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1.
This paper investigates the effect of statewide affirmative action bans on minority STEM degree completions at US public four-year colleges. The number of minority students completing STEM degrees at highly selective colleges falls by 19% five years after affirmative action bans, while there is no change in the total number of students completing STEM degrees. This indicates that a nontrivial number of minority students only admitted to highly selective colleges because of affirmative action graduate in STEM during periods of race preferences in college admissions. There is no convincing evidence of effects at moderately selective colleges. These findings speak to the recent debate about the extent to which minority students admitted to top ranked colleges due to affirmative action may have higher probabilities of graduating in the sciences if they had attended lower ranked colleges. Results are presented with the caveats that changes in race reporting caused by affirmative action bans may upwardly bias estimated effects, and that estimated aggregate effects may not fully capture all student-level responses. 相似文献
2.
Kogila MOODLEY 《Higher Education in Europe》1992,17(4):43-52
This analysis explores the implications of affirmative action, in its broadest sense, in the educational sphere of a unique multicultural and multiracial society ‐‐ South Africa. It looks at more conventional approaches such as positive discrimination and preferential hiring, on the one hand, and at the process of institutional transformation, on the other. Elsewhere, discussions of affirmative action commonly dwell on institutional access and on admission. Less qualified people, distinguishable on the basis of ascribed attributes such as race, are too often perceived as having been placed in positions for which they are unprepared. Examples of affirmative action procedures undertaken in South African tertiary institutions will . be examined. 相似文献
3.
Jeanne Farrington 《Performance Improvement Quarterly》2012,25(2):107-114
With the obvious gains in pay and employment equity for women in the workplace during the last 50 years, both in measurable changes and in legislation designed to ensure such changes, some have assumed that gender discrimination is a thing of the past. However, despite improvements, equal pay for equal work and equal opportunities for hiring, promotion, and leadership positions remain elusive in many areas. Stereotype threat and gender differences in self‐positioning and communication are two contributors to differences in pay and position. Stereotype threat can result in reduced performance and a tendency for women to opt out of participation in fields and positions that are currently populated mostly by men. Gender differences in self‐positioning and communication can result in unwitting discrimination because employers and others fail to notice qualified female candidates. We should employ remedies for these (and other) factors that contribute to gender discrimination. This is likely only if we first acknowledge that gender discrimination is alive and well in today's workplace—whether intentionally so or not. 相似文献
4.
This article contributes a Canadian perspective to a growing body of international research investigating teacher education, specifically as a category of academic work exemplified in employment advertisements. By investigating how Canadian employment advertisements in teacher education are constructed as mediating artefacts in the relationship between potential candidates and their goal of gaining an academic position, we attempt to identify contradictions inherent to systems of human activity, and surface institutional priorities regarding faculty hiring policies and the staffing practices within Canadian teacher education programs. Our study surfaces both similarities and differences with concurrent WoTE (Work of Teacher Education) investigations in the United Kingdom, Australia and New Zealand regarding the teacher education as a form of academic labour, echoing their characterisation of the increasingly “precarious space” occupied by teacher education in post-secondary institutions. 相似文献
5.
We present mathematical models for the evolution over time of the proportion of minorities in an academic department or similarly selected group of constant size. Using the models, we analyze both the steady-state and time-dependent behavior of the proportion of minorities, and also obtain a means of evaluating the effectiveness of a department's hiring history. We derive a number of surprising results with importance to institutional hiring policy and affirmative action; and we also present methods, suggested by the model and its behavior, to improve departmental hiring practices. 相似文献
6.
In light of the recent bans on affirmative action in higher education, this paper provides new evidence on the effects of alternative admissions policies on the persistence and college completion of minority students. I find that the change from affirmative action to the Top 10% Plan in Texas decreased both retention and graduation rates of lower-ranked minority students. Results show that both fall-to-fall freshmen retention and six-year college graduation of second-decile minority students decreased, respectively, by 2.4 and 3.3 percentage points. The effect of the change in admissions policy was slightly larger for minority students in the third and lower deciles: fall-to-fall freshmen retention and six-year college graduation decreased, respectively, by 4.9 and 4.2 percentage points. Moreover, I find no evidence in support of the minority “mismatch” hypothesis. These results suggest that most of the increase in the graduation gap between minorities and non-minorities in Texas, a staggering 90%, was driven by the elimination of affirmative action in the 1990s. 相似文献
7.
随着性别平等问题在教育领域受到越来越广泛的重视,赞比亚政府为此颁布了一系列旨在解决性别不平等问题的政策。高等教育机构在政府政策的推动下也纷纷采取了一系列措施鼓励女性入学,如开展新生确认行动,采用降分措施,改善女生在校硬件设施等。通过对赞比亚大学女生就学情况的分析可知,女性接受高等教育的情况得到了一定程度的改善,国家解决性别不平等问题的政策和高校相关措施得到了有效的贯彻和落实。但赞比亚高等教育中尚未实现性别平等,在某些学科领域性别不平等问题仍然较为严重。 相似文献
8.
