NOTE TO CH, IEG [AND] FROM(Sanitized)

• Document Type: CREST
• Collection: NGA Records (Formerly NIMA)
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78B05703A000500030006-2
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 14
• Document Creation Date: December 28, 2016
• Document Release Date: December 1, 2003
• Sequence Number: 6
• Publication Date: May 28, 1970
• Content Type: NOTES

Approved For Release 2003/12/22 :CIA-RDP78B05703~~~~6~~ ~~
~~~ ~~~ STAT
e~,
~~ ~s~--
~~~ ~'~S"
- ?~ /~f /~arc~ Tie Ceti ~i-s ~r-e c or
,S-ek f e,~c~o~~rov ~,,c t?c,rJ~~-vcfovc,. QK.
~`~ r~~ C~ I~ `i ~. ~k7~ a rf ~~?'~ ~~t-~kc. '~
~ ~?~' /~ y
~ !
c~' ?~ dot ~a'I'"~ Cs~ ~t !? !?.' //s~t ~ " ... ~ ~~? .
~ r s
trr~E a t~ ov ~f-+G dot~t, ~ Esc ~ w ~~ f o ~
t'~ ry
..t
.~ O ~ ~~+? ! a/rt. S~re1 C f o K,
~ ~
v+~.e o ~o vi- CaTr~er ~~ ~ ~.+~ r~ ~K ~s
___.. c~ / ~ /~
- .L ~ ~s a n ~e ~ o ~?ar o ~-- o v~-
~~ ~rsok ~ ~ A?r ~ ~--~s o~ic. alit H. ~ .
Declass Review
by NIMA/DOD
Approved For Release 2003/12/22
STAT
 t+~~11~'X~-'~~"~l~~1~L
OPPORTUNITY
IN FEDERAL
EMPL..OYMENT
"for all persons to seek and to achieve their highest potential and productivity''
A Report to?>F~~54~~R~~~r~Ot~i~~~ni~-~aP~~~O~~~`~~~Q~~O~~i~imissioh
 M EM6~~CC1~~3r.R~s~QQ~2/IQ-~~8Q~5u13A000500030006-2
DEPARTMENTS AND AGENCIES
Subject: Equal Employment Opportunity
In my memorandum to you of March 28,
1969, I reaffirmed the Government's
policy of providing equality of opportunity
for all citizens in Federal employment. At
the same time I directed the Chairman of the Civil Service Commission to review pres-
ent efforts in the Government to achieve equal employment opportunity and give me
recommendations for desirable policy and program changes.
The Civil Service Commission has given me its report. Because I believe the report and
its recommendations are of vital importance to the Government, I am attaching a copy
for your personal review. I completely endorse the new program directions which it
outlines, and I look for positive results from these new efforts.
No more serious task challenges our Nation domestically than the achievement of
equality of opportunity for all our citizens in every aspect of their lives regardless of
their race, color, religion, national origin, or sex. This includes the opportunity for all
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 persons, witbA~yalfo~gl~itiB~le~~h~0(~#gtii~asCi~IId~~Q6ga~their
highest potential and productivity in employment situations. Discrimination of any
kind based on factors not relevant to job performance must be eradicated completely
from Federal employment. In addition, we must, through positive action, make it pos-
siblefor our citizens to compete on a truly equal and fair basis for employment and to
qualify for advancement within the Federal service. We must search for new ways to
provide the necessary encouragement, assistance, and training opportunities, where
appropriate, so that all employees may utilize their capabilities to the fullest extent in
meeting the manpower needs of Federal agencies.
There are several points in Chairman Hampton's report which I want to emphasize:
Assuring equal employment opportunity in a Federal department or agency is the
responsibility of the organization's head. It must have his continuing high priority
attention and that of all agency executives.
Equal employment opportunity must become an integral part of the day-to-day
management of Federal agencies and interwoven with every action which has an
effect on employees. This is the road to true equal employment opportunity.
While we must continue to search out qualified personnel from all segments of our
population, we must now assure the best possible utilization of the skills and poten-
tial of the present work force. Employees should have the opportunity to the fullest
extent practicable to improve their skills so they may qualify for advancement.
