2. Request the EEOC take appropriate action through the Office of Federal Contract Compliance to prevent the continuance of job discrimination at Rockwell International prior to issuance of any production contract or before an extension of the existing affirmative action program plan is granted.

3. Request that this presentation in its entirety be made available to the Congress, together with any other evidence of job discrimination at Rockwell International that may be obtained through investigation by EEOC.

4. There must be, in future contracts, some guarantee that work will not consistently be moved out of the plants which are located in and/or near the ghettos and barrios. Congress may choose to provide financial assistance to effect this.

5. Members of this hearing committee, together with Congress, can assist by recommending moneys be funded to staff the local EEOC and FEPC offices so that the large number of grievances, can be expeditiously processed. Further, it is requested that EEOC and FEPC establish a quarterly onsite investigation of all organizations of Rockwell International, which would include direct exposure to aggrieved employees.

6. Congress should pass laws to enforce fuller union participation in affirmative action programs. (Exhibit 10 only describes part of the problem.)

Mr. HAWKINS. Thank you. Mr. Ball.

At the beginning we overlooked the lady at the end, who has joined the panel.

Mrs. JARRETT. Jimmie Jarrett.

Mr. HAWKINS. What is it, please?

Mrs. JARRETT. Jimmie G. Jarrett, J-a-r-r-e-t-t.

Mr. HAWKINS. Yes, Mrs. Jarrett.

I think that there is another prepared statement.

Mr. BUTTNER. Yes, Mr. Chairman. I would like to have the opportunity

Mr. HAWKINS. You are Mr. Buttner?

Mr. BUTTNER. B-u-t-t-n-e-r, right.

Mr. HAWKINS. Thank you, Mr. Buttner.

Mr. BUTTNER. I am the Spanish-surname ethnic representative for the Rockwell International Aerospace Division in Downey, and I am here at the request of the Spanish-surname community at the space division, and we view this as an opportunity to air the problems that we feel, and the deficiencies that we feel, exist at the space division.

Mr. HAWKINS. Would you, Mr. Buttner, care to summarize your statement? The statement in its entirety will be in the record at this point, and I would suggest summarizing the highlights of the statement in order to conserve time. I don't know how many other statements will be made.

Mr. BUTTNER. I will try to summarize it as I go along and read out of context.

To put it in perspective, in 1969 when the affirmative action program was instituted throughout the Rockwell International Corp., Aerospace Division, the space division Spanish-surnamed employment amounted to 3.9 percent of the work force. In the subsequent 6 years, with affirmative action program activity and the Office of Federal Con

tract Compliance surveillance, the initial percentage has increased to 7.6 percent or slightly more than 0.6 percent per year.

Since 15.1 percent is required to achieve parity with the surrounding Spanish-surnamed population work force, it can be seen that with the current progress rate, more than 12 years would be required to arrive where we should be now.

Specific areas or deficiencies where the Office of Federal Contract Compliance surveillance and controls are lacking follow:

Orientation: Affirmative action programs offer everyone, minorities, nonminorities, males, females, the physically handicapped, the aged, and the educationally disadvantaged, yet all affirmative action program activities are directed and slanted toward minorities, with no effort to inform the dominant majority of the inequities that exist and that traditionally have plagued the progress of minorities, nor of the benefits and objectives that exist for all. It appears as if the affirmative action program is deliberately utilized as a polarizing tool to nullify gains and incite majority resistance.

The Spanish-surnamed community feels that this is a grave error that will result in a serious backlash detrimental to all since it increases the gap of misunderstanding that now exists between minorities and nonminorities.

Overqualification demands: There exists an underlying attitude throughout upper management that minorities must be "super qualified," "super performers," and "culturally acceptable" in order to be considered or appointed to fill positions of responsibility and authority, yet similar criteria is not applicable to dominant majority members, when considered for identical positions.

We feel that as a minimum, the Office of Federal Contract Compliance has the responsibility of requiring contractors to air these problems openly and resolve them on an equitable manner consistent with affirmative action goals.

Accountability: At present there exists no management accountability in the affirmative action program that requires officials, managers, and firstline supervisors in particular, to implement and enforce affirmative action policies.

