RECRUITMENT OF NEGRO PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05939A000200060055-2
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 14
• Document Creation Date: December 12, 2016
• Document Release Date: June 19, 2002
• Sequence Number: 55
• Publication Date: November 10, 1964
• Content Type: MF

Approved Fore, eleas QUL~l,~i&-;S.Li DPIPP7kQ5Pa 02200060055-2
10 November 1964
MEMORANDUM FOR: Director of Personnel and
Professional Recruiters'
FROM Chief, Personnel Recruitment Division
SUBJECT Recruitment of Negro Personnel
1. The Office of Training sponsored my participation in the
Personnel Orientation Seminar ("Equal Job Opportunities--Recruiting,
Selecting and Employing Minority Personnel t4 )conducted by the American
Management Association in New York City, 28-30 October.
2. This was a hard-nosed, no-nonsense seminar attended by 30
representatives of Industry and Government, including Negroes. There
was no discussion of the hyphenated American, with the "exception of
the Spanish- and Puerto Rican-American. Negroes constitute .95% of
the nation's non-white working force of 7, 000, 000, out of a total work
force of 69, 000, 000, and it was obvious this conference was .designed
to acquaint employers with the progress industry is making in prepara-
tion for 1 July 1965 compliance with Title V11 of the Civil_ Rights 'Act.
Employers of Japanese- or Chinese-Americans would have drawn a
resounding ""so What?" had they cited such achievement under the
heading of minority personnel. This conference had to do with what
was termed "black brains" and to a lesser extent, "black brawn..!.'
3.. Industry has taken some giant strides in the past two years in
its recruitment of Negroes and upgrading of employed negroes to. better
jobs. It has passed the "Negro in positions of visibility"' phase of its.
Integration program and broken down what was termed "the ' stubborn
barriers to placement." In the professional categories the Negro labor
market has turned "hard as rock" and with many companies It is not
a question of hiring the better qualified applicant if a qualified Negro is
available. . This is admitted to be discrimination in reverse but industry
is quite willing to meet this charge with the argument that its more
immediate responsibility is the employment of any qualified Negro while
the Negro colleges (some 80 In the nation) are catching up with the
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SUBJECT: Recruitment of Negro Personnel''
the calibre of instruction and curriculum, calculated to..eliminate the,
qualifications lag, irgherent in those Negro institutions which, histgrical,ly
have prepared their graduates for "Negro work. For example, it
was stated .,that North Carolina AT is .materially improving its
curriculum, and, while it is not yet: competitive, es ,'_a 4-year college,
industry is hiring its graduates as techniclans.:or associates, prescribing
the additional study the individual will be expected, to pursue an his awn.
4.. As one employer, we have ,a lot to learn about the Negro ,
college. We may know, for example, that Fisk University is an -
out-standing university by any standards, complete with a RI- Beta. Kappa
chapter, and that Tuskegee Institute and Tennessee 'A< s Engineering
graduates are first.-rate. However, we , have not 'yet ' determined, as
has industry, that there are, many other outstanding Negro colleges
which. have not sought,' or attained, accreditatio.n. Xavier,, University of
Louisiana is accredited and ' Industry . now knows - no Xavier.; grgduate
chooses to stay in Louisiana. On the other, hand, the graduates of
the six Negro colleges forming the. Atlanta University: Center complex-
Spelmen College, Morris Brown 'College,.. Morelos College, Clark
College, Interdenominational "'t'heological Center, and Atlanta
University--greatly prefer to seek their careers in; Atlanta.
5. Industry. is aiding the ' upgrading 'of Negro , colleges through
student and faculty schplarships, contributions to. 'the i jJ tignal . Negro
College Fund,, and by,sencling technicians from their plants. and,
laboratories into the Negro colleges to assist instructors and, counsel
students, and bringing NegrQ professors Into, Summer Programs Qf
productive job assignments 'designed to sharpen their skills and enable
them to better prepare their students for future 'careers (in the
sponsoring industry, no doubt). The Negro-college professor is paid
a salary only slightly above his campus income,.so,' as not to entice
him away from the teaching profession.
