Reaction to an article by Professor Vincent Harding in the March, 1969 issue of "Negro Digest addressed to black students and faculty in the North. Argues that rather than undermining the concept of the Black University, the proliferation of black studies programs could contribute to its ultimate realization. (RJ)

Discusses various activities at Nashville State Technical Institute to encourage women to enter engineering technology. These include receptions, in-service discussions, rap sessions, employment of women faculty, female recruitment, and publication of a special issue of the Institute's monthly publication ("Print-Out") for women. (JN)

Discusses ways that affirmative action is used in the context of faculty recruitment. Argues that affirmative action should be viewed as a method to achieve positive change within a department and not as a quota. (KEH)

Confidentiality during a superintendent search is essential in order to attract the best candidates. Board members should use confidentiality as a selling tool; use discretion during onsite visits; and make their decision quickly. (MLF)

Reviews the history of affirmative action programs in higher education, and discusses problems in recruiting minority faculty members for library schools. It is suggested that library schools can increase the available pool of minority faculty through mentoring programs and the use of faculty networks. (17 references) (LAE)

Offers suggestions to help committed and concerned faculty and administration successfully recruit faculty of color to their departments. Discusses strategies of commitment, of climate, and of recruitment. (SR)

Discusses the compelling motivations for a department to recruit faculty effectively and efficiently and how to integrate these motivations into the hiring process. Explores different perspectives of chairpersons and new hirees on retaining new faculty. Offers six steps to facilitate retention of new hires. (SR)

Investigates the recruitment of qualified individuals to serve as faculty members for community college business administration departments. Both male and female applicants rated jobs most favorably when the job did not require relocation and the recruiter conveying the job message had a professional background similar to that of the applicant.…

Discusses how business schools, expanding their course offerings to meet student demands, are engaged in a bidding war to employ the few new Ph.D.s in the field. (EV)

Five presidential search experts respond to a query on why there are not more females and minorities leading U.S. colleges and universities today. (EV)

Examined faculty renewal at Canadian universities. Found certain broad trends: (1) the scope of faculty renewal activities is impressive; (2) certain themes dominate, such as multidisciplinarity and use of information technology; (3) faculty renewal has been effective; (4) institutional capability to undertake faculty renewal is dependent on…

The question for higher education is no longer "What should be in the plan for diversity?" but rather "How is that plan implemented successfully?" Many institutions are turning to senior diversity officers to lead campus diversity as it relates to students, faculty and staff. A review of recent higher education job listings…

In its Oct. 23, 2003, publication, Black Issues In Higher Education identified the Rochester Institute of Technology (RIT) as one of a group of universities that have made progress in recruiting and retaining ethnically diverse faculty. As gratifying as that recognition is, it speaks to only part of our intended mission. To be fully successful,…