CAREER EMPLOYMENT OF WOMEN IN THE CENTRAL INTELLIGENCE AGENCY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002800020004-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 20
• Document Creation Date: November 17, 2016
• Document Release Date: July 26, 2000
• Sequence Number: 4
• Publication Date: November 1, 1953
• Content Type: REPORT

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CAREER EMPLOYMENT OF WOMEN
IN THE
CENTRAL INTELLIGENCE AGENCY
November 1953
Report of the
Panel on Career Service for Women
to the
CIA CAREER SERVICE BOARD
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TABLE OF CONTENTS
PREFACE
SECTION I. IERLDUCTION
SECTION II. FINDINGS
SECTIGW III. RECOMBINATIONS
TAB A. CIA Women Employeee Compared with Other
Employee Populations
TAB B. CIA Women Employees Compared with CIA
Men Employees ?
TAB 0, Report of the Committee an Professional
Warn in the Overt Components of CIA
TAB D. Report of the Committee on Women in the
Covert Offices of CIA
TAB E, Report of the Committee an Clerical
EMployees in the Overt and Covert Offices of CIA
TAB F. Report on Exit Interviews
TAB G. Report 3U the JOT Program
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FREFACE
Although the last census reports 19 million working
women in this country (en increase of 7 million sine*
2940), it has not been too many years age that eeployment
opportunities open to women were Limited to teaching or to
performing household services. During the 19th century,
employment opportunities were gradually extended:to
include clerical and some professional fields. It is only
recently that women have entered any ,at variety of
occupational fields and there still remain some occupations
where women are not employed in any significant number.
As compared with other employers, this Agency has
offered at least equivalent opportunities to career women.
It has not, in common with other employers, taken full
advantage of the womenpower resources available to it,
The 'Panel on Career Service for Women, has viewed its teak
as one of supplying answers to the questions What are
the career opportunities for women in the Central
Intelligence Agency?*
WIL.????????????????.?????,
"Hmemeityment learn to escept superiority not in
this group or that one, in this sex or the other, but in
the person, no matter what his or her group membership,
and regardless of sexes -. Ashley Montagu
(Chairman of the Departneet of Anthropology at Rutgers
and
Director of Research for the New Jemmy Committee
of Mental Health and PhysicalDommacement)
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I. INTRODUCTION
A. Objective,
On 31 July 1953, the Director of Central Intelligence and the
Chairman of the CIA Career Service Board met withagroup of weemn,
representative of professional women employed by the Central
Intelligens Agency, This croup was invited to serve as si panel to
report on the role of women in the Agency's Career Service Program*
In the three months since that time, the group has studied the our-
rent utilisatien axon= in the Agency an a basis for suggesting
ann./era to the question:
What are the career opportunities for -women in
the Central IntelLiwnwelAgeoce ?
Be Approach
The occupational groups in the Agency were divided into
"professional," "clerical," and "intermediate," The definition of
these groups was arrived at by cancel agreement of the Panel members
based on the judgment of individuals most familiar with specific
positions*
The "intermediate" group was established to cover those posi-
tions which were neither wholly professional nor primarily clerical*
As will be observed later, this group in an important transitional
area for clerically trained personnel who are enabled because of
their interests and capabilities to advance to professional positions.
Within the broad groups of "professional" and "clerical"
categories of specialisation have been established, "Administrative
"for wimple, has bemused to describe budget, supply, per-
some and general administrative duties. Within the more technical
areas, e.g., statistics, data has been collected separately for the
specific area. Each of the categeries used is described in detail
in the separate reports attached,
The Committee on Professional. Women in the Overt Components has
concerned itself primarily with the. emplopmnit of women in the Offices
of the Deputy Director (Administration), the Deputy Director (Intenta
pace), the Director of Training and the Assistant Director for
Communications, The covert elements in these offices were not con-
sidered in this Committees report*
The Committee on Professional Women in the covert componente,
originally established to consider the employment of women in overseas
areas, found it necessary to extend its study to include those head-
quarters components having the preponderance of overseas employees*
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In the Committees analysis of the field situation, both clerical and
professional personnel have been considered; its analysis of the headu
quarters situation gives more emphasis to professional personnel,
The Committee on Clerical. Employees has reported primarily on the
utilization of wymen in clerical positions in headquarters but has
also found it appropriate to hichlight certain problem areas in
clerical employment common to in and women in these positions.
