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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

[blocks in formation]

ment.

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).

There are

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

[blocks in formation]

(Appendix C-4) reveals a minimum of seventy organizations

out of approximately 500 in June 1970, having five or

[blocks in formation]

(over 10% of total) having no minorities indicates that

minorities are not distributed adequately across organ

izational units.

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

by grade.)

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.

[blocks in formation]

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.

Yet, statis

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.

concentration. 3)

As the charts (see Appendix C-11

C-13)

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.

The

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

70-2,

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

able.

Therefore, the small amounts still represent a

significant amount based on the limited need within the

Department. Availability studies for Spanish-Americans,

3/ DOL

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.

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