Identifies the quitting and replacement patterns of some occupations in a state civil service in order to examine the relevance both of structural limits on advancement opportunity and of worker characteristics on such patterns and the long-term effects of such patterns on the distribution of men and women. (Author)

Discusses and reviews the role and status of women, using detailed information drawn from eight Western tradition countries, including Australia, Denmark, Finland, France, the Netherlands, Sweden, United Kingdom, and the United States. Also looks at what forces have shaped women's legislation in these countries. (LAS)

A workshop on female dentists in management is summarized. Topics included female dentists' experience in a predominantly male profession, rejection of feminism as a political movement, need to improve female dentists' opportunities, and gender differences in management style. An evolution in women's issues since the 1960s is seen. (MSE)

Addresses explanations for the existence and persistence of occupational sex segregation and empirically tests several of the factors that have been advanced as explanations of continuing sex segregation. Concentrates on high-level professional occupations generally requiring higher education. (JOW)

Explains why women may not be natural opponents of the California Civil Right Initiative (CCRI). The article stresses women's success, or nonsuccess, in the economy comes not from preference-based governmental action, or lack of it, but to other issues. It supports the notion that the CCRI will pass into legislation with the strong support of…

Examines Women into Science and Engineering (WISE) discourse and explains why WISE has had limited success. It argues the WISE discourse limits the space women have to speak of the conflicts and contradictions they experience, and suggests the need for a greater understanding of how subjective experiences of gender and sexuality impinge upon work…

Gender is strongly related to career outcomes among Chicago lawyers. Men and women begin their careers in difference practice contexts, and the differences grow over time. Individual preferences do not fully account for the gender gap. Law school prestige and class rank influence career paths but do not explain the gender gap. (Contains 85…

Large national surveys of faculty afford analysts the opportunity to examine differences in faculty salary based on combinations of all three dimensions--gender, race/ethnicity, and marital status--as well as the possible interactive effects among them. In this study, the authors used data from the 1999 National Study of Postsecondary Faculty…

This paper presents empirical documentation on the under-representation of women partners in public accounting firms and of women full professors in academia. Arguments are based on results of a cohort model which examined women's careers from the time they entered a profession until the time they should have been promoted to either partner or…

Few researchers have examined employee attitudes toward affirmative action and equal employment programs. To examine both the attitudes of various groups within one organization toward Equal Employment Opportunity (EEO) and ideas concerning specific programs suggested by these same groups, corporate employees (N=1,791--or 53% of those surveyed)…

Educational stereotypes are noted to have worked unfairly against women, but a new study reported here demolishes these myths about sex-typings. The practical problem of translating conviction into programs that make a difference is stressed. [Available from America, 106 West 56th Street, New York, New York 10019]. (Author/AM)

Since January 1973, San Diego's National Steel and Shipbuilding Company has hired more than 100 women to fill nontraditional jobs as burners, welders, ways operators, pipefitters, sheetmetal workers, forklift operators, and carpenters. (MW)

Two trainers offer radically different views on the validity of women-only seminars in the training of women for management. Ms. Stengels objects to the further segregation of women from "the party with the most power." Ms. Roberts emphasizes the development of awareness and confidence possible in a risk-free atmosphere. (AJ)

This document concludes that the basic difficulty with comparable worth is that it is an ill-conceived solution to a serious problem and that alternative policies, such as equal employment opportunity legislation or application of antitrust laws, provide means of addressing employment discrimination that are both more effective and less likely to…

This fourth revision of the Affirmative Action Plan (AAP) of the National Education Association (NEA) outlines NEA policy and regulations and incorporates quantitative information on current NEA employment levels and hiring goals for women and minorities. A brief policy statement is followed by a review of objectives, including the general…