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…

Prompted by a report of the American Society of Newspaper Editors (ASNE), which noted a correlation between regional minority population and newsroom employment, a study investigated the hiring patterns of 24 small and medium-sized California dailies. California was chosen because it has one of the highest non-white populations in the nation…

Argues that, to increase minority participation in student affairs, the profession must attend to the crucial roles of key administrators, the breadth and diversity of administrative and staff roles, and the informal processes by which persons are matched to administrative jobs. (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…

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…

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)

Intended to help newspapers--both small and large--attract greater numbers of minority employees to their various departments, this multicolor booklet is in seven sections: (1) Introduction (discussing perspectives, reasons for hiring minorities, and hurdles to jump); (2) To the Publisher; Choices at the Top (including numerous examples of…

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…

Camp Joy (Ohio) offers a racially integrated program to disadvantaged inner-city foster children. To attract quality minority staff, the camp recruits through former campers, word of mouth, a leader-in-training program, job and internship fairs, and networking with nearby colleges and social agencies. Staff training and the intrinsic rewards of…

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…

Pettigrew and Martin overstate the causal priority of structure over social psychology in maintaining barriers to equal employment and downplay the importance of the research they review. Braddock and McPartland present a plausible case for the existence of institutional barriers to equal employment, but their research is not conclusive. (PS)

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)

Provides an annotated bibliography reflecting major issues involved in the recruitment and retention of community college minority faculty. Includes articles on state-level diversity plans, developing a pipeline for increasing minority faculty at two-year colleges, and the role of leadership in expanding diversity. (MAB)