6. General Motors, with 40,'000 Negro employees, ' has for 20
years conducted a 4-week Engineering. Educators Conference designed
to. tip off. GM to..Iikely candidates. There. are only 7 or 8 Negro
Engineering Schools in' the country, however, turning out only 200
Engineering graduates annually, more, of course, if extended to
Mathematics and Sciences. GM recruits in 260 colleges and
universities for 1 , 200 engineers annually, including 600 graduates
from the 2,400-student body of the General Motors Institute. In 1963,
GM recruited 39 Negro Engineers.
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SUBJECT:: Recruitment of Negro Personnel
7. ALCOA asks all Placement Directors to turn up Negro
graduates. IBM last year sent two Negro graduates of industrial
Schools to Cornell with great success. IBM is now employing Negro
professionals at the rate of 45 per year--which they consider signifi-
cantly short of their desired goal, but a tremendous improvement over
the half dozen or so they had been taking in before President Kennedy
involved business leaders personally in 'the nation's problem of Equal
Employment Opportunity.
8. IBM Is particularly proud of two Negro' Ph.D. ' s recruited
this year, one from UCLA and the other from the University of
Washington. It is prouder still of Phoebe Lesane, ' a Negress graduate
of Tougaloo College (Mississippi) and `Drexel Institute who now heads
one of IBM's major Education Programs. IBM' s total Education
Program, incidentally, is larger and more expensive than that of
Columbia University. As another aside, IBM started its Computer.
Programmer placement with nothing but MSEE's. When it was
discovered that MSEE programmers were .spending 7 out of 8 ' hours .
playing bridge, they let down the bars, first to BSEE' s than to any
clear-thinking college graduate regardless of specialization. Six female
Negress mathematicians from Fisk were brought in as trainees this
year, but IBM indicated these graduates. would have been acceptable
with any undergraduate degree. IBM has grown from 20,000
employees in 1950 to over 90,000 today, of whom 8,000 are In
managerial positions. IBM hires roughly 9,000 new employees annually,
3,000 college-trained of whom 2/3 are acquired through campus
recruiting, 1 /3 through 'advertising.
9. IBM's Summer Program embraces 40 Negro professors
annually. In addition, it contributes 40 scholarships to the Negro
College Fund and 19 Faculty Fellowships for one-year's graduate study
(which IBM and other corporations consider more fruitful because of
the "multiplying effect" on many students--as against the student scholar-
ship, that Is)., IBM - places ' its Summer Program professors in
productive job assignments as mathematicians with mathematicians, for
example, or in Programming Groups. ' They are treated as working
numbers, are not given the public relations red carpet treatment, and
are coached so that they can talk to their students in content-oriented
terms.
10. As a. matter of fact, there was considerable general
do-emphasis on the public relations value of the so-called "Red Carpet
Treatment" accorded white graduates. One large employer termed it
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Recruitment , of Negro _ Personnel
,
?'S.even Year-;V$ ltchF
strictlya technique' "which has "given the boys the
in three.," Our JOT Program apparently, bps. operated .with: ? this
insight for years', -by hi'ring at .,,roasonable_ career-start sa'lary.? levels
and', not promising spectacular ;salary advancement and% world-shaking
responsibilities on. the rapid rise.to .the to_p.
i 1 .' General Motors has a 12-month `Co-op progr. am over a.
4-year period with' Tuskegee. NASA also .is co-oping with' TuskegQe.
