The five speeches in this publication were presented in 1978 at the 63rd annual meeting of the National Council of Administrative Women in Education. Men and women whose speeches appear here touch on key issues involved in the struggle for sexual equality in management jobs. They focus on a new women's network that is gaining popularity as an…

This manuscript is one of a series of reports on activities supported by the Ford Foundation. Under a recently adopted policy the foundation has expanded its concern for women's rights to include affirmative action considerations in grant-making negotiations. Among the factors now weighed when assessing grant applications are the opportunities…

The study identifies characteristics of young women who, in their occupational choices, do not conform to the traditionally expected female role. Differences are examined in home and family background, personality characteristics, values and attitudes, educational achievement and aptitude, and educational experiences between those women who elect…

The contributions of women to American educational leadership from colonial times to the present have been important but often ignored. According to the author, women have historically suffered from prevailing negative attitudes ranging from masculine fear of economic competition to the age-old theories regarding the mental, physical, and…

The proceedings delve into facets of the women's movement in America and, particularly the effect of women on the national economy. Highlighted are the speeches to the Assembly of Ms. Betty Friedan, Mrs. Catherine East, Dr. Peggy Kruger, Dr. Jean Lipman-Blumen, and Mrs. Phyllis Schlafly, as well as a final report adopted by the Assembly. The…

Of a national membership of 24,000 in the American Institute of Architects (AIA), only 300 are women. Why are there so few women in architecture? Who are they? What kind of work do they do? The author, an architect and a woman, attempted to answer these questions. (Author/RK)

Examined in this study is the extent to which soldiers believe certain military jobs are "appropriate" for women and, in particular, the extent to which these beliefs are related to respondent sex, rank, and expectation of leaving the army before retirement. (Author)

A study of the career progress of 21 executive women reveals no upward movement in a 15-year period. Possible reasons to explain this phenomenon are explored. (Author/MLF)

An analysis of the collegial-friend relationships among academicians in this study indicates that female professors, especially unmarried, have fewer males in their collegial-friend networks than men. It is suggested that isolation from these informal collegial contacts, whether by choice or exclusion, leaves women at a professional disadvantage.…

Recent studies concerning women working in the sciences comment on their history, numbers, education, and employment. It is suggested that further studies on women in non-academic science professions will promote even greater understanding of science and of women, past and present. (Author/KR)

Discusses the status of women in contemporary Japan. Describes their role as mothers and homemakers, the obstacles they face in maintaining developing careers, and the discrimination they face in a patriarchal society. (Author/ABB)

The market principle has not worked. Women have long performed work of equal demand as men, but have not been equally compensated for it. Consitutional law prohibits such wage inequities. Society's resources must be more equitably allocated to make up for and correct that unequal treatment. (PS)

Summarizes a survey of teachers' perceptions of the school promotional system. Presents findings on male/female status differentials, under-representation of women in higher-scale posts, and the possibility that gender-related discrimination operates against the career interests of women. Concludes that women overwhelmingly perceive themselves as…

Results from this survey show: (1) turnover rates--between 7 and 10 percent--are relatively low compared to those in other service fields; (2) although not statistically significant, female turnover rate was 66 percent higher than the male rate; and (3) males are more likely to resign for another position, females to leave the workforce. (CDD)

By disaggregating annual data for 1958-81 by race as well as gender, the author shows that although white women's occupational distribution has remained stable relative to white men's, nonwhite women's distribution has changed dramatically, particularly relative to white women's. (Author/CT)