With the announcement of the 1972Higher Education Guidelines, colleges and universities were mandated to expand recruitment activities beyond the usual network approach. The intent of theGuidelines was to broaden the search process with the ultimate goal of placing more candidates from underrepresented populations. The purpose of this study was to determine if any change occurred in hiring practices and, particularly, if any change occurred in the hiring of candidates from underrepresented populations for select academic administrative positions in four-year colleges and universities as advertised in theChronicle of Higher Education during the period from 1972 to 1976. It was found that changes in recruitment had taken place but that changes in hiring appeared not to have occurred. 相似文献
9.
少数民族大学生在异域文化下的心理适应 总被引：1，自引：0，他引：1
民族高等教育的整个过程，实际上就是引导民族学生对新的社会环境和文化氛围进行心理调适以达到新的和谐的过程。探讨和分析少数民族大学生心理适应问题的表现与成因，指出其客观存在的生活习俗、语言表达、思维情感、文化观念的差异以及少数民族大学生对这些差异的主观感受和归因方式对其文化适应过程的影响以及进而对其生活学习、人际交往、心理健康、生涯发展产生的影响，我们必须从民族教育的实际出发，了解每一个民族的文化心理，在教育、教学和管理方面采取特殊的方法，制订行之有效的措施，帮助民族学生更好地融人新的文化氛围，促进民族和谐和共同发展。 相似文献
10.
An affirmative action questionnaire was sent to randomly selected counselor education programs listed in the 1977 Counselor Education Drectory. The questionnaire asked respondents to identify the activities used by their programs to recruit, admit, and support members of four minority groups. This article reports the results of the survey which indicate that in the absence of federal mandates, counselor education programs engage in a limited number of affirmative action activities. 相似文献
11.
Lyudmila Kudryavtseva 《Higher Education in Europe》1992,17(2):39-43
In the 152 Ukrainian universities, colleges, and other varieties of higher education institutions, women hold positions in large numbers at only the lowest levels of the academic hierarchy and in only certain disciplines, like those of the humanities, in which in some cases women hold the majority of staff positions, even if invariably the heads of such chairs are men. In the same vein, not a single Ukrainian institution of higher education is headed by a woman, nor does Kiev State University, the principal Ukrainian university, have a female pro‐ or deputy rector or a female dean. Part of the problem stems from the fact that there is little mass realization on the part of women academics in the Ukraine that they are objects of discrimination. Another aspect of the problem is the small number of women who earn the doctor of sciences degree, the prerequisite for a senior administrative position. Finally, there are structural problems such as the diminution in the number of openings for teachers of the Russian language, an area where women are concentrated. The solutions called for include the creation of international exchange programmes, particularly for teachers of languages, and affirmative action programmes for women in all academic domains. 相似文献
12.
Matthew J. Basham David L. Stader Holly N. Bishop 《Community College Journal of Research & Practice》2013,37(3-4):363-385
Now, more than ever, the baby-boomer administrators are retiring in massive waves. Some researchers have predicted as high as 75% turnover by 2011 for education alone. For many years, not much attention has been placed upon succession planning or developing new leaders in some colleges; others have tended to create stockpiles of leadership candidates with not enough internal leadership positions to go around. In turn, in many schools this has left the talent pool of qualified individuals to be very small, and it creates a problem, not only for educational administrators but also, especially, for those in the entrepreneurial departments of community colleges. There has been much research about “getting the right person on the bus” and “moving from good to great,” yet no one, to the knowledge of the researchers, has extended industrial-organizational psychology research on “person-fit” into community college administration research. The purpose of this study was to examine the theoretical constructs of the educational hiring process. In turn, the application of the Lessig “Pathetic Dot” model is used to create a framework to examine hiring practices and possibly show some deficiencies. This is important, now more than ever, with community college administrations having to turn to external independent sources for validation of their practices and procedures. Finally, a brief discussion of how to strengthen the hiring process, in a time of heavy turnover and attrition, concludes the discussion. The authors also present practical applications, suggestions for future research, and implications for practitioners. 相似文献
13.
Evangellos-Vagelis Dedoussis 《Higher Education》2007,54(1):135-156
Third-country faculty are faced with significant challenges interacting with university students who come from different socio-cultural
backgrounds and have different expectations regarding faculty’s role, behavior, and leadership style. This paper compares
diversity practices and action options that can facilitate or hinder the integration of third-country faculty across five
universities established in an equal number of countries. The proportion of third-country faculty in American universities
abroad is also used to provide a measure of diversity. Notwithstanding recent trends pointing to the internationalization
of higher education universities have yet to develop an appropriate institutional mentality along with supporting diversity
policies that would help them gain global efficiencies by hiring qualified international faculty. This may have serious implications
for organizational effectiveness with respect to resource acquisition and even the long-term survival of the organization.
The author is Associate Professor and Chair in the Department of Management and E-Business in the School of Business, the
American University in Dubai. 相似文献
14.
