FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W638497180> ?p ?o ?g. }

• W638497180 abstract "This session will present a new model of affirmative action as well as a model for how our campus conversations about affirmative action and the benefits of diversity can and should be connected to teaching undergraduate courses. The presenter will share his experiences as a professor partnering with administrators to bring debate about the (evident) merits of affirmative action into the curriculum of our institutions. Akiba J. Covitz, Ph.D. Senior Research Associate, Yale Law School and Assistant Professor and PreLaw Advisor, University of Richmond Campus debates about affirmative action often go nowhere fast. Battle lines are drawn, public meetings are held and things seem to stay largely as they were before the debates and oftentimes the acrimony began. Many predominantly white institutions seem to remain just that, to the clear detriment of those institutions as well as to the potential detriment of students of color who might benefit from being part of that college or university. This paper will achieve two goals: First, it will present the ongoing results of one private, predominantly white institution where this difficult process of bringing diversity to a previously all-white campus is moving in a new direction. The plan, of the author's design and loosely based on models at a number of public universities, carefully targets high schools in neighborhoods in the adjacent urban area as well as in majority-minority cities and towns across the United States from which the university has generally not drawn well. Then, the admissions office contacts those high schools and tells them about a new diversity plan that our institution has developed called Rewarding Success. This plan would grant presumptive (but not necessarily completely automatic) admission to the top two or three students at that high school. There is no question that these top students have succeeded; they managed to succeed under sometimes very difficult academic conditions. These students would be invited to campus and then, using a combination of and needbased aid (if necessary), the school would provide scholarships to these students. Second, this paper will present a model of how faculty members and administrators can cooperate to transform the debate about affirmative action from public shouting matches into integral parts of courses across the curriculum. There are generally two groups of people who object to affirmative action plans at universities: • people not of color who feel that they are being cheated out of something that they have earned based on merit (things like SAT scores and grades) by people of color who have been admitted based on factors other than simply standard conceptions of merit; and • people of color who, once admitted, are uncomfortable because they know that those white people who feel cheated, feel the way they do about those people of color who have been admitted in part for diversity reasons. The plan that I have developed tries to address both of those concerns. These students of color admitted would be able to say with pride that they were valedictorians or very nearly so at their high schools. That kind of achievement is a distinctive sign of and a statistically relevant indicator of success in a college setting. This may well lead to greater retention of students of color. Students not of color would know that these students adding to the diversity of their campuses were admitted based on measurable and clear and achievement, not potentially skewed measurements such as the S.A.T.s, which few people now think actually measures intellectual capacity or future success. The author of this proposal has presented these ideas in the past at national and regional law and political science conferences, but those presentations have been focused on constitutional law issues and in front of specialized, faculty audiences. The author would now like to present these ideas to a far more diverse audience composed of administrators, professors and others interested in these vital matters of race and diversity. Presenter Akiba J. Covitz teaches and writes in the field of constitutional law, American government and politics and civil rights and liberties. A graduate of the Yale Law School, Prof. Covitz also holds a Ph.D. in constitutional history from the University of Pennsylvania. He has taught at Penn and Yale, receiving numerous teaching awards, including the Dean's Award for Distinguished Teaching and is now a professor and the pre-law advisor at the University of Richmond in Richmond, Virginia. He is working with administrators at the University of Richmond to craft a reconceived and more activist affirmative action policy for a school that is progressing in many ways, but still lags behind similarly situated schools in terms of diversity." @default.
• W638497180 created "2016-06-24" @default.
• W638497180 creator A5087604840 @default.
• W638497180 date "2001-01-01" @default.
• W638497180 modified "2023-09-23" @default.
• W638497180 title "A New Vision of Affirmative Action and Faculty-Admininistrator Cooperation: Transforming Debates and Teaching about African-Americans, Race and the Law in Predominantly White Institutions" @default.
• W638497180 hasPublicationYear "2001" @default.
• W638497180 type Work @default.
• W638497180 sameAs 638497180 @default.
• W638497180 citedByCount "0" @default.
