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toward filling senior and executive level positions
(GS-13 and above). However, the Bureau of Labor Statis
tics plans to develop a senior-level positive recruitment
This is significant since most of the non-minority
campuses visited are in large metropolitan areas, and,
therefore, have some contact with or knowledge of Fed
eral Service opportunities.
Most of the predominantly
minority colleges and universities, however, are located
in areas where they have no contact with and limited
knowledge of such opportunities.
Finally, when the other administrations recruit at
colleges it is only to encourage minorities to take the
Federal Service Entrance Exam, which is culturally and
racially discriminatory (See Appendix C-1).
other less questionable methods (See Appendix C-2 - C-3)
that can be used in obtaining Civil Service eligibility
instead of encouraging minorities to take a test which
handicaps them. All of the Administrations have stated
good intentions in their EEO Action Plans on recruitment,
but they have done little or nothing to carry out these
(Appendix C-4) reveals a minimum of seventy organizations
out of approximately 500 in June 1970, having five or
(over 10% of total) having no minorities indicates that
minorities are not distributed adequately across organ
The charts showing Percent Distribution by Grade,
Race, & Sex (Appendix C-5 - C-7) also indicate unequal
distribution across professional grades. The high per
centage of blacks and women in entry level grades is mis
leading since it is a high percentage of a small amount.
The majority of professional employees are GS-ll and above,
where minorities and women comprise a low percent. (Table
2 in Appendix C-8 shows the total number of professionals
The sporadic activity in SOL (Appendix C-7) at GS
5-9 does not represent attorneys but other professionals
(legal assistants and administrative jobs), since attor
neys enter at GS-11. In all of the administrations, as
the quantity and/or GS level of professionals increases
the percentage of minorities and women decreases.
The recently created Occupational Safety and Health
Administration (OSHA) already has the characteristics of
poor distribution of minorities and women professionals
across GS grades. The Percent Distribution of Profes
sionals by Grade, Race, Sex in OSHA (Appendix C-9 - C-10)
also shows the same inverse relationship between GS
grade and percent of minorities and women.
Simply hiring from the Civil Service register and the
haphazard visiting of a few campuses and community organ
izations is not going to alleviate this unequal distri
bution. Only real positive recruitment programs can begin
to alleviate the disparity. There must be aggressive
attempts to find qualified minorities and women, not just
on the campuses but also within the community and within
the Department of Labor, and assurance that they are
placed properly and that they will be allowed to move up.
The usual answer to the question why there is a lack
of effective positive recruitment programs is that there
are not many qualified minorities or women.
tics from HEW, The Cabinet Committee on Opportunity for
the Spanish Speaking, and the National Urban League, Inc.
indicate that there are qualified minorities and women
available. Eighty-three predominantly black colleges were surveyed to see if they offered majors or required
courses in the Department of Labor's major areas of
2/Total enrollment at 83 black colleges represents 44% of total blacks enrolled in colleges as of Fall '68.
As the charts (see Appendix C-11
show, there is a significant number of black colleges
having graduates and offering majors and required courses
in the Department's major areas of concentration.
law figure is low because of decreasing numbers of black
colleges with law schools and the increasing black enroll
ment in nonblack law schools.
This is illustrated by
the number of blacks enrolled in law schools jumping from
1254 in '67-'68 to 2154 in '69-'70 (Association of
American Law Schools Newsletters 68-3, page
page 3). The other fields having the smaller number of
black graduates and colleges offering majors are mainly
areas of concentration which are located in small offices
in DOL or areas with limited numbers of positions avail
Therefore, the small amounts still represent a
significant amount based on the limited need within the
Department. Availability studies for Spanish-Americans,
DOL Major Areas of concentration: Accounting, Business Admin., Economics, Guidance & Counseling, Industrial Rel., International Rel., Journalism, Law, Math, Political Science, Social Science, Sociology, and Statistics.