(1979). Sex Roles Inside the Corporation. A Summary of Findings from Mgmt. 689: "Special Topics in Careers & Sex Roles in the Organization". Advanced graduate students enrolled in a management course conducted thirty-four structured interviews at a major multi-million-dollar Houston-based oil company. Approximately fifty open-ended questions were asked the respondents over topics related to sex roles in the organization, including employee interactions, secretarial roles, work-related travel, work-related social encounters, family-work relations, and personal goals. Results of the interviews showed a concerted effort to bring women into higher levels of the organization within the past two years, but women and men interviewed were still essentially at different levels within the organization. Most respondents felt that there were numerous similarities between male and female capabilities, but differences were noted in the areas of opportunities for advancement, preference for the sex of the supervisor, salary expectations, favoritism toward advancement, and social lunching among others. (Author/BM)…
(1979). Institutional Racism and the Educational Opportunity Program: A Study of Organizational Change and Strategies for Reform. Various organizational modes for implementing desegregation in higher education are examined with specific reference to the effects of programs at the University of Washington, the University of California at Santa Barbara, and the University of California at Berkeley. Each school established Equal Opportunity Programs (EOP) that differ structurally and operationally. The University of Washington program illustrates a self-determination model, a unified, self-contained, and relatively autonomous office. A partial-determination model was used by UC Santa Barbara where EOP operates under a somewhat decentralized system. EOP at the UC Berkeley follows an integration model where all EOP clients use regular student services for advice and assistance. The extent to which each of these models may lend itself to or embody institutional racism is examined. It is suggested that wherever racial disparities exist in an institution, institutional racism exists. Enrollment figures, relative… [PDF]
(1976). Beyond Uniculturalism. No. 1: Teachers Making a Difference through Visions, Hopes and Skills [And] No. 3: Understanding Multicultural Equality [And] No. 4: Schools and Educators Who Rate [And] No. 5: Action Guide [And] No. 7: Bibliography. The materials are designed to help teachers formulate, plan, and work for multiculturalism in schools. The first part of the unit contains a guide to help elementary and secondary teachers engage in multicultural education and eliminate racism and sexism in the schools. It discusses how teachers can make a difference and helps them assess their own goals, awareness, knowledge, and skills which can contribute to multicultural education. The second part of the unit, \Understanding Multicultural Equality,\ provides examples of uniculturalism in the schools. This implies the imposition of the values of white male, middle class dominated society. Part three, \Schools and Educators Who Rate,\ outlines the roles of key groups responsible for developing multicultural schools and furnishes a checklist for rating existing skills and understandings. The Action Guide in part 4 lists strategies which individuals or groups can use to move beyond uniculturalism. The booklet concludes with a… [PDF]
(1975). Hierarchy, Power, and Women in Educational Policy Making. A Position Paper Prepared by the National Conference on Women in Educational Policy Making. IEL Report 6. Education is the crucial institution involved in sex-role socialization. The percentage of women in school administrative positions has declined. Schools have adopted modern corporation and military management models. Women unhappy about the status quo must learn about power, both theoretically and practically, in order to change their position in the world of education and find the tools for institutional change within the schools. Women can (1) collect the qualifications necessary to be a legitimate contender for a place in the school power hierarchy; (2) summarize the research negating that administration is a male job; and (3) if necessary file legal complaints. Women in administration can provide a much-needed service by becoming participant observers and compiling handbooks and case studies of real experiences with power structures and leadership styles. (Author/MLF)… [PDF]
(1976). Cross-Referencing the Professorship, Male Induction and Female Sexuality Models: An Inherent \Inappropriateness\ Referrent. Appropriateness for any particular organization role involves a calculation of identifiable expectations. The induction phase of new members identifies a set of role expectations. Unobtrusive but obvious \other\ expectations play a large part in determining the appropriateness of both role and induction in organizations. This paper discusses the unconventional expectations associated with the label, \feminine,\ as it affects role referrents of professorship within higher education. It is hypothesized that the present lack of consistent expectations for female faculty has created role confusion that cannot be alleviated by some manipulation of traditional bureaucratic, male, or induction role expectations. Specifically, cross-referencing the conventional classifications of university professional, male induction, and female sexuality, reveals two types of role inappropriateness for the female professor: (1) that in direct conflict with the traditional male induction model, and/or (2)… [PDF]
(1975). Access of Black Students to Graduate And Professional Schools. The issue of access at the level of graduate and professional training is multifaceted. Absolutely nothing about this issue is unidimensional and singularly focused except perhaps the persistent effort of black Americans to attain their rights to higher education. Hence, this study highlights such important components of the access issue as admissions policies, practices and results, enrollment trends and patterns in graduate and professional schools; barriers to professional practices; and efforts to increase the number and proportions of blacks in graduate and professional schools throughout the United States. Although the scope of concern here is more national than regional, in many instances, special attention is given to conditions existing in those states immediately affected by the decision in the Adams v. Richardson case. (Author)…
