Discusses genetic screening in the employment context, which involves identification of individuals hypersusceptible to toxins in the work environment. Examines the status of genetic screening devices against standard testing and legal criteria. (LLL)

Covert discrimination has replaced overt racism and sexism in hiring programs, and relatively few women are hired in line areas. New issues, such as the rights of handicapped and older workers, are beginning to appear. Training and development professionals will be called on to ensure that equal employment opportunity is achieved. (CT)

Barriers to equal occupational opportunities for minorities are examined at three stages of the employment process: the job candidate stage, the job entry stage, and the job promotion stage. (PS)

Reviews the problems that arise at the recruitment, entry, and promotional stages for Black Americans. The problems arise from two interrelated sources: the structure of the situations themselves and the operation of anti-Black prejudice in both its traditional and modern forms. (PS)

Discusses background and decision of United States Supreme Court's first case related to affirmative action based on sex. Concludes that the majority of the Court support the principle of affirmative action when properly applied to overcome a history of both race and sex discrimination. (PS)

Contrasts two views of affirmative action: (1) centralizing control over affirmative action with quotas and (2) making employment decisions that are consistent with sound business principles but which counteract prejudice, expand opportunities for underrepresented groups, and recognize labor market distortions that are unjustified by business…

Affirmative action programs for filling faculty and administrative positions in colleges or universities should: (1) comply with existing law; (2) correct the underrepresentation of women and minorities; (3) enhance the institution's ability to carry out its educational mission; and (4) protect the status and reputation of the women and minorities…

This brochure was written to help those considering a workplace smoking policy. It begins with a set of facts about workplace smoking and discusses legislation in various states concerning smoking at work. The health consequences of involuntary smoking are also explored. Other sections examine the need for workplace smoking policies, how employees…

Reviews family-friendly policies such as flextime, child care referral, job sharing and parental leave; examines how such policies work in postsecondary institutions, corporations, and small businesses; describes curricular approaches to balancing work and family; and lists work and family resource organizations. (SK)

Shared-work compensation (SWC) can provide a method whereby layoffs and unemployment may be avoided by reducing all workers' time. As compensation, workers receive a comparable percentage of their unemployment insurance benefits. Although Western European countries have used work-sharing programs and Canada has implemented an experimental SWC…

The aim of this plan is to provide the reader with an outline of the New York State Education Department's commitment to equal employment opportunity and its obligation to comply with various anti-discrimination laws. These laws include the New York State Human Rights Law, the Federal Equal Employment Opportunity Act of 1972, Section 504 of the…

In most institutions, the faculty hiring process discourages affirmative action. The determination of top administrators is a key factor in success. (MSE)

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)

The author describes Japan's phased retirement system, consisting of the "step down" from a management or supervisory position (commonly in the mid-50s) and the mandatory transfer to a subsidiary company later. The system allows companies to promote younger workers. However, in a depressed industry, the system generally results in…

This fact sheet addresses pay equity, that is, the goal of a fair wage-setting process that eliminates sex and race discrimination. It begins by setting forth the problem through statistics on men's and women's median annual earnings, the occupational categories represented by women workers, and median annual earnings by occupation. A glossary is…