The authors present solutions, gathered from a survey of over 100 large cities, to recruitment problems centering on women and minorities for jobs that have traditionally been dominated by White males. They also offer ideas to aid in the elimination of artificial barriers that have traditionally hampered affirmative action progress in the fire…

This publication highlights Ohio programs that offer successful ideas for recruiting students into nontraditional programs and promoting interest in vocational education in general. Six programs are described: (1) Parent Enrollment Counseling (Great Oaks Joint Vocational School District, Laurel Oaks Career Development Campus, Cincinnati), a…

Despite the existence of a college-wide Committee on Access, Equity, and Cultural Diversity and other efforts, minority retention rates at Illinois' Parkland College remained disproportionately low. In 1996, the college received a grant through the Higher Education Cooperation Act to develop an approach to recruit and retain minority students.…

Data about managerial positions and applicants were collected in an attempt to draw conclusions about the extent to which gender and ethnicity relate to the outcomes of the search and screen process for middle and senior management positions in academic libraries, and to determine any effects of affirmative action on promotion from within.…

A study comparing the commitment to social change of college students in 1978 and 1988 is presented, focusing on those issues that directly affect black students. The responses of 541 incoming freshmen attending the 1988 orientation program at the University of Maryland, College Park, were compared to those of 1,091 freshmen who attended the…

Three articles about masters's level library and information science students discuss factors to be considered in diversifying a historically homogeneous student body; strategies for multicultural admissions and recruitment; and the importance of field experiences in preparing information professionals for diverse employment opportunities.…

Currently, there are 16 program-funding sources supporting 125 projects in California community colleges designed to serve underrepresented students, disabled students, and gender equity concerns. These projects are administered through the following six units: (1) Educational Standards and Evaluation; (2) Transfer Education and Articulation; (3)…

Clarifying guidelines are presented for use by California community college districts in interpreting Title 5 of the California Administrative Code, which requires the adoption of employee affirmative action plans, including goals and timetables to increase the number of ethnic minorities and women in district employment. Following material on the…

These guidelines for California's community colleges specify required elements of a staff diversity/affirmative action plan, recommend sound practices and activities that will maximize the likelihood of success, and provide information on, and required elements of, related issues such as sexual harassment, handicap discrimination, and AIDS in the…

After it was determined through equal employment opportunity (EEO) data that women and minority groups are underrepresented at all levels within the education specialist occupational series of civilian employees of the Navy, a study was conducted to design a program to encourage Navy managers to recruit, hire, develop, and promote women and…

This affirmative action and staff diversity plan was developed to specify strategies and assign responsibility for increasing the number of qualified minorities, women, disabled, and members of other underrepresented groups who staff California's community colleges. Introductory comments explain the rationale behind the plan, indicating that…

The two two-page briefs in this packet focus on nontraditional careers and nontraditional students and how to recruit and teach nontraditional students. "What Do We Know about Nontraditional Careers?" notes that men and women still tend to work in careers that are traditional for their sex, although the numbers of men and women choosing…

The Sex Equity Program at Santa Fe Community College continued to foster innovative approaches to overcoming sex-role stereotyping and discrimination in vocational education, training, and employment. It focused on four major areas: awareness/recruitment; education of students and staff at the college; support/job placement for enrolled…

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…

This handbook contains materials from a guidance project to provide for articulation between vocational instructors and guidance personnel for more effective placement of disadvantaged persons into vocational programs. Contents include two workshops and a series of career planning and vocational strategies. The first workshop addresses the issues…