The focus of this article is on discrimination in the use of educational and psychological tests requirements in the hiring of minority groups. (Author/AG)

Here is some research evidence for the ambiguous meanings of the relation between formal schooling, job requirements, and the role of education in redeeming disadvantaged minorities. (Editor)

Article is dedicated to the principle that business and industry can and must overcome some past mistakes in the areas of the recruitment, placement, retention and advancement of minority group people. (Author)

Overall distribution of women in institutions of higher education suggests discriminatory attitudes and practices. (IR)

Examines validity of assumption that women and other under-representative groups in science have an edge in being hired and advanced, discussing academia's "tract record" and obstacles to full participation. Indicates that although advances have been made, inequities persist after hiring, such as in salaries. (Author/JN)

Decisions of the Equal Employment Opportunity Commission (EEOC) and the courts have affirmed that corporate Equal Employment Opportunity officers are quasi-managerial employees. Their primary role is to work with the company and its personnel to resolve problems and foster compliance with applicable employment laws and regulations. (Author/MLF)

Analysis of the mathematics used on the job in many different situations indicated that all observed was related to restricted concrete situations, which was found to soon become familiar to the employee. Calculators and industrial technology were found to contribute towards a reduction of mathematical demands on employees. (Author/MP)

Summarizes a workshop held to analyze the typical arguments for and against comparable worth, assess the practicality of implementing comparable worth should it become law, project the future direction of the controversy, and offer suggestions to employers regarding how to cope with this evolving employment concept. (Author/MLF)

Argues against the ethical value and social utility of the individualistic principles of merit in American education and employment practices. (EF)

Institutions should make decisions of academic merit on the basis of academic achievement and decisions of employment on the grounds of economic sensibility. A person could "get tenure," but be denied employment for economic reasons. The formalization of a status passage would permit a sensible treatment of talented academic aspirants. (MLW)

Institutions using a search committee need to be aware of the expectations, proper functions, and limitations involved. Persons on such a committee should be properly educated and informed on specific aspects of the assignment that might present problems, including advertising, interviewing, and screening. (Author)

Some current controversies in the growing body of equal employment law are examined: wage comparability in the context of sex discrimination; procedural sections of the laws and related litigation; class actions by the Equal Employment Opportunities Commission; the scope of litigation; and the criteria for conferring standing on the plaintiff.…