Your search found 5543 results.

Descriptors:
Academic Freedom; College Faculty; Gender Discrimination; Anthropology; Tenure; Equal Opportunities (Jobs); Females; Court Litigation; Inquiry; Institutional Autonomy; Departments; Educational History; Universities

Abstract:
In 1974, Brown University's Department of Anthropology denied tenure to assistant professor Louise Lamphere. Convinced that her dismissal was the product of sex discrimination, Lamphere filed suit against Brown. Lamphere and three other female scholars who joined her suit successfully pressed Brown into an out-of-court settlement in 1977. Significantly, the settlement required Brown not only to provide redress to the plaintiffs but also to take sweeping action in rectifying its faculty's inequitable gender ratio. While Lamphere's case marked a rare victory for academic women in the male preserve of the Ivy League, this study concerns the bearing of the lawsuit on academic freedom. It argues that academic freedom entails two interlocking principles: freedom of inquiry and departmental autonomy. Lamphere emphasised the former while Brown advocated the latter. Ultimately, the Lamphere case illustrates how academic freedom loses its efficacy when freedom of inquiry and departmental autonomy are decoupled. (Contains 97 footnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website

Descriptors:
African Americans; Civil Rights; Race; Occupational Mobility; Private Sector; Privatization; Public Sector; Governance; Social Change; Work Environment; Males; Racial Differences; Income; Disadvantaged; Equal Opportunities (Jobs)

Abstract:
New "governance" reforms entailing shifts toward privatization have permeated the public sector over the last decade, possibly affecting workplace-based attainments. We examine the consequences of this reform for African American men, who during the civil rights era reached relative parity with whites. We analyze race-based inequities on one socioeconomic outcome-downward occupational mobility-among professionals, managers and executives. Results from a Panel Study of Income Dynamics sample indicate that the "new government business model," characterized by increased employer discretion has disproportionately disadvantaged African Americans. Narrower racial gaps in the incidence, determinants and timing of downward mobility found in the public sector, relative to the private sector, during the pre-reform period (1985-90) eroded during the reform period (2002-07) because of widening racial gaps in the public sector. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website

Descriptors:
Equal Opportunities (Jobs); Minority Groups; Racial Discrimination; Public Agencies; Federal Government; African American Employment; Racial Composition; Position Papers; Change Strategies; Barriers; Employment Opportunities; Employment Patterns; Employment Practices; Employment Statistics; Social Justice; African American Organizations; Research Reports

Abstract:
The U.S. Department of Education Chapter of Blacks in Government (BIG) reviewed and responded to the EEOC [Equal Employment Opportunity Commission Office] African American Workgroup Report. The BIG ED Chapter considered whether: There is any evidence indicating that the number and percentage of African Americans employed by any federal government agency is a variable in the barriers described in the Report. Articulated another way, do barriers still exist in agencies with large numbers and percentages of African Americans relative to the total number of employees in an agency? Do barriers exist in those agencies with small numbers and percentages of African Americans? The recommendations were timely and strategic, given: (1) The Obama Administration; and (2) The increasing numbers of other groups of people of color along with the lower number of Blacks employed by some agencies in the federal government. While the Report included unconscious bias as a barrier, the ED Chapter recommendations urge monitoring out and out racial discrimination and subtle forms of intentional racism. Recommendations include tracking and monitoring the furloughs, layoffs and other adverse actions for Black employees in all agencies, given sequestration. An appendix presents: EEOC African American Workgroup Report. (Contains 7 tables, 38 endnotes, and 9 notes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

 ERIC Full Text (640K)

Descriptors:
Labor Legislation; Employment Patterns; Labor; Labor Market; Minimum Wage; Equal Opportunities (Jobs); Economic Change; Employees; Surveys; Sampling; Role; Correlation; Industry; Salaries; Guidelines; Compliance (Legal); Competition; Costs

