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…

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…

Summarizes and discusses the following: (1) historical background of integration in the United States Army; (2) preparations for integration; (3) how the policy was carried out; (4) factors leading to success of the integration policy; and (5) current objectives regarding racial equality in the Army. (PS)

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)

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

Attempts to put the current controversy over affirmative action in perspective by reviewing the relevant legislation. (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…

Judicial decisions resulting from suits brought under provisions of the United States Constitution and the various civil rights statutes continue to have a significant impact on personnel administration. The 1972 amendments of Title VII of the Civil Rights Act of 1964, which brought State and local governments within the scope of Title VII, have…

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…

An essential first step in the investigation of employment discrimination is establishing that the selection procedure has had an adverse impact. The 80% rule and statistical significance (as determined with a chi-square test), two methods of assessing adverse impact, were compared considering the variables: number of applicants (N), proportion of…

In predominantly white, four-year, residential institutions where black populations are less than 10 percent, black professional staff tend to be in entry-level positions. They have often been found in special programs for minority and low-income students. A survey of black administrators in midwestern institutions showed that by the early 1970s:…

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…

Although there were improvements in salary levels, percentage and total numbers of blacks employed in Kentucky State government between 1974 and 1975, a disproportionate number of blacks were still concentrated in a few job categories, primarily in the lower half of the pay scale. Major agencies such as transportation, agriculture, and state…

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…

Established to provide leadership in educational research and development in the United States, the National Institute of Education (NIE) encourages the participation of minorities and women in its research activities. NIE increased representation of minorities and women in its work force between 1973-79. Minority representation rose from 36% to…