ion has brought many people of color into the labor pool, but it can also create a belief that people of color have been hired to fill quotas and not because they are qualified for the job.
The problems of many of these populations have been studied, but others have not. American Indians have not been analyzed as closely as have African-Americans or Hispanics, for instance. American-Indians in particular experience conflicts between their own culture and the mainstream culture because of different expectations. This is true to a different degree for Hispanics and African-Americans as well.
The authors begin by noting the historical legacy of discrimination and exclusion faced by faculty of color in the past, and this legacy means that there was no existing network for the new faculty of color that has developed because of affirmative action, legal action, and decisions on the part of colleges to reach out and include more diversity in the faculty. The new faculty therefore is faced more and more with the need to create and develop its own network, its on traditions, and all of the associated and interconnected elements that offer support to the individual instructor and career assistance for those who need it.
Discrimination takes place in all walks of life and in all sorts of workplace situations, and laws have been passed to deal with many of these and the issues they raise. Colleges and universities face the problem of discrimination, and faculty members
...