Recently, higher education institutions were mandated by law under Executive Order 11246 to develop systematized and action-oriented procedures aimed at eliminating discrimination in employment opportunities and conditions on the basis of race, color, religion, national origin, or sex. The end product of such a program development has been labeled…

This paper explores the dimensions of a law, Affirmative Action, and its impact on a university. Section 1 concerns legal aspects with emphasis on historical and legal perspectives of affirmative action; a summary of the guidelines and compliance procedures for administrators; and the legal implications of Affirmative Action as they may affect…

This Affirmative Action Plan was designed to eliminate discrimination against women at the University of Pennsylvania. Thirteen steps are recommended: (1) issue a public statement recognizing the existence of discrimination against women at the University; (2) instruct the committee on the budget and inform the President's and Provost's staff…

The Affirmative Action Plan of Ohio University is described. Emphasis is placed on policy; purpose; responsibility for implementation; dissemination of policy and communication of related measures; university policy procedures; affirmative employment practices; administrative internship program; educational programs and services; child care…

Discusses how a multi-racial female/male consulting team, operating external to organizations, understands, advocates and implements a comprehensive affirmative action change program. The essay is limited to organizational rather than societal change problems. (Author/AM)

The legal issues that have led to today's affirmative action programs are reviewed and interpreted. Several studies are reviewed that illustrate the complexity of the equal employment opportunity issue and point out some areas for research that would aid organizations in successfully integrating their work force. (Author/MLF)

The number of women in educational administrative positions is declining even though federal legislation and affirmative action programs exist to remedy the problem and research has shown women to be effective leaders. (Author/IRT)

Examines the debate over affirmative action and reverse discrimination, and discusses how and why the present dilemma has developed. Suggests that organizations can best address the problem through an honest, in-depth analysis of their organizational structure and management practices. (JG)

"Last hired, first fired" layoffs threaten gains made by women and minorities in equal employment opportunity under the Civil Rights Act of 1964. The author reviews and analyzes legislative and judicial history of Title VII and concludes that, contrary to recent cases, the courts have the power and duty to preserve these gains even in…

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)

Justice Powell's conceptualization of sex discrimination in the Bakke case is analyzed. Implications of this analysis for affirmative action for women are considered, and the court's approach to affirmative action for minorities is rejected as applying to women's rights. An alternative approach to affirmative action for women is outlined.…

Examines the effectiveness of two provisions to prevent employment discrimination: Title VII, Civil Rights Act, 1964 and Executive Order 11,246. Inadequacies of federal civil rights enforcement are analyzed and policies that might fight discrimination are examined. Available from Rutgers-Camden Law Journal, Rutgers School of Law, 5th and Penn…

Argues that affirmative action policies have been helpful in integrating women and minorities into the work force and into college athletics. Progress in women's sports should be a model for all minority groups, but affirmative action programs should be strengthened and further integrated into college athletics and the workplace. (SLD)

A scale designed to tap into a new type of gender prejudice, called neosexist beliefs, is proposed. Investigated antecedents and consequences of neosexism. Tested predictive model and the effects of neosexism and collective interest as related to Affirmative Action (AA). Found support for AA program and evaluations of women's qualifications were…

Although affirmative-action policies have provided employment opportunities for both male and female ethnic minorities in higher education, minority women's appointment to high-ranking faculty and administrative positions lags far behind that of men. Affirmative-action and diversity programs must continue to counter society's racist and sexist…