The under-representation of minorities at senior levels in academia has received some research attention in recent years. However, the experience of immigrant women from the former Soviet Union (FSU) in Israeli academia has not been examined. These women are mostly from a generation known as the '1.5 generation' who immigrated to Israel as…

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)

Examines the employment of minorities and women in individual federal agencies as of September 1988. Focuses on the influence of factors including agency size, union strength, blue collar/clerical employment, and the rate of new hires of Blacks, Hispanics, and women. Finds that contextual variables explain much of the variation in integration.…

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…

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)

The author examines the New York City Department of Sanitation's formulation of a program to introduce women into its blue-collar work force. Results indicate that comprehensive gender integration programs must pursue two distinct and often conflicting values--remediation and equity. (Author/CH)

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)

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…

Using a case study of a client with common problems in placing women in non-traditional positions, this speech raises questions of diagnosis and intervention and presents an alternative organizational model that is then applied to the case study. The organizational model emphasizes four components: (1) mission (purpose or rationale for existence…

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)

A study determined how service policies implementing the combat exclusion provisions affect the number and assignment of military women and whether service procedures unrelated to the combat exclusion limit job opportunities for women. Based on the combat exclusion and related program needs, about 1.1 million of 2.2 million military jobs were…

In response to Federal and State laws that prohibit employment discrimination, the California State Personnel Board (SPB) instituted a series of programs and projects designed to overcome underrepresentation and underutilization of minority group members and women in civil service jobs. A subcommittee of the California Advisory Committee to the…

Study of census figures for Pittsburgh between 1900 and 1920 reveals that World War I had only a small measurable effect on reducing occupational segregation of Black men and White men and residential segregation by race. The war had no effect on reducing occupational segregation of Black women and White women. (BJV)

An overview of minority recruitment problems, laws, and experiences with American law enforcement personnel is provided in this manual. Potential areas of discrimination in the law enforcement personnel system are investigated. The mechanics of career development are addressed in order to demonstrate its importance in recruitment and especially in…

A study was conducted to determine why so few women applicants were admitted to apprenticeships, what the differences were between the successful and unsuccessful applicants, and what programs and services were needed to insure the success of both applicants and apprentices. In order to identify the major problem areas, 110 questionnaires were…