Advancement's Sticky Issues
CURRENTS Article Both the persistent inequality of pay between women and men and the almost total lack of people of color in the advancement profession represent moments of obligation that demand everyone's attention, particularly those in a hiring position. What steps can we take to effect change?

Talking Points: Plans for Parity
CURRENTS Article The time is right for a more diverse community college leadership corps.

Untangling Diversity
CURRENTS Article Diversity is a complex issue, and the concept has different meanings, depending on your institution and advancement office. But one thing that everyone can agree on is that diversity is important, and reaching communities of color is imperative.

Manager's Portfolio: Willing Workers
CURRENTS Article With economists predicting a shortage of qualified workers in the next decade, advancement managers should not overlook the pool of workers with disabilities. The author corrects common myths about employing workers with disabilities and offers tips on recruiting such workers, making the office environment more accessible, and avoiding common faux pas.

Leaving Their Mark
CURRENTS Article The gender balance in the advancement profession has flopped from 61 percent men in 1982 to 65 percent women in 2002, according to CASE membership surveys. CURRENTS interviews six current and former advancement officers to explore what difference this demographic shift has made in the profession. Part of the issue focus on five forces shaping advancement.

A Dearth of Diversity
CURRENTS Article The CASE 2002 comprehensive salary survey shows that only 5.8 percent of full-time advancement officers identify themselves as racial or ethnic minorities—little change since 1996, when the figure was 5.6 percent. However, the data show increasing pay equity between minorities and whites, as well as equivalent representation at each supervisory level.

Top Brass
CURRENTS Article In the advancement profession, women outnumber men two to one according to data from several recent CASE surveys. But does that ratio carry through to the top advancement positions on campus? What seems like a yes-or-no question actually requires a broader look at the professional and personal challenges women face as they forge ahead in their advancement careers.

Manager's Portfolio: Diversity Now!
CURRENTS Article While advancement managers often pay lip service to the value of diversity, most have failed to achieve diverse advancement offices. They must recruit more widely and expand opportunities for minority candidates and new hires, so that the makeup of advancement staffs can begin to reflect the increasing diversity of their institutions’ alumni and donors.