Resulting from several years of study by the American Assembly of Collegiate Schools of Business (AACSB) Committee on Equal Opportunity for Minorities and the Program to Increase Minorities In Business (PIMIB) Task Force, this report presents a series of recommendations for expanding the number of talented minority students entering collegiate…

Women seeking education administration careers in the 1980's will find their employment opportunities limited by declining enrollments and unenforced affirmative action programs. The informal networks and sponsoring mechanisms aiding men's career mobility are generally unavailable to women. Universities can play a key role in developing pools of…

This study was conducted to identify and eliminate organizational barriers to racial equality in a government department by developing a model of organizational diagnosis and change. Interviews with employees identified various problem areas: the disproportionate distribution of blacks within the department and their over-representation in…

This paper is the result of a symposium called to discuss a two-year, multiuniversity development project which attempted to assist in advancing the role of women in education. The purpose of the project, commissioned by the University Council for Educational Administration (UCEA), was to design, develop, validate, and disseminate instructional…

The planning process and results of a three-year minority student recruitment process in a school of social work are described, including effective tasks and strategies. The recruitment and retention effort consisted of six phases: gauging the environment, preinitiation, program planning and development, implementation, evaluation, and…

Describes the strategies, participants, and activities of the University of Alabama's Project Growth which successfully demonstrated that, with encouragement and training, women and minorities could become more visible, could be appointed to positions challenging the upper limits of their gifts and skills, and could be more productive as…

Attracting high quality faculty and keeping young faculty in good spirits, satisfied in their work, and optimistic about their future are discussed. Emphasis is on attracting and keeping the best qualified women and minority candidates. The problems of two-career couples and joint appointments are outlined. (MLW)

Five women ex-faculty members at Cornell University are suing that institution for sex discrimination. The plaintiffs argue that women faculty are more vulnerable to the negative impact of vague, subjective, and arbitrary criteria used in faculty evaluation because they must also face the pervasive unconscious bias against women. (MLW)

A study of the fairness and utility of race-conscious academic support services offered at law schools finds that law schools should increase academic support for nontraditional students. A University of Oregon program is used to illustrate the potential for program success. (MSE)

The Dade County, Florida, $1.5 billion school construction and renovation project provides an opportunity to promote social change. By 1995 the school board wants to increase to 52 percent the share of construction, purchasing, and special services contracts awarded to businesses owned by minorities and women. (MLF)

Discussion of the effects of cultural diversity on academic libraries and library and information science education examines the impact of demographics on affirmative action recruitment in business and higher education; effects of demographic trends on library and information science professions; faculty attitudes; and library and information…

The University of California's decision to end some racial preferences used in admissions and hiring is seen by some as an admission of long-term violations of federal court rulings, and as an effort to stem a voter revolt against affirmative action. The regents' vote on the policy is expected to be close. (MSE)

In the wake of the University of California's decision not to continue an affirmative action policy in admissions and hiring, the University system claims it will continue to encourage diversity without "using race, ethnicity, or gender" and is investigating ways to accomplish this. Other institutions are looking at how the policy change…

Admissions offices of colleges trying to increase undergraduate student diversity are being criticized for failing to explain their affirmative action policies to prospective students and their parents, resulting in a backlash against affirmative action as white students fear reverse discrimination. (DB)

A 1992 conference on the status of minorities in higher education is summarized. Issues addressed include speech codes on college campuses, sexual harassment and power, minority scholarships, equal access to higher education under the law, and the need to redress both current inequities and the cumulative effect of discrimination in education.…