This article, the first of two, concentrates on the historical background and the legal basis for affirmative action. (NQ)

The academic profession is used to study the necessity and effectiveness of affirmative action programs. This is an area in which crucial career characteristics can be quantified and have been researched extensively over the years. (Author/AM)

The Bakke Case is important because it is part of continuum wherin the Supreme Court has been slowly shifting, placing a much higher burden of proof upon the person who has suffered from exclusion, discrimination, or oppression. (Author/AM)

Discusses self-help strategy developed to encompass both employees' expressed needs for management-level training and the affirmative action goals of a state division of family services. Follow-up survey of training program indicates probability of positive long-range effects. (Author/SMR)

Refutes several myths about women and job commitment; discusses why women work and how they become job-committed. Tells how human resources development and personnel policy can help individuals become job-committed. (CH)

In 1983 the Office of Affirmative Action and Compliance at the University of Wisconsin-Madison surveyed 300 randomly chosen employees to determine the number of disabled persons in its work force. The results are discussed and the survey is appended. (MLW)

Provides a brief overview of the work of the Department of Justice in eliminating discrimination by public employers. Discusses four 1986 Supreme Court decisions about the permissible scope of affirmative action. The decisions indicate that affirmative action programs must use affirmative action in recruitment, training and outreach. (PS)

Reviews recent ERIC literature on personnel management, performance appraisal, staff development, and affirmative action at the two-year college. (DMM)

Argues that younger women are professionally more competitive than older women because (1) they are cheaper to hire; and (2) they are less threatening to men. Calls for proper compensation and consideration for those older women who are just as competent as their younger counterparts. (Author/BSR)

Describes an empirical method to identify work-similar occupations using selected measures from the Dictionary of Occupational Titles. Examines male-female earnings differences within a group of work-similar occupations and finds that discrimination against females is extensive. (Author/CH)

Develops a model of ideal minority representation to assess whether or not an employer's current personnel policies are consistent with a random hiring policy. The model is then applied to a case alleging sex discrimination in the hiring practices of a university academic department. Appended are 12 references. (MLF)

Discusses issues and policies associated with aging for women, Blacks, and Hispanics. Includes a policy analyst's response to the predictions. (BL)

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…

The percentage of women in educational administrative positions remains low. The author discusses discriminatory practices and offers suggestions for improving the situation. (MD)

Two techniques for personnel selection are presented. The first is a graphical technique which non-technical personnel can use in deciding the number of minority applicants to admit to an institution. The other is a large scale computer technique which an institution can use to increase personnel diversity including cultural factors. (Author/DEP)