American are meaningless if year after year his own government continues to set the example of flagrantly denying him those economic opportunities that emanate from fair, just and equal treatment in federal employment. The situation is explosive and one that is replete with resentment and bitterness on the part of the Spanish Speaking group as it strives to be heard through peaceful and democratic means. It is strongly doubted in whatever action is taken by American leadership, that the Spanish Speaking American will wait 96 or 141 years to have this injustice in federal employment rectified. IV. ANALYSIS OF MINORITY GROUP EMPLOYMENT PROGRESS IN THE FEDERAL AGENCIES FOR 1970 A. General 1. Comprehensive data contained in the 1967, 1969, and 1970 studies prepared by the Civil Service Commission, has provided an opportunity for better comparisons as to progress made by the various minorities in achieving employment objectives within the U.S. Federal Work Force. The 1970 CSC Minority Group Employment Study also provided for the first time, 100% employment data developed under the current administration and not information which some could say, reflected the accomplishments and employment objectives of previous administration effort. For the purpose of the 1970 Analysis, updated population data was used as follows: Estimated U.S. Population for 1970-207 Million. Negro-23 Million or 11.0% of Population. American Indian=890,000 or 0.43% of Population. 2. General Comments Concerning Part I Tables.-Eight tables were developed in Part I. Tables A, C, E and G contain 1970 data and Tables B, D, F and H include 1969 information. The first group for 1970 reflects an examination of 26 agencies while similar 1969 tables contain an analytical review of the same 26 agencies. The tables for each minority group are in turn. joined together to permit comparisons of identical entities for 1969-1970 period. 3. Part II Data-Table I.-The table in Part II was developed with the intent of determining the degree of representation the various minority group elements have reached within the Washington Metropolitan Area. Without question, this segment of Federal Work Force is probably the most important because it has so much to do with the: a. Translating into action of many of the overall responsibilities of the President. b. Development of national program policy for each department, agency and commission. c. Interpretation of legislative changes and top level decision making for respective program/service policies. d. Planning, developing, assigning, redistributing, apportionment and control of funds for national programs and services. e. Planning, developing, assigning, distributing, controlling of personnel ceilings and available manpower for the execution of program requirements. 4. The purpose of Part III is to probe further and determine the distribution patterns of Spanish Speaking employees in the key state segments of the country where two or more of the four ethnic groups are concentrated. Tables J through Q were used while analyzing Civil Service Commission data and Bureau of Census, HEW and Cabinet Committee on Opportunity for the Spanish Speaking information. B. Findings, Part I 1. Actual Minority Group Increase/Decrease.-Net gains in actual minority employee increases from November 1969 to November 1970: Negro-1.922 Employees. Indian-1,414 Employees. Oriental-233 Employees. Percentage standings when compared with estimated population figures reveal significant changes specially those of Indian federal employees whose im proved percentage standings as shown below are second only to the Oriental group: In the conduct of previous minority studies it is understood that when the percent of actual jobs held by any minority of the total Federal Work Force, is the same as that for their estimated percent of the total U.S. population, then those minorities have achieved parity. It is observed above that three of the above minorities or ethnic groups are well over parity. The fourth one being the bottom group or the Spanish surnamed trails far behind with a -3.1% away from parity. This means that the Spanish surnamed employee figure must be increased by approximately 80,000 federal worker positions in the foreseeable future (2,571,504×3.1%) to achieve its 6% parity percentage of the Federal Work Force, let alone surpass it. At the current net increase rate of 830 employees per year as shown for 1970, the Spanish surnamed group would achieve parity in 96 years assuming that they remained anywhere near 6% of the U.S. population. This is doubtful since recent Department of Labor data reveals that the Negro and Spanish surnamed minorities are among the fast-growing ethnic groups in the Nation. 2. Negro Federal Worker Progress-Tables A and B.-a. Large gains were achieved by Negro federal workers in the following agencies for 1970: Minor employee gains were reached by this group as shown below: b. Due mostly to reduction of Southeast Asia operations, considerable losses were suffered by Negro federal workers in agencies listed below: c. Despite heavy losses in Defense, Negro federal employees gains in other agencies overcame the losses so that the net gain of 1970 totalled 1922 additional workers thus moving the Negro group percentage of the total Federal work force from 15.0% to 15.2%. d. As shown in Table A for 1970, seven of the agencies examined have Negro worker group percentages below the parity percentage of 11%. However, of these seven, visible gains were achieved in Justice (1.3%), Agriculture (.4%), AEC (.4%) and Transportation (.3%). Very little or no changes are perceived for the Air Force (7.3%), Interior (5.0%) and NASA (3.1%). These low percentages are more than overcome for this ethnic group by outstanding percentages as shown for the first 18 agencies in Tables A and B. e. Upward Mobility.-The Negro employee's problem in the Federal Work Force is not so much representative percentages of workers in Civil Service, as upward mobility. A cursory look at Table 1-3 of the November, 1970 study entitled "Minority Group Employment In the Federal Government" (SM 70-70 B) as prepared by the Civil Service Commission, reveals that a low percentage of the Negro federal workers are assigned to middle or senior grade levels of the total Federal Work Force. 3. Spanish Federal Worker-Little Net Gain for 1970 Due To Severe Losses, Tables C & D.