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)

Examines two decades of affirmative action and finds the number of women in decision-making positions disproportionately low when compared to their numbers in the public work force. Compares the status of women to that of men in career public management positions and argues that women have a way to go to reach parity. (Author)

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…

Contrasts two views of affirmative action: (1) centralizing control over affirmative action with quotas and (2) making employment decisions that are consistent with sound business principles but which counteract prejudice, expand opportunities for underrepresented groups, and recognize labor market distortions that are unjustified by business…

Affirmative action programs for filling faculty and administrative positions in colleges or universities should: (1) comply with existing law; (2) correct the underrepresentation of women and minorities; (3) enhance the institution's ability to carry out its educational mission; and (4) protect the status and reputation of the women and minorities…

This is the affirmative action employment plan adopted by the Board of Education of the Oakland Unified School District, Oakland, California. A statement of school district policy and goals is provided. Responsibilities of the school district administrators and the Affirmative Action Advisory Committee are also outlined. Steps to be taken to…

Lockheed Missiles and Space Company, Sunnyvale, California, developed an extensive and successful composite fabrication operation training program for unskilled employees who were predominantly handicapped, female, or from ethnic minorities. (LH)

This Delphi study suggests that women may not need affirmative action programs after the year 2000. Minorities, however, might not be fully integrated for an additional 30 years. (Author)

At the national level, there is ample evidence of considerable racial inequality in employment in Britain. The two main components of this inequality are discrimination and disadvantage. Under the Race Relations Act of 1976, industrial tribunals are empowered to impose penalties on those who discriminate unlawfully, but the Act does not impose an…

When American businesses hire, promote, and reward on the basis of race,they are not countering a trend, but behaving in accordance with the general norms of this society. To run counter to the trend they need only place Black managers in positions of power over the livelihood of other (White) employees. (PS)

Minority business set-asides must be more carefully scrutinized than they have been. To improve minority employment, the government should encourage all firms willing to employ minorities. (LHW)

Challenges the view that, in a meritocratic society, affirmative action in higher education does personal and professional harm to those whom it ostensibly benefits. The author contends that, in most cases, those who are granted preferences are neither professionally diminished nor hurt by personal or societal feelings that they are unqualified or…

Presents a report prepared by the Faculty Senate/Employee Executive Council Committee on Affirmative Action and Equal Employment Opportunity at the University of Oklahoma. Describes the legal basis for affirmative action; provides recommendations for improving equal employment opportunities at the University; and discusses long-term, effective use…

Describes a study examining the interplay of individuals with institutional culture and practices in a small, rural institution in the southeastern United States. Reports conflicts between traditionalists and iconoclasts with respect to minority representation, which reflected the tension between established forces of education and newly emerging…

Reviews the commitment of the National Science Foundation (NSF) to employing minority women scientists and engineers and the progress made in the decades since the equal opportunity plan was established in 1969. (WRM)