The Panel has considered not only whether women were being
utilised and in what areas of specialization, but also the levels of
responsibility which they achieved. The lack of uniformity in the
Agana:yes organisational structure has complicated this last point,
The grade attached to a particular position does, of course, signify
a certain degree of responsibility and difficulty, but there are vary.
ing degrees of prestire or status attached to organizational titles,
While recognising that they are not in fact comparable, the Panel has
of necessity assumed that such titles as Division Chief and Branch
Chief represented uniform organisational levels,
pji4cn of Statistic.
The Personnel Office was most cooperative and helpful in develop-
ing statistical data available from central personnel records. The
decision to apply mare flexible definitions of "professional" and
"clerical" did, however, limit the extent to which machine method'
could be applied and a :Ubstantial part of the data compiled was
prepared manually from a variety of sources, Certain discrepancies
are a natural result. The Panel considers that the minor inaccuracies
which may exist do not distort the picture presented.
PINDINCIS
1.
(NOTE' All data as of 30 June 19530)
a, Although the median grade for staff employees and staff
agents is 08.7, the median grade for women is G84 as compared
with 019.9 for men,
b. Only 19% of women employees, as compared with 69% of
men employees, occupy grades higher than the median 05c'7
e Although no woman employee is in a grade higher than
GS.14, 10% of the men employees are in grade OS.15 and higher.
d. Although almost half (4$%) of men employees are in
grade 08.11 and higher, only 19% of women employees are in this
upper range,
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2.
ProfessioPer onnel .f,Overt iambs
(Sire detailed findings are contained in Tab C from vihich
this stranaty is taken.)
a. Women represent
in professional positions and ere utilMMIIM%1?MiJgiligo some
17 of the 19 professional categories. They represent less than
Z1% of the professional personnel in 12 of the categories*
however.
b. Women represent lose than 21% of the professional'
'employees in 9 of the components studied.
C. In a few fields Of work, woMen.hold grades above the
'W-12 level but no yawl employee holds a grade higher than
0S-111. In all but one of the occupational categories atudied,
the highest .grades held by Women are one to four grades lower
than the highest grades held by men.
de In the components ;studied, the median grade for =Men
in professional jobs is, on the average, three grades lower
than the median for man.
? a. No women are employed in executive positions. Rola,
tively few occupy positions with line authority at the Branch
Chief level and none occupy mach positions higher than Smash
Chief. ?
f. Trends in etapleyment during recent months indicate
that only a small percentage of women are being hired for
profeecionel jobs. The rietten grads for women hired for
professional positions in a recent six-month period was 03.4
while that for men was OS.9.
3. Profensional Personnel Covert Caponente and Oversews
yin
(More detailed findinge
this =nary is taken.)
a. Within the occupational categories studied, the great-
est single group of personnel is. In "operations." Grade
classifications in this category range from 084 to 03-11 for
men and frcm 054 to 0841: for women. The number and percent.
age of women in the operations category, however, is camera-
tively small, and decreases markedly from headquarters to the
field, Women represent professional per?
in operations in headquarters but only in
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b. In the categories of executive support and adminis-
trative support, which show the next greatest concentrations
of stommedi after operations, representation of women is
proportionately even smaller.
00 In the three groupings under "analysis' (information
control, research, and reports), the total number of women
employed is greater than in any other professional groups.