GM is. not `satisfied with its increase. .in . Negro hires', skilled and
unskilled., and is seeking to add a minimum of 60 Negroes or' other
non-whites per month for..1 5 months.. The high for any one month has
12 . ALCOA has a Scholarship Program for Sons and
Daughters of Outgoing Personnel `and is working overtime 'to, ihcfude
the greatest possible number of Negro dependents in this program. AL.C?OA has . spearheaded' several Detroit-based industries in sponsoring
summeei-long training of 'Negro college, high. school, and, 'importa'ntly,
Ju`nior'- high school 'placement 'an& guidance. counselors. :This training
is conducted' at- the .local "'str'eetcar univers-ty,'',., Wayne, State, and is
keyed to acquainting . counselors 'with. the job opportunities for Negroes
in Detroit industry: and the proper Preparation for , . such- jobs. With
more sponsoring industries in, the fold, this program; is being extended
to another sixteen''universities next summer..
13. ALC?A stated it is !'standing. In line" at the Negro co-op
colleges. Hampton Institute "is ,starting a co-op? pr..ogram, S. Steel
contributes to the United Negro 'Emall College. Fund comprising some 35
small colleges in the'south, 'mostly church-affiliated. It has a continuing
program for the placement. of Negroes in qualitative, non-traditional
(managerial , and scientific) jobs,., )t. also is sending its., techni'cal' and
scientific people to' wdrk with, Negro faculties.
14. Most of !the, Big ` en, universities ,sponsor. Negrro. sister-schools.
Michigan and Tuskegee are sister schools,, for example.' Michigan
brings, qualified' Tuskegee, professors , to :. Michigan for an academic year
to gain. ? teaching experience..
15. General Motors Is concentrating on moving Negroes from the
? hourly-rate to its Salaried Group (Classification 1 through 8) . It is
keeping track of "negro scatter"" division by. division, plant by plant,
month: by month, through regular plant reporting procedures and internal
audit reports. Less than 15% of CM's Negro population was in Service
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SUBJECT: Recruitment of Negro Personnel
Classification jobs. Its inventory of college graduates had not been used
to reassign employees to areas of highest potential. This is being
corrected. Negroes are moving from production to office work.
Negresses are given supplemental training on the outside to prepare
them for advancement to stenographic' assignments. Certain companies
have their own Academic Stenographic Training Program for the non
secretary high school graduate who took an Academic course with the
unrealized ambition of ' going on to college. She Is put into the company' s
AS TP, 1 /2 day of production work, 1/2 day of secretarial training.
16. GM had "no difficulty in finding a r skill bank' in every plant
we have." Its summer employment program .embraces 16-year old and
above Negroes. GM' s total work force is 9.2% non-white--as compared
to roughly 10% of the nation's total work force being non-white.. ' This
does not' suggest, however, that industry is committed to hiring a set
quota of non-whites. The only conference participant to mention a quota
was the Personnel Staffing Specialist of the U. S. Forest Service
district office in WF shington, D. C. ,., , which is under orders from
Secretary of Agriculture Freeman to. bring its staffing into balance with
the Metropolitan Washington "scatter" -comprising 25.6% Negroes.
17. Industry Is using every Negro recruitment source available,*
l..l. c . E .F. , the Urban. League Skills Bank- `(Richmond, Virginia,
chapter was cited as being especially helpful and productive), CORE,
NAACP, in-house Negro employees, ministers,. and other community
bi-racial and minority group. associations.
18. Industry has suffered from having no recruitment image in
the Negro community, Rather than having a good or a poor image,
many concerns simply had no image--because they, had done little or no
Negro recruiting. Two years ago, duPont had no image, for example,
at Howard University.,' accredited and a- recruitment source for many
major concerns. Accordingly, duPo.nt. mounted an all-out program to
get itself, "accredited" at . Howard.
19. IBM spends $25,000 annually in advertising with EBONY
magazine. Its spokesman said he could not prove that this advertising
had resulted in any direct recruitment dividends but he was satisfied
that over a period of time it would help to establish IBM in the mind of
the Negro (at least the readers of EBONY) as an employer of Negroes.
