The author believes that protective legislation in Australia has made women second-class citizens. He argues that while the elimination of discriminatory laws may help to improve women's employment prospects, the real need is for a concerted attempt to change attitudes that deny women equal opportunities in training, appointment, and promotion.…

Includes "High-priced Slot in the World of Work" (Zhang); "From the 'Strategies' of Nairobi to the 'Platform' of Beijing"; "Out of the Shadows toward Global Recognition" (Mehra-Kerpelman): "Returning to Work: A Challenge for Women" (Klein); "Women at the ILO (International Labour Organisation)";…

Discusses the current position of women in society and indicates that, although progress has been made, many do not enjoy the fruits of the economic development to which they have contributed. (JOW)

This study explores the differing views of Black and White female managers regarding access to key career opportunities for White women and women of color. Items addressed include access to hiring, promotions, key assignments, salary increases, acknowledgment for work, and mentors. Access to each is described by comparing White women and women of…

Sexual harassment under the Equal Employment Opportunity Commission guidelines involves unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, as it applies to males or females in business situations. Harassment is discriminatory when females must act differently than males in order to…

In their roles as writers, editors, and photographers for community newspapers, women helped to record the economic, social, and political fluctuations that comprise the past. In villages and towns, however, the boundaries of and limits on acceptable female activity were as strong as they were in the cities. Women in community newspapers may have…

A study examined the status of women in the creative departments of advertising agencies. In November 1987, questionnaires were sent to the creative directors of the 196 member agencies of the Adcraft Club of Detroit (the largest advertising club in the nation). Sixty-four questionnaires were returned. Answers and comments from the directors…

Comprises excerpts from a discussion on issues related to women in educational administration. From an examination of "the problem," the group moved on to consider some possible steps towards solution. (Author/WM)

AMERICAN WOMAN POWER NEEDS TO BE MORE FULLY UTILIZED TO MEET THE NATION'S MANPOWER REQUIREMENTS. PROFESSIONAL AND TECHNICAL OCCUPATIONS ARE THE FASTEST GROWING CAREER FIELDS, AND MEN ALONE CANNOT MEET THEIR MANPOWER DEMANDS. CLERICAL WORK AND SERVICE OCCUPATIONS ARE EXPECTED TO SHOW THE SECOND AND FASTEST RATE OF GROWTH. SALES OCCUPATIONS ARE ALSO…

Utilizing guidelines provided by the United States Department of Justice and the Federal Government, the Utah Advisory Committee concludes in this report that all five criminal justice agencies it investigated in Salt Lake City and County are deficient in providing equal employment opportunity for women and minorities. Findings, recorded in tables…

Perhaps the most significant challenge of the 1970's will be the effect the women's rights movement will have on the nation's established institutions and the extent to which the nation responds to the call of women for equal opportunities. Social pressures and expectations have been, until recently, such that women simply have not opted for jobs…

Discrimination against women in public employment may soon be coming to an end. Since 1972, when the Equal Opportunity Act was expanded to include public schools, the cause of women's rights has been gaining momentum. Today, although there are no quotas for women and men in education, many districts are under affirmative action mandates to move…

The Bell system is the largest nongovernmental employer of people in the country, and over 50 percent of the people employed by its systems are women. This paper deals with the new personnel policies concerning women within the Bell system; in particular, it describes the AT & T Management Assessment Program (MAP), the vehicle used to identify…

Many have asserted that high female labor turnover imposes costs on employers which induce firms to discriminate in hiring and pay against women. This study examines male and female quit data and draws two primary conclusions. First, women are less likely than men to quit for job related reasons although women do quit more often because of…