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| Autor/inn/en | Dunkle, Margaret; Simmons, Adele |
|---|---|
| Titel | Anti-Nepotism Policies and Practices. |
| Quelle | (1972), (14 Seiten)
PDF als Volltext kostenfreie Datei |
| Dokumenttyp | gedruckt; online; Monographie |
| Schlagwörter | Equal Opportunities (Jobs); Females; Feminism; Higher Education; Sex Discrimination; Women Faculty; Womens Education |
| Abstract | There has been considerable concern about Tufts University's position regarding nepotism. It is felt that the Tufts administration should provide positive leadership to dispel present concerns and to encourage the employment of qualified academics who are married. Although antinepotism policies were originally passed to protect colleges and universities from the political pressures of having to hire incompetent people with influential connections and to prevent the formation of father-son alliances, they are now used almost exclusively as rationalizations not to hire or promote women who are married to faculty members. After considerable study of nepotism practices and their effects, it is evident that the elimination of antinepotism practices would have the following effects: (1) undergraduates would be able to see husband and wife teams working together professionally and dealing with the problems of dual-career marriages; (2) undergraduate women would be exposed to more good academic career models; (3) qualified women and men married to faculty members would be better able to utilize their valuable talent and resources; (4) Tufts would be assuming a position of leadership in providing equal opportunity for women; and (5) the university would have a larger pool of qualified female academics from which to choose. (HS) |
| Erfasst von | ERIC (Education Resources Information Center), Washington, DC |
| Update | 2004/1/01 |
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