A career satisfaction survey of 3,018 lawyers received 77% response giving no evidence of overt discrimination against female lawyers (likely to be knowledgeable about legal recourse). Evidence was found of intangible discrimination (such as unchallenging assignments, exclusion from social events) that contributes to women's overall lower job…

Attributes Austin Community College's (Texas) success in minority recruitment, hiring and retention to a 10-step plan involving trustee support; an affirmative action plan; faculty support; recruitment, screening, interviewing, and selection strategies designed to enhance minority participation; orientation and support; staff development; and…

Ideally, those working for the United Nations would be politically neutral, recruited on merit, and subject to uniform employment standards. In reality, the international civil service, like its national counterparts, is subject to the political conditions of its environment. (Author/SK)

Organizations that downsize in a rational and orderly manner can increase productivity. School districts can initiate a cost-reduction and restructuring program with an analysis of the responsibilities of each employee followed by communicating with, and renewing the commitment of, remaining employees. (MLF)

Review of case law in educational administration, hospitals, correctional institutions, and the military shows that, when risk of AIDS transmission is high, courts will support public sector administrators' decisions. Low risk means such decisions as mandatory blood testing will usually be struck down. (SK)

Responses from 112 human resource managers in Chicago indicated that 42% offer diversity programs because it is an ethical approach to management; they offer only a few of the programs available and identified in the literature. Organizations whose major purpose is recruiting and developing a diverse work force offered more programs and a wider…

"Authorized" genetic testing may be obtained from employees with coercion or threat. Unless protections are put in place, employers and health insurers will use genetic screening to hire and fire. (JOW)

Study 1 (278 employed undergraduates) identified subscales for Perceptions of Career Management Practices Scale. Results of study 2 (305 working students, 95 nonstudents) were used to revise the scale, which proved to be a useful measure of employee perceptions of training and development, job assignments, and career counseling/mentoring. (SK)

Presents the Career Path Tournament, a game for heightening participants' awareness of sociological factors influencing career advancement and of the need to anticipate and cope with these factors. Presents evidence that the game raises awareness of sociological barriers and provides participants with suggestions for coping with these barriers.…

Cross-border organizations need to focus on selection, development, and retention of a diverse cross-section of managers. They should develop an organizational culture that values the skills, knowledge, and values of personnel from diverse cultural backgrounds. (SK)

English-as-a-Second-Language practitioners who work as consultants view the flexibility of nonpermanent employment status positively. However, organizations tend to treat such staff in traditional needs, suggesting a need to redefine the role of flexible trainers in more opportunistic, value-added directions. (Author/SK)

Four contributors to this column, including two administrators, a support staff member, and an educator responsible for training technical assistants, discuss training and recognition programs for support staff, with particular emphasis on empowerment strategies that have proven effective. (AEF)

Data from more than 7600 employees reveal how race and gender affect how one views an organization. White men had the most favorable views of organizations but least favorable about hiring and managing diversity. Differences were found in views of supervisor behavior, retention, and promotion. How such data are used in organizations also differs.…

Usable responses from 106 of 199 Dutch human resources practitioners in industry, transportation, and banking revealed significant differences in human resource policymaking and strategic choices among these sectors. Better interaction between policymakers and human resource departments is needed to align personnel practices with company needs.…

Interviews with 56 managers and 85 ethnic minority trainees in Britain found that ethnic minorities are less successful in employment outcomes. Training providers often fail to recognize and respond to disadvantage, and contractual arrangements with Training and Enterprise Councils inhibit positive action. Increased policy reliance on market…