The fastest, surest way to end affirmative action and similar laws is to comply to the point at which the laws have little need and no more meaning. (Author/IRT)

Points out that the first step in the accommodation process must be an executive-level policy that affirmative action for the legally defined handicapped population will be a top priority and that many accommodations are more a matter of ingenuity than of dollars. (Author/IRT)

This article explains how proposed Equal Employment Opportunity Commission (EEOC) regulations attempt to circumvent the case of Weber vs Kaiser Aluminum Corp. by providing employers with backpay immunity in reverse discrimination suits. (Author)

(1) Centralize organizational responsibility for affirmative action. (2) Conduct an organizational audit related to the Equal Employment Opportunity Act. (3) Implement affirmative action as an administrative responsibility. (Author)

Blacks still suffer from the effects of past discrimination combined with continuing discrimination based on negative stereotypes and irrational prejudices. That disadvantage must be overcome through vigorous affirmative action programs. (Author/IRT)

Describes a program that replaced trail-and-error hiring with a reliable and effective approach that includes recruitment, placement, and promotion for qualified disabled employees. Emphasis was placed on avoiding stereotypes in dealing with the handicapped. (Author/IRT)

Affirmative action legislation has made a difference in the job climate. The difference is affecting younger women most strongly, but older women are also being affected. (Author/IRT)

Briefly outlines the most significant provisions of the federal Uniform Guidelines on Employee Selection Procedures and suggests a practical, responsive course of action for employers. (Author/IRT)

Uses a question-and-answer format to amplify the "Weber" decision and explain how the case affects an employer. Is particularly concerned with the role of quotas in affirmative action plans. (IRT)

Describes a staffing matrix that provides a concise summary making it possible to compare race and sex groups on any staffing action. (Author/IRT)

Senator Orrin Hatch argues that affirmative action is illegal, immoral, and won't work. (IRT)

Discusses the impact of federal regulation (primarily that of the Equal Employment Opportunity Commission) in the area of personnel selection. (IRT)

Use of an experiential learning approach in which participants learn from data generated in exercises, cases, and role-playing has a lasting impact when participants return to their jobs. (Author)

Outlines a system to standardize the employment interview by making the connections between job tasks, interview questions, and hiring decisions more clear and direct. The system was created to meet the Equal Employment Opportunity Commission standards for tests because those standards also apply to interviews. (Author/IRT)