5
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SUBJECT: Recruitment of Negro Personnel
20'. . At, the;) predominantly Negro colleges the scene As one ; of
industry recruiters: i"flooding.the campus," encountering faculties that
are unprepared to make specific student recommendations, working in
poor placement facilities (because there had been no demand for them
in the past),, and, generally creating a -chaotic condition.: Out ` of it,
however, the Negro collegian is awakening to the realization he is
wanted.
21 .. The, problem of setting a, recruitment image, however, is
first of all, buildings: an image. The college and the student must be
convinced that you. !frealty mean it. ff Negro leaders have emphasized
with industry ' that they "be specific" ins discussing employment
opportunities with Negro candidates, "spell It ? out, ". '+don' t build up? ? th?e,
candidate's hopes too high, f+ "avoid disappointment," "tend . the .inter=-
view,'"-.""use everyday- language, f" !level, t'.? "admit"you?.are seeking
'black brains`', , 11 "don' t` pussyfoot, "A:'.$.if you are pioneering in a new
placement area, untouched by Negroes, start with the best-qualified
Negro you can find." That industry is assiduously seeking, -many new
Negro personnel: is no ' assurance you can ":use- the Urban League 'to
get yourself an. 'instant' Negro'.-f, What is-needed most is "carefully
paving the way, fob' the -interview~-c, an in _ 'disbelief, to ;be_~ lief. "
22. Our conference did not tr?anslate'? it-changing disbelief . .to, ;
beliefil. to mean-that it takes 'a ' Negro ; to recruit 'a' Negro, but, it. was
made clear that if, you' ve never'. recrutted at 6particular predominantly
Negro institution before,. disbeli?f. can best be scotched in the first
visit by the .recruiter being' accompanied b.y ,a satisfied Negro employee
..
of his '' company..
23. It has been a new experience.for ' most of these companies,
however, 'learning .:they had no recruitment.- image among the; Negro
colleges 'or among .the Negro' graduates of integrated universities.'wi;th
a high Negro .population. Cornell University was one of these cited.
24. All the. companies'ent freely recognized that "the. Negro
does significan'tly= poorer on. every, test. we use--especially in the verbal
and arithmetic reasoning. areas." But then- industry is not resting its
case on these grounds. 'Industry is not teaching Negroes how to pass
a test (which" was compared to "treating a sympton"), but, rather, is
? hiring a qualified Negro when a better qualified white applicant is
available. By the same token,. in ma.ny.;semi -ski'Ilea job areas, they
are not requiring.. a. high school diploma where it traditionally has been
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required of white applicants. Industry is tending to think of these
departures from traditional employment procedures as a form of
immediate assistance to a culturally disadvantaged group--discrimination
for which they willingly will take the rap. They are thinking now of
more salutary long-range, dividends attaching themselves to the
corporate image, and to building up a . work fore which in some
geographical areas has worn somewhat thin.
25. This. attitude has some admirable qualities, of course.
Essentially, however, il merely recognizes that members of other
minority groups have fought their way "from the . slums to the top" In
considerable .numbers, from a ,culturally disadvantaged base, because
the opportunity'. al ways prevailed. The Negro who has done so,
however., has.. surmounted not only the same cultural barriers but an
additional more critical barrier, the fact that he was black.
26. Color alone, it was pointed out, by a visiting social psycholo-
gist, accounts today for. most of the apathy or lack of motivation among
young Negroes to remain In school, let alone progress. They think of
themselves as black and of being black as their passport to being
overlooked. in the nation's quest for worthwhile talent. They flunk tests
with great regularity because nothing ever has come their way, or,
rather, their par'htst.cway., because they passed a test. They are
today letting themselves in for seismographic, shock. 'Industry is taking
them today if they' make a reasonably good pass at the test.
27. Industry is going to the school, the church, and even the
home, in Operation Bootstrap. fashion, showing company movies that
discourage would-be dropouts and stress the "open door" theme.