 I.hd~~~~aFs~ ~~'ra~~/~~3~ 'a~14~5~~u8~b4~~i?Y~~~?~'4c~?~~ should be
identified and given the opportunity to develop to their fullest capability. Programs
are underway and new efforts are being developed to achieve this end.
Cpecial efforts must be made to assure that opportunities in the Federal Govern-
r~~ent at the professional levels are made known to men and women of all races,
religions, and ethnic backgrounds so that positions of leadership in the future can
be assumed by persons from all segments of our population.
Every possible step must be taken by agency heads to-make sure that each man-
ager and supervisor in the Government understands and implements the objective
of equal employment opportunity for all Americans. Our supervisors' performance
must in every way support equality of opportunity for all employees.
In addition to assuring equal employment opportunity for all persons, the Govern-
ment, as a responsible employer, must do its part along with other employers to
provide special employment and training programs to those who are economically
or educationally disadvantaged. We must hold out a helping hand and imaginatively
use the facilities of the Government to prepare such persons for useful and produc-
tive employment.
I have asked the Civil Service Commission to work closely with agencies and other in-
terested organizations in the implementation of these program directions and to keep
me informed of progress. Interagency consultation and coordination will hasten our
progress and assure common understanding of our goals and the Commission will
have the direct support of my staff in this effort. I request that you and your staffs
cooperate fully in this urgent undertaking and move forward energetically in the di-
rection outlined in the Givil Service Commission's report.
At the same time, I have issued a new Executive order on equal employment oppor-
tunity in the Federal Government. This order clearly states the policy of this Admin-
istration in this critical area and demonstrates the continuing Federal commitment to
equal employment opportunity.
I look forward to receiving the Commission's progress reports on a regular basis. They
will have my personal attention.
I suggest that every supervisor have an opportunity to see this memorandum.
Richard Nixon
President of the United States
THE WHITE HOUSE, Washington, D.C.
August 8, 1969
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
A REPORT TO THE PRESIDENT
FROM THE UNITED STATES
CIVIL SERVICE COMMISSION
Subject: Equal Employment Opportunity
in the Federal Service
You asked that I review the Government's equal
employment opportunity program and report to you
recommendations for policy and program changes.
This is my report.
There is no program in the Civil Service Commis-
sion of greater importance than the effort to achieve
full equality of employment opportunity in the Federal
service. Assuring equal opportunity and eliminating
any vestige of discrimination in employment practices
is essential to the well-being of the Government and
crucial to the Nation. Race, color, religion, national
origin, or sex must never affect the opportunity of an
American to work for and advance within the Fed-
eral service.
In making the review, we took the following actions:
Studied the ways in which the Federal Govern-
ment had organized in the past for equal employ-
ment opportunity and program effectiveness under
each of these organizational approaches.
Reviewed particularly the organization and re-
sults under the President's Committee on Equal Em-
ployment Opportunity, which exercised program
leadership immediately prior to the Civil Service
Commission's assumption of responsibility in 1965.
Conducted a thorough analysis of efforts and re-
sults under Commission stewardship during the past
three and one-half years.
In reviewing program activities and progress since
the Commission was assigned responsibility by Execu-
tive Order 11246, we did the following:
Requested and received recommendations from
department and agency heads on future program
direction.
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 Met v~}ip~~x~de~o~l~e~00~,(~hFrf~t9CIA-RD#p~~$~~~9A~(~@~6$~'0 ~ contrasted
officers and directors of personnel to discuss progress
and problems and to receive program suggestions.
Met with representatives of the Office of Federal
Contract Compliance, the Department of Justice,
the Equal Employment Opportunity Commission,
and the U.S. Commission on Civil Rights, to obtain
input from these Federal agencies having civil rights
responsibilities.
Met with the Commission's ten regional directors
to gain their insights and program recommenda-
tions.
Consulted, through our regional directors, with
Federal Executive Boards and Associations to get
program ideas from managers of Federal installa-
tions across the Nation.
Consulted at the staff level with minority group
organizations to assure consideration of their points
of view and suggestions.
Met with representatives of women's organiza-
tions and Federal agencies to obtain recommenda-
tions relating to equal employment of women in the
Federal Government.