Abstract:
Despite three decades of scholarship on economic restructuring in the United States, employers' violations of minimum wage, overtime and other workplace laws remain understudied. This article begins to fill the gap by presenting evidence from a large-scale, original worker survey that draws on recent advances in sampling methodology to reach vulnerable workers. Our findings suggest that in America's three largest cities, violations of employment and labor laws are pervasive across low-wage industries and occupations, affecting a wide range of workers. But while worker characteristics are correlated with violations, job and employer characteristics play the stronger role, including industry, occupation and measures of informality and nonstandard work. We therefore propose a framework in which employers' noncompliance with labor regulations is one axis of a competitive strategy based on labor cost reduction, contributing to the reorganization of work and production in the 21st century labor market. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website

Descriptors:
Females; Higher Education; Gender Differences; Industry; Gender Bias; Equal Opportunities (Jobs); Power Structure; Feminism; College Faculty

Abstract:
The role of gender in the global economy is not represented particularly well by old-school "pipeline" theories of women entering particular industries, whether it is manufacturing, medicine, or college teaching. The pipeline analogy suggests that if women enter a field in equal or greater numbers to men, they will somehow automatically be "piped" into equal or greater positions of power, influence, and compensation. The truth is a little different. Under political arrangements featuring a rhetoric of equality, women may flood into previously male-dominated fields of endeavor, but when they do, there is no magical inevitability to improved circumstances. Gendered workplace segmentation is by no means limited to modestly educated Chinese manufacturing labor. American college campuses exhibit a markedly gendered distribution of power, prestige, and pay closely related to the feminization of certain disciplines, the assignment of women to contingent positions, and the feminization of both teaching and noncompensated service. This perspective complicates the narrative of women's reversal of the campus gender gap that has unfolded since the 1980s, when women started earning more bachelor's degrees. In higher education, women have become better represented, but they are still treated and compensated inequitably. The narrative of women's success via higher education rests on a house of cards. The author stresses that there are more women in business administration, but they are far more common in the dead-end administrative and supervisory ranks of lower management. Rather than a higher-education-fueled income advantage, women--particularly women with children--typically experience a significantly lower return on their higher-ed investment than men. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website

Descriptors:
Females; Womens Education; Arabs; Foreign Countries; Principals; High Schools; Personal Narratives; Educational Administration; Career Choice; Gender Differences; Sex Role; Political Influences; Social Influences; Occupational Aspiration; Equal Opportunities (Jobs)

Abstract:
This article investigates why very few Arab women persevere to become principals in Arab high schools in Israel. It identifies these trailblazers' distinguishing characteristics through the narratives of two Arab women, high school principals, tracing their transition from teaching to management, describing the intertwining of their personal and professional lives, examining their career choices from a gender perspective, and noting the changes they have implemented within Arab high schools in Israel. Research indicates that Arab society still views school principalship as a male role and that women face political and social resistance to attain this role. (Contains 1 table.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website

Descriptors:
Females; Labor Force; Scientists; Sexual Harassment; Gender Issues; Gender Bias; Sex Fairness; Career Choice; STEM Education; Women Faculty; College Faculty; Educational Opportunities; School Policy; Social Discrimination; Federal Legislation; Equal Opportunities (Jobs)

Abstract:
As more women choose careers in the sciences, the stakes are higher than ever before. Having women in key decision-making positions in the scientific and technological work force is critical to the future of society. Successful senior female scientists serve as a prime source of leadership for top academic administrative positions. A more diverse work force in the science, engineering, technology, and mathematics (STEM) fields not only allows women and other members of underrepresented groups to reap the benefits of the relatively high salaries of scientists and engineers. It may also lead to innovations in science and engineering, since people from different backgrounds bring diverse approaches to problem-solving--in the classroom, laboratories, and on the job--that can improve daily lives. Academe continues to improve for women, who represent more than 30 percent of STEM faculty at four-year institutions. Although the percentage drops precipitously at elite research institutions, particularly at the rank of full professor (about 10 percent are women), a 2009 report from the National Academy of Sciences found improving opportunities nationally for women in tenure-track positions at those institutions. Because of Title VII and Title IX, virtually all institutions have articulated policies banning gender discrimination and sexual harassment. Many now have policies that facilitate balancing career and family, during especially crucial life transitions. Although old issues remain with new facets and faces, progress has been made in cultivating female scientists and changing institutional structures. As President Obama has emphasized, to compete in the global market, the United States needs to increase the percentage of Americans graduating from college over all, and the numbers of scientists and engineers. To achieve this, the scientific work force needs to change from being predominantly white and male to reflect the demographics of the population as a whole. Even more than in basic research, applications for technology and inventions depend upon the experiences and ideas of the designers. More women, as well as more diversity in general, in the STEM work force not only helps to guard against bias but may lead to new ideas that will improve life for everybody. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website

