Provides information to help meet federal anti sex discrimination guidelines and laws regarding admissions, and the treatment of both students and employees. (Author/MF)

Presents information on the actual termination conditions of nine firms in contrast with the proposed conditions outlined in the Guidelines for Employers by the American Chemical Society. (CC)

Study of barriers to the employment of blacks in predominantly white, non-southern institutions''; results of questionnaire are presented in statistical tables. (Author/SP)

The focus of this article is on discrimination in the use of educational and psychological tests requirements in the hiring of minority groups. (Author/AG)

Here is some research evidence for the ambiguous meanings of the relation between formal schooling, job requirements, and the role of education in redeeming disadvantaged minorities. (Editor)

Article is dedicated to the principle that business and industry can and must overcome some past mistakes in the areas of the recruitment, placement, retention and advancement of minority group people. (Author)

Overall distribution of women in institutions of higher education suggests discriminatory attitudes and practices. (IR)

Examines validity of assumption that women and other under-representative groups in science have an edge in being hired and advanced, discussing academia's "tract record" and obstacles to full participation. Indicates that although advances have been made, inequities persist after hiring, such as in salaries. (Author/JN)

Decisions of the Equal Employment Opportunity Commission (EEOC) and the courts have affirmed that corporate Equal Employment Opportunity officers are quasi-managerial employees. Their primary role is to work with the company and its personnel to resolve problems and foster compliance with applicable employment laws and regulations. (Author/MLF)

Analysis of the mathematics used on the job in many different situations indicated that all observed was related to restricted concrete situations, which was found to soon become familiar to the employee. Calculators and industrial technology were found to contribute towards a reduction of mathematical demands on employees. (Author/MP)

Summarizes a workshop held to analyze the typical arguments for and against comparable worth, assess the practicality of implementing comparable worth should it become law, project the future direction of the controversy, and offer suggestions to employers regarding how to cope with this evolving employment concept. (Author/MLF)

Argues against the ethical value and social utility of the individualistic principles of merit in American education and employment practices. (EF)