Yet, it is at the first line supervisory level that they are the most effective and where the new employees' atttitudes are molded to the concepts of equal opportunity and fair play. If policy is to be meaningful and valid, it must be applied, enforced, and made to work at all levels, not circumvented by the appointment of a few token individuals in meaningless positions for showcase purposes.

The Office of Federal Contract Compliance initiation of performance accountability and judicious monitoring of the rate of efficiency and equity with which it is practiced, could effectively reduce these problems.

Visibility: The Office of Federal Contract Compliance communications with employees is virtually nonexistent outside of company management. The question is how can problems be identified, verified, and rectified if only management is involved?

Communication with the Office of Federal Contract Compliance representatives by employees and their formal-informal spokesman or group efforts, such as the Chicano forum are urgently needed. Most employees are unaware of the Office of Federal Contract Compliance

and employee representatives are not encouraged to air their problems with the Office of Federal Contract Compliance.

Effectivity: The foregoing problems could have been identified and resolved long ago if it wasn't for the inordinate delay in processing complaints through the OFCC system, which normally require 2 years to process. It is almost as if the system were intentional, since in that time period, the grieving employee becomes discouraged, moves on, dies, or having been identified as a problem, is disposed of via layoff or harassed until he leaves on his own.

Meanwhile, the responsible management personnel also becomes available through promotion, attrition, death, or other causes while the situation continues or even worsens. This, more than any other deficiency in the OFCC, cries out for rectification.

Upward mobility: This area is characterized by a variety of syndromes ranging from cronyism to discriminatory and turnoff techniques. Some of the circumvention methods are as follows. I will only touch on these for the sake of time.

Recruiting: Qualified Spanish surnamed applicants are subtlely informed that their consideration for certain positions is a mere formality, since they ostensibly lack the expertise to perform adequately.

Work force reduction: Management is given total authority to select layoff candidates and essentially allowed to engage in discriminatory techniques without regard to overall compliance with affirmative action program guidelines.

Cronyism: Numerous instances of placemaking or buddy-accommodating efforts occur, particularly now when competition for employment is at an all-time high.

Effectivity: A cursory review of organizational charts will disclose the almost total lack of Spanish surnamed individuals in management positions. Specifically the total complement consists of 5.3 percent of supervisors and managers. There are no directors in functional department levels or line positions, and no vice presidents. The upper professional classifications have minimal representation, while lower levels are heavily saturated. This statistical data is a matter of record and available to upper management who appear to ignore it or choose not to act on it at all.

Immediately promotable list activity: This management redress tool, which is touted as being a panacea to restore the problem of bypassed qualified minorities is a classic in figure manipulations.

To illustrate, during the last year immediately promotable list listed 828 individuals, of which 428 were promoted. Of these, 56.5 percent were females compared to 23 percent Spanish-surnamed individuals.

Since females make up 16.5 percent of the space division personnel and in the majority are of Anglo extraction, it is obvious that the distribution is lopsided.

Other instances of blatant disregard can be cited, but the most noteworthy are:

1. The recent elimination of two minority candidates from a firstline supervisory position vacancy in the materials department, despite their education, prior supervisory experience, and familiarity with company procedures.

2. The case of a newly appointed 27-year-old director whose merit for occupying a position over many individuals, minorities and otherwise, who are his seniors in experience, technical qualifications, age, company seniority, and IPL listing, appears to be his family relationship to another individual occupying a high corporate office.

3. It is noteworthy that the same personnel director cited above, stated in 1972 that 125 minorities had been identified to occupy management level positions, and then proceeded to fill some vacancies with prior associates.

4. In terms of numbers, manufacturing engineering which has a complement of 41 supervisors and managers, has only one Spanishsurnamed supervisor, and his appointment occurred only after a Chicano committee protested their lack of representation.

To summarize, we believe that as citizens of this land and as competent educated individuals, we are entitled to fair and equitable opportunities rather than plead hat in hand through the courts.

