County Community College (Michigan). The MCAAP includes the chief executives of each campus, the business managers, deans, department chairmen, and the directors of registration, counseling, and other support services. The policies and procedures set forth here are to be considered a part of each administrator's contract and will remain in effect until June 30, 1977. The articles of this agreement establish conditions of employment; conditions for changing administrative organization; for filling vacancies; for renewal or non-renewal of administrative contracts; for determining academic rank and salary; for assignment to faculty status; for determining administrative duties and responsibilities; for evaluating administrators; for administrators expressing themselves as citizens disassociated from the colleges; for establishing an… [PDF]
(1973). Counseling Women for Careers in Business. Women's relatively poor representation in the top and middle levels of business necessitates renewed attention and action. Labor market demands are changing, and two major forces prevail: more women are looking for new fields of employment, and more businesses are seeking \qualified and promotable\ women. Cooperative education programs are needed to channel women's interests into these new areas. Attention should also be paid to women already on the payrolls of business firms and \mature women returnees\ to the work force through the development of continuing education programs. Women's organizations must also serve an important supportive role to help more women prepare for and share in the expanding opportunities of business and industry. (MW)… [PDF]
Suggested Goals for Local Human Relations Programs. Info-Item Educators Digest/No. 2071. It is recommended that a human relations program should address itself to developing understanding and acceptance of oneself and others by relating to others on the basis of their dignity and worth. Its primary goals should be: (1) to develop an awareness on the part of educators and students to the need for honest and open expression; (2) to emphasize team problem-solving where intergroup tensions exist; and (3) to develop a crisis prevention mechanism before problems reach crisis proportions. As suggested guidelines for such a program, the document also discusses: (1) considerations in organizing a local human relations committee; (2) a suggested format for local workshops; (3) acceptable human relations strategies; (4) suggestions for creating positive self-images in children; (5) guidelines for effective intergroup relations; (6) a suggested calendar for a local human relations program; and (7) definitions of human relations concepts. (MB)… [PDF]
(1976). Goals and Timetables vs. Quotas: Nondiscrimination or Reverse Discrimination?. Journal of the NAWDAC, 40, 1, 3-6, F 76. This article explored the issues surrounding the universities' commitments under Executive Orders 11246 and 11375 and the current controversy which revolves around the question of goals vs. quotas. Available statistics show that the position of women and minorities in academia has not improved significantly. (Author)…
(1987). The Halls of Ivy and the Halls of Justice: Lightening the Burden. Academe, v73 n3 p61-63 May-Jun. Recent federal court rulings concerning the burden-of-proof standards for complex employment discrimination cases involving the use of statistics have brightened the prospects for faculty plaintiffs in sex discrimination cases. The cases deal with salary differentials and race, promotions, and seniority. (MSE)…
(1988). Hispanic Students: Stopping the Leaks in the Pipeline. Educational Record, v68 n4 v69 n1 p79-85 Fall-Win 1987-88. At each education juncture, a significant number of Hispanic students drop out. Efforts must focus on improving rates of high school graduation, community college transfer, and student retention. Intervention strategies include dropout prevention, financial aid and college program, and exposure to fields in which they are underrepresented. (MLW)…
(1988). The Cost of Quality: Teacher Testing and Racial-Ethnic Representativeness in Public Education. Social Science Quarterly, v69 n1 p70-82 Mar. Reports the results of a simulation-based analysis of Black and Hispanic public school teacher employment in Texas. The simulation reflects recently instituted teacher testing requirements in mathematics and language competence and projects how the program is likely to affect the racial-ethnic composition of public school teachers in Texas over the next decade. (JDH)…
(1986). Women in UK Universities, 1920-1980. Studies in Higher Education, v11 n3 p289-97. The participation of women in higher education in the United Kingdom since 1920 is examined in terms of changes in women's rates of participation as undergraduate and graduate students and as faculty and at the possible reasons for changes in rates. Focus is on class rather than sex discrimination, policy changes, and overall funding changes in recent years. (MSE)…
(1999). Hispanic Leadership in American Higher Education. This paper presents a contextual framework for analysis of Hispanic leadership in higher education and reviews the demographics of Hispanic college presidents, their challenges, and related leadership issues. It can be argued that Hispanic leadership in higher education brings a socially marginalized experience that, by emphasizing social justice, can yield a broader, more inclusive view of democracy and of the role of higher education in a democratic society than can the experience of the dominant group. However, emerging research on the selection of presidents and vice presidents for academic affairs at institutions of higher learning shows that Hispanics are held to higher standards than White American males due to processes that maintain and reproduce white privilege. The broad social changes accompanying the process of globalization offer some promise of change. Improvements can go beyond the typical race-based issues by including them in larger changes that are good for… [PDF]