Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1983. / Vita. Abstract. Includes bibliographical references (leaves 265-269). Also available via the Internet.

<p> <p>&nbsp / </p> </p> <p align="left">People with disabilities are a minority group who has suffered disadvantage especially in the workplace. They currently enjoy Constitutional and legislative protection in a democratic South Africa.</p>

ABSTRACT Joseph Echols Lowery, a key founding member of the Southern Christian Leadership Conference in 1957, led the organization for twenty years. This study explores how Lowery, who took over during an era when many considered the civil rights movement dead, reenergized the SCLC, became a leading black spokesman who challenged Congress, presidents and the Justice Department around issues of voting rights and social justice, while consistently questioning U.S. hegemonic international and domestic policies around jobs and poverty. This research further investigates how Lowery fought for the continuation of affirmative action in the midst of an oftentimes hostile environment and waged campaigns against multi-national companies that discriminated against blacks and minorities. This qualitative empowerment study examines how and why Lowery and the SCLC became the leading non-Muslim influence on the 1995 Million Man March and his role in affirming women leaders and their initiatives.

Thesis (MTech (Human Resource Management))--Cape Technikon, Cape Town, 2003. / Also available online.

This dissertation examines trends in access for Black students at public institutions in Texas, specifically, the University of Texas at Austin (UT-Austin), in the context of automatic admission laws and race-based admission policies. Thus, the current study explores how Black students matriculate through the educational pipeline from high school graduation through college enrollment. For this study, I utilize Critical Race Theory as the framework to analyze data for Texas high school students from 2000 through 2010. I employed a quantitative methodological approach, which includes both descriptive analyses and logistic regression. Black people are facing seemingly bleak educational outcomes throughout the education pipeline -- they are less likely to graduate from high school, be college ready, apply to a competitive four-year institution, be admitted, enroll, persist and graduate. Automatic admission laws and affirmative action have been implemented to address these issues, especially for selective institutions. Increased access to Texas' most selective public institution, UT-Austin, may lead to higher persistence and graduation rates for Black students compared to other state colleges and universities. However, Black students remain the most underrepresented group at UT-Austin in spite of these laws and policies. This study is unique because no other research has examined how automatic admission laws and affirmative action operate simultaneously. Moreover, this study fills in some significant gaps in the literature as it relates to Black students in higher education. Findings from this study suggest that while there is progress toward access for Black students at UT-Austin, there is still room for growth. Despite perceptions that Black students do not want to attend UT-Austin, this study found that Black students were more likely to apply to the University compared to White students when holding other factors constant. However, the research findings indicate that White students still have an admissions advantage over Black students even when accounting for SAT scores, family background and the type of high school a student attended. Furthermore, Black students are less likely to enroll at UT-Austin compared to their White counterparts. Finally, the results from this study also suggest that affirmative action has not had the same impact for Black students under the top 10% plan as it has when the policy was used by itself. / text

This project traces the ways universities articulate a desire for diversity through the gateway genres of college admissions, composition course placement, and first-year-composition (FYC). Together, these genres serve as points of access for a theoretical study that seeks to better understand the ideological function of writing programs to socialize borderline college applicants into the rhetorically constructed role of a Diverse College Student. I focus on what I call bootstraps genres--reoccurring rhetorical situations that call for students to recount social hardships like racism and classism as personal hardships to be overcome through personal heroics. Despite being immersed in rhetorics of individualism, the college application essay, the directed self-placement guide, and the literacy narrative all call for the mimetic construction of disadvantage as an appeal to college-readiness. As new college students move through the initiation rituals of admissions, orientation, and FYC, they are presented with rhetorical tasks that are both raced and classed. Bootstraps genres ask students to first read the university's desire for diversity and then fulfill that desire through personal stories of difference and disadvantage.

