Affirmative action selection will not inevitably lead to negative responses from either beneficiaries or nonbeneficiaries. Being a beneficiary of affirmative action will not necessarily make the person a token. (PS)

Discusses the impact of affirmative action policies on expectancies and interpersonal relations. Concludes that affirmative action policies offer clear advantages to the members of target groups. (DM)

Points out problems with using the cognitive approach to stereotyping. Cognitive approaches fail to address crucial issues regarding intention, motivation, and behavior. (PS)

Questions the validity of Braddock and McPartland's generalization from a youthful sample of workers to all workers. Also questions Pettigrew and Martin's conclusion from research on women's reluctance to compete for high-status jobs and that Black ambivalence may be partly responsible for smaller pools of black candidates. (PS)

Argues for expansion of traditional notions of discrimination to permit antidiscrimination suits where the adverse employment decision arose from an expectation that women conform to certain patterns of behavior, whether or not that expectation was based on hostility and whether or not there is a similarly situated male who received different…

Introduces this special issue, which initiates a dialogue on Black employment opportunities in an effort to redress the racial imbalance and the weaknesses in the data often brought to bear on social problems. (PS)

Questions whether racism by individuals plays as large a part in job discrimination as Pettigrew and Martin suggest. Disagrees with Braddock and McPartland's recommendation that new federal regulations are needed to force employers to improve their employment practices. (PS)

Addresses affirmative action's success at creating a more equal workplace. Explores some potential psychological costs of this policy--costs that paradoxically may undermine its objectives--and their implications for achieving the goal of workplace equality. (GR)

Assesses the Braddock-McPartland and Pettigrew-Martin articles and suggests a few limitations and extensions of their analyses. Concludes that race relations analysts need to go beyond the usual discussions of interracial prejudice, employment barriers, and tokenism to extend research to issues such as multifaceted methodologies and changing…

Examines the implications of one interpretation of employer behavior that may be inferred from the Braddock and McPartland analysis: while many White employers would not reject Black applicants through personal prejudice and discrimination, they are sufficiently uninvolved in the goal of Black employment to use hiring methods that might lessen it.

Discusses overt and subtle ways that women are discriminated against in higher education--both at faculty and administrative levels--and highlights the personal, institutional, and financial costs of such discrimination. Briefly reviews the articles that follow in this special journal issue on sex discrimination in academe. (GC)

Discusses the predictive validity of commonly used tests for educational and employment screening and selection in affirmative action. Examines ways the development and use of psychological tests for educational and employment screening may contribute to the search for a politically feasible affirmative action to promote the inclusion in education…

Barriers to equal occupational opportunities for minorities are examined at three stages of the employment process: the job candidate stage, the job entry stage, and the job promotion stage. (PS)

Reviews the problems that arise at the recruitment, entry, and promotional stages for Black Americans. The problems arise from two interrelated sources: the structure of the situations themselves and the operation of anti-Black prejudice in both its traditional and modern forms. (PS)

A review of more than 250 grievances brought by academic women against their employers suggests that, although few suits have been won in the courts, the efforts have served to sensitize academic institutions and open doors to other women. (Author/GC)