Industry means to shape up a whole new generation of Negro employ-
ables. I was, amazed by some of the community projects in. this regard.
None of the companies is satisfied with the number of Negro employees
.on its payroll today. All say they must do a "much better" recruiting
and training job. The way they kept addressing themselves to this
goal convinced me the Negro not only. never had it so good but doesn' t
really know how good he now has it.
28. This takes a little time to sink in, but there is a tremendous
head of steam behind this drive and the dividends for employer and
Negro employee are visualized as being just around the corner. There
are economic stakes in this game, of course, if we know Business.
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Take Newark, N.J., a city which has experienced a loss to the white
suburb' of 1, 000, 000 white residents with an equal offset, gain of
Negroes and Puerto Ricans, whose share of Newark' s population
has. shot up 50% in they' past . four years.. Newark has a, local and
untypical problem but it has forced Newark business and industrial
concerns', In order to survive;. to employ Negroes, in' jobs they never'
held before, as bank tellers and in 'other service-oriented positions.
Western Electric, with a, $300,000,000 investment in .industrial plant,
would have, closed its doors there if It had, not discivere'd overnight
that Negroes and Puerto Ricans could perform .many 'plant duties they
had never. performed before,. for Western Electric.
2 9,. It is not.this more graphic aspect of. survival that Is
energizing industry to employ the Negro, however, it is related to
more basic economics having to do. with the Negro as a - lower-income
consumer and the family of 2l:) -unemployed Negro as a, ward-. of society.
The history of America's. industrial revolution,. as we 'all know it, ?' is
not exactly"epiete with the, reputation of dd-lgoodism. Today, the labor
side, of the -picture is considerably improved but the Negro, mnale''s med'ibn
wage is $3,P75, that 'of the while male, $5-11370 the Negro female,
$1,2,76., white -female,. $2,530. This deficit' spending power of the
00, 000 'doled out annually for, dependent
Negro coupled: with the $300, 0001000'
children of unemployed Negroes represents . $,1 ,550,000,000 , down. the
drain insofar as industry views, the consumer, .goods market.
30. This consideration,: plus the projection, of? 35', 00b,.000 neW,
jobs coming.. on thee market in the nett ten years,. strongly suggests: a
manning problem. These, new jobs will be needed to accommodate
population e?cpansion= (1 , 500, 000.) , r+etraininc (9-00;0'004', and to offset
jobs lost to'. automation (1,200000). : 'Those, 35, 000, 000 new jobs are
needed', to keep the- nation's ' GNP on a high .leve.l of economic. prosperity.
31. Throughout industry,there' is considerable -movement, in,.-the
direction ' of- up-grading Negro employees. to jobs more- closely
paralleling their true potential . -The day' of token rplacement, of Negroes
in "positions of. visibility", is passe, as is `the. guise of paying , lip tribute'
to equal, employment _-opportunity..;...Most`' major; industries have gone
through the phase of ."leading' fror, i.-strength--breaking the ice with a
highly qualified Negro , professional or an especially attractive Negress
secretary in''the boss's office, "technique," adopted as stated, on the
advice of the Negro leaders themselves and one that. still holds for the
company about to buck the . "stubborn' barriers to placement." Painting
out the "White Only! signs with transparent paint is losing its touch of
humor, as is the old-line employee asking the foreman 'where he would
like to place the spear-rack.
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32. The transition has not, been easy, not only in the south
where most major industries have plants or branches but in the north
as well. That racism is not restricted to the south came out loud and
clear. In fact, Industry's attention is concentrated more heavily today
on avoiding the dangers of race riots leading to plant shutdown in the
north.
33. The Negro population of New York City is greater today
than that of' the ten most populous southern cities. This will be true
of Chicago as well by 1970, Cleveland, by 1973, and seven or eight
additional northern cities by 1980.
