Angela Taylor is interested in children—how they develop, how they relate to their peers and how school experiences influence them. Results of her research in a three-year federally funded project (in its final year) could help improve Head Start services to children and families. She has also conducted research involving learning disabled and minority children in elementary schools.

Another area of interest is answering the question, "What influences peers to accept learning disabled children as friends?"

"We have generally found antisocial behavior makes a stronger contribution than academic competence," she says. "My interest in minorities and culture are certainly a reflection of my own ethnicity," says Angela, who is Black. "My particular interest in at risk children reflects the fact that minorities are disproportionately represented in their numbers." In addition to her research, Angela teaches child development and sociocultural influences on behavior and development.

A native of Washington, D.C., she earned her doctorate at the University of Illinois, in Urbana-Champaign. Angela Taylor is a member of the College Diversity Committee, Gamma Sigma Delta, which is an honorary agricultural society, Phi Kappa Phi, and the Cap & Gown Women's Honorary Society.

How do Mexican immigrants assimilate into American culture? Dr. Raymond Buriel reported on his research in a recent talk at the UA.

Buriel is a professor of psychology and Chicano studies at Pomona College, California. Contrary to stereotypes, immigrants are more highly educated than many Mexicans, with an average of seven years of schooling. Once in the U.S., immigrants do not continue their education, but they expect their children will get a college degree. Interestingly, Latinos born in the U.S. expect their children to get only a high school degree. Mexican male immigrants have jobs; their unemployment rate is 1.7 percent.

In general, immigrants are healthy. They have a low infant mortality rate even though women don't usually get proper neonatal care. Buriel attributed healthy births to Mexican culture in which women do not drink or smoke. Also, married couples are more harmonious. By the third generation, however, divorce rates increase.

Buriel's seminar was one of a five-part series sponsored by the College Division of Family Studies, the Diversity Committee and the UA. The fifth symposium will feature Dr. George Knight from ASU, on April 21. For more information, contact Wendy Gamble at 621-7127.

The second annual Daughters on Campus Day is set for Thursday, April 27, coinciding with the national Day. Activities include demonstrations by the gymnastics team and a free screening of the movie, "Little Women." More information will be in your college mailboxes and in the Daily Wildcat—watch for it!

Recent magazine articles imply a pervasive anxiety among white males about diversity programs in their companies. Diversity consultant Larry Baytos compiled a list of ten questions most frequently asked when an organization is in a diversity change process. Here is one of those questions; for the remainder, call Shirley O'Brien at 621-7145. Ask for "Managing Diversity," February 1995.

Q.: "I see all these support groups being formed for different ethnic and gender groups. Isn't that a return to segregation? And how about white males—where is our support group?"

A.: "The support or affinity groups based on ethnic or gender dimensions in many cases are formed because the culture and systems of the company have not worked well for the members of that group. White males traditionally have not felt those same needs, because the culture and systems have worked better for them."

Sensitivity to people with disabilities should be an integral part of communication. Common sense and propriety dictate intuitive guidelines, but heightened awareness is needed, especially as disabled people become more visible in our everyday work world. Lester R. Potter, ABC, gives these seven "rules" in the book "Without Bias:"

1. Recognize that "disability" and "handicap" do not mean the same thing. "Disability" refers to physical, mental, sensory and emotional impairments that interfere with daily living. "Handicap" denotes the interaction between a disability and an environment that erects obstacles to disabled people. A disabled person need not be handicapped under selected circumstances.
2. Review the legal aspects of communicating with and about disabled people.
3. Develop a bias-free attitude toward disabled people.
4. Stress ability, rather than disability.
5. Measure disabled people against their own criteria, not so-called "normal" ability.
6. Avoid using adjectives as nouns to unfairly limit disabled people. ("The deaf, the blind, the mentally ill.")
7. Use words that appropriately describe and do not offend.

Which of the following top five reasons was most frequently cited by firms as explanations for retaining older workers?

a. schedule flexibility b. skill c. low absenteeism d. motivation e. mentoring.

(Answer: b)

Half of all Korean-Americans are:

a. Buddhist b. Catholic c. Presbyterian d. Methodist.

(Answer: c)

The number of states investing a total of $750 million during the past 13 years to give female employees "equal pay for equal work" is:

a. one b. five c. ten d. fifteen e. twenty.

(Answer: e)

Between 1990 and the year 2005, the labor force age 16-24 is expected to grow approximately 14 percent, those 25-54 to grow about 17 percent, while the labor force older than 55 will grow a.

11 % b. 27 % c. 36 % d. 43 %

(Answer: d)