Grade ranges in this category are approximately the same for
men tad for womeno
d, In headquarters, more men occupy positions at GS-11
than any other grade, although the mode varies in different
organisational components from 08-9 to 08-14. In the field,
the largest concentration of men is at the 08-9 level. In
both headquarters and field, however, the largest concentra-
tionof women is at the 084 level, (Both professional and
clerical classifications are considered in this comparisono)
e, The preponderance of women in the covert components
is in clerical positions with relatively few women currently
utilised in professional work, In professional fields, the
grade ratings of men are higher than those for vomeno
4. Clerical Personnel
(Mnre detailed findings are reported in Tab E from which
this summary is taken)
a, Of approximatelyMII in the overt compo-
clerical employeesan 0% of these are women;
employees in "intermediate" positions are women;
and MEMMIEMerofessional personnel are woman? In the
clerical group, there seems to be net so much a question of
utilisation of women in clerical capacities as one of the
utilization of women in strictly clerical work compared with
nintermediate.and professional work.
(1) The majority of clerical positions mey reasonably
serve as stepping stones to adminiatrative assistant and
clerical supervisor positions. Though women represent 84%
of the clerical employee group, they represent only 73% of
the administrative assistant-clerical supervisor group?
(2) In positions involving machine operations, women
represent 58% of the operator group but only 24% of the
supervisor-planner group,
(3) Comparing women in the "intermediate" group with
those in the same field of professional specialisation, it
is found that the proportion employed in professional
positions is generally lower than the proportion in profitsSional assistant positions. Women in analytical work
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represent 81% of the "assistant" 'oup but only 23% of the
professional group, In editing and publishinga the rate
drops from 70% in the assistant group to 37% in the profes-
sional group; and in administrative supporta the rate
decreases fran 42% in the assistant group to 13% in the
professional group.
(140 In only tar occupational categories, editing and
Publishing and administrative support, is the lowest grade
held by men and women the same. In di. other oases the
lowest grade held by men is one to two grades higher than
the lowest held by sown.
(5). In.only two fields 4161,4 library and editing
and publishing, does the top grade for =eon equal or exceed
the top grade held by Men. In all 'other fields, the highest
grade held by a women employee Alt one to three grades lover
than the highest grade held by men.eaPleyeett..
f. ?
b.. In the covert componeallrallilliMonaqrsoo In
caeridal positions are women in nintermediaten posi-
tions are women; and only ProfaationoloVIAroao
-are women,
? .
(3) In headquarters, .95% of olorioni,en007aas are
women as compared with 82% in the intermediate gronpo In
the field, the rates are 90 as compared vith 69%0
(2) A comparison of "assistant" with professional per.,
sonnel in the general category of administrative support
shows a drop from 33% to 27% in the proportion airmen in
headquarters and a drop from 25% to 10 in the field.
B. Observations
There is a variety of attitudes and subjective judgeente which
entersinto the final decision of an official responsible for the
selection of personnel for initial appointment ar subsequent promo-
tions and reassigneents. It is reasonable to assume that one or more
of the traditional arguments against the employment of women is
likely to influence such decisions, consciously or unconsciously.
The extent of this influence will vary, of course.
Listed below are some of the more frequent traditional arguments
for limiting the oneloInont and advancement of vomen. The Panel has
considered and, commented upon opinions expressed in the Agency as well
as some generally heard outside government circles,
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1.ink ficialte
"Women are not qualified to perform in those positions
which they do not now occupy.?
Corseents Since there are some women in practically
evezi:Wof position in the Agency, this argmaent from
the viewpoint of aw one individual office seams question-
able. At least it would be necessary to ascertain whether
the aspects of a specific job make a woman ill-fitted for
the position rather than the category of profession, It
is reasonable to assume that there are specific positions
requiring traits or specialised training which women are
unlikely to possess.
b. "Women won't travel," and "Hen are necessary in Depart-
mental jobs since they must be used as replacements for overseas
personnel."
Counente The Agency employs a fairly large number of
waven"=oversean positions at the present time. Some
women are unable and unwilling to travel. This is also
true of some man. However, if the Agency can utilise ary
personnel who are not available for frequent travel, this
does not seem a valid argument against the empaoyment of
yawn as a group.