美国肯定性行动计划与少数民族高等教育的发展 总被引：3，自引：0，他引：3
自20世纪60年代中期以来，肯定性行动计划通过特别招生计划、财政资助、补习教育、少数民族研究课程等措施，有力地促进了美国少数民族高等教育的发展。但近年来，肯定性行动计划在美国引发了激烈的争论，一些州甚至取消了肯定性行动计划，这很可能导致美国少数民族高等教育的严重倒退。 相似文献
15.
Maureen Woodhall 《Higher Education》1973,2(3):275-299
The paper discusses the problems of measuring the rate of return to women's education, and evidence is presented for nine countries which shows that the returns to secondary and higher education are on average two percentage points lower for women than for men, but in some countries they are actually higher. Education increases the earning capacity of women, and also increases their propensity to remain in the labour market. But some allowance must be made for the value of women's non-market work, for indirect benefits of education, and for psychic income. Various methods are suggested for measuring the non-monetary benefits of education, such as the intergeneration effect of a mother's education on the future achievement of her children, or the non-pecuniary benefits of employment for women in the labour force. The effects of discrimination on women's earnings and job prospects are discussed, and it is shown that a large part of the observed differential between male and female earnings is due to the concentration of women in low-income occupations. The paper concludes that the difference between the returns to education for men and women is less than is often suggested, particularly if some attempt is made to measure nonmonetary benefits. But the returns to women's education would be increased if there were a change in traditional attitudes leading to a more equal occupational distribution and better utilisation of women in the labour force. 相似文献
16.
郝志成 《内蒙古师范大学学报(哲学社会科学版)》1997,(2)
蒙授高师教育在我区民族教育中始终占有突出地位，现已形成了一定规模。由于多年一贯的单一培养模式和中学师资学历合格率的不断提高以及师资队伍年轻化趋势等原因，这种能力的“过剩”并不说明蒙授高师已超越时代的发展的需要，而是单一培养模式缚束了蒙授高师在地区民族高等师范教育中发挥更大作用。蒙授高师教育只有切实遵循适合地区民族高师教育特点的改革道路，才会突破现状，开拓未来。 相似文献
17.
职业资格培训融入高职教育中的探讨 总被引：6，自引：0，他引：6
陈晓虹 《福建教育学院学报》2006,7(1):38-40
高等职业技术教育人才培养的目标是面向生产、建设、管理、服务第一线的高素质高技能应用型人才,而人才培养质量低下是我国高职教育面临的严重问题。解决这一问题的有效途径就是将职业资格培训融入高职教育中,使学生在校期间就能学习并掌握与所学专业相关的技术,完成上岗前的职业培训,只有这样才能培养出合格的、符合经济与社会发展需要的高技能人才。 相似文献
18.
《Economics of Education Review》1986,5(3):265-272
This study develops a dynamic model of ideal minority representation in an employer's work force. The model assumes that the hiring and termination processes are random and takes into account both changes in the size of the work force over time as well as minority representation in the labor pool from which employees are drawn. Various parameter specifications representing alternative employer personnel practices are utilized to demonstrate their impact on the adjustment path of work force minority representation toward that found in the overall labor pool. The model is then estimated empirically to generate a point of comparison in a case study involving alleged sex discrimination in the hiring practices of an academic department at a major midwestern university. A test procedure is illustrated which allows formal statistical comparisons of actual work force minority representation and the ideal minority representation by the model. 相似文献
19.
Julie Matthews 《British Journal of Sociology of Education》2002,23(2):193-207
Based on discussions with Asian-Australian young women at a mixed-sex, Australia State high school, this article argues that the pro-school conformity of Asian-Australian young women sets them in a problematic and precarious relationship to the material and symbolic and processes of racialisation. The first part of the article identifies the limitations of research into the pro-school/anti-school orientations of minority students, arguing that most accounts are based on theories of culture, acculturation, class and gender, and class and race that neglect an analysis of race and sex. I then argue that practices of racialisation and sexualisation actually sustain pro-school culture and Asian female group associations. While these formations are effective in securing Asian female educational success, they are also problematic because they limit the educational possibilities and employment opportunities of Asian young women in Australia. 相似文献
20.
Upward social mobility has been evident among British ethnic minority communities since the 1960s, and education appears to have had a key role in this process. Despite this, social scientists have been slow to consider the link between education, ethnicity and social stratification. The role of higher education has been particularly neglected. Although there has been some suggestion of an ethnic bias in the allocation of university places, previous work in this area has been limited by the nature of the data that have been available and by the types of analysis that have been conducted. This article includes detailed consideration of the key stages of the university application procedure, and particular attention is given to the role of candidates' predicted and actual A-level grades. Although young people from ethnic minority backgrounds are admitted into university in large numbers, it is suggested that higher education has an ambivalent role in relation to ethnic equality. Institutional biases mean that ethnic minority candidates are filtered into the new university sector, and it is concluded that biases in education and the labour market combine to create a cumulative pattern of ethnic disadvantage. 相似文献