Descriptors:
Classification; Occupational Therapy; Disabilities; Child Health; Youth; Interdisciplinary Approach; Pediatrics; Diseases; Participation; Human Body; Environmental Influences; Context Effect; Interpersonal Communication; Interpersonal Relationship; Mobility; Daily Living Skills; Access to Education; Equal Opportunities (Jobs); Sensory Experience

Abstract:
Classifying disability for children and youth has typically meant describing a diagnosis or developmental lag. The publication of the "International Classification of Functioning, Disability and Health: Child & Youth" version (ICF-CY) marks a global paradigm shift in the conceptualization and classification of childhood disability. Knowledge and awareness of the ICF-CY has been slow to diffuse within occupational therapy. Purpose: The purpose of this paper is to foster the integration of the ICF-CY into occupational therapy practice with children and youth. Key issues: Research describes positive trends in using the ICF-CY for cross-disciplinary communication; further clarity and development is warranted around activity and participation categories and functional profiles. Implications: Occupational therapy can contribute to the evolution of the ICF-CY, but must clarify its complementary perspective and knowledge base. If the ICF-CY can be further integrated into occupational therapy systems, it holds promise for shifting practice patterns and creating professional opportunities. (Contains 2 tables and 1 figure.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website

Descriptors:
Depression (Psychology); Asperger Syndrome; Adults; Interviews; Coping; Equal Opportunities (Jobs); Social Support Groups; Anxiety; Interpersonal Communication; Communication Problems; Independent Living; Foreign Countries; Semi Structured Interviews

Abstract:
The experiences of individuals in middle adulthood with Asperger syndrome have been the subject of little previous research, especially in terms of their experience of support services. In the present research, 11 adults with Asperger syndrome were interviewed. Interpretative phenomenological analysis (IPA) was used to interpret the interviews. Four themes emerged from the analysis: living with Asperger syndrome; employment issues; experiences with mainstream support; and future steps towards supporting adults with Asperger syndrome. The findings highlighted the anxiety, depression, and communication difficulties that people with Asperger syndrome may experience. Much of the available support is perceived as unsuitable for individuals with Asperger syndrome. All participants wanted to remain as independent as possible, and believed an individualized approach to support would be greatly beneficial. Recommendations are made for future practice to help support adults with Asperger syndrome. (Contains 1 table.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website

Descriptors:
Learning Disabilities; Equal Opportunities (Jobs); Dyslexia; Foreign Countries; Employment Opportunities; Literature Reviews; Federal Legislation; Public Policy; Civil Rights; Disability Discrimination

Abstract:
The impact of employment laws pertaining to individuals with learning disabilities in Canada and dyslexia in the UK were investigated via the extant research literature. Currently, there is very little research in this area despite Canada and the UK having laws in effect for decades. Surprisingly, their laws have been revamped despite an absence of data that measures impact and effectiveness. This finding is not unlike the Americans with Disabilities Act, reauthorized as the Americans with Disabilities Act Amendments in 2008, without substantive research to guide legal policies and practices going forward. Investigation in this area is needed to seek the positive and negative effects of legislation on those with learning disabilities in Canada and dyslexia in the UK, a high incidence population that finds most employment opportunities in competitive employment. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

Related Items: Show Related Items

Full-Text Availability Options:

More Info:
Help | Tutorial Help Finding Full Text |  More Info:
Help Find in a Library |  Publisher's website