Ce "Women can't work under the preesures of urgency and
special considerations inherent in much of the Agency's murk,*
Cont: Women employed in maw Agency offices are
actuamaidng under considerable pressures and appear no
more affected try them than mon ere. It was certainly
evident during the war and postwar years that women were
willing and able to wart levier pressure.?
2. sinionsaw_sed in business and indig.te,Leall.apja
over
a. "Women are undesirable candidates for long-range
employment because they frequently interrupt or teriinate their
employment for marriage or family reasons.
Comments Although the current trend in the general
employment picture reflects an increasing *Mbar of married
women in the employed population, it is true that the
employer cannot be sure that & waves employee will not elect
to resign upon marriage, or to devote more time to her
family, or that she will require a leave of absenoe to have
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a family. As long as our present peciety continues, this
le apt to be the case. There ise.hewever, no certainty
that amen will remain permanently Or even for a stated
netbor of years. The Committee believes, therefore, that
this problem can be met only by a mutual understanding or
agreement between career employees . be they men or women -
and the Agency when the initial planning is done. The con-
eept in a career service plan of Obligation to an agency as
well as.benefitd from the agency is basic to all planning
without reference to sex of the individual?
b. %Tamen are more emebiona/ and ;OW objective in their
approach to problems than men They are not sufficiently
awessiveon
Comment: These and other statements relative to per-
sonaMaits are too generalised to be dealt with in any
detail. Undoubtedly a survey of case studios and personnel
evaluetion reports? or a sampling of opinion among many
empleyees would have to be undertaken to substantiate thie
opinion or its antithesis. EVen then, it is doubtful if
the findings would be valid under all conditions. The
opinion expressed is doubtless true as applied to some
WOMS94 . and as applied to some men.
c. "Men dislike working under the supervision of women and
are reluctant to accept them on an eqnal basis as professional
associates."
Comments It is probably offensive to maw Men to find
a woman occupying positions ouperior or even eqniveIent to
theirs. It la also probable that many women prefer to work
for men. In part, this preference comes from a traditional
attitude toward women which will be effected only through a
slow evolution of sociological change. Part of the attitude
may stem from instances where .a poor selection of a women
was made, and the error attributed then to the fact that she
was a weeen. The Panel hope* that such an attitude will
not be.aocepted as a barrier to the utilisation of women in
executive positions when they ere qualified for such pea-
tions The selection of a man or &woman for an executive
position Should include consideration of the candidate:0o
supervieery abilities and probable acceptance by subordinate
employees.
d. *The economic responsibilities of women are not as great
nu those of men. Women should not be employed in higher ming
positions and deprive man of these opportunities. Women should
not be employed at all when men are in need of ekoloyment."
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decuato, offakmetio4
UommentsThis mpinion is not affers4 as trequentAy at
preernirr'sit has been in the past when9 incidentally,' it
had greater merit, :It seems to have become generally
accepted that many?semen are faced with the requirement of
supporting thenselvesg of supportingp fully or partially,
dependent relatives i or of contributing to the support of
their own fandly, 4ssignment or prOotion on the basis of
an individualos personal need is not justifiable in any
employment prcgram0 The important Consideration should be
the ability of the individual to contribute to the objectives
of the employer, 1
In addition to the subjective judgments which color decisions,
there are surely other considerations of which the Panel cannot be
aware - detailed job requirements, variations of similarly titled
positions, implications of requirements which do not appear in wit-
ing. Many factors susceptible to ;statistical investigations were
considered for study and excluded because of the difficulty and
expense of developing the data, and9 in some cases 9 the lack of any
comparative data from outside souross.
However9 using the statistical data available and relying on the
observations of its individnal members during their association with
the Agency9 the Panel conolMied that except for a few rather narrov
fieldap career opportunities for women have been limited in the Agency
in nearly every professional area. The following paragraphs highlight
those areas in which the panel feels the Agency could profitably offer
greater opportunities to women career employee's
1. In the professional areas both covert and overt9 it
appears that the administrative support positions the positions
pertaining to analysis and positions requiring a capacity for
lialSon work offer opportunities for using and advancing women
more than at present is the case.