We thus compiled a comprehensive base for overall
assessment of the Federal equal employment opportu-
nity program. We looked at its beginnings; we evalu-
ated what has been done and what is underway; we
attempted to assess our overall progress. Finally, we
defined the challenges which still must be met and
mapped out a proposed course of action.
Progress
We can report that the Government has made sig-
nificant progress in equal employment opportunity.
Much has been done to open the doors of opportunity
to many for whom they had been closed.
Since 1965, when the Civil Service Commission
was given leadership responsibility for the Govern-
ment's equal opportunity program, significant gains
have been made in overall minority employment in
the Federal service.
One-half million jobs, almost 20%0 of the Federal
work force in the executive branch, are held by
minority group Americans.
The proportion of non-white persons employed
in the Federal Government is almost 50ofo higher
than the percentage of non-whites in the overall
with 10.8/0, based on most recent data available.
In addition, the Government employs over 70,000
Spanish surnamed Americans.
Total employment figures, impressive as they are,
cannot tell the whole story, either of progress or of
failures.
Federal departments and agencies have engaged
in action programs in their organizations and in
their communities designed to improve equal
employment opportunity.
The climate in the Federal service for equal em-
ployment opportunity has improved greatly over the
past few years.
Equal opportunity is becoming recognized as an
integral part of the responsibilities of each manager
and supervisor in the Federal service.
The employment system is continually being re-
viewed and modified by the Civil Service Commission
to assure that it is in fact open on an equal 'basis to
all our citizens and at the same time meets the needs
of Federal agencies for qualified manpower. The ulti-
mate strength of the equal opportunity effort depends
not so much on systems, however, as it does on the
extent to which it becomes an inseparable part of man-
agement so that the commitment to equal opportunity
is fully reflected in the day-to-day operations of the
Government.
Challenges
The road to equal opportunity is neither an easy
one nor a short one. While our destination is coming
into sight, we have a great distance to go. For example:
Despite significant gains in overall employment
of minority group persons in the Federal service,
too many of our minority employees are concen-
trated at the lower grade levels, victims of inade-
quate education and past discrimination. Our
women employees are also largely concentrated in
the lower grade levels.
Despite recruiting efforts, comparatively few mi-
nority persons are entering the Government at the
middle level and in the professional occupations.
There are still many areas of the Nation where
Federal employment of minority persons does not
adequately measure up to the potential represented
in the population generally.
Our system for gathering information on minority
employment is not sufficiently refined to pinpoint
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 problem ar as or to B r e a a means e
PA~~rovetC for ~2elease ~8~~~1~1 : C~ ~~B05703A000500030006-2
program ma gement.
There is still need for better understanding by em-
ployees and supervisors alike of the objectives of the
equal employment opportunity program. There are
still Federal agencies which have not moved ahead
as aggressively as the times demand in affirmatively
seeking equal employment opportunity relating to both
minority employees and women.
These are the challenges and they dictate
forthright program changes.
Upward Mobility
First, we must exert every effort possible to en-
courage upward mobility of Federal employees now
at the lower grade levels so that they may work at
their fullest potential. This can be done by training
offered by the Government to employees who want
the opportunity to improve their skills and qualify
themselves for advancement. Therefore, we must:
improve on-the-job training programs for em-
ployees;
make greater and more imaginative use of the
Government Employees' Training Act for lower
grade employees, including enrollment in non-Gov-
ernment training facilities; ~
establish tuition-subsidy programs to encourage
employees to qualify themselves for greater
responsibilities;
provide additional cooperative work-study pro-
grams to bring persons previously denied the ad-
vantages of specialized training into occupations in
which skilled manpower is needed;
bring training opportunities within easy reach
of Federal employees by working with high schools
and colleges to establish "off campus" facilities in
Federal buildings;
work with schools and colleges to assure that
courses of study adequately prepare minority group
Americans for occupations in the Federal Govern-
ment, particularly those in which there are man-
power shortages; and
identify under-utilized employees, especially those
at the lower levels, and provide them with work
opportunities commensurate with their abilities,
training, and education.
Under the merit system of employment, we have
made progress in recruiting minority group Americans
to the Federal work force. One-fifth of our employees
are minority.
