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should also be made aware of those people in the Depart
ment who are involved full-time with EEO and encouraged
and a ratio of one secretary to every two professionals
might help to achieve this objective.
The clerical staff should also be encouraged
to assume certain "professional" duties, such as those
involving basic research or statistics.
sponsibilities would contribute to their knowledge of
the office's operations, and would also enable some of
them to move into the para-professional or professional
ORGANIZATION OF EEO
Although the single most important aspect of an
effective EEO program is commitment from top to bottom,
certainly the second most important consideration is an
efficient organizational structure.
The development of
such a structure must consider the mission of EEO and the
larger organization within which it must iunction.
As stated in the introduction to this report, Equal
Employment Opportunity is the state that exists when all
people in any given employment can go as far as their
ability and willingness to accept challenge will take then.
But we recognize that because of discrimination and social
attitudes past and present, all people do not have an
discussed elsewhere in this report.
The concern here is
how best to organize our efforts to reach this goal.
This section of the Task Force Report will examine
the present structure of EEO now and how the organization
can be improved to accomplish EEO goals.
the Secretary of Labor directly to the heads of each
Administration and office.
The heads of the A&O's de
signate EEO Co-ordinators to assist them in carrying
out their responsibilities.
The Assistant Secretary for
Administration is designated the EEO Director and is given
authority to provide leadership and assistance to the
There is, further, an EEO Officer who is to
assist the EEO Director, and who is responsible for
receiving formal complaints of discrimination.
Order also provides for EEO Counselors who are respon
sible for receiving informal complaints.
The Order states
that the A&O's must submit a yearly EEO affirmative action
plan to the EEO Director and include EEO progress in