The article briefly discusses some findings on women as members of the work force and various employment practices and legislation in foreign countries regarding women. (BP)

The University of Maryland at College Park is committed to ensuring that faculty salaries are based solely upon the contributions and accomplishments of the individual faculty members. The relationship between male and female faculty salaries is carefully monitored. The 1989 female faculty salary reviews (done in relation to the salaries of…

Apprenticeship training programs in Hawaii offer an effective means for men and women to attain skills necessary for productive work. Hawaii's two sources of apprenticeship training are the Apprenticeship Division of the Hawaii Department of Labor and Industrial Relations and Pearl Harbor Naval Shipyard (PHNS). Despite the efforts of these…

This report presents the work of a seminar that focused attention on the occupational segregation of men and women in developing nations in Asia. Chapters I and II give a summary of the seminar proceedings and the full text of its findings. Chapter III is devoted to five resource papers: "Diversification of Women's Occupations: A Regional…

Under the auspices of the American Association of School Administrators and the Ford Foundation, Project AWARE (Assisting Women to Advance through Resources and Encouragement) in 1981 surveyed the United States territories as well as all 50 states and the District of Columbia. Data were gathered from chief state school officers on school…

A journeywoman machinist and civilian employee at Robbins Air Force Base in Georgia (the first woman to complete a machinist apprenticeship program run by the Air Force), says that it is not unattractive work for a woman. (Author/AJ)

This paper discusses two federal programs designed to promote equal employment opportunities for women. It analyzes the impact of the federal contract compliance program (affirmative action) and Title VII of the Civil Rights Act of 1964 on the absolute level of the earning of black and white working women over the 1967-1974 period. It was found…

In light of changing statistics about women in the labor force since 1960, the author discusses possible trends related to working women in the future. In 1962 the labor force participation rate of all U. S. women was 36% and of mothers, 34%. By 1975 these rates increased to 43% and 47% respectively. Unfortunately, women still seem to be taking…

This presentation reports on a study of the participation of women in public school administrative positions for the St. Louis Metropolitan Area (1968-9 through 1975-6). While the numbers and percentages of women in administration generally increased, these findings need to be qualified. First, when the number of administrators increased, men…

The movement for equality of women is by no means something new in the United States, but the changing life-patterns of women in the work world, the recent legal basis for equal opportunity, and the modification of sex roles and aspirations due to elimination of bias in elementary and secondary schools are causing important changes in society that…

This bibliography covers the laws and conditions governing the employment of women. Included are books, articles, pamphlets, and government publications dating from 1959. Topics covered include: (1) Legal Aspects, (2) Discrimination in Employment, (3) Difference in Pay, (4) Professional Opportunities, and (5) General. Two supplements are available…

The role of women in management has become a topic of interest and importance during the last few years. This bibliography was compiled as a contribution to the Krannert Graduate School of Industrial Administration's seminar, The Emerging Role of Women in Management, held March 19, 1976. The materials included have been limited to those dealing…

Author discussed industry's need to fulfill its supply of competent managers. She suggested what companies can do to stimulate the utilization of women's talents as managers. A program was described starting with an appraisal of a company and how women can fit into the program. (RK)

Notes that an affirmative action plan for women in educational research should be a policy document, not simply a passive statement of principle including more than a statement for commitment, goals and timetables. (Author/AM)

Severe discrimination against women in the medical industry is reviewed, including barriers to female appointments in prestigious positions, antagonistic atmosphere in the learning environment, frequent misconception about the career attachment of females, and nonsupportive environment for female staff in teaching hospitals. (LBH)