ofessors or nursing. Women are also notable represented in education ( seven out of forty-nine professors) and social work (six out of twenty- one professors). In contrast there is only one women professor out of thir! ty-eight in business administration and one out of 147 in engineering(Webb 538). An examination of numbers of posts lost or gained between 1980 and 1984 also reveals that areas where women are most concentrated have been cut back most significantly: numbers of post in nursing, for example, have declined across all grades while numbers of posts in engineering and business administration have stayed constant or increased. A case study demonstrated that equal opportunity is far from a matter of following a simple programme(Webb 545). Sonia Liff was quoted as say Women and minorities fail not because they are less Abel to carry out the tasks; they are excluded because of the way that they necessary qualification are defined. The competition is structured against women and minorities because the job is perceived as requiring skills, experience and working patterns far mor likely to be found amongst white men, or indeed seen as inherently male. What should be asked of employers is not that they accept less qualified, less able women or minorities in preference to white men but that they rethink what the job requires that do not rule out competent women or minarets. In Franks v. Bowman Transportation Co., Bowman Transportation Co. discriminated against black applicants for jobs as truck drivers within the company to more desirable position. The lower courts found in favor of the blacks in this predicament, ordering that they be given preference in the future job opening. The Burger court took the previous ruling against Bowman Transportation Co. One step further and ruled that retroactive seniority could be awarded to racial minorities who had been discriminated against in violation of Title VII (Janosik 1204). A major objective...