Now we need to raise our sights. We cannot afford
to let up in the effort to open doors at all levels in
the Federal service. We must be particularly concerned
with college recruitment to assure a fair opportunity
to all persons for professional careers in the Govern-
ment. In this way we will bring into Government
qualified young men and women of all races and ethnic
backgrounds ~vho can assume positions of leadership
and trust in the future. There are occupations and
levels of responsibility in the Government service in
which minority Americans and women are minimally
represented. We must make these occupations and
levels known and assure that our recruiting is aimed
at all sources to attract persons into these fields. Also,
we must continue our participation at the local level
with other employers, with schools, and with public
and private groups on matters affecting the employ-
ability of persons for the Federal service, including
efforts to assure adequate open housing near places
of Government employment.
Superaisory Support
The key to effective equal employment opportunity
and to affirmative action to achieve this goal is the
individual supervisor. He must have understanding
of and sensitivity to the objective of the program and
the needs and aspirations of individual employees.
Training can be an effective tool in bringing this kind
of understanding to hitn.
To achieve this end, we plan to take the following
steps
require each employee who becomes a supervisor
in the Federal Government to participate in appro-
priate training courses to bring him understanding
of and sensitivity to the goals of equal employment
opportunity;
call for performance evaluations of supervisors
which reflect, where appropriate, the effectiveness of
their efforts to carry out their equal opportunity
responsibility; and
encourage recognition of employees, supervisors,
or units demonstrating superior accomplishment in
equal opportunity under the Incentive Awards Act.
As a correlative, the supervisor must recognize that
corrective action will follow quickly and surely when
discriminatory practices are disclosed. The new dis-
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 crimination coillii4l~c~~r~@~I~l~~h~0~~1~3i's22 : CII~,~~F~~i~i$5t~{~i6QQ@~ust remain
lion has ordered effective July 1, 1969, will help as- a major responsibility of each Civil Service Commis-
sure that instances of discrimination are disclosed so Sion bureau and office. I am taking steps, however,
that corrective action can be taken immediately. to strengthen the focus and coordination within the
Program Management
While the Commission has leadership responsibility
for the Government-wide equal employment opportu-
nity program, each department and agency head is
individually responsible for the program in his orga-
nization. It is up to him to do the job. He must assure
that the will for equal employment opportunity exists
in his organization and must also see to it that adequate
manpower and sufficient funds are provided to carry
out an effective and affirmative program. Commission
regulations require that by July 1, 1969, the agency
head appoint a Director of Equal Employment Oppor-
tunity. He should be a high level official having the
full confidence of the agency head and with sufficient
authority to assure action.
Each agency has been required to prepare a plan
of action to guide its equal opportunity activities. We
will ask each department and agency head to revise
his plan of action to accord with the emphasis reflected
in this report. He will be requested to evaluate his
progress in accordance with the revised plan of action
and based on guides supplied to him by the Commis-
sion. This will be part of a Government-wide agency
self-evaluation program which we will institute and
which will place responsibility for progress clearly on
the agency head with review in the Civil Service Com-
mission. We will ask for periodic progress reports from
agency heads and I propose to report to you period-
ically on Government-wide progress on equal
opportunity.
At the same time, we will intensify our evaluations
of agency equal employment opportunity efforts to
provide meaningful assistance to agencies in meeting
program goals. We will point out deficiencies, where
they exist, show the need for action, and help assure
progress in this critical area.
To provide a data base for evaluation purposes by
agencies as well as by the Civil Service Commission, we
are authorizing the departments and agencies to main-
tain certain minority employment data on automatic
data processing equipment, which under present re-
strictions they are unable to do. This approach will
contribute current and comprehensive statistical in-
formation to assist in program management and will
operate with proper safeguards to assure individual
privacy and the separation of minority employment
data from all other personnel records.
Commission of our leadership responsibility for the
Government-wide equal employment opportunity pro-
gram. We will thus be able to intensify our efforts to
improve the program within each agency of Govern-
ment. At the same tune we will step up consultation
with minority organizations and Federal employee
unions to assure their full participation in the Gov-
ernment's efforts.
