In this booklet, information to assist superintendents, personnel directors, and their official recruiters in locating, recruiting, assigning and promoting qualified women and men of diverse racial and cultural backgrounds is provided. Employee concerns are outlined. Specific suggestions are given for ways of recruiting women and minorities.…

The arguments in favor of preferential treatment for some groups are faulty. An examination of these arguments is included. Although victims of discrimination should be helped, programs should promote race-, gender- or ethnically conscious hiring. Affirmative action has led to a increase in bureaucratically-caused discrimination. (PS)

Article discusses performance on tests of black and white employees in selected civil service and private industry jobs. Test results are then contrasted with actual job performance according to specific criteria and supervisors' evaluations. No tests used permitted valid prediction of job performance for both racial groups. (PD)

Job applicants should be prepared for an interview by doing research on the company and being properly dressed and groomed. To avoid being hired as tokens, minority applicants should ask about stability rate and executive achievement of other minority employees. (JAC)

Uses the "New York Post"'s history to demonstrate the state of minorities in the newspaper industry. Cites several other newspapers to indicate the status of minority hiring and advancement. Explores the difficulties claimed by them regarding the hiring of minorities. Discusses specific cases of racism and discrimination. (JS)

We assume, for the sake of argument, that the sole purpose of colleges and universities is the advancement of knowledge through teaching and research, and that academic merit, as defined by each discipline, ought to be the only relevant criterion in admissions and hiring decisions. Even on this restrictive set of assumptions, we argue that hiring…

This is the twenty-eighth of a series of studies conducted to determine variances in industrial employment practices of Negroes and to develop appropriate hiring policies. This particular study sought to examine current racial employment policies in the furniture industry within the context of the industry's structure and history. Interviews with…

Examines the need for affirmative action, investigates why it may be needed in terms of contemporary racial attitudes, and considers ways of reducing intergroup conflict and tension surrounding this issue. It argues how affirmative action is more effective than passive equal employment opportunity policies and discusses policy and research…

Explores the concept of "effective help" in affirmative action to remove the stigma of branding policy recipients as being "preferentially selected" and implying a lack of ability. Argues that help must conform to societal values and that, if it is directed toward removing discriminatory barriers, it does not produce these…

Discusses the role that academic libraries play in encouraging cultural diversity on university and college campuses to support efforts to recruit and retain minority students and faculty. Strategies developed at Bowling Green State University to increase library hiring of minority student workers are described. (Contains 10 references.) (LRW)

Estimates the unauthorized U.S. labor force and explores the methodology for estimating hard-to-detect populations. Findings from a sample of 3,169 businesses suggest that a large proportion of the unauthorized labor force uses fraudulent documents without the knowledge of their employer. (GLR)

This handbook provides public libraries with a source of hints, ideas, and suggestions to increase the diversity of their personnel in a non-discriminatory manner and with equality in personnel policies. The guide includes the following sections: (1) Why This Handbook?; (2) Getting Started; (3) Policy Statement--creating a policy, examples, and…

An essential first step in the investigation of employment discrimination is establishing that the selection procedure has had an adverse impact. The 80% rule and statistical significance (as determined with a chi-square test), two methods of assessing adverse impact, were compared considering the variables: number of applicants (N), proportion of…

The purpose of this discussion is to examine the response of various organizations to Affirmative Action mandates, and to point up instances of practices which have met with both success and near failure. Since colleges and universities have seemingly grown more like big business and industry, they have become more political in their orientation…

This study identifies factors associated with the successful hiring of Hispanic faculty in Texas. It focuses on institutional, environmental, and recruitment factors in its examination of hiring patterns in Texas community colleges, where Hispanics continue to be severely underrepresented among faculty. College administrators and Hispanic faculty…