Argues that affirmative action for women and minorities works well, continues to be necessary, and benefits the country. Race- and gender-conscious remedies have proved essential and remain so. Recent assaults on affirmative action mean that national leaders must do a better job of educating the public. (SLD)

Reviews Thomas Sowell's book, Civil Rights: Rhetoric or Reality. Argues that Sowell, a critic of affirmative action, rejects the central premises of the civil rights vision and believes that free market forces, demographic trends, culture, and individual choice account for existing race and sex-based statistical disparity. (SA)

Challenges to civil rights and affirmative action in the 1990s are identified. Five cases of racial, sex, ethnic, and reverse discrimination behind the Civil Rights bills of 1990 and 1991 are discussed. The ultimate challenge is to demonstrate that if civil rights litigants win, others need not lose. (SLD)

Reviews legal methods by which local police departments can increase their proportions of women and minority group personnel. Lists various federal agencies with responsibilities in the area of police department employment practices. (GC)

The Office of Federal Contract Compliance Programs (OFCCP) can initiate a compliance review of any company receiving a federal contract. The OFCCP equal opportunity specialist looks for discriminatory patterns of hiring, firing, promotion, and pay. Any company not complying with recommendations of the OFCCP may be prevented from obtaining future…

The improvement in the enforcement of equal employment opportunity and affirmative action during the first year of the new consolidated Office of Federal Contract Compliance Programs is detailed. With only one federal agency responsible for enforcement, contract compliance has been enforced consistently. (RLV)

Argues that affirmative action policies have been helpful in integrating women and minorities into the work force and into college athletics. Progress in women's sports should be a model for all minority groups, but affirmative action programs should be strengthened and further integrated into college athletics and the workplace. (SLD)

The history of the Office of Federal Contract Compliance Programs (OFCCP) is discussed in terms of Executive Order 3832 and subsequent legislation dealing with discrimination in employment. In addition, the current approach to contract compliance as practiced by the OFCCP is described. (RLV)

Argues that equalizing opportunity alone will not bring about equality with respect to the way our society distributes its resources: changing individuals in some fashion without altering social structural relationships will effect a relatively small change in the present unequal distribution of goods and services. (Author/JM)

The Office of Federal Contract Compliance Programs (OFCCP) enforces laws to assure equal employment practices. It also promotes affirmative action programs. The OFCCP, since consolidation in 1979, has expanded its scope, increased its response to consent decrees, imposed workload priorities, and developed a program of management controls. (RLV)

The Bakke decision, the President's civil rights reorganization, and the changes in the Equal Employment Opportunity Commission and at state and local civil rights agencies demand a greater professionalism in civil rights enforcement nationally. (Author/WI)

Notes that the affirmative action effort has taken longer than five years to empirically reduce sex and racial discriminatory practices in higher education, the enforcement effort has been slow, and higher education has stopped growing. (Author/JP)

Discusses the practice of real-estate agents of steering'' minority families to particular neighborhoods when buying homes, and the programs the Department of Housing and Urban Development have undertaken to eliminate that practice. (JM)

The impact of the Bakke decision on affirmative action programs is analyzed in this paper. (EB)

Discusses recent changes in Canada's labor market. Examines the role of "visible minorities" in the labor force. Presents a forecast of anticipated changes for visible minorities in the Canadian labor market by the year 2000. Examines possible changes in the United States' labor market and the implications on Canada. (JS)