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…

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)

This paper describes the Deaf Employment Task Force established at a Fortune 500 corporation in Southern California and proposes a model for developing such a task force at other corporations. The task force consisted of an average of 15 managerial and professional individuals, representatives of a deaf employee support group, and a deaf…

Argues that the manner in which affirmative action is being administered is creating reverse discrimination and lowering standards in the universities. (IRT)

This report summarizes the findings of recent hearings and field investigations on the employment of minorities and women in Oklahoma State government, and assesses whether or not the merit system has fulfilled its mandate for equal employment opportunity. It was found that a disproportionate number of females and minorities are concentrated in…

Statistics regarding black employment in Kentucky State agencies as of November, 1979 were examined. Data indicated that the number of blacks employed by the State increased since 1977. Nine agencies employed 91 percent of all blacks in the government, while ten agencies remained all white. One-half of all blacks in the State government were…

The Americans with Disabilities Act, signed into law July 26, 1990, has been heralded across the nation as a triumph for the 43 million Americans with disabilities. This document provides a guide to Title 1 of this Act, which forbids employers with 15 or more employees from discriminating against a qualified individual with a disability in job…

In 1989, Walter E. Kimm, III applied for a position as an admissions representative at Brookdale Community College (BCC), in New Jersey. As a result of BCC's nonresponsiveness, he reapplied, using a slightly modified resume, as "Suzy Ming Cheng." Whereas "Suzy Ming Cheng" was invited to an interview for the position, Kimm was…

This survey was conducted by the U.S. Conference of Mayors to determine the extent to which cities are using affirmative action programs, and to assess the programs' contributions to the improvement of personnel practices in city governments. During the summer of 1986, survey responses were received from 121 cities in 41 states plus the District…

Discussed is a total systems approach to the problems of personnel policies and practices in higher education administration. It is noted that of the three basic management functions--planning, budget, and personnel--the personnel function has been the slowest to adapt to the process of rapid change. Adoption of a new philosophy is needed that…

A study was conducted to determine the extent and level of employment of minorities and women as sworn personnel in the Kentucky Bureau of State Police. Data was collected by means of personal interviews with Bureau officials, troopers, police personnel board members, and representatives of civic and nonprofit organizations as well as from Bureau…

The purpose of this paper is to describe the progress that Austin (Texas) Independent School District (AISD) has made in its affirmative action plan, and to outline the difficulties currently being faced in the recruitment of minorities in Texas and nationally. The status of the AISD is described, followed by statistics on the teacher supply in…

This book proposes that job-level segregation by sex and race is a fundamentally important source of black-white and male-female inequalities in employment. Drawing on the North Carolina Employment and Health Survey, the first general population survey that measures the gender and racial compositions of jobs, the book explores this thesis in the…

To obtain information on workplace diversity initiatives and programs, 12 diversity experts were interviewed. Participants identified organizational and individual barriers to the advancement of diverse groups in the workplace. The following factors were most likely to influence diversity in the workplace: demographic changes, global marketplace,…

An increasingly diverse work force is a definite trend in the United States, and a number of companies have linked valuing and managing diversity to increased productivity. Equal employment opportunity and affirmative action are pointed to as foundational to the development of formal programs for valuing or managing diversity in the workplace. The…