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.

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 surveyed2 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

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 enrollment in nonblack law schools. This is illustrated by 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.

American Indians (Appendix C-14) and Women (Appendix

C-15

C-17) also indicate a significant recruitment source. Further, data on availability can be obtained from

other government agencies and community organizations

An examination of the recruitment efforts of the

major Administrations and Offices revealed either no definite minority or female recruitment programs or else small-scale programs. Yet, the data on percent distribution of professionals by grade, race and sex for each A&O indicates definite recruitment needs at all professional grades, since no A&O meets the minimum goals for blacks, nonblack minorities, and women at all grades.

The availability studies also show that there are qualified minorities and women available for DOL jobs. DOL needs to re-establish its EEO credibility es

pecially with regards to recruitment.

It can only do

this with a real commitment to establish effective re

cruitment programs.

B. Recruitment Recommendations

To establish effective recruitment programs for minorities and women there must be a centralization of all

recruitment efforts (creation of a Central Recruitment

Office in the Office of Personnel); a cadre of fulltime recruiters; full and adequate usage of the Manpower Planning System by each A&O; full usage of positive recruitment; reinstitution and expansion of the Vacancy Clearance System; and specific goals and guidelines

for recruitment.

See Appendix C-19 for a breakdown of recruitment functions.

4/ Manpower Planning System was developed by the

Central Personnel Services to provide a comprehensive Recruitment Plan in FY 1968 for Wage and Labor Standards Administration.

Manpower Planning System uses turnover studies, retirement index studies, and anticipated expansion as sources for anticipating vacancies in an upcoming fiscal year. The number of anticipated vacancies for which minorities and women would be recruited will be determined by the numerical goals and timetables established for each Administration. The following is an example of a Manpower Planning System Plan of Action:

Retirement index is maintained by the Division of Personnel Planning & Review, OASA.

(4/cont'd.)

1. Central Recruitment Office

Office of Personnel will establish a Central Re

cruitment Office with adequate professional and supportive staff. This office will receive and review the

Manpower Planning reports and current lists of vacancies from each A&O. Central Recruitment Office's major re

sponsibility will be to manage and/or coordinate the