Commonalities in women's concerns about women's role in higher education are examined,and the extent to which these concerns can be considered feminist is discussed. Prospects and obstacles to successful feminist leadership and administration are also considered. (MSE)

Women's representation in educational administration positions is inconsistent with the extent of their employment in education (and in management positions elsewhere.) Recent research by F. I. Ortiz reveals two distinct types of career patterns for female educational administrators: the specialist, supervisor, and elementary principalship path…

Differences in men's and women's communication styles affect their interactions with each other. Organizations must be flexible enough to recognize situations in which traditional male values of competition may be most functional and those in which more collaborative, female strategies are more appropriate. Personnel training can help ensure that…

The document presents partial recommendations of a Pennsylvania State University Study Group on the Status of Women at the University. Recommendations concern: family care policy, women's curriculum and programs, non-tenure track policy, staff exempt and staff nonexempt employees, the leadership share, and advocacy for women. Among specific…

The Civil Rights and Women's Employment Equity Act of 1991 establishes standards for analyzing employment practice that has disparate impact on minorities and women, allows damages for on-the-job discrimination, lengthens the statute of limitations for claims, and broadens protection for plaintiffs in "mixed-motive" cases. Implications…

The document presents partial recommendations of a Pennsylvania State University Study Group on the Status of Women at the University. Recommendations concern job assessment and evaluation, recruitment of women faculty, part-time benefits and compensation, and recruitment of women administrators. Among specific recommendations are the following:…

The document presents partial recommendations of a Pennsylvania State University Study Group on the Status of Women at the University. Recommendations concern family-responsive and flexible employee benefits, clerical advancement and development, retention and advancement of women faculty, and sexual harassment of students. Among specific…

The document presents partial recommendations of a Pennsylvania State University Study Group on the Status of Women at the University. Recommendations concern "chilly" classroom climate, dual career recruitment and retention, and employee relations and representation. Among specific recommendations are the following: (1) study the…

This handbook is intended to assist teachers in removing sex bias and sex-role stereotyping from the classroom. Following some introductory thoughts about sex bias and examples of sex bias and school-based sex-role stereotyping, the handbook briefly discusses Title IX of the Civil Rights Act. The rest of the handbook contains 35 classroom…

The final report of the Pennsylvania State University Strategic Study Group on the Status of Women describes activities and presents recommendations concerned with the broad areas of leadership share, structure and quality of University worklife, and structure and quality of the academic environment. Recommendations address the following specific…