-a. Despite the net increase of 830 Spanish Speaking and Spanish surnamed federal employees for 1970, by percentage-wise this ethnic group increased one tenth of one percentage point for the entire year. In other words, it virtually stood still with respect to equal employment opportunities and the momentum achieved in previous years has essentially been lost. Much of this loss in momentum, is attributable to heavy losses Spanish workers suffered as certain Defense agencies, State and NASA reduced their work forces during the year. Approximately 3025 Spanish Federal employees were reduced during 1970 due primarily to phasing out of Southeast Asia operations. b. Two Agencies Use RIF Action To Improve Spanish Employees Percentages.One entity in DOD is to be commended however, for its outstanding effort towards maintaining representative numbers of Spanish federal employees in the organization even when revising its figures downward. This one is the Department of the Air Force. For example, the Air Force reduced its civilian worker component by 14,259 which included 794 Spanish employees, but increased the percentage of Spanish workers of its remaining force from 7.2% for 1969 to 7.3% for 1970. A non-defense agency also deserving equal credit for its solid top leadership and resultant good progress in this area is the Atomic Energy Commission. Though it decreased in numbers of employees during the year, AEC nevertheless moved the percentage of Spanish workers visibly upward from 3.5% to 4.1% of its assigned work force by adding 35 additional workers to the Spanish minority group. c. Three Small Agencies Support Spanish Federal Worker.-Three other agencies which also deserve special recognition for their outstanding improvement and progress in their treatment of equal employment for the Spanish Speaking includes those listed below: The above gains in actual workers or percentage points are not large because the agencies they represent are small in assigned/authorized complements. They do reflect personal cognizance and awareness from their top leadership in assuring that equal opportunities are opportunely afforded the Spanish surnamed worker. This has been the key to their success. d. Large Spanish Losses and Small Gains.-The Department of the Army and the Navy had the same excellent opportunity to improve their mediocre under representation of Spanish Federal workers while reducing their civilian work components, but chose rather to reduce Spanish workers by 760 and 521 respectively, and retain the same unacceptable and poor employment base as reflected for 1969 and previous years. Equally true is the pattern for the Post Office Department which also had ample opportunity to improve its extremely poor under representation of Spanish employees during this period. In this case, despite the healthy 14,070 employee increase it achieved for the year, Spanish workers hired were 1,557. Their percentage in the Post Office Department accordingly, received a slight increase from 2.5% for 1969 to 2.7% for 1970. In the case of the Post Office Department which comprises almost one third (717,821) of the total Federal Work Force (2,571,504) its continuing low percentage of Spanish workers (2.7%) contributes greatly to maintenance of the perennially overall mediocre low percentage of the Spanish group. e. Numerous Gains by Domestic Agencies-Little Help to Spanish Employees.(1) Commencing with the Post Office Department as shown in Table C, each successive agency moving downward in percent of Spanish employees reflects progressively, worse employment practices and severe under representation of the Spanish surnamed workers. Each listed agency contributes unduly to the dragging down of the Spanish surnamed employment percent of the Federal Work Force to the unimpressive 2.9% for 1970. The above deficiencies are less understandable because, excluding Defense, State, NASA and the Atomic Energy Commission, all of the agencies listed below for the most part, have enjoyed from modest to healthy worker increases during the year. In varying degrees however, the following figures reflect progressively apathetic to deplorable actions by listed agencies to improve the Spanish surnamed federal worker's lot in the Federal Work Force. (2) Important Gains By Key Domestic Agencies-Little Support For Spanish speaking, the "gutsy" departments-whose programs have so much to do with the greater mass of the Spanish surnamed Americans to include HEW, HUD, Labor, Transportation, Agriculture, Commerce, Interior and VA, barely average 1.4% per work force as Spanish surnamed. When looking at their collective increase for 1970 reflecting 614 Spanish out of a total increase of 23,247 employees for these eight agencies, it can be readily understood why the President's 16 Point program for Spanish employees has been essentially a dismal failure. Federal Agency leadership above is simply not aware of the critical situation concerning Spanish Speaking employment and-much less aware of the problems that severe under representation in federal employment are creating for this ethnic group. If this lack of awareness on (feigned or real) the part of top management is understood, one can then explain why Transportation could increase in force by 6,105 employees and yet maintain in Spanish surnamed workers, the deplorable percentage of 1.1% of the Department's work force. The same can be said for HEW, Agriculture, Commerce and VA who also enjoyed sizable increases as shown above for this period. Commerce as a Department by far has the worst under representation of Spanish surnamed employees (0.7) in the nation. Yet in the face of the President's 16 Point program and related effort to improve the lot of this ethnic group, it increased its work force by 5,764 employees while maintaining the totally unacceptable Spanish surnamed percentage of .7% of its total work force. The Department of Interior in turn, gained 181 employees and yet had 12 less Spanish surnamed workers at the end of the year. Our 16 Point Program watch dog-the Civil Service Commission, gained 382 personnel during 1970 and reported a net gain of 1 Spanish federal worker. Top Civil Service Commission Leadership cannot be commended very highly for such feeble execution of the President's 16 Point mandate. In turn, the Smithsonian Institution is attempting to promote an awareness of the cultural heritage of the Nation's largest native minority by maintaining its number of Spanish speaking at the lowest possible number with eight employees for 1969 and seven for 1970. Is this the manner by which the Institution culturally promotes an ever increasing understanding of the Spanish Speaking Americans in this country? Tragically enough, it is doubted that Smithsonian leadership is aware or even concerned of this glaring inadequacy in Spanish employment. (3) Previous Heavy Handed Reductions of Spanish Speaking Employees. It is absolutely ludicrous for agencies such as the four below, to reduce in force |