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.…

A second annual report (1966) on the status of school integration in Dade County, Florida, includes data about every school department, and program in the school system as well as administrative and service personnel. The bulk of the document consists of nine tables which summarize the data. (NH)

Barriers to equal occupational opportunities for minorities are examined at three stages of the employment process: the job candidate stage, the job entry stage, and the job promotion stage. (PS)

Reviews the problems that arise at the recruitment, entry, and promotional stages for Black Americans. The problems arise from two interrelated sources: the structure of the situations themselves and the operation of anti-Black prejudice in both its traditional and modern forms. (PS)

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…

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 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…

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)

Student data are gaining increased attention in education, spurred by accountability policies such as those contained in the federal No Child Left Behind legislation. Student data are useful for informing classroom practice, and user-friendly technologies for organizing and accessing data are enabling access by all teachers. In this study, we…

There has been a remarkable improvement in access and rate of adoption of technology in higher education. Even so, reports indicate that faculty members are not integrating technology into instruction in ways that make a difference in student learning (Cuban, 2001; McCannon & Crews, 2000). To help faculty make informed decisions on student…

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…

Describes a counseling program wherein parents, teachers, student and supportive personnel interact to asses student's problems and decide on intervention strategies. (HMV)