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…

When American businesses hire, promote, and reward on the basis of race,they are not countering a trend, but behaving in accordance with the general norms of this society. To run counter to the trend they need only place Black managers in positions of power over the livelihood of other (White) employees. (PS)

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)

Challenges the view that, in a meritocratic society, affirmative action in higher education does personal and professional harm to those whom it ostensibly benefits. The author contends that, in most cases, those who are granted preferences are neither professionally diminished nor hurt by personal or societal feelings that they are unqualified or…

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…

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…

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)

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…

Using a case study of a client with common problems in placing women in non-traditional positions, this speech raises questions of diagnosis and intervention and presents an alternative organizational model that is then applied to the case study. The organizational model emphasizes four components: (1) mission (purpose or rationale for existence…

The passage of the Kansas State House Bill 893, in 1965, changed junior colleges from high school extensions to community junior college districts, with their own board of control, faculties, facilities, and administration. This report presents data compiled from the responses of administrators in 14 of the 19 Kansas junior colleges regarding…

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)

When George Mason University's Johnson Center opened a decade ago, it was on the leading edge of architectural design and innovative thinking about spaces for learning. Over time, the building has retained many of its revolutionary aspects even as it has accepted encroachments of conventionality. With its four floors and central atrium, twenty-two…

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…