This chapter reflects on the civil rights movement and affirmative action at the University of Virginia from the 1960s to 1999, when affirmative action was challenged by people claiming that it discriminated against new groups. It describes how affirmative action changed the author's teaching at the University as he challenged deep-rooted racial…

Discusses implications of "Bakke" and "Adams v Califano" on minority group admissions to colleges and graduate and professional schools. Holds that affirmative action programs are too stratified and that States should design such programs to cover the entire spectrum of elementary, secondary, and higher education. (Author/GC)

Outlines a strategy for examining the effect of environmentally induced change on organizational behavior. Predicts that organizations will accede to demands to hire more women and minorities but will channel them into positions that are thought to confer the least cost and the greatest benefit on the organization. (Author/IRT)

The Office of Federal Contract Compliance Programs (OFCCP) can initiate a compliance review of any company receiving a federal contract. The OFCCP equal opportunity specialist looks for discriminatory patterns of hiring, firing, promotion, and pay. Any company not complying with recommendations of the OFCCP may be prevented from obtaining future…

The improvement in the enforcement of equal employment opportunity and affirmative action during the first year of the new consolidated Office of Federal Contract Compliance Programs is detailed. With only one federal agency responsible for enforcement, contract compliance has been enforced consistently. (RLV)

Reviews Cole and Barber's "Increasing Faculty Diversity: The Occupational Choices of High-Achieving Minority Students," which has aroused controversy because its findings bear directly on the University of Michigan's affirmative action cases. Cole and Barber surveyed minority and white students in Ivy League, elite, and historically…

Reviews recent data on community college personnel, arguing that little progress has been made in terms of institutional diversity. Proposes three facilitating activities for increasing diversity: identifying and targeting gatekeepers, or individuals who control recruitment and hiring; implementing clear and effective processes; and rewarding…

Asserts that there is a need in all higher education, including the health professions, for racial, ethnic, and other kinds of diversity, and describes two court cases involving the University of Michigan's affirmative action admission policies. Discusses why "colorblind" and "socioeconomically oriented" admission policies do not work. (EV)

Surveyed medical students about the relevance of racial diversity (among students) in their medical education. Students reported contacts with diverse peers greatly enhanced their educational experience. They strongly supported strengthening or maintaining current affirmative action policies in admissions. (EV)

Asserts that affirmative action is so contentious because it is not a true regime of group rights, discussing: when a group is not a group; black Americans and interest group pluralism; black Americans and corporatism; the prescience of black nationalists; the Mexican American Legal Defense and Educational Fund; when an organization is not an…

Suggests the following strategies to facilitate successful recruitment of women and minority faculty: (1) develop team approach; (2) apply flexible criteria; (3) participate in networks; (4) advertise in nontraditional places; (5) look beyond publication lists; (6) promote cultural diversity; (7) plan to spend money; and (8) communicate an…

Arguments for more affirmative action measures to increase the number of minorities on college faculties have been insufficient because the real aim has been to bring about dramatic equalization of conditions through preferential hiring and proportional representation rather than concentrating efforts to help children succeed in school. (MLW)

To pass the Supreme Court's "strict scrutiny" test and be held constitutional, an affirmative action minority-set-aside program must satisfy a two-part test. Remedies must address past records of local discrimination and be aimed only at specific groups victimized by such discrimination. Impacts on schools are assessed. (MLH)

The University of Virginia admits proportionately more blacks and children of alumni than other groups. Some other groups also get preferential treatment in admissions: athletes, musicians, artists, applicants from rural areas, children of faculty, female scientists, and other minority group members. (MSE)

Over the past 20 years, the status of women in higher education has marginally improved. This status report focuses on affirmative action's role in hiring and retaining women in higher education, the hostile work environment facing women and minorities, adverse policies affecting African-American women faculty, rank and salary inequities,…