Legislation is prepared and mandates that regulations are promulgated to be adhered to, not circumvented via tokenism and platitudes. We are positive that effective and judicious action on the part of those agencies and individuals charged with the responsibility of ascertaining their compliance, will remedy these inequities.

It is time that the Government looked into these injustices and took an active part in their elimination, by assisting the legal actions currently underway against this and other offenders rather than allow the burden to fall on the Spanish-surnamed and other minority popu lation of the Rockwell International Corp. to take the case to court on their own.

Mr. HAWKINS. Thank you, Mr. Buttner.

Do we have any other statements to be read at this time?

Mrs. JARRETT. Yes.

Mr. HAWKINS. Mrs. Jarrett.

Mrs. JARRETT. I want to say something in regard to the minority women in Rockwell International.

Mr. HAWKINS. You may proceed.

Mrs. JARRETT. The Concerned Minority employees at Rockwell International have numerous complaints with this company, complaints pertaining to discrimination in the areas of promotions, job placement, upward mobility, and individual harassment.

We are pursuing action on these matters. Our purpose is to obtain all available aid from Congress and the head of the EEOC and every head of the Government, even to the President of the United States.

We are doing this in order to make Rockwell International comply with the established standards of equal opportunity employment for the minority women at Rockwell International. The company has failed to fulfill the agreement it entered into with the Federal Government in the 1970's respecting equal opportunity for women.

The women's wage rate is lower than the man's, but in spite of all, the minority woman's is lowest, lowest, lowest, and it is getting worse. Minority women are treated differently than that of the Caucasians. More and more promotions are given to less-educated Caucasians and experience and less seniority.

This is done in order to keep the buying power out of the hands of the minority women. They want the Caucasian women to be able to buy

more powder and perfume than we are. This is not the case; this is what we are not, the minority women at Rockwell International, are going to stand for.

The statement was made by the President of the United States on March 2, that a directive to all areas of the Federal Government to make every effort to make sure equal employment opportunities and a chance to take part in the decisionmaking process for women, and minorities and the decisionmaking body at Rockwell International, I do not have the figures and facts, and I would like for them to bring forth and tell us if there is one minority woman in the policymaking body of Rockwell International.

The majority women at Rockwell International want to make you aware of these problems that exist, and without assistance in these crucial areas will force us to mobilize all resources available and legal means necessary to secure better jobs and pay.

To you, Congressman Hawkins, we are asking you to look into the area of minority women at Rockwell International.

Mr. HAWKINS. Thank you, Mrs. Jarrett.

Are there any other statements to be made at this time?

[No response.]

Mr. HAWKINS. I assume that all of you will respond to questions, is that correct?

Mr. WILLIS. Yes.

Mr. BURRIS. Yes.

Mr. HAWKINS. Fine. With respect to the first statement, Mr. Ball, you made reference to a number of complaints that have been filed.

I think in one place you used the number 250 to 300 complaints of alleged job discrimination. Were these filed with the Office of Federal Contract Compliance, EEOC, or with the State Fair Employment Practices Commission?

Mr. BALL. The exact figure could be more than 300. But the data given with the round figures of 300 that have been filed with the EEOC's Office is in addition to the State level.

Mr. HAWKINS. What has happened to the complaints over what period of time?

Mr. BALL. Well, for example, there are people that I know of in the plant that have filed charges against Rockwell International as far back as 1970, and it is now 1975, and the individuals I have spoken with have not had their complaints investigated as of yet.

I, myself, have filed complaints as far back as 1973, roughly 3 years ago, and until this day, I have not had my complaints investigated. Mr. HAWKINS. Well, couldn't you be a little more specific as to how many have been investigated and how many have actually been processed, if any have been settled or

Mr. BALL. OK. For example, I went down to the EEOC's office to inquire as to what is the problem, and at that particular time, I was told that because of the number of complaints against Rockwell International, the investigating offices have been divided into a team. Presently they were working at the automatics division in Anaheim. From there they would leave and go to the space division in Downey. My understanding is they have just completed their investigation in Downey, and I know of an individual who has had his case substantiated by the finding of the EEOC investigator for one particular case, but there were quite a few cases at the space division.