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awe an affirmative ction of­
fice 0 d the uthority to
monitor t e emp oyment sear­
ch fo n f culty and staff.
Affirmative ction begins with
the definition of departmental
and in titu ional needs and
priorities.
A history department hich
no Bla faculty and also
no 0 e must be challenged
to define i next available joh
. search in these disciplines. An
English department . ch lacks
scholar/te chers in African
American, Car ibbe n or
African literature seriously
dicap tudents intellec-
tually.
By defining a new faculty ap­
pointment in these areas, a
dep rtment c n increase the
probabdty of recruiting a can­
didate who also is an African
American scholar.
Affirm tive action should
mean that administrators must
u e their authority to Mock
faculty ppointments, if in their
judgement, a department's
search committee did not take
exte . ve teps to identify and
attemp to recruit minority can­
didates. And affirmative ction
officer must be funded to sup­
port research and teaching ac­
tivities which will create a more
raci Uy diverse cademic en­
vironment on campuses. These
steps, well many other ,
can create a more democratic
d 0 racist education.