Reviews the Supreme Court decisions in two recent cases involving affirmative action: "Johnson v. Transportation Agency, Santa Clara" and "United States v. Paradise." These two decisions clarify the legality of affirmative action promotion plans. (MD)

The Duke University academic council restored tough language to a resolution of a faculty panel charged with finding ways to improve recruiting of Black professors, also urging Duke to double its number of Black doctoral candidates, set up a postdoctoral program, and support graduate training for Black undergraduates. (MLW)

In its most sweeping endorsement of affirmative action and the first ruling explicitly upholding affirmative action for women, the Supreme Court has upheld voluntary plans that help qualified women and members of minority groups gain jobs traditionally dominated by white men. (Author/MSE)

Colleges must make radical changes in their structure, values, hiring practices, and the way they treat students if they want to attract more minority students and professors. Faculty members are given little incentive to work with minority students. (MLW)

A screening process and personnel forms are described that match selection criteria to actual job expectations for use in determining the best applicants to schedule for job interviews for vacant secretarial/clerical and service/maintenance positions. The applicant evaluation sheet, staff personnel requisition, personnel requisition checklist, and…

Outlines important implications for consideration in developing employment policies prohibiting sexual harassment. The recent Supreme Court decision on a sexual harassment case shows that employers are not "insulated" from liability if courts find harassment in the workplace. Also discusses two other Supreme Court decisions. (MD)

The experiences of a black woman trustee for the University of Illinois are described. Public institutions of higher education are discovering that their viability during the next few decades could rely heavily on attracting and nurturing minority students. (MLW)

The statistical methods used by courts and regulatory agencies to analyze data relating to equal employment and affirmative action are reviewed, along with suggested methods for colleges and universities to produce more meaningful Equal Employment Opportunity management documents. (MSE)

Surveyed administrators of schools of journalism regarding their institutions' programs in the areas of affirmative action, multicultural education, and courses on minorities, racism, and racial issues in American society. (GC)

Surveyed administrators of schools of journalism regarding their institutions' programs in the areas of affirmative action, multicultural education, and courses on minorities, racism, and racial issues in American society. (GC)

The reports on excellence in education ignore the class and race distinctions in U.S. society. Education most needs an effective family policy to cope with the increasing number of female-headed households, especially among Blacks. Minorities will benefit little from affirmative action if we restrict educational opportunities today. (KH)

Presents a survey of 52 black female lawyers in New York City. Focuses on the sociocultural factors that affected career choice, career entry, and establishment within the White, male-dominated profession. These included family background, work history, self-efficacy and esteem, social conciousness, attitudes toward motherhood and marriage, and…

Presents a report prepared by the Faculty Senate/Employee Executive Council Committee on Affirmative Action and Equal Employment Opportunity at the University of Oklahoma. Describes the legal basis for affirmative action; provides recommendations for improving equal employment opportunities at the University; and discusses long-term, effective use…

Presents results of a survey that asked college students their opinions regarding race relations on their campuses, affirmative action, integration strategies, interracial dating, and curriculum dealing with the civil rights issues of the 1960s. (GC)

Notes that the purpose of this paper is not to prove that women are capable of performing in the public service and employment arena, but to prove that discrimination does, in fact, exist despite government claims of equal employment opportunity. (Author/AM)