Explains how the statistical technique of multiple regression allows a sophisticated, objective analysis of employee compensation with consideration given to the cumulative effects and interaction of legitimate personnel considerations and to discriminatory variables. (Author/IRT)

Black women college administrators are few in number, occupy peripheral positions, have little power, receive little support from peers, are underpaid and overworked, and are disillusioned about the prospects for improvement in their status. (Author/BE)

Presented are the basic principles of personnel recruitment and employment for the water pollution control field. Attention is given to determination of staffing requirements, effective planning, labor sources, affirmative action, and staffing policies. (CS)

The "Weber" decision held that a private employer's voluntary affirmative action plan designed to remedy past racial imbalances in traditionally segregated jobs does not violate the will of Congress as expressed in Title VII of the Civil Rights Act of 1964. (Author)

Black Americans must begin to project their humanistic values within the political context of America. The majority of Blacks are still "have nots" and Black politics must address this problem. (Author/WI)

Outlines a system to standardize the employment interview by making the connections between job tasks, interview questions, and hiring decisions more clear and direct. The system was created to meet the Equal Employment Opportunity Commission standards for tests because those standards also apply to interviews. (Author/IRT)

The "Bakke" case is examined for what it has to say regarding first the area of equal protection, then the idea of procedural fairness as distinct from accuracy of result, and finally the notion of structural justice. Available from Harvard Law Review, Harvard Law Review Association, Gannett House, Cambridge, Massachusetts 02138; sc…

Clarifies some of the conceptual, empirical, and normative issues that have been raised by criticisms of affirmative action. Indicates that the issues are more complex and the criticisms less decisive than some commentators seem to realize; the case against affirmative action has not been made in any rigorous sense. (Author/IRT)

Concludes that even though Federal legislation designed to equalize employment opportunities for all U.S. citizens has been enacted, the only group to enhance its employment status over the past ten years has been that of white males. (Author)

Addresses those individuals who seek to know, in nontechnical terms, what affirmative action is, how to develop an effective affirmative action program and how an effective affirmative action program can benefit the employment organization. (Author)

Argues that preferential treatment of women and minorities in the selection of college faculty elevates a form of corruption to standard administrative practice by including people in academic life on the basis of characteristics irrelevant to teaching and research; and previous unjust treatment is inadequate justification for preferential…

Examined the impact of personal belief systems and the college experience on Asian Pacific American undergraduate college students' views of affirmative action in higher education. Survey results indicated that Asian Pacific American students' social interactions and perceptions, as well as their dominant ideology beliefs and racial/ethnic…

This study examines Asian Pacific American undergraduates' views on affirmative action and their perspectives on U.S. race relations through Herbert Blumer's (1958) theory of group position. Results indicate that Asian Pacific American (APA) students may perceive other minority student applicants as inferior to APA applicants and feel threatened…

Provides an annotated bibliography of 15 documents related to expanding and maintaining opportunities for minority administrators. Presents articles related to strategies for increasing leadership diversity, creating opportunities for minorities at the executive level, and maintaining existing levels of opportunity. (AJL)

Discusses the predictive validity of commonly used tests for educational and employment screening and selection in affirmative action. Examines ways the development and use of psychological tests for educational and employment screening may contribute to the search for a politically feasible affirmative action to promote the inclusion in education…