5.

protecting the welfare of all wage earners, present

and potential. In addition, an equitable represen-
tation and distribution of all racial-sexual groups
throughout its workforce would help the Department

be more responsive programmatically to the needs of
its constituency, many of whom are women and/or mem-
21/
bers of minority groups. Making similar require-

ments of itself would also help the Department when

enforcing standards externally.

Proposals for Goals and Timetables

Representation in the national population or in the workforce, whichever is appropriate, is the first guideline used in determining the minimal percentage goal for an underutilized group. Availability of underutilized groups in particular occupations within and outside of the Department contributes both to the goal and to the timetable necessary for achieving the goal. The role and mission of the Department adds to the minimal goal, while the criteria of parity is used to evaluate the Department's present position, and to establish minimal goals. The goals proposed here apply to each National Office and Field unit of each administration.

21/The racial composition of the professional grades

in the Field should vary from region to region according to the racial composition of the regional population.

Parity, or the full utilization of all employees, is

to be achieved through the establishment and attainment of

both the percentage goals and the numerical goals, both of

which shall apply to Blacks, Women, and Nonblack Minori22/

ties.

The numerical goals are to be set annually in

each A&O down to the smallest work unit.

23/

The minimal

percentage goals are to be established at the A&O and Departmental levels, and are to be reached through the annual attainment of the numerical goals. The timetables for

their achievement will vary and are to be set by the individual A&O, subject to the EEO Director's approval.

sional workforce.

a. Blacks are to comprise at least 12% of the profesIn the National Office, they should comprise at least this percentage of all employees

at each professional grade level in each A&O. In

the Field, each A&O must attain this minimal

22/

The use of goals is not intended to and shall not be so utilized as to result in discrimination against an applicant for employment or employee on the grounds of race, color, religion, sex, or National origin.

23/See section VI A8.. (Implementation of Goals and

Timetables)

representation of black professionals in each region.24/

This 12% goal was established after consideration

of each criteria. Blacks comprise 11.2% of the National population and should, therefore, comprise at least that percentage of the Department's professional workforce. Since many minorities and women are affected

by Departmental programs and the Department has executive responsibility for enforcing equal employment opportunity standards externally, its own condition must be exemplary. The higher percentage is, therefore, justified and should help to enhance the Department's credibility while it performs its executive

Blacks already represent 14% of all professionals in the Department (19% in the National Office, and 10% in the Field), but are under-represented in the higher professional grades, GS-12-17.

Parity would be

24/ It is not necessary to establish the percentage goal at each grade level because of the small numbers involved. The percentage is to apply, however, to the following grade groupings: GS-5-10, 11-12, 13-15.

25/

Asst. Secretary Lovell to all State Employment Security Agencies on the subject of minority group employment in State Agencies - March 25, 1970.

achieved by upgrading Blacks in the lower profession

al grades and by recruiting more Blacks for higher
professional slots so that they would comprise at least
12% of all employees at each professional grade level.
This redistribution would result in lessening the
number of Black professionals in the lower profession-
al grades and increasing their numerical representa-
tion at all of the higher professional grade levels.
b. Women should have at least 31% representation
throughout the professional ranks. They comprise 51%
of the National population, but the factor of avail-
ability limits the overall goal at this time. They
presently comprise 22.6% of all professionals in the
Department, but 66% of this number is concentrated in
the lower professional grades, GS-5-11, as compared
to 29.9% of all Departmental professionals in these

grades.

Women comprise slightly over 30% of the full-time, 26/

year-round workforce,

and the fact that their

availability in some occupations of interest to the

27/

Department is limited at present

should not lower

the goal but merely lengthen the timetable., Finally,

the Department's obligation to serve as an equal opportunity employer necessitates both the establish28/

ment and attainment of this goal.

C.

Nonblack minorities are to comprise at least 8%

of all professional employees in and throughout the Department's professional grade levels.

This group,

which includes Spanish-surnamed Americans, American Indians and Orientals, comprises 7.2% of the National population, but only 3.3% of all Departmental employees, and a mere 3.1% of all professional employees as of March 31, 1971. Many members of this group are directly affected by Departmental programs and policies and, therefore, deserve more representation in the professional ranks than they have at present.

27/ See Appendix C-14 C-14 - 17; Female Representation in Occupations of Interest to DOL.

28/ White females presently comprise 20% of all white professionals in the Department, while Black females comprise 39.4% of all Black Departmental professionals.