2, Within the overt professional categories the Committes
felt that more emphasis Mould be given to selecting women for
executive and executive support positions and that attention
Owed be given to the possibility of using women in some legal
positions.
3. The committee reporting on opportunities for profes
sional woman in the covert positions reconmended further exploi-
tation of women in the areas of operations, tra1ning9 and
translation.
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REOMENDATICMS
A. Career Opportunities for Women
In order to increase career opportunities for women in the Agency
it is reammonnded:
l. That the DCI issue a policy statement to entourage maxi.
am utilisation of women in the Agency.
2. That the DM establish a proceclure for
a, The revive of all formal and informal recruitment
requests which state that male applicants are desired, and
b.
Corrective action when the preference is not justi.
fled?
3. That Agency officials be encouraged to consider more
women for positions in administrative support, analysis, liaison,
training, legal work, operations, and translation.
140 That more opportunity be given to qualified women to
advance into positions of executive responsibility at all grade
levels?
5, That a full-time counsellor be assigned to the Interim
Assignment Branch in the Personnel Office,.
6. That special attention be given the clerical personnel
by the appointment of a qualified person in each major camponere,
to deal with problems of clerical personnel?
7. That supervisors prorid.e continuous orientation to
employees at the section or unit level, particularly for the
elerical. personnel?
60 That career opportunities for clerical personnel be
eacplored and publicised and that a member of each career service
board be designated to give special attention to career planning
for clerical perneintel.
9. That supervisory training be required for all supervisors
towards improvement of management and morale in the Agency.
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B4 Career_2222rtunities for Men and.wpailin
_ The Panel recognizes that the faldwing recommendatiOns affect
Oen as well as women, but as a result of this study the members
have. been impressed with the need for adtion to take care of these
Problems and So offer the following oddments and suggestions for
Conaideration by the Career Service Board,
14 It is urged that the program already established be
publicised and enforced at Whatever level necessary for find-
ing qualified and deserving Candidates in, the Agency before
conducting outside recruitment.
2. The Panel suggests, tee that publicity be given to
procedures to be followed whore;y_eareerists, through train-
ing, may enter or advance in a 'professional field.
3. There is need for *rough and frequent briefings of
recruiters and a policy of beeplete frankness toward recruits
regarding probabilities in their job.
4. The Panel became aware of the great need for devising
some method by Which personnel returning to Headquarters
from overseas assignments may receive guidance for their
future Careers.
Further Studies
There Mete some studies; unavailable at this time, which the
panel .felt mead be necessary, both to give a complete picture of
Careers of women in this Agency and also to throw light on problem
Sties which exist hare. The following Studies were those the Panel
considered moat importants
14 qaPlifidatione vs. grades for men and women.
2. Time-in-grade for men and women,
3. Turn-over rates within certain categories.
4. A sampling of cleridal to professional advancement
within the Agency.
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TAB A
CIA W3MEN EMPLOYEES COXPARSD
'WITH OTHER WOMI24
E.PLOEi POPT,LTIONS
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STATISTICAL FINDINGS
1. Women represent 39% of the staff employee.staff agent group
in CIA as compared, with ',representation of 25% in the Federal employee
group and of 30% in the total U.S. employed population (1952 data).
2. The average grads of women employed in C/A is higher than that
for other women Federal employees (1947 data), (This fact is not par.
ticularly surprising since the average grade for CIA :employees is higher
than for Federal agencies employing proportionately larger numbers of
clerical and other lower graded personnel.)
3. Since theentrance rate for GS.3 is $2950 per year, it is not
particularly eignificant to note that a substantial proportion of C/A
women employees have salaries exceeding $3000 per year as =tapered with
the total U.S. population of employed -women, It in pertinent to note
that the salaries of women generally as compared with the salaries of
men generally have lagged, behind, even where both men ani women are peru
forming the same jobs.
