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The simple quantitative analysis and the correlation

study showed substantial underutilization of minorities and

women in the Department.

Such factors as education, length

of service and time-in-grade were examined.

A small part of

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tunate results of these minimal efforts, evident in all

A&O's, are most notable with regards to entry level women

in OSHA & OASA and entry level blacks in OSHA & BLS.

Fur

thermore, availability studies indicate that there are

women and minorities for DOL jobs both within and outside of

the Department.

Three departmental upward mobility programs have

affected only 45 out of 3500 nonprofessional employees

over the past five years.

The Manpower Administration has

the only one of these programs which comes close to follow

ing the Civil Service Guidelines for upward mobility.

The organization of EEO in the Department is frag

mented and not placed at a sufficiently high level to have

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are concerned with the workingman, minorities and the dis

advantaged, and the Department is responsible for enforcing

EEO standards among government contractors, State employ

ment agencies, and agency-funded programs.

The Department

must make the same requirements of itself as it does of

others in order to have credibility while carrying out its

responsibilities.

Recent disturbances at HUD and HEW, agencies with con

stituencies similar to the Department of Labor's,

indicate

that the internal EEO status of a government agency does

affect its community stature and efforts.

Appropriate

action must be taken by the Department to avoid similar

confrontations.

An effective EEO program would result in the

development of all employees, and would allow the Depart

ment to realize the full potential of its workforce.

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The purpose of this study is to provide the statisti

cal information and analysis necessary for implementing an

effective EEO program in the Department. First, the study

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women, and provides the data required for establishing goals

and timetables.

In accordance with these goals, the statistical study

is divided into two main parts.

Presented first is an ex

amination of underutilization which contains three sections.

The first is a brief overview of the status of minorities

and women. The second section includes an analysis of

underutilization, Department-wide, as well as in adminis

trations and regions.

The final section of the first part

is a McKersie analysis which compares the position of blacks

in the Department to their status in private industry.

While the first part of the statistical analysis evaluates

the status of minorities and women, the second part attempts

to provide an understanding of their underutilization.

It

contains two sections.

The first examines the demographic

characteristics such as service, age, or education, which

determine an employee's position in the Department, and con

siders the effect of these factors on underutilization.

The second section conducts a correlation study of the fac

tors responsible for the status of minorities and women in

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This study does not contain any time-series analysis

which would include such factors as rates of promotion and

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