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| Main Authors: | , |
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| Format: | Recurso educativo Open Access |
| Language: | en |
| Published: |
1992
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| Subjects: | |
| Online Access: | https://eric.ed.gov/?id=ED352053 |
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| _version_ | 1867181900140904448 |
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| author | Altman, Ellen Promis, Patricia |
| author_facet | Altman, Ellen Promis, Patricia Altman, Ellen Promis, Patricia |
| collection | Education Resources Information Center |
| contents | Affirmative Action: Opportunity or Obstacle. Altman, Ellen Promis, Patricia Academic Libraries Administrator Qualifications Administrator Selection Affirmative Action Equal Opportunities (Jobs) Ethnic Distribution Higher Education Library Personnel Minority Groups Recruitment Salaries Sex Discrimination Sex Fairness Data about managerial positions and applicants were collected in an attempt to draw conclusions about the extent to which gender and ethnicity relate to the outcomes of the search and screen process for middle and senior management positions in academic libraries, and to determine any effects of affirmative action on promotion from within. Information was gathered by analyzing 238 advertisements from 157 institutions for management positions from all 1990 issues of the "College and Research Libraries News." Respondents from 104 of the schools (representing 157 positions) provided information about the gender and ethnic composition of the applicant pool, the candidates interviewed, the person finally selected, the gender and ethnicity of previous supervisors, and the status of 79 acting managers in relation to the hiring process. Only 40% of the acting managers applied for the positions they were temporarily filling, and of these, slightly more the 50% were hired. White women who were acting managers made the greatest gains. Of the 2,848 applicants for the advertised positions, 1,525 were male and 1,438 were female. Ethnicity could be determined for 1,883 applicants, and of these 143 were from categories defined as diverse; half of the diverse population was Asian. The gender and ethnicity of candidates finally selected for management positions closely resembled those of their predecessors, and there was no evidence that affirmative action had any significant impact on hiring. Although minority applicants did apply in greater numbers to ads with strong affirmative action statements, schools placing these ads didn't hire any more minority applicants than those that did not. Only 33 of 143 culturally diverse persons were interviewed for a position, which leads to the conclusion that librarianship has not given priority to hiring the culturally diverse. (Contains 15 references.) (KRN) |
| format | Recurso educativo Open Access |
| id | eric_ED352053 |
| institution | ERIC Institute of Education Sciences |
| language | en |
| publishDate | 1992 |
| record_format | eric |
| spellingShingle | Affirmative Action: Opportunity or Obstacle. Altman, Ellen Promis, Patricia Academic Libraries Administrator Qualifications Administrator Selection Affirmative Action Equal Opportunities (Jobs) Ethnic Distribution Higher Education Library Personnel Minority Groups Recruitment Salaries Sex Discrimination Sex Fairness Affirmative Action: Opportunity or Obstacle. Altman, Ellen Promis, Patricia Academic Libraries Administrator Qualifications Administrator Selection Affirmative Action Equal Opportunities (Jobs) Ethnic Distribution Higher Education Library Personnel Minority Groups Recruitment Salaries Sex Discrimination Sex Fairness Data about managerial positions and applicants were collected in an attempt to draw conclusions about the extent to which gender and ethnicity relate to the outcomes of the search and screen process for middle and senior management positions in academic libraries, and to determine any effects of affirmative action on promotion from within. Information was gathered by analyzing 238 advertisements from 157 institutions for management positions from all 1990 issues of the "College and Research Libraries News." Respondents from 104 of the schools (representing 157 positions) provided information about the gender and ethnic composition of the applicant pool, the candidates interviewed, the person finally selected, the gender and ethnicity of previous supervisors, and the status of 79 acting managers in relation to the hiring process. Only 40% of the acting managers applied for the positions they were temporarily filling, and of these, slightly more the 50% were hired. White women who were acting managers made the greatest gains. Of the 2,848 applicants for the advertised positions, 1,525 were male and 1,438 were female. Ethnicity could be determined for 1,883 applicants, and of these 143 were from categories defined as diverse; half of the diverse population was Asian. The gender and ethnicity of candidates finally selected for management positions closely resembled those of their predecessors, and there was no evidence that affirmative action had any significant impact on hiring. Although minority applicants did apply in greater numbers to ads with strong affirmative action statements, schools placing these ads didn't hire any more minority applicants than those that did not. Only 33 of 143 culturally diverse persons were interviewed for a position, which leads to the conclusion that librarianship has not given priority to hiring the culturally diverse. (Contains 15 references.) (KRN) |
| title | Affirmative Action: Opportunity or Obstacle. |
| topic | Academic Libraries Administrator Qualifications Administrator Selection Affirmative Action Equal Opportunities (Jobs) Ethnic Distribution Higher Education Library Personnel Minority Groups Recruitment Salaries Sex Discrimination Sex Fairness |
| url | https://eric.ed.gov/?id=ED352053 |