(1975). Summary of the Regulation for Title IX Education Amendments of 1972. Title IX of the Education Amendemtns of 1972 bars sex discrimination in any academic, extracurricular, research, occupational training or other educational program operated by an organization or agency that receives or benefits from federal aid. The regulation (45 CFR Part 86) for Title IX summarized in this document falls into five categories: (1) general matters related to discrimination on the basis of sex; (2) admissions; (3) treatment of students once they are admitted, including housing and facilities, courses and other educational activities, counseling, student financial aid, student health and insurance benefits, marital or parental status, athletics, and textbooks; (4) employment; and (5) enforcement procedures. (Author/KE)… [PDF]
(1988). Theme: Instructional Materials. Agricultural Education Magazine, v61 n4 p4-20 Oct. Consists of seven articles discussing instructional materials in agricultural education. Topics include (1) selection criteria, (2) secondary vocational agriculture, (3) computer uses, (4) special populations, (5) videotapes, (6) the cutting edge, and (7) technology transfer. (CH)…
(2000). Tools for Employers: Making Equal Pay a Reality in Your Workplace. Facts on Working Women. This publication presents six primary tools employers can use to narrow or eliminate pay gaps in their workplaces. After each tool is a discussion of the problem and examples of \best practices\ by employers that have won the Department of Labor's Opportunity 2000 and EVE (Exemplary Voluntary Efforts) awards. The report is divided into six tools: \Tool #1: Evaluate Your Compensation System–Are there wage gaps between women and men at your company that cannot be explained by legitimate nondiscriminatory factors?\ Examples of best practices are Blue Cross Blue Shield of Delaware, Pacific Northwest National Laboratory (PNNL), and Eli Lilly and Company (Lilly); \Tool #2: Establish Effective Recruitment, Hiring, and Promotion Practices–How effective are you at recruiting, hiring, and promoting qualified women and minorities?\ Examples of best practices are Hawaiian Electric Company, Inc., PNNL, and Lilly; \Tool #3: Address Diversity–Do you address diversity?\ An example of best… [PDF]
(2001). The Positive Educational Effects of Racial Diversity on Campus. This study examined links between racial diversity on college campuses and positive educational outcomes. Data came from the Cooperative Institutional Research Program database, a longitudinal set of student and faculty surveys and research that assessed the impact of college on students. This study used data from a 1985 freshman survey and the 1989 follow-up of the same students. The survey examined demographics, high school experiences, college expectations, values, attitudes, life goals, self-confidence, and career aspirations. The follow-up survey also asked students to reflect on their experiences and perceptions of college. Information on students' SAT scores, ACT scores, and educational attainment and on African American, Asian American, Hispanic, and White undergraduate student enrollment was collected. Several campus climate measures were merged with the data sets. Faculty data were collected from full-time teachers at the same institutions for which student information was… [PDF]
(1983). Value Conflicts in American Higher Education: A Survey. Journal of Higher Education, v54 n3 p243-78 May-Jun. Value assumptions in American higher education and the conflicts among them are surveyed. Questions are categorized as: economic versus noneconomic purposes of education, fairness and equality versus efficiency and quality, and the problems of authority and control in academic decision making. (Author/MLW)…
(1980). Critical Issues Relative to Problems and Promises of Black Students. Journal of the National Association of College Admissions Counselors, v25 n1 p25-29 Jul. A speech delivered at the National Association of College Deans, Registrars and Admissions Officers on March 16, 1980 in Alabama, presents a case for the continued existence of Black colleges. Suggests Black colleges have an important role in educating Black youth and recommends improvements for Black colleges. (RC)…
(1979). Win, Women, and Money: Collegiate Athletics Today and Tomorrow. Educational Record, v60 n4 p374-93 Fall. Problems associated with collegiate athletics involve winning at any cost, accommodating women, and financing sports in an era of declining resources and rising costs. Abuses in athletics programs, presidential responsibility, research of the problems and its results, and predictions for the future are examined with regard to these issues. (JMD)…
(1978). Section 1985(3): A Viable Alternative to Title VII for Sex-Based Employment Discrimination. Washington University Law Quarterly, v1978 n2 p367-95 Spr. Section 1985(3) is shown to be an alternative to Title VII. Inadequacies of and alternatives to Title VII are noted and questions are raised concerning section 1985(3)'s application to private sex-based discrimination, the single entity rule, and whether sex discrimination is sufficiently class-based to activate section 1985(3). (AF)…
(1997). A Federal Appeals Court Upholds California Measure Barring Racial Preferences. Chronicle of Higher Education, v43 n32 pA28-A29 Apr 18. A federal appeals court has upheld an amendment to California's constitution that bars government agencies from granting preferences based on gender or race. The California Civil Rights Initiative, or Proposition 209, was found not to violate the Equal Protection Clause. If the ruling is not reversed, public colleges and universities will be forced to change many admissions and hiring policies. (MSE)…