This manual is designed for the equity professional who wishes to increase the participation of women and minority groups in leadership roles in athletics. The model was developed by Educators for Athletic Equity (EAE) and provides a data and knowledge base necessary for implementing a successful athletic equity project. The specific goals…

British laws on education and sex discrimination do not afford girls equality of education. However, Britain's integration into the European Economics Community (EEC) may result in liberalization of laws as a result of European influence. (DM)

This report on sex equity in mathematics and science education focuses primarily on the situation in Washington State schools. The report is divided into eight sections. Section I explains why the problem is an equity issue: Despite progress in other areas, girls continue to lag behind boys in enrollment and achievement in mathematics and science…

The research, based on a March 1988 survey of all Ontario school boards (board and separate), was an attempt to identify and synthesize boards' employment equity/affirmative action policies and practices--in order to ensure that, ultimately, women are more equitably represented within the management positions in education. The findings of 52…

Despite the current need for strong leadership skills to facilitate task achievement, individual development, and social action in an increasingly complex society, women are failing to make significant headway in educational administration. Lack of leadership opportunities for women limits both individual and organizational potential. The problem…

An examination is provided of past and possible affirmative action efforts to improve the representation of ethnic minorities and women in faculty and administrative positions in the California community colleges. A brief introduction states that despite legislative changes and efforts made by the colleges and the Board of Governors, minorities…

The greatest challenge for American industry will be to have management at all levels that is representative of the diversified workforce that is anticipated. Business must ensure fair compensation, healthy working conditions, growth and personal development opportunities, progress in the company, and pride in the value of work itself. (AF)

This document summarizes a report that analyzes the issues affecting the participation of women and minorities in science and engineering. The report makes recommendations for governors, state agencies, and state educational institutions on how such participation can be increased. The current lack of women and minorities in science and engineering…

This document outlines procedures for following the Chicago Board of Education procurement policy of providing fair and representative employment and business opportunities for minorities and women to remediate the adverse affects of historically discriminatory and exclusionary practices. These procedures are to be used in awarding contracts for…

Based on a nationwide survey of existing programs and literature as well as the findings from local focus groups and data collection efforts, this report from the North Carolina Community College System (NCCCS) presents a series of recommendations for the promotion and recruitment of minorities and women for the senior-level administrative staff…

A study of Hispanic participation in administration of the 106 California community colleges (administered through district organizations) counted persons with Spanish surnames listed in the "Directory of California Community Colleges 1981-82" as participating in administration at district or college level. Hispanic administrators were…

In June 1992, Dona Ana Branch Community College (DABCC) in Las Cruces, New Mexico, initiated a self-study to identify changes needed for fuller participation by minorities and women and to establish goals for student, faculty, and staff diversity. The self-study focused on college and program enrollments by gender and ethnicity; recruitment…