In 1999, Florida implemented the One Florida Initiative, a plan to end race-conscious decision making in employment, contracting, and higher education. The proposal for higher education was to replace race-conscious admissions with the Talented 20 Program, a policy that in theory would increase access for underrepresented students without…

Despite 30 years of affirmative action, the full-time tenured professoriate, especially at research universities, is composed almost entirely of white males. In fact, 91% of full professors at research universities are white, and 75% are male. Of part-time faculty, 85% are white, and 64% are male. Illuminating these data makes some policymakers,…

A decision-making or utility theory model (which deals effectively with affirmative action goals and allows standardized tests to be placed in the service of those goals) is discussed as an alternative to traditional predictive admissions. (Author/PN)

Describes a Norwegian government program to improve the status of women throughout the educational system. A quota system has been established to increase female student participation in school and university training programs, where women have historically been underrepresented. The number of female elementary and secondary teachers and…

Offers a model for hiring, developing, and promoting staff which endeavors to synthesize numerous concepts used by business and industry in their human resources development programs. Presents a 23-item checklist for the model and proposes that it be used by community colleges to reach affirmative action goals. (DMM)

The author questions whether advertising and search committees--the new faculty hiring methods brought about by affirmative action--are really more than just window dressing to avoid trouble with the federal government while hiring still occurs very much as in the past. (Author/SJL)

Of the several barriers to women in the professions--discrimination at entry level, limited opportunities for advanced study, limited advancement, role conflict, and role socialization--lack of motivation to persist in the study of mathematics and mathematics-related subjects is one that can be prevented and cured. (MLW)

Concludes that college and university administrators need to be more informed on how qualified females and other minorities become aware of available positions and what recruiting factors are necessary to hire these candidates. (PD)

Looks at traditional and revisionist views on the role of schooling in providing equal opportunity and at issues surrounding affirmative action in higher education and employment. (SJL)

Examines Lyndon Johnson's rhetoric in bringing about a shift in the concept of "equal opportunity" from nondiscrimination to affirmative action through the process of dissociation. Defines dissociation as separating a unitary concept into parts, identifying the less valued part, and reformulating the more valued part. (JMF)

The determination of acceptable performance in Thorndike's constant ratio standard of fair selection is considered. It is shown that suitable choice of acceptable performance can make any minority-majority selection disparity consistent with Thorndike's standard. A rule for determining acceptable performance which avoids the Petersen-Novick…

The data results and the findings on retrenchment for all of the four major Carnegie Classifications of institutions combined are summarized. Data on current retrenchment policies and practices were reported from 40 percent of the institutions participating in a College and University Personnel Association study. (MLW)

Data on current retrenchment policies and practices of comprehensive universities and colleges are reported and analyzed, including information on the existence of a retrenchment policy, retrenchment between 1974-75 and 1977-78, the retrenchment process, and the impact of retrenchment on affirmative action and employment rights and benefits. (MLW)

To get better minority representation in administration, several problems must be solved, starting with better access down below. Lingering racist attitudes must be overcome, and more effective training and orientation provided. The historically Black institutions have a key role to play. (Author/MLW)

Describes a model integration process whereby personnel managers can deal effectively with the accelerated movement of women into nontraditional blue-collar jobs. (SK)