The under-representation of women in Science, Technology, Engineering and Mathematics (STEM) disciplines has been well documented. We discuss an affirmative action recruitment strategy from the University of Melbourne's STEM disciplines where only female applicants were eligible to apply for academic positions. This strategy has been very…

This autoethnographic cross-case study articulates a set of field-tested strategies, focusing on how White-dominated teacher-preparation programs (TPPs) could recruit a greater number of teacher educators who are Black, Indigenous, and People of Color (BIPOC) by actively designing, implementing, and modeling equity-conscious recruitment practices.…

Women and people of colour are underrepresented in physics in many parts of the world, to the detriment of the field. How do academics' beliefs about the role of 'brilliance' in career success contribute to these representation gaps, and what can be done to address them?

Beyond the statistics, the underlying causes for women's absence as academics and leaders in higher education institutions (HEIs) in sub-Saharan African countries have not been sufficiently understood. Taking Ethiopia as an example, this study offers unique insights into the careers of female academic staff. The study employed exploratory…

While there is extensive research on educational leadership and management, the selection of leaders has received comparatively little attention. This article examines how educational leadership is constructed through the selection process in the context of a qualitative study of Irish education. It highlights the tensions that can exist for…

The literature opposed to affirmative action in hiring, granting tenure and promotion in the university claims that it lowers standards. However, anecdotal evidence suggests that in the decades prior to the institutionalization of affirmative action in the Academy, hiring, tenure and promotion standards were quite lax--resembling an "old boys…

Examined recruitment data for the United States Missile Command from years 1978-1984 to ascertain whether or not the Veterans' Readjustment Program presented a barrier to recruitment of women. Found adverse effects on recruitment of women, noting recruitment efforts successful with one population may present barriers to another. (Author/ABL)

This monograph focuses on the subtle behavioral and organizational barriers that hinder the recruitment, retention, and advancement of women and minority faculty and administrators in higher education today. Specifically the monograph explores the obstacles that face women and minorities who serve as full-time, tenure-track faculty and…

Data relating to the hiring of academic administrators are presented, showing substantial changes in the hiring process, but little evidence to support the intent of legislation to involve more minorities in academic leadership and management. (Author/MLW)

Affective responses of 169 Hispanic and 196 African American college students were investigated in simulated hiring scenarios involving race-based affirmative action. Findings suggest that the beneficiaries of affirmative action may only be detrimentally affected if they believe they are less qualified than other applicants. Responses of Hispanics…

A survey was undertaken of 102 community colleges in California to determine: (1) managerial practices related to affirmative action; (2) the relationship between the management of Title IX and affirmative action programs; and (3) the extent to which the duties of affirmative action officers are considered full-time or collateral duties. The…

The study explored the role of a written selection examination in defining composition of the work force while complying with legislative mandates. Results suggest two general choices exist with regard to personnel selection, (1) raw scores or (2) race and standardized scores. Agencies should consider social and legal implications. (Author/CH)

The determination of acceptable performance in Thorndike's constant ratio standard of fair selection is considered. It is shown that suitable choice of acceptable performance can make any minority-majority selection disparity consistent with Thorndike's standard. A rule for determining acceptable performance which avoids the Petersen-Novick…

This SPEC Kit and Flyer focus on how libraries gather affirmative action statistics, what types of recruitment practices are used, especially those for protected classes, and what methods are used to retain minority librarians. Of 120 Association of Research Libraries (ARL) libraries polled in 1997, 43 responded to the survey. Survey results are…

In response to concerns about the affirmative action efforts of the Alcohol, Drug Abuse, and Mental Health Administration (ADAMHA), the General Accounting Office examined ADAMHA's personnel management and equal employment opportunity issues. Issues examined included the representation of minorities in the ADAMHA work force, especially at…