Answers arguments made by the chairperson of the Commission on Civil Rights that affirmative action should focus on training and recruitment rather than on goals and timetables. Maintains that affirmative action policy allows for the individual hard work that the chairperson considers as the solution to poverty and discrimination. (MJL)

Presents a formula for determining catch-up time in cases of alleged discrimination in education, work, and other situations. Defines "catch-up time" as the number of years that would be required for a specific subgroup in the general population to assume a desired proportion of the total composition of the targeted group. (KH)

Considers sections 503 and 504 of the Rehabilitation Act of 1973, focusing on (1) who is covered, (2) the line between nondiscrimination and affirmative action, and (3) elements of an affirmative action program for handicapped persons. (GC)

In suggesting that affirmative action goals and timetables cause racial tension, and in recommending reliance on "free and automatic" access to economic opportunities, the chairperson of the Commission on Civil Rights makes the commission a political parrot of current administrative policy rather than a strong advocate of federal…

The reorganization of the federal equal employment opportunity enforcement efforts and the establishment of the Office of Federal Contract Compliance Programs (OFCCP) is explained in this description of the structure and function of specific divisions within the organization. A directory of OFCCP's regional and area offices is included. (RLV)

Reviews Thomas Sowell's book, Civil Rights: Rhetoric or Reality. Argues that Sowell, a critic of affirmative action, rejects the central premises of the civil rights vision and believes that free market forces, demographic trends, culture, and individual choice account for existing race and sex-based statistical disparity. (SA)

Reviews hidden assumptions within the concept of reverse discrimination (e.g., racial and gender discrimination is a thing of the past), reviewing what is known about how affirmative action affects Whites. To the extent that affirmative action negatively impacts Whites, the article suggests substituting the more neutral term of "reduced…

The Equal Employment Opportunity Commission's effectiveness to end discrimination should never have been judged by the yardstick of the individual charge process. Reforms are taking place within the commission to create rapid charge resolution procedures and utilize funds more effectively. (Author/WI)

Demonstrates how the concept of "affirmative action" evolved from a vague reference to remedial actions to specific programs involving numerical hiring and seniority arrangements. Focuses on the legal/governmental definition of affirmative action and indicates some of the reasons for the changing definitions. (PS)

The intervention of government to require speeial treatment of designated groups on the basis of race, color, or sex is inconsistent with principles of equal treatment under American law. Regardless of past discrimination against certain classes, governmental determination to favor them at the expense of White males is not justified. (Author/WI)

The legal and social intent of all the laws and regulations impacting directly upon affirmative action is simple, clear, and compatible with democratic, constitutional concepts. The question of whether affirmative action is actually benefiting those it should is addressed in this article. (Author/GC)

Provides a brief overview of the work of the Department of Justice in eliminating discrimination by public employers. Discusses four 1986 Supreme Court decisions about the permissible scope of affirmative action. The decisions indicate that affirmative action programs must use affirmative action in recruitment, training and outreach. (PS)

A study examined the affirmative action strategies used by organizations (educational institutions, government agencies, and private companies) to recruit, select, retain, and promote racial minorities. Compared to private companies, educational and governmental bodies tend to use a broader range of methods, and they are more willing to share…

Addresses those individuals who seek to know, in nontechnical terms, what affirmative action is, how to develop an effective affirmative action program and how an effective affirmative action program can benefit the employment organization. (Author)

While the book is far from closed on the issue of reverse discrimination, in light of Bakke, there is justification for rethinking and rewriting Equal Employment Opportunity Commission guidelines to focus on opportunities rather than on numbers and goals. (Author/WI)