34. To say the transition has not boon easy speaks of many
facets of the problem. NASA, for example, has implemented its
program on the basis of "calling for the resignation" of any employee
whose aesthetic tastes are bruised by' the prospect of working along-
side a Negro. NASA volunteered that no resignations have been
turned in. Conversely, ALCOA cited the entire secretarial unit of
one of its southern plants as welcoming a Negro professional to the
supervisory hierarchy of one of its engineering units, "because you
knew we were the most sophisticated unit in the entire ALCOA,
Tennessee plant. "
35.. Some 300 companies have taken the President's "Plans for
Progress" pledge, either voluntarily. or of necessity, preferring to
continue contracting with ? the ; United States Government. , Our' seminar
was addressed by Mr. N. Thompson Powers, Special Assistant to the
Secretary of Labor. Mr. Powers spoke to Titles Viand VII of the
Civil Rights Act, to Executive Orders 10925 and 1114,', the NLR, 'Act,
the early establishment of the, Equal Employment Opportunity Commission,
and to the whole fabric of Affirmative Action Obligations; Failure to
Hire--covering inaction, such as failure to consider an applicant;
intentional violation, as opposed to violation; not recruiting so as to
Insure a representative group from which to select; employees, et cetera.
36. As Mr. Powers spoke `and responded to questions, it was
clear industry has been legislated into a posture of morality. Be that
as it may, and at the very great' risk of beating a hint to death, we
should know what is motivating our competition.
37. 1 r laps for Progress" have to do with the . highly emotional
subject of how a company offers equal employment opportunity to
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:minority personnel. The company's. president and your President,
'Lyndon 'B. Johnson, co-sign''the plan. Having signed .the plan, the
.company president stays in the background w hile.' line supervision
hammers out the day : to day 'details and absorbs all the face to face,
person to person reverberations. Compliance with the. spirit of the
new law is' not a new goal for a large sector of American industry.
The President's . Committee -on- Equal Employment Opportunity has been
operative since August 1963 when President Johnson 'established the
Plans -for- Progress Advisory Council and Am~obilizod the voluntary
efforts--'of American business land ' private institutions and thus provided
an affective means to, achieve equal. employment opportunity. " Company
afte.,r corripany; has fallen into step with its ' "Plans' for, Progress" In
this ?, area. What a , company must ask -itself by Way of self-analysis
is whether It Is. truly an Equal Employments Opportunity employer. As
to its policy regarding employment of minorities, the company is asked:
"Please state your policies as to employability and employment
by you (whether directly, through subsidiary, affiliate, etc. )
of persons of differing race, creed, color .and national origin.
(a) 'Do they apply to all persons employable ' or employed?
ty where they
(b) How and ?to what extent have ? you dommunI ate-d these
policies. to ..those in your organization who put, them
into practice? ;. ;,.
How and to what extent do you check fulfillment-of
these policies?
(d) In: so'' dying,.. have 'you' found; situations. that''l ave' needed
improvement?. If sa, ' how have you been 'able to effect
improvement?
How do the, ~,pollcies and ..practices of unions .'.and, other
.!o`rganizations, .of workers, with ..whi.ch` you have a
.collective ba:rgainin. or other understanding affect the
roperatiop,of spur, policy?"
operate s
38. ;The "'Plan for Progress" company, having examined its
policies, is then asked to examine its practices as to employment
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of minorities. Under Recruiting and Vocational training, the company
Is asked:
Describe your practices for recruiting new personnel.
Do they tend to provide a flow of qualified applicants
they adequately reflect the make up of the available
labor market?
" (c) Where appropriate, can you suggest additional recruit-
ment methods or practices which will Insure a flow of
qualified ? applicants representative of the labor market
in which, you operate:
make. .that. vould improve these programs?".,
Whtin the scope of your experience and knowledge,?.do-,
local vocational training programs provide qualified
graduates?
Are minority groups actively participating in, these
programs? k ~x . .
"(f) if necessary, are there any suggestions you could
+' (a) What, if any, are the principal racial or ethnic minority
groups in-your area against whom discrimination might
be applied? .. . I ..
