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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 underutilization can be attributed to these factors, but

our analysis shows that the major portion of underutiliza

tion is due to race and sex.

Examination of recruitment policies throughout the Department revealed that negligible efforts were being made in the area of minority and female recruitment. The unfortunate 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. Furthermore, 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 following the Civil Service Guidelines for upward mobility.

N

The organization of EEO in the Department is frag

mented and not placed at a sufficiently high level to have Department-wide influence. As a result, the A&Os have de

veloped many different EEO policies with varying degrees

of success.

The Department of Labor must attempt to establish an

effective EEO program.

Departmental programs and policies

are concerned with the workingman, minorities and the disadvantaged, and the Department is responsible for enforcing EEO standards among government contractors, State employment 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 constituencies 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.

I. STATISTICAL ANALYSIS

The purpose of this study is to provide the statistical information and analysis necessary for implementing an effective EEO program in the Department. First, the study evaluates comprehensively the underutilization of minorities and women. It then attempts to analyze the underutilization in order to identify and facilitate means of solution. The study investigates the factors potentially responsible for the underutilization of minorities and

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 administrations 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.

It

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 factors 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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