To assure common understanding of the objectives
and directions of the equal employment opportunity
effort, I will convene as soon as practicable after July l
a meeting of the Directors of Equal Employment
Opportunity of all Federal agencies. This will give
us the opportunity to strengthen the determination
of those persons directly responsible for providing
leadership to equal opportunity in the Federal
Government.
The Disadvantaged and Hard-Core Unemployed
The new thrust for equal opportunity that I have
outlined in this memorandum will apply to all Fed-
eral employees and applicants regardless of race, color,
religion, national origin, or sex. At the same time, we
must not forget our obligation as the Nation's largest
employer to do our share in meeting the problems of
the disadvantaged and the hard-core unemployed.
Government agencies can hire and train disadvan-
taged persons. A number of special programs in differ-
ent agencies are now
and employment to
unemployed.
underway to provide training
youth and to the hard-core
This effort must be strengthened. We will seek to
work cooperatively with other departments of Gov-
ernment so that Federal agencies may participate with
other employers in the application of programs funded
for the employment and development of disadvan-
taged Americans. We must find ways to give incentive
to Federal agencies to develop imaginative programs
so that the facilities of the Government can be used
even more extensively for training disadvantaged per-
sons for possible Federal employment. In addition,
exempting from manpower ceiling controls positions
held by disadvantaged persons, at least during the ini-
tial employment period when productivity is neces-
sarily low, and offering classroom training during work
hours for up to 25oJo of a new employee's time, are
examples of possible approaches.
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 Conclusion gpproved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
In summary, we have made progress in moving to-
ward true equal employment opportunity in the Fed-
eral Government. We have now reached a stage which
requires rededication and new directions to assure
further achievement.
The program directions I have outlined in this
memorandum point the way in the vital areas of up-
ward mobility of employees, recruiting, supervisory
support, and program management as well as new
opportunities for the disadvantaged and hard-core un-
employed. We will move forward and work closely
with agencies to develop the needed programs.
To demonstrate the commitment of your Admin-
istration to the objectives of this important effort, I
recommend a new Executive order be issued relating
solely to equal opportunity in Federal employment and
incorporating the new directions we believe are nca~
essary to achieve this important national goal.
Robert E. Hampton
Chairman
United States Civil Service Commission
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 EXECUTIVE ORDEReI~ ~5~~~003/12/22 : Cn~eRDPd7i8B0 ndOlmpI~men~at~o ri of ~he policy ex-
EQUAL EMPLOYMENT OPPORTUNITY
IN THE FEDERAL GOVERNMENT
It has long been the policy of the United States
Government to provide equal opportunity in Federal
employment on the basis of merit and fitness and with-
out discrimination because of race, color, religion, sex,
or national origin. All recent Presidents have fully
supported this policy, and have directed department
and agency heads to adopt measures to make it a
reality.
As a result, much has been accomplished through
positive agency programs to assure equality of oppor-
tunity. Additional steps, however, are called for
in order to strengthen and assure fully equal employ-
ment opportunity in the Federal Government.
NOW, THEREFORE, under and by virtue of the
authority vested in me as President of the United
States by the Constitution and statutes of the United
States, it is ordered as follows:
Section 1. It is the policy of the Government of the
United States to provide equal opportunity in Fed-
eral employment for all persons, to prohibit discrimi-
nation in employment because of race, color, religion,
sex, or national origin, and to promote the full realiza-
tion of equal employment opportunity through a con-
tinuing affirmative program in each executive depart-
ment and agency. This policy of equal opportunity
applies to and must be an integral part of every aspect
of personnel policy and practice in the employment,
development, advancement, and treatment of civilian
employees of the Federal Government.
Section 2. The head of each executive department
and agency shall establish and maintain an affirmative
program of equal employment opportunity for all
civilian employees and applicants for employment
within his jurisdiction in accordance with the policy
set forth in section 1. It is the responsibility of each
department and agency head, to the maximum extent
possible, to provide sufficient resources to administer
such a program in a positive and effective manner;
assure that recruitment activities reach all sources of
job candidates; utilize to the fullest extent the present
skills of each employee; provide the maximum feasible
opportunity to employees to enhance their skills so they
may perform at their highest potential and advance
in accordance with their abilities; provide training and
advice to managers and supervisors to assure their
pressed in this order; assure participation at the local
level with other employers, schools, and public or pri-
vate groups in cooperative efforts to improve com-
munity conditions which affect employability; and
provide for a system within the department or agency
for periodically evaluating the effectiveness with which
the policy of this order is being carried out.
