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…

Essays concerning multiple aspects of integrating the concept of professional equality between the sexes into the field of sport are presented. The abstract idea of sexual equality is examined, and methods for determining the degree of equality present in given working situations are set forth. A discussion of the laws, enforcing agencies, and…

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…

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…

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 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…

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 volume includes revised presentations and commentaries from a workship to review evidence for various theoretical explanations for occupational segregation and to report empirical research to enlarge understanding of the topic. An introduction summarizes contents. In part I five chapters on the extent of and trends in segregation document a…

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…

Labor force participation rates, pay inequities, occupational segregation, positions in the hierarchy, interactions between diverse groups, and organizational culture all demonstrate that diversity in the workplace has not been fully achieved. Existing approaches to supporting workplace diversity have not worked, and, in many cases, have resulted…