• W638497180 crossrefType "journal-article" @default.
• W638497180 hasAuthorship W638497180A5087604840 @default.
• W638497180 hasConcept C104317684 @default.
• W638497180 hasConcept C120912362 @default.
• W638497180 hasConcept C144024400 @default.
• W638497180 hasConcept C162324750 @default.
• W638497180 hasConcept C166957645 @default.
• W638497180 hasConcept C17744445 @default.
• W638497180 hasConcept C185592680 @default.
• W638497180 hasConcept C187736073 @default.
• W638497180 hasConcept C199539241 @default.
• W638497180 hasConcept C2777732099 @default.
• W638497180 hasConcept C2778627824 @default.
• W638497180 hasConcept C2780210234 @default.
• W638497180 hasConcept C2780510313 @default.
• W638497180 hasConcept C2781316041 @default.
• W638497180 hasConcept C3116431 @default.
• W638497180 hasConcept C39549134 @default.
• W638497180 hasConcept C47177190 @default.
• W638497180 hasConcept C55493867 @default.
• W638497180 hasConcept C56273599 @default.
• W638497180 hasConcept C95457728 @default.
• W638497180 hasConceptScore W638497180C104317684 @default.
• W638497180 hasConceptScore W638497180C120912362 @default.
• W638497180 hasConceptScore W638497180C144024400 @default.
• W638497180 hasConceptScore W638497180C162324750 @default.
• W638497180 hasConceptScore W638497180C166957645 @default.
• W638497180 hasConceptScore W638497180C17744445 @default.
• W638497180 hasConceptScore W638497180C185592680 @default.
• W638497180 hasConceptScore W638497180C187736073 @default.
• W638497180 hasConceptScore W638497180C199539241 @default.
• W638497180 hasConceptScore W638497180C2777732099 @default.
• W638497180 hasConceptScore W638497180C2778627824 @default.
• W638497180 hasConceptScore W638497180C2780210234 @default.
• W638497180 hasConceptScore W638497180C2780510313 @default.
• W638497180 hasConceptScore W638497180C2781316041 @default.
• W638497180 hasConceptScore W638497180C3116431 @default.
• W638497180 hasConceptScore W638497180C39549134 @default.
• W638497180 hasConceptScore W638497180C47177190 @default.
• W638497180 hasConceptScore W638497180C55493867 @default.
• W638497180 hasConceptScore W638497180C56273599 @default.
• W638497180 hasConceptScore W638497180C95457728 @default.
• W638497180 hasLocation W6384971801 @default.
• W638497180 hasOpenAccess W638497180 @default.
• W638497180 hasPrimaryLocation W6384971801 @default.
• W638497180 hasRelatedWork W137297642 @default.
• W638497180 hasRelatedWork W1476045698 @default.
• W638497180 hasRelatedWork W1551821030 @default.
• W638497180 hasRelatedWork W1592528949 @default.
• W638497180 hasRelatedWork W1594294590 @default.
• W638497180 hasRelatedWork W1995733277 @default.
• W638497180 hasRelatedWork W2003106078 @default.
• W638497180 hasRelatedWork W2057923542 @default.
• W638497180 hasRelatedWork W2091006495 @default.
• W638497180 hasRelatedWork W213116965 @default.
• W638497180 hasRelatedWork W2150717047 @default.
• W638497180 hasRelatedWork W221380797 @default.
• W638497180 hasRelatedWork W228228390 @default.
• W638497180 hasRelatedWork W267420462 @default.
• W638497180 hasRelatedWork W293703500 @default.
• W638497180 hasRelatedWork W3124145066 @default.
• W638497180 hasRelatedWork W338852998 @default.
• W638497180 hasRelatedWork W360005054 @default.
• W638497180 hasRelatedWork W751665080 @default.
• W638497180 hasRelatedWork W2565737307 @default.
• W638497180 isParatext "false" @default.
• W638497180 isRetracted "false" @default.
• W638497180 magId "638497180" @default.
• W638497180 workType "article" @default.