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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
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.
thermore, availability studies indicate that there are
women and minorities for DOL jobs both within and outside of
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
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.
must make the same requirements of itself as it does of
others in order to have credibility while carrying out its
Recent disturbances at HUD and HEW, agencies with con
stituencies similar to the Department of Labor's,
that the internal EEO status of a government agency does
affect its community stature and efforts.
action must be taken by the Department to avoid similar
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.
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
women, and provides the data required for establishing goals
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.
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
This study does not contain any time-series analysis
which would include such factors as rates of promotion and