This study leverages the theories of racialized and gendered organizations as frameworks to examine a Southeastern school district's aspiring leadership program and hiring practices to determine the extent to which they produce and reproduce gender and race-based norms that promote workplace exclusion for women and people of color interested in…

This study examines the hiring practices for head football coaches at the NCAA Division I Football Bowl Subdivison (FBS) "Power 5" level. The research assesses the hiring practices used by athletic departments and evaluates various components of the hiring process that are utilized when hiring a head football coach. Additionally, this…

Since 1982, the federal government has relied on a decentralized, noncompetitive hiring method and on specialized examinations for entry-level professional hiring. Most agencies are satisfied, and minority hiring has increased. Both methods reflect a focus on selection based on specific job skills rather than on long-term career potential. (JOW)

Attributes Austin Community College's (Texas) success in minority recruitment, hiring and retention to a 10-step plan involving trustee support; an affirmative action plan; faculty support; recruitment, screening, interviewing, and selection strategies designed to enhance minority participation; orientation and support; staff development; and…

Intended to help newspapers--both small and large--attract greater numbers of minority employees to their various departments, this multicolor booklet is in seven sections: (1) Introduction (discussing perspectives, reasons for hiring minorities, and hurdles to jump); (2) To the Publisher; Choices at the Top (including numerous examples of…

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…

Not only must personnel tests be validated in compliance with the Equal Employment Opportunity Commission's guidelines, but a correlation must exist between test usage and the decision process involved in personnel selection, placement, and transfer. Journal available from: School of Business Administration, Georgia State Univ., Atlanta, Georgia…

Article is dedicated to the principle that business and industry can and must overcome some past mistakes in the areas of the recruitment, placement, retention and advancement of minority group people. (Author)

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…

Focuses on the effect of Title VII (Civil Rights Act of 1964) on applicant selection for training. Trainee selection procedures adversely affecting minorities must be job related. Examines court cases, Equal Employment Opportunity Commission decisions, and impact of fair employment laws on training. (CSS)

Specific tactics for blunting affirmative action in the university are organized in five categories: obliterate or contain responsibility, delay responsibility, develop and operate recruitment efforts designed to fail, recruit minorities and women so they will subsequently fail, and delegitimize applicants. (Author)

Refers to Title VII of the Civil Rights Act of 1964 and the Supreme Court's disparate impact interpretation of Title VII in Griggs versus Duke Power Company. Contends that attacks on the Griggs decision are legally unsound and that claims made by advocates of validity generalization are scientifically unsupported. (Author/NB)

Studies conditions under which women and minorities were hired for managerial positions in higher education administration. Determines that odds of a new person hired being a woman or minority is positively affected if the previous employee in that position was a woman or minority. Finds that past segregation is among the leading influences on…

Summarizes data concerning personality measurements as predictors of job performance, and offers responses to frequently raised questions about these measurements in the employment process. It is suggested that measures of personality are valid predictors of performance in all occupations, that they do not adversely impact minority group job…

Specifications were developed to avoid possible discrimination and confusion in the hiring practices at a large southeastern university. They were developed through job analysis and a systematic file search designed to find the education and prior related work experience possessed by each incumbent. The specifications were validated as…