4. The attached charts offer a sketchy picture of the employment
of women in this Agency, in the Federal Government, and in various .
specialized fields. The data teed as a basis for these comparisons
varied in date from 1953 (for CIA) to 2947 (for the Federal Government
as a whole); data concerning icemen in the civilian labor force were
dated from 1949 to 1952. Source materials used were obtained from the
Mroammod Bureau, Department of Labor, and contained statistics gathered
from such sources as the Censue Bureau, the Civil Service Commission,
Bureau of Labor Statistics, various professional associations, selected
state industrial reports, and agency and departmental reports. In addl.
tim, occupational material on women was collected by a search of the
United States Government Manual, the Official Register of the United
States the Federal Statistical Directory, and the Register of the
Department of State.
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'Amen in Selected Fields with Incomes Exceeding
$5000*
(Based on Total Females in Each Field)
65 -
60
a
1)./
3
F
-/
67
L
ITELEj
55
50---
45
40---
35---
30_,
25-1
20 1
15
4
lo
5 Il
--
Mh115:111111
1 i
Per
Cent
CIA
Libra-
rians
Manag-;
eriall
.
S g
Gr-1
Ex
-5 !Ti
col 710
4) 1-4
E.4 v?
Teach.
Sr. Hi.
Diet-
ician
Teachers' Salaries Include Males
zst .9 of all-elementary teachers are female
pi .66 of all secondary teachers are female
Statistics Used: CIA as of 30 June 1953
Others based on 1950
4=7
kT7
LLV other eielas
-2-
?
Women With Income in Excess of $2500*
20--
L--
w)
,...
i
15 --
111111111111
IMII
1
10?j
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i
, 44
2500-3000
3000-3500
3500-Over
* Figures for CIA based on total Agency
employment
Figures for Women in National Labor Force
based on total of those with incomes .(1950)
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?
Average Grade by Age Group of Women in CIA and Federal Government*
Grade
15
14
13
12
11
10
9
8
'
7
6
---)
f
e
1,t;
r.
MEI
4
?,
?
u
-----
m u'
?
4
i"--
-lel,
?..?
,..c02._
?.....,
?s?---.4?
=,
.4-?
3
,
6
?
_
?
im
_
f
INN
_
-4:4.--
I "''''''''"
....4.,...
----)
___
....,..sst..
......_AL
.--.
.?....4...
20
20-2k,25-29
30-34
35-39
40-44
45-49 50-54
55-59
60-64
65-69
v/dr
AGE GROUPS
a Federal Government
a CIA
* Federal Government figares as of 30 June 1947
CIA figures as of 30 June 1953
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Security Information
Women in Grade 6 or Above*
35
V-
? (1
1131 ((Fed). it.)
IQ:, (CIA)
14,:,r (Fed. Govt.)
30 --
20
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Per
Gent
GS-6
7
8
as-9
10
n
OS-12
GS-13
GS-114
05-15
* Percentages based on female population
of Agency and Government
Statistics Used: Fed. Gov't. Sept. 1947
CIA as of 30 June 1953
W None
ZO7 Federal Government 12/ Less than .05%
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Apiprove ?
3100
For Release
000108f17
: CIA -RDP
8-0471:A002
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Under 20..24
20
2S-29
30-34
35-39
40-44 45-49
50-54155-59
1
60-64
.
65.691?70ver
Average Grade in Federal Government by Sex and Age Group (1947)
Female
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Security Information
INDUSTRY
Female % of
Total Employment
% Females in 1
Higher Positions
Officers
gi
Dept. Stores
68%
50%
4%
Insurance
64%
%
2%
Banking
46%
15%
1%
Manufacturing
45%
14%
4%
C.I.A.
39%
22%
5%
21 Used Grades 9 thru 11 as CIA "Higher Positions"
?../ Considering (wades 12 Ulm 18 as Officers (CIA)
Area Survey used lerein was conducted in the Chicago area,
the Boston-Hartford area, and the Philadalphia. (1949)
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