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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

program.

BLS has made some effort to recruit at predomi

nantly minority colleges and universities both locally or outside of the local area. When the other Adminis

trations do recruit they mainly visit non-minori ty colleges and universities having some minority enrollment. 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 Federal 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

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A statistical look at the six target Administrations reveals a need for positive recruitment. Table 1 (Appendix C-4) reveals a minimum of seventy organizations out of approximately 500 in June 1970, having five or more professionals yet having no minorities. The largest number of organizations having no minorities is located in the Manpower Administration, an administration whose programs are directed mainly towards minorities and/or the disadvantaged. The large number of organizations

(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

The high per

distribution across professional grades. centage of blacks and women in entry level grades is misleading since it is a high percentage of a small amount. The majority of professional employees are GS-11 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 attorneys 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 Professionals by Grade, Race, Sex in OSHA (Appendix C-9

also shows the same inverse relationship between GS grade and percent of minorities and women.

. C-10)

Simply hiring from the Civil Service register and the

haphazard visiting of a few campuses and community organizations is not going to alleviate this unequal distribution. 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.

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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, statistics 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.

3/

concentration. As the charts (see Appendix C-11

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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 enrollThis is illustrated by

ment in nonblack law schools.

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 2; 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

able.

in DOL or areas with limited numbers of positions availTherefore, the small amounts still represent a significant amount based on the limited need within the Department.

Availability studies for Spanish-Americans,

3/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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