The Supreme Court's three 1986 decisions and March 1987 decision concerning affirmative action and their implications for hiring, promotion, layoffs, and admissions in higher education institutions are discussed. (MSE)

The data results and the findings on retrenchment for all of the four major Carnegie Classifications of institutions combined are summarized. Data on current retrenchment policies and practices were reported from 40 percent of the institutions participating in a College and University Personnel Association study. (MLW)

Data on current retrenchment policies and practices of comprehensive universities and colleges are reported and analyzed, including information on the existence of a retrenchment policy, retrenchment between 1974-75 and 1977-78, the retrenchment process, and the impact of retrenchment on affirmative action and employment rights and benefits. (MLW)

A successful affirmative action program requires coordinated effort throughout the institution. This article shares some of the benefits of experience with a three-year-old comprehensive program at Florida State University. (Editor/LBH)

Argues that Title VII of the Civil Rights Act of 1964 has turned into a retreat from nondiscrimination and counsels new approach to determining job-relatedness. Suggests that preferential treatment efforts may have devastating consequences for purported beneficiaries. Suggests specific policy initiatives for improving economic opportunities for…

Studies faculty reactions to diversity enhancement efforts at a large public university. Finds that whites' attitudes were less positive regarding policies relevant to women and minorities than blacks', Hispanics', and Asians' attitudes were. Finds individual race and ethnicity explained differences in attitudes toward diversity programs better…

If diversity is a goal of higher education, it is time to shift emphasis from the faculty search and hiring process to preparation of minority students for academic success. This requires (1) taking more direct responsibility for problems surrounding minority student achievement and (2) assessing whether affirmative action achieves desired…

Affirmative action as a form of regulatory policy may produce a productive cultural mosaic but cannot in itself achieve healthy diversity. A college wishing to diminish discrimination, create a safe and secure work and educational environment, and provide support for family life must institutionalize diversity programs to succeed. (MSE)

The Supreme Court has established that diversity is a compelling state interest with regard to student body diversity in the higher education context, namely medical school and law school. Many educators and higher education organizations view racial and ethnic diversity among faculty as an important educational objective. Faculty diversity is…

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…

This article describes affirmative action counseling for women victimized by sexist practices. Grievance procedures and the responses of women to sexist practices are detailed. (Author/EJT)

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…

Sex bias in performance evaluations has been found in laboratory research as well as in a variety of organizational settings. To explore the effects of hiring practices on performance evaluations and other personnel decisions in an experimental analog of affirmative action, 154 female undergraduates rated a fictitious male or female college…

Discusses a study that analyzed responses to fictitious position-wanted ads of female and minority candidates for administrative positions. (JT)