Affirmative Action and the University: Race, Ethnicity, and - download pdf or read online

By Kul B. Rai

Affirmative motion and the collage is the single full-length research to envision the impression of affirmative motion on all larger schooling hiring practices. Drawing on data supplied through the equivalent Employment chance fee and the U.S. division of Education’s nationwide heart for schooling statistics, the authors summarize, music, and review alterations within the gender and ethnic make-up of educational and nonacademic staff at deepest and public schools and universities from the overdue Seventies during the mid-1990s. Separate chapters investigate adjustments in employment possibilities for white girls, blacks, Asians, Hispanics, and local americans. The authors examine the level to which a two-tier employment process exists. In this kind of approach minorities and girls usually tend to make their maximum earnings in non-elite positions instead of in college and administrative positions. The authors additionally study transformations in hiring practices among private and non-private schools and universities.

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Extra resources for Affirmative Action and the University: Race, Ethnicity, and Gender in Higher Education Employment

Sample text

Nevertheless, despite their educational backgrounds and the increased efforts to promote their employment, Asian females and members of certain Asian groups are less likely to be employed in the public sector. S. 2 percent. Whereas other minority groups tend to be employed in the lower ranks of the federal government, Asians are more likely to hold mid-level management positions. 8 percent of these positions in 1989. In terms of federal agencies, Asians had their largest percentages in the Navy, Veteran Affairs, nasa, and the Environment Protection Agency.

A white backlash, however, had already set in against the affirmative action measures. At the same time, black frustration and anger because of inadequate economic gains had erupted into riots in some cities. It was under these conditions that in 1967 ofcc proposed a Philadelphia Plan, which required federal construction contractors to prepare schedules for hiring minorities. Such schedules were to be prepared before a contract was granted. This test for exploring the “pre-award policy” was initiated a year earlier and faced vehement opposition from the white-controlled construction industry and unions.

Neverthe- Inequality and Representation 25 less, the past history of discrimination in and outside of government has meant fewer opportunities for Hispanics. Asians Exclusion has played a primary role in shaping the employment patterns of Asian Americans. However, with increased efforts to open up immigration as well as greater pressure for equal opportunity, Asian-American employment has improved. Another major factor that has enhanced the employment opportunities for Asians is their professional training and skills.

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