Hispanic, African, American and Asian American educational leaders examine the obstacles of climbing up the white-dominated career ladder in American universities and offer strategies for change in governance, management, faculty and curricula.

Aztlán Arizona is the first thorough examination of Arizona's Chicano student movement, providing an exhaustive history of the emergence of the state's Chicano Movement politics and its related school reform efforts. Darius V. Echeverría reveals how Mexican American communities fostered a togetherness that ultimately modified larger Arizona society by revamping the educational history of the region.

The study's purpose was to identify the existence of upward mobility patterns of Mexican American upper-level academic administrators and to discover factors related to their upward mobility. Objectives were to determine the presence of upward mobility patterns, identify factors related to upward mobility processes, determine administrators' perceptions regarding factors leading to upward mobility, and determine if discrepancies existed between actual progression and perceived requirements for upward mobility. Data were obtained from questionnaires sent to 40 individuals identified by their institutions as Mexican American upper-level administrators. Responses were coded for SAS System computer analysis yielding frequency distributions and other descriptive statistics. Cohen and March's (1974) normative career ladder and Salimbene's (1982) variations to this norm were selected as the models against which the career data would be compared. Respondents were grouped by type of institution, current position, type of career path, and movement into and out of higher education. A profile was developed giving several types of information. Profile components were salary, tenure, rank, work schedule, preparation and education, mentors, membership in organizations, gender, age, height, weight, eye color, hair color, skin hue, voice timbre, religion, political affiliation, ethnic label, "home"/birth states and cities, "brand-new" positions, and job-change plans. The results of the research indicated that 93% of the respondents did not follow the normative career ladder and that their variations were similar to those in Salimbene's model. For all respondents, 55% had been a faculty member, 15% had been a department head, 45% had been a director, and 70% had been a dean. It was found that three variables (hometown, color of skin, and field of study) were related to a higher job level and that, in general, the majority of the factors perceived as necessary for upward progression were possessed by most of the respondents. Conclusions were drawn from the findings of the study, and recommendations for further study were made