Wolfaardt (1995) states that organizations in South Africa are experiencing immense pressure to implement affirmative action due to political, socio-economic and social factors. Many of these organizations however, are still persisting with the status quo. Affirmative action has been incorporated into the philosophies and values of organizations, yet little progress has been made to this effect. The Anncron Clinic is one of more than 80 private hospitals and clinics of Afrox Healthcare Ltd, which aims to make employees in the hospital more representative of the community within which it is functioning. Affirmative action and equal job opportunity programs are implemented at the Anncron Clinic, but the outcome of the implementation of these programs is perceived to have a negative effect on productivity and mutual personnel relationships. The aim of this study was to determine the experiences of affirmative action of a private hospital's staff members. The researcher made use of an exploratory research design which aided him through the various stages of the research. This research helped the researcher in determining and understanding the experiences of affirmative action of the Anncron Clinic's staff members. A sample was drawn by selecting a group of six individuals from the services department. The total number of respondents was 15, which make up 8,6% of the Anncron Clinic's 174 employees. Various themes have been identified which influence employees of the &on Clinic's experience of affirmative action. These themes include pressure, suspicion, motivation, frustration, the behaviour of doctors, and management. Recommendations are presented regarding the acceptance of affirmative action in the Anncron Clinic. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Minority enrollments at selective colleges and universities have historically been low. Affirmative action programs have been a primary driver for increasing enrollments. These programs were called into question in the Grutter and Gratz US Supreme Court cases (2003). The Court’s opinions in these cases provide direction for institutions in setting admissions policy. Using a qualitative methodology, this study examined the University of Georgia’s response to the Grutter and Gratz Supreme Court decisions. The study utilized data from interviews with UGA officials, as well as documentary evidence, to chronologically reconstruct the actions that UGA initiated following the Grutter and Gratz decisions. The study utilized a narrative analytic approach to analyze UGA rationale for its action. It assessed officials’ statements to identify dominant narratives related to the use of race in admissions at UGA. This study positioned the dominant narratives of officials’ relative to competing understandings of admissions, race and the law extracted from the scholarly literature. A metanarrative was developed to highlight commonly held assumptions in the debate around the use of race in higher education admissions. The metanarrative was found to be a useful tool for managing competing perspectives in efforts to develop viable policy approaches for admissions in the future. The study is important in at least two ways: 1) it explains sources of conflict in the affirmative action debate and 2) it suggests the usefulness of narrative policy analysis for policy making related to race, diversity, and admissions in higher education.

<p> <p>&nbsp / </p> </p> <p align="left">People with disabilities are a minority group who has suffered disadvantage especially in the workplace. They currently enjoy Constitutional and legislative protection in a democratic South Africa.</p>

Wolfaardt (1995) states that organizations in South Africa are experiencing immense pressure to implement affirmative action due to political, socio-economic and social factors. Many of these organizations however, are still persisting with the status quo. Affirmative action has been incorporated into the philosophies and values of organizations, yet little progress has been made to this effect. The Anncron Clinic is one of more than 80 private hospitals and clinics of Afrox Healthcare Ltd, which aims to make employees in the hospital more representative of the community within which it is functioning. Affirmative action and equal job opportunity programs are implemented at the Anncron Clinic, but the outcome of the implementation of these programs is perceived to have a negative effect on productivity and mutual personnel relationships. The aim of this study was to determine the experiences of affirmative action of a private hospital's staff members. The researcher made use of an exploratory research design which aided him through the various stages of the research. This research helped the researcher in determining and understanding the experiences of affirmative action of the Anncron Clinic's staff members. A sample was drawn by selecting a group of six individuals from the services department. The total number of respondents was 15, which make up 8,6% of the Anncron Clinic's 174 employees. Various themes have been identified which influence employees of the &on Clinic's experience of affirmative action. These themes include pressure, suspicion, motivation, frustration, the behaviour of doctors, and management. Recommendations are presented regarding the acceptance of affirmative action in the Anncron Clinic. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.