"(b) Have you. ever attempted a sampling or analysis of the
qualifications of these minority group applicants, as
compared to qualifications of other applicants?.
"(c) If so, has such sampling or analysis indicated that
minority group applicants were less qualified, as equally
qualified or more qualified than other applicants?
(d) If the sampling or the -analysis indicated that minority
group applicants werei-Aess qualified than other applicants,
what were the underlying causes, e.g., Insufficient
education? Lack of experience?
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"(e) Do you provide training to enable new employees to
become better qualified? if ' so, is such training
equally available to all new employees?"
40. Under Hiring - Placement:
"(a) Does examination of your hiring practices indicated to
you that all applicants are considered solely by their
qualifications for the job opening applied ,far?
(b) Do you have any job categories which in practical
effect are closed to persons in minority groups?
If so, list jobs and state reasons.
"(c:) Is the initial job into which a new employee is placed
determined (or influenced materially)' by whether he is
of a minority group? If so, what has brought this
about?
"(d)' Where appropriate, what steps can or should be taken to
put job placement practices on a nondiscriminatory basis?
41. As to Compensation:
"(a
Throughout your operations. do you give comparable
pay for comparable work toy all employees?
"(b) If there are variances, explain circumstances and
suggest how equality. can be achieved."
42. As to "On-the-Job" and Apprenticeship Training:
"(a) Describe your practices in selecting employees for
post-employment training programs'.
(b) Are all qualified applicants given equal opportunity for
training?
#"(c) Are those now participating in your training programs
`representative of the racial composition of your work
force?
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11(d) if not, can you suggest workable changes In your
program so as to provide equal opportunity?"
43. As to Transfers:
(a) Are transfers of your employees from one job or unit
to another made without regard to race, creed, color
or national origin?
+- (b) if not', suggest methods of Improvement,
I+(c) What effects`, if and,' do 'cotiectivo bargaining ,agreements
have on ., transfer ' procedure?+',
44: Pro-and' Upgrading:
Are there. differences in your practices
and'up~ratin because of race, creed,
rtitionai 'origin?' "
for promotion
color or,
iif (b) - Wh?orre' appropriate, :can ? ?ybU suggest significmnt','improve=
ual
lo
yee eq
ments which would . give to each.: qualified emp
opportunity?"
45. Layoffs and' Other Torminati-ons - Rehiring:
"(a) Are there differences in your practices regarding
layoffs and other terminations, of ernployme'nt because
of race, creed, color or national ohigIn?
++(b) Are' there differences in rehiring employees because
of race, creed, 'coibr or national, origin?'
+(c) Where' appropriate, suggest workable changes in your
layoff and rehiring practices which would result in an
equal opportunity for all employees."
46, Segratated Work Areas. and Departments:
"(a
Are any of your work areas or departments racially
segregated? if so', explain'tho reasons.
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"(b)
What workable changes. can be made to eliminate
them? When and how?"
47.
Segregated Facilities:
"(a)
Are your following facilities racially segregated?
Cafeterias
Restrooms
Drinking Fountains
Other
Recreational Facilities
and Programs
Employee Services
"(b)
If so, please describe the reasons.
?(c)
How and when can these conditions be eliminated?"
48. The whole scope of.the new Civil Rights look vw uld suggest
that the employment climate in both the private and non-profit sectors
of our, society is now that of "playing for keeps." We are in the
no-nonsense are of equal employment opportunity.
49. The Agency' s policy with respect. to the recruitment and
placement. of the Negro has been an "open door" policy with overtones
of non-aggression. We haven' t exactly been pushing Negro candidates
through the door." The Negro professionals who have made it with us
would have made It with our. competitors. This, certainly, is as, it
should be. Our' recruitment. visits to the predominantly ' Negro college,
however, and our interviews.with any Negro professional, should
inspire us to keep a sharper eye trained for career taunt.
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