Minorities and women seeking their much-touted stake in the cable television industry are finding that there are far fewer jobs than anticipated and promised. Jobs that do exist are mostly in the lower echelons of the industry. (GC)

The distinguishing mark of the "New South" is not stable economic prosperity for the wage-earning population and their families, but rather the absence of institutionalized, public racial segregation. (Author/GC)

In this excerpt from an address to the 1982 meeting of the American Educational Research Association, the director of the National Institution of Education reaffirms the Institute's commitment to equal education and quality education and outlines priorities for the funding of educational research in the 1980s. (Author/GC)

Presents observations and comments based on a large-scale field study of youth unemployment. Discusses the inappropriateness and futility of some government programs and the needs of young people that are frequently forgotten in view of institutional demands. (MK)

Recent developments in equal pay, equal employment opportunities, women's involvement in trade unions, and the impact of women's work on family life and national development are reviewed. (SK)

Describes five steps in establishing standards for equity programs: (1) specify affirmative action-equal opportunity objectives; (2) think through expected outcomes; (3) validate priority statements and expected outcomes; (4) specify categories within institution to be affected by standards; and (5) review priorities and objectives that guided…

Discusses visit of Japanese executives to four California colleges (University of California at Los Angeles, California State University at Long Beach, California Institute of Technology, Stanford University) and several U.S. companies. Describes reactions of Japanese executives, U.S. students, and U.S. executives. (ABL)

The employment experiences of women in the United States between 1976 and 1985 are discussed generally in this report. Following a summary of major developments, the report is divided into six parts. The first part describes the economic aspects of changes in womens' economic status. Their labor force status is assessed and characteristics of…

Refutes seven myths that keep employers from welcoming disabled persons into the workplace. Myths include higher turnover, lower productivity, greater safety risk, higher cost, more demanding, embarrassment, and incompatibility. Makes recommendations for managers. (CH)

Demonstrates how the concept of "affirmative action" evolved from a vague reference to remedial actions to specific programs involving numerical hiring and seniority arrangements. Focuses on the legal/governmental definition of affirmative action and indicates some of the reasons for the changing definitions. (PS)

Considers employment and career opportunities that will prevail from the present to the year 2000, with emphasis on the projected labor shortage. Looks at possible effects of increased technology and shifts in industrial output, and at changes in the size and characteristics of the population. (Author/NB)

Presents the United States Supreme Court's decisions in Wygant v. the Jackson Board of Education and in International Association of Firefighters v. City of Cleveland. Explores the decisions' more general applications to voluntary affirmative action plans. (PS)

Coming from a variety of disciplines, manufacturing engineers are keys to industry's efforts to modernize, with demand exceeding supply. The newest and fastest-growing areas include machine vision, composite materials, and manufacturing automation protocols, each of which is briefly discussed. (JN)

As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

Examines assumptions implied in research on equality and asks whether they impose unnecessary limitations on the range of on-the-job training strategies an organization uses. Suggests that it is time for a different approach that would enhance and complement current research. (CH)