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their own methods of analysis.

10. Provide for computerized data systems which are interfaced with the Department's IPPB system and which provide detailed information on the status of minorities and women down to the smallest organizational unit.

The

output data should be in concise analytical form and should include the following:

a.

b.

C.

data investigating the extent and nature of

underutilization;

demographic characteristics of employees
(education, age, length of government ser-
vice, job series, time-in-trade, etc.);

historical data such as rates of turnover

and accession by various employee groupings and promotion rates by race and sex; and

d. information to comprise a skills and qual

ifications inventory that can be used for

in-house recruiting.

VII. CONCLUSION

EEO Concept

As was stated in the introduction, Equal Employment Opportunity is achieved when all employees can go as far as their ability and willingness to accept challenge will take them. The findings of the Task Force clearly demonstrate that this state does not yet exist in the Depart

ment of Labor.

A. Findings

Statistical analysis has disclosed a substantial

amount of underutilization of minorities and women. Α

small part of this underutilization is a result of the Department perpetuating past discrimination; for example, inadequate departmental training programs to offset the generally lower education of blacks. The major portion of underutilization, however, seems to have resulted from internal causes and cannot be attributed to explanatory factors such as length of service or education.

Positive efforts in the area of upward mobility are

needed to overcome the effects of discrimination, both past and present. Three Departmental upgrading programs,

however, which have been aimed at nonprofessional employees in grades GS 1-7, have had only 45 participants in the last 5 years out of a target population of 3500. Only the program in Manpower comes close to following the Civil Service Guidelines for upward mobility, and nonprofessional employees have been frustrated for so long that they have become apathetic.

The recruitment efforts of 7 A&O's examined have been

either haphazard or non-existant. This situation exists despite the need to recruit minorities and women for executive and mid-level positions throughout the Depart

ment. There is also a need to recruit non-black minori

ties at all grades and in all A&O's to recruit women for entry level professional jobs in OSHA and OASA, and to recruit blacks for professional entry level positions in OSHA and BLS. In addition, our availability studies have indicated that there are women and minorities for any

type of job in the Department of Labor.

EEO in the Department has been poorly organized in
Employees involved full-time with internal EEO

the past.

matters have been buried in the bureaucracy. There has

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