A review of the book "Faculty of Color in Academe" by Caroline Sotello Viernes Turner and Samuel L. Myers Jr.
Written in 2002; 1,769 words; 2 sources; MLA; $ 57.95
Paper Summary:
This paper discusses how in their book, "Faculty of Color in Academe", Caroline Sotello Viernes Turner and Samuel L. Myers Jr. address the ongoing shortage of colored teachers in the colleges and universities of America. It examines how, as America enters the 21st century, the racial divide and problems of the 20th century continue to be a problem. It looks at how colored people who are hired at colleges and universities face many of the same kinds of discrimination and false expectations facing colored people in other areas of work life, from institutional discrimination to expectations that they are less qualified than they should be. It also shows how they experience more occupational stress because they feel isolated and lack the mentoring opportunities enjoyed by white hires. It examines how the authors offer a good overview of the research and of the problems faced by the modern faculty of color and make good recommendations as to some of the actions that can be taken to correct the problems.
From the Paper:
"As defined in Title VII, an unlawful employment practice is any such practice by the employer which is motivated, premised, or conditioned upon the sex of an employee, or any seemingly neutral practice with an adverse effect on one sex. The educational field has not been an exception when it comes to evidence of discrimination against women. A wide disparity exists in the educational field in terms of the total number of women who have attained higher-level positions, and this is strong evidence of discriminatory practice. Title VII itself recognizes that there are two types of discrimination in operation. The first of these is intentional discrimination, meaning that an employer consciously and willfully made an employment decision strictly on the basis of sex. While it is easy to define this sort of discrimination, it can be difficult to prove because it is almost impossible to prove the intent or state of mind of the employer making the decision. Employers know that there are many laws on this subject, so they have become less open about such discriminatory practices. Unintentional discrimination is the second type and stands today as the basis for the majority of complaints filed by women. Such discrimination persists because of seemingly unintentional policies and practices that in effect perpetuate the effects of past discriminatory acts. Such a case is easier to prove because what is necessary is to prove the effect and consequences of the discrimination rather than the intent of the employer."
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