The Women's Bureau works to improve the economic status of women by seeking equity in employment policies. The Bureau has completed several pilot projects serving different populations of women and providing training in job skills, job readiness, job placement, support services, and information sharing. This document presents a program guide…

Reports results from an annual survey of newspaper help-wanted advertisements for secretarial jobs. Results indicate that the job market is strong, with over 25 percent more advertisements than in 1987. Reasons for this growth are presented, along with breakdowns on job classifications, employer types, and job requirements. (CH)

Reviews provisions of the Americans with Disabilities Act that affect the public sector; examines in detail the concepts of reasonable accommodation and undue hardship in the act and in Equal Employment Opportunities Commission interpretations. (SK)

The state of Maryland Interagency Committee on Public School Construction has attempted to improve minority business-enterprise participation in public-school construction projects funded through the state's Public School Construction Program. This report describes outcomes of the committee's efforts during fiscal year 1995. The first section…

This staff report presents data on tenured and non-tenured female faculty employment in Kentucky's university system and an analysis of employment patterns of the state-supported institutions of higher learning. Among the findings are the following: (1) the addition of 306 women teachers to the tenure system lifted both the number and percentage…

The earnings gap is the difference between the percentage ratio of women's earnings to those of men and 100 percent. In 1988, the earnings gap for hourly earnings was 26 percent; for weekly earnings, 30 percent; and for annual earnings, 34 percent. Although the direction over the past decade is toward greater equality, the pace is extremely slow.…

This report summarizes employment and employment training activities in California during 1981-82; provides a retrospective view of programs operated in California under the Comprehensive Employment and Training Act of 1973 (CETA); discusses the Job Training Partnership Act of 1982 (JTPA), the Federal Program that replaced CETA and is expected to…

Provides an overview of technology education. Defines the field, identifies opportunities within the field, and comments on the role of the International Technology Education Association. (CH)

Illustrates employment trends and projections in high technology occupations. Indicates that the small size of high technology industries limits the number of jobs that will be available. (SK)

Surveys the Black family's position vis-a-vis housing, in terms of "no-children" policies, home ownership, and fair-housing and equal opportunity laws in practice. Argues that the future looks no more promising than the present and that Blacks must mobilize to preserve their neighborhoods. (CMG)

Although progress has been made in solving problems faced by nontraditional workers, much remains to be done. Negative attitudes, lack of information about possible positions, and lack of training are all obstacles encountered in nontraditional occupations. (SK)

Describes search by graduate advisor at the University of Victoria in Canada to find data regarding types of jobs available to person with degree in counseling. Includes characteristics of counseling positions available in British Columbia, areas of focus most likely to be advertised, and frequency of job titles. Concludes that considerable…

Notes that data on working for the nonprofit sector is not readily available to college students who are involved in career decision making. Identifies 10 myths about work in the nonprofit sector and discusses facts for each myth that reveal the myth to be untrue. (NB)

Discusses opportunities for careers in health care field. Claims there are many good reasons for students to consider a health career including prestige, job security, and the chance to fulfill a personal desire to help other people. Concludes anyone considering a career in health could not have picked a better time to move into the field. (ABL)

Compares the skills of student affairs personnel to those required in other management jobs. Notes that many individuals choose or are forced to leave student affairs field at mid-career and examines reasons why this occurs. Suggests that student affairs education and experience can have salutary effects even if an individual leaves the field.…