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October 8, 1971

U. S. DEPARTMENT OF LABOR

Office of the Secretary
Washington

Acknowledgements

We would like to express our deep appreciation to John Hanson, June Robinson, Evyonne Martin, Joyce Dupree, Kitty O'Leary Higgins, and Dick Schubert without whom not only this report, but all of the work of the Task Force would have been impossible.

We would also like to thank the following list of kind people who helped in various ways with the preparation of this report:

Marie Bankhead
Rozalind Brack

Joe Collier

Bill Dedham

John DeLeon

Ray Doyle
Nate Finch
Carol Furr

John Irving
John Johnson

Dick Jones
Tom Kouzes

Cliff Lee

Vince Macaluso

Melvin Moxley

Vince Oliver

Deanell Reece
Frank Ridley
Chuck Roberts
George Travers
Ed Waters

Kathy Wedemeyer
Lionel White

Althiea Wiggins

Frank Yeager

Wilt Zanders

Frank Zarb
Bonnie Mampe

We want to express our gratitude to Secretary of Labor James D. Hodgson and Under Secretary of Labor Laurence H. Silberman for the opportunity to work together independently, and with official blessing. We hope that we may have been of help to them in their efforts to make the Department of Labor a better place to work for all its employees.

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Introduction

Equal Employment Opportunity is the state that

exists when all employees in any given occupation can go as far as their ability and willingness to accept challenge will take them.

Accepting as true that roughly

the same percent of minorities and women are talented as that of any other group, the state of Equal Employment Opportunity will be demonstrated to exist in the Depart

ment of Labor when minorities and women are distributed

in the same manner as all employees and in numbers which reflect the percent they comprise of the population or

workforce.

Investigation by the Task Force clearly illustrates that the Department has not established an effective equal employment opportunity program to achieve this state. The investigation included (1) a statistical

evaluation of the status of minorities and women in the

Department of Labor; (2) interviews with EEO and Personnel staff and employees at various levels; (3) in-depth studies of Recruitment and Upward Mobility programs; and (4) a review of the present EEO organizational structure.

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