The role of the affirmative action officer is reviewed, based on profiles of 133 officers in institutions of varying size. Their own perceptions of their jobs are reported along with a report of how institutions view them. (LBH)

This audit identified, in specific details, the socially responsible actions of businesses. (Available from Office of Publications, Graduate School of Business Administration, University of Michigan, Ann Arbor, Michigan 48104; $2.50 single copy.) (Author/IRT)

Demonstrates how the concept of "affirmative action" evolved from a vague reference to remedial actions to specific programs involving numerical hiring and seniority arrangements. Focuses on the legal/governmental definition of affirmative action and indicates some of the reasons for the changing definitions. (PS)

This brief history of equal employment opportunity cases from the Civil Rights Act of 1964 to 1986 Supreme Court cases summarizes the viewpoints of those who don't support it. Librarians are urged to accept the premise that equal employment opportunity is the law and that compliance is in everyone's best interests. (EM)

Examines the implications of one interpretation of employer behavior that may be inferred from the Braddock and McPartland analysis: while many White employers would not reject Black applicants through personal prejudice and discrimination, they are sufficiently uninvolved in the goal of Black employment to use hiring methods that might lessen it.

Presents the United States Supreme Court's decisions in Wygant v. the Jackson Board of Education and in International Association of Firefighters v. City of Cleveland. Explores the decisions' more general applications to voluntary affirmative action plans. (PS)

Review of employment laws affecting libraries includes definitions of qualified personnel, laws pertaining to medical and honesty testing, affirmative action, and sexual harassment. Laws covering crime within libraries are also discussed, as well as problems with existing legislation. (CLB)

The author challenges the assumption that social equality should be the fundamental role of adult education. She also explores reasons for nonparticipation of disadvantaged adults and suggests new roles and research that may improve the ability to serve this population. (Author/CH)

When public institutions have been found guilty of discrimination, court-ordered racial quotas take precedence over both seniority and tenure. Since the Constitution is the basic law of the land, rights based on it supersede those derived from state law or contracts. (LHW)

The Supreme Court issued an unclear decision in "Wygant v. Jackson Board of Education." The case generated five opinions that do not agree on a single set of legal principles to give needed guidance to public officials. Includes discussion of two other cases relating to affirmative action and hiring practices. (MD)

Graduate students from minority cultures were surveyed to assess their academic views of themselves and their perceptions of others' views of their academic ability. Overall, the students strongly support Student Affirmative Action (SAA), however, they believed SAA has been only marginally effective in helping minorities. (Author/BL)

The leadership of higher education, represented by governing boards and presidents, must renew a commitment to affirmative action and equal employment opportunity as a vehicle of social justice, as a model for other institutions of society to emulate. (Author/MSE)

Presents a history of the numerical basis of federal affirmative action programs. Focuses particularly on the Philadelphia Plan and congressional activity since the mid-1960s. Argues that numbers have played a necessary role in attempts to alleviate racial discrimination. (KH)

Student opinions on affirmative action were surveyed in 1977 and 1981 at the University of California at Davis (litigant in the Bakke case). In sum, affirmative action attitude appears to be affected by how the issue is framed, the basic political views of those questioned, who they are socially, and when they are queried. (KH)

Data relating to the hiring of academic administrators are presented, showing substantial changes in the hiring process, but little evidence to support the intent of legislation to involve more minorities in academic leadership and management. (Author/MLW)