REPORT OF THE COMMITTEE OF PROFFESSIONAL WOMEN IN THE OVERT COMPONENT OF THE CIA

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002800020006-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 12
• Document Creation Date: November 17, 2016
• Document Release Date: July 26, 2000
• Sequence Number: 6
• Content Type: REPORT

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REPUtT IS Tli 0MRWEE ON PROFESSIONAL W ei
IN TIM Vim' OOMPONE OF CIA
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Ny~PROFESSIONAL
OO2 ~OFpgTHE COI24I OON ~L
A. Objective
The Co lttee on Professional Women was established to study the
utilization and career opportunities for women in the overt components
of the Agency which include the Offices of the Deputy Director (Admini-
stration), the Deputy Director (Intelligence)., the Director of Training,
and the Assistant Director (Communications). The covert elements in
these Offices are not included in this Committee's report.
1. The term "professional" includes all persons on duty on or
about 1 September 1953 who are listed on the T/O as "Officers"
or who hold positions of equivalent stature such as engineers,
libraries, laboratory technicians, etc. Consultants., military
personnel and semi-professional personnel have not been included
in this report.
2. Professional positions have been grouped into 20 categories for
the purpose of this study. (See Exhibit A for definitions of these
categories . )
3. Data presented are arranged in tables to show utilization and
grade levels (1) by category or field of work, and (2) by organi-
zational cox ponent . Grade studies are based, on actual grades held,
not on the T/O grade authorized. Figures on median grades and
recent recruitment trends are based on whine listings furnished.
by the Office of Personnel. All other tabulations were recorded
manually by committee members. (See Exhibit B for tabulations by
office r
1. The statistics presented in this report show that them we
many types of professional positions in CIA which are filled by
women. Women hold positions In all the general categories out-
lined in this study with the exception of legal and Executive,
and, in sore cases, have attained the grade of oS-14.
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2. On the basis of the above information one might assume that
women have adequate opportunity to und.erte and to progress in
a career in CM However, the statistics show that:
(a) The percentage of women employed is much greater in sc
fields than others,
(b) The grades held by women are generally lower than the
grades held by men in the same categories of jobs, and
(c) Only a few v men have advanced to jobs of executive
. responsibility at the Branch Chief level.
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5=ION n. FINDING
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1. General Utilization of Professional. Women
a. In the overt offices women oc
b. In the following fields vin are employed in more than 21%
of the professional fobs:
Category
Library
statistics
medical
Editing & Publishing
Analysis (Info. Control)
Translation
Graphics
76
6o
4o
37
36
35
29
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c. In the following fields women are employed in less than 21%
of the professional jobs:
Ca o Total persons in Number Percent
professional Jobs women women
Analysis (Research)
Training Specialization
I xeccitive Support
Administrative Support
Operations
JOT Program
Analysis (Current Reports)
Technical
Liaison
Communications Spec.
Executive
Legal
'total persons in Number Percent
professional jobs women Women
17
15 25X9A2
15
13
10
8
6
5
3
1
0
0
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d. Offices which employ women in more than 21% of -Cheir?
Professional positions are the following-.
Office Totaal persons in Number
OCD
oCI
ORR
0
R
O%I & IG
cast
ONE
Q/DD/A
Medical
Infer sional obs i o ln
Women
0. Offices which employ women in less than 21% of their
fessiomal positions
Audit
Personnel
Ccmptro .er
General Services
Logistics
Com au ications
Security
General Counsel
oxC
2. Grades and Levels _2f Respo Attained _W men
18 25X9A2
17
13
12
6
I
C?
0
a. In a few fields woe hold grades above the GS-12 level, but
Qi in the protegsion . Category of Statistics have they advanced
to the gredes ettained, by men.
b. The following table shows the range of grades hem by men
and wo n in, each of the fie" 'where w n occupy more than 21%
of the professional jobs. -
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Total persons in Number Percent
rofeseio obo Women Women
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C
Libra r
Statistics
Medical
Editing & Publishing
AMaiyEsia (Info. Control)
Translation
Graphics
Grande Grade
Men A!aLe Women Range
c. The table below shows the range of grades in fields
occupy less then 21% of the professional jobs:
Gate gory
Analysis (Research)
Training Spec.
Executive Support
Administrative Support
gyrations
jqj Program
Analysis (Current Report
Technical
Liaiaora
Communications Spec.
Grade Grade
Men Ram Women EnE
e. A study of grade distribution in the several offices indicates
that the median grade for professional men is 12, and the median for
professional wown is 8. (Figures available for computing these medians
cover all GS-7's and above, include some clerical and covert employees,
and exclude professionals at the GS-5 level.) Median grades in each of
the offices studied are shown in the following table:
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Office Median Grade
Mate Female
OCD 9
001 12
O/DD/I 15
oIm 11
00 11
OTR 11
o/DCI, etc. 12
081 12
ONE .15
Cif D9D/A. 14
Medical 9
Audit 13
Personnel 12,'
Comptroller 21
General Services 11
Logistics 31
Commmnaications 8
Security u
General Counsel 14
?IC 15,
Recent Pp3.o3nm?ent Trend
During the first six months of this year comparatively few
professional women were hired by the various offices. A study of
employee accessions between 1 January and 30 Jtne 1953, which is
sized on the following page, shows that only 10% of the
professionals hired during this period were vown, most of whom
were at the 08-7 level. The median grade for men hired during
this period was 08-9.
