This chapter reflects on the civil rights movement and affirmative action at the University of Virginia from the 1960s to 1999, when affirmative action was challenged by people claiming that it discriminated against new groups. It describes how affirmative action changed the author's teaching at the University as he challenged deep-rooted racial…

This book outlines and explains the statutory and legal foundations of desegregation in higher education. It traces the historical development of college desegregation and analyzes the history of compliance and enforcement litigation in the aftermath of "Adams v. Richardson" (1972). The chapters are: (1) "Black Colleges and…

Women can achieve equal opportunity in library management through Affirmative Action Committees. Several steps are suggested: the determination of present status; assessment of library policies affecting hiring, parental leave and promotion; some strategies to attain managerial positions. (21 references) (Author)

Applied a structural-contingency model to the particular adaptive situation created by Affirmative Action requirements. The model was supported among a sample of small manufacturing firms. Concludes that formalization is the predominant structural characteristic associated with Affirmative Action compliance. (Author)

This study estimates the effects on pension benefits received by women that would result from some of the changes recommended in 1981 by the President's Commission on Pension Policy. The author argues that the private pension system now presents several barriers to the attainment of benefits by women. (SSH)

Examines areas of controversy and consistency in recent Supreme Court opinions on these civil rights issues: (1) employee testing, selection, and assignment; (2) advanced training, promotion and salary; and (3) dismissal and seniority. (Author/GC)

This study investigated the existence of race and sex discrimination in the evaluation of job applicant resumes sent to personnel directors of 200 corporations across the United States. The results show that identification of race generated more replies but fewer numbers of positive responses than when race was not identified. (Author/CT)

Surveyed southern colleges (N=53) for their admission procedures regarding Black students. Found 91 percent had the same admission criteria for Black and White students, while 65 percent made a special effort to recruit Black students. Suggests institutions that make a special effort to increase Black students have more success. (Author/JAC)

The author responds to criticism of his book, "The Declining Significance of Race," focusing on the policy implications of his analysis that economic factors, rather than race, form the crux of the problems faced by the Black lower class and underclass. (GC)

Discusses implications of "Bakke" and "Adams v Califano" on minority group admissions to colleges and graduate and professional schools. Holds that affirmative action programs are too stratified and that States should design such programs to cover the entire spectrum of elementary, secondary, and higher education. (Author/GC)

Changes in the institutional structures that block women's opportunities for occupational advancement will be necessary in the next decade. The structural problems of power, tokenism, and opportunity, identified in Rosabeth Moss Kanter's sociological case study of a corporation, are discussed. (Author/MLF)

In the context of an analysis of the Davis case, an expansion of the law regulating rights of the handicapped to higher education is encouraged. Constitutional arguments are applied. The burden of providing reasonable access is placed on institutions. Equal protection and due process arguments may be used as theories of relief. (MSE)

Discusses the analysis of the Bakke decision made by a joint committee of the American Council on Education and the Association of American Law Schools and the committee's recommendations on affirmative action programs in higher education after Bakke. (SJL)

Outlines a strategy for examining the effect of environmentally induced change on organizational behavior. Predicts that organizations will accede to demands to hire more women and minorities but will channel them into positions that are thought to confer the least cost and the greatest benefit on the organization. (Author/IRT)

Explores the debate over the role of law in ensuring equal employment opportunity. The author argues that the overlapping and conflicting regulations, inconsistent results, and general confusion produced by the past encounters between the law and discriminatory employment practices should not be the model for future development of policy.…