Public sector managers can ensure compliance with the Americans with Disabilities Act in the following ways: (1) clear, specific job descriptions; (2) consistent selection and testing processes; (3) participative management techniques; and (4) attention to coworker attitudes toward employees with disabilities. (SK)

The revolution in the nature of work currently underway in the industrialized world is recognized but poorly understood. Describes new models of learning and work that are succeeding the industrial model, and discusses implications for career guidance as well as the author's vision of the future of work. (JPS)

Although the Americans with Disabilities Act prevents employers from discriminating against the disabled in hiring practices, it exempts current illegal users of drugs, as distinct from alcoholics. The specific requirements of the law regarding persons with alcoholism are reviewed and contrasted with those concerning current drug users, and…

U.S. business has spent very little on educating workers and pay a far smaller proportion of local taxes than formerly. Corporations are increasingly finding skilled, less expensive workers abroad or through immigration. Global capital cannot create high-wage jobs in the United States without skilled workers and a first-class infrastructure. (SK)

Considers numerous issues related to the potential for women professors to assume leadership positions in academe. Topics include women presidents, fundamental professorial tasks, career patterns, role models, stress, career success, the structure of power relationships vis-a-vis gender, discriminatory practices, humanities and values education,…

Reviews research on work-related, psychological, and somatic effects of sexual harassment. Addresses victims' responses and attempts to cope. Elaborates reasons for the lack of research on the outcomes of sexual harassment. (67 references) (SK)

Studies faculty reactions to diversity enhancement efforts at a large public university. Finds that whites' attitudes were less positive regarding policies relevant to women and minorities than blacks', Hispanics', and Asians' attitudes were. Finds individual race and ethnicity explained differences in attitudes toward diversity programs better…

If diversity is a goal of higher education, it is time to shift emphasis from the faculty search and hiring process to preparation of minority students for academic success. This requires (1) taking more direct responsibility for problems surrounding minority student achievement and (2) assessing whether affirmative action achieves desired…

Affirmative action as a form of regulatory policy may produce a productive cultural mosaic but cannot in itself achieve healthy diversity. A college wishing to diminish discrimination, create a safe and secure work and educational environment, and provide support for family life must institutionalize diversity programs to succeed. (MSE)

Summarizes recent judicial decisions in various countries concerning application of general legal principles to labor law, access to employment, conditions of employment, occupational safety and health, social security, and labor relations. (Author/SK)

A study examined the factors influencing the participation in the labor market of 150 women with young children, including their aims, training needs, and constraints. Their self-perceived employment needs were related to the policies and practices of employers and trade unions. (JOW)

Reviews projections about the future composition of the workforce and proposes management solutions: be committed, know your employees, make work stimulating, be flexible about schedules, train for diversity, recruit minorities, use older workers, and provide support programs. (SK)

Analysis of Australian and U.S. data suggests key features likely to characterize high-performance workplaces: adoption of global best practices, leveraging of knowledge as a competitive tool, emphasis on translating workers' tacit knowledge for use, need for functional and numerical flexibility of the labor force, and a shift from labor relations…

In-depth interviews with 12 diversity experts identified organizational and individual barriers inhibiting development of a diverse workforce. Primary reasons for diversity initiatives included improving productivity, enhancing social responsibility, and addressing legal concerns. (SK)

Reviews evidence of British employers' difficulties in recruiting qualified employees. Considers how employment-based intermediate skills training could be more closely integrated with higher education courses to expand the supply of intermediate skills while recognizing the desire and ability of people to graduate. (Contains 31 references.) (JOW)