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3113A MOM BAIG9u F . Train
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(These figures include non-professional and covert personnel.)
4. s_
a. Women occupy an average of 21% of all professional positions,
and are utilized to sow degree in 17 of the 19 professional cate-
gories listed in this report. Women, however, occupy less than 21%
of the professional positions in 12 of the categories.
b. Eleven of the 20 offices studied have women working in more
than 2$ of their professional Jobs. The other nine offices have
placed them in less than 21% of their professional jobs.
c. It has been possible for women in some fields of work to
progress to the G8-14 level. In all but one category, however, the
highest grades held by wmen are one to four grades lover than the
highest grades held by men.
d. In the offices studied, the median grade for women in
professional jobs is., on the average, three grades lower than
the median for men.
e Women occupy. relatively few positions with line authority
at the Branch Chief level and none above the Branch Chief level.
f. Trends in employment during recent months indicate that
only a small percentage of women are being hired for professional
jobs. The entrance grade for most of these women is GS-7.
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Career 4pp2rtunities for Women
r
1. The number of women employed. in the categories Library, Stat?s ;.; .
Medical, Editing and Publish ngy Information Control Analysis, Tr la.-;
and Graphics indicates that women have been given considerable career
opportunities in these. fields.
2. Wile the Coi ittee has not attempted to analyze fully the rear,-
for women's limited opportunities in certain other fields of employmer.?,..
some discussion of the apparent limitations in 12 categories is presev:ttc ' below:
Administrative Support - Women are usually considered to be well. et
or poet one in this field. This has been found to be true ln;
both govt nment and industry. Thereforeep it is. justifiable to
inquire Y such positions in CIA are filled by a small percentz:
of women. -This question is particularly applicable to the co
ponents of the DD/A where the majority of such positions are
located.
tunities for women diminish, more women will be considered.capal.Y.
of filling these positions.
Execu ive and %Bx ec utive.Support - The lack-of men in these
cs tegories ~icates k, at the 1 ney.has not yet accepted wo rx
for managerial and policy-level positions. It may be that, not
many women in CIA are sufficiently qualified for such jobs in
the Agency. During the last several years, it is doubtful that
many women were hired because of their potential executive abi3 ;! .:
How, ever, it -is probable that, as the limitations on career opera:.'
Aen nave experience and background in business and industry.
However, the fact that 172 women are employed in these fields
indicates that additional opportunities could develop for them
in the future.
Training The percentage of vown is low in this category because
o t - ear :training positions in the specialized field . of
cos unications for which few women are technically trained.
Analysis (Research) and Analysis Current. Reports) - It is possible
that the Percentage of .women in these fields is low because more
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Liaison - Many of the Agency's liaison positions require contacts
at all levels with other government departments. Only one
woman is in this category in CIA. In defense of this factfi
the statement has been made that "Women liaison officers,
in general, could, not deal as effectively 'as men. with their .
male counterparts in other "Agencies," However, since other
government departments have win employees who are performing
successfully in such positions, it is very likely that CIA
also could find women who would be able to do so.
R-sal Since there are now many women in the legal profession,
it seems possible that some capable women lawyers might be
employed in the Office of the General Counsel.
Com n3cations Specialization, Technical,'and Operations - Although
men are more apt to be interested and. trained for positions
in these categories, the fact that a few women have proven to
be competent-in such positions should open the field to a greats2-
number of them.
JOT Program - The''fact that few women are being selected for the
-Junior Officer Trainee Program is no doubt due to the difficulty
experienced in placing them in jobs with sufficient career
possibilities. Som.,Offices are reluctant to accept women JOT '' ,
not only because of the possible risk of losing them after a
long period of training and rotation, but. also for the tradition .w,.L
.
reasons advanced against hiring woanen. -I
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_ZION 111. RECOMMUMAiTIOR'S
To increase opportunities for wn in the Agency., it is recomzended.;
A. That the DCI issue a policy statement to encourage maximum uti.a}.:1 a
of w=en in the Agency.
B. That the DD/A establish a procedure for
1. the review of 'all foil and informal recruitment requests
which state that male applicants are desired, and
2. corrective action when the preference is not justified..
C. That the Personnel Office, in the process of filling vacancies,,
be authorized to establish a more positive program, for finding
qualified and deserving candidates in the Agency before conducti.ntr,
outside recruitment
(The Committee recognizes that this recoae ndation affects wn a~,
well as women, but, as a result of this study, it has been im-
pressed with the need for such a program.)
D. That Agency officials be encouraged
J . to consider more women for positions in the following categ ? z
Administrative Support, Analysis (Research and Current Repori-
and Liaison, and
2. to give women equal consideration when. filling positions of
responsibility at all grade levels.
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DE 'INIT .ONS OF'' .THE CATEGORIES USED IN THIS STUDY
fr NISTRAT. SUPPORT Officers in budget, personnel, secs ty,,
and supply; organization and methods, and similar admai.;:
positions.
ANALYSIS (Current. Reports) - Analysts who compile current report;
ANALYSIS - (Information Control) - Requirements Officers, and aana1;;-