Section 3. The Civil Service Commission shall pro-
vide leadership and guidance to departments and
agencies in the conduct of equal employment oppor-
tunity programs for the civilian employees of and ap-
plicants for employment within the executive depart-
ments and agencies in order to assure that personnel
operations in Government departments and agencies
carry out the objective of equal opportunity for all
persons. The Commission shall review and evaluate
agency program operations periodically, obtain such
reports from departments and agencies as it deems
necessary, and report to the President as appropriate
on overall progress. T'he Commission will consult from
time to time with such individuals, groups, or organi-
zations as may be of assistance in improving the Fed-
eral program and realizing the objectives of this
order.
Section 4. The Civil Service Commission shall pro-
vide for the prompt, fair, and impartial consideration
of all complaints of discrimination in Federal employ-
ment on the basis of race, color, religion, sex, or na-
tional origin. Agency systems shall provide access to
counseling for employees who feel aggrieved and shall
encourage the resolution of employee problems on an
informal basis. Procedures for the consideration of
complaints shall include at least one impartial review
within the executive department or agency and shall
provide for appeal to the Civil Service Commission.
Section 5. The Civil Service Commission shall issue
such regulations, orders, and instructions as it deems
necessary and appropriate to carry out this order and
assure that the executive branch of the Government
leads the way as an equal opportunity employer, and
the head of each executive department and agency
shall comply with the regulations, orders, and instruc-
tions issued by the Commission under this order.
Section 6. This order applies (a) to military de-
partments as defined in section 102 of title 5, United
States Code, and executive agencies (other than the
General Accounting Office) as defined in section 105
of title 5, United States Code, and to the employees
thereof (including employees paid from nonappro-
priated funds), and (b) to those portions of the legis-
lative and judicial branches of the Federal Gov-
ernment and of the Government of the District of
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 Columbia having positions in the com~etcitiv'eps~~} O ~~ ~ ~~ j c~ ~ p ysz~~ ~ch apply
and to the emplo}}~~i~8s~~o~iti~S~~Yi3s~ot71'e~~o/22 fo~e~dera`lPemp~oymen~ a~re'fi5~b~ supe~r~sec~ed.
not apply to aliens employed outside the limits of the
United States.
Section ~. Part I of Executive Order No. 11246 of
September 24, 1965, and those parts of Executive
Richard Nixon
President of the United States
PRESIDENT'S MEMORANDUM
OF MARCH 28, 1969,
TO HEADS OF DEPARTMENTS
AND AGENCIES ON EQUAL
EMPLOYMENT OPPORTUNITY
The concept of nondiscrimination is inherent
in the Civil Service Act of 1883, which calls for a
Federal service based on merit and fitness alone.
"Nondiscrimination" was broadened by Presi-
dent Eisenhower to "equal employment oppor-
tunity" with his issuance of Executive Order
10590 in 1955. In the years that followed, other
Executive orders designed to insure equal op-
portunity in the employment, development, ad-
vancement, and treatment of employees of the
Federal Government have been issued. This
series of Presidential directives reflects continu-
ing support for this program at the highest levels
of Government.
I want to emphasize my own official and per-
sonal endorsement of a strong policy of equal
employment opportunity within the Federal
Government. I am determined that the execu-
tive branch of the Government lead the way as
an equal opportunity employer.
Although under the leadership of the Civil
Service Commission significant progress has been
made towards the goal of equal employment
opportunity, much remains to be done. Accord-
ingly, Ihave directed the Chairman of the Com-
mission to make a thorough review of all present
efforts to achieve equal employment opportunity
within the Federal Government and to report
back to me on or before May 15, 1969, with
recommendations for desirable policy and pro-
gram changes in regard to those efforts.
Meanwhile, I want every reasonable effort
made to insure that the Federal Government is
an equal opportunity employer. I further urge
you, if you have not already done so, to com-
municate your personal support for this pro-
gram to all offiicials and employees of your
agency.
Richard Nixon
President of the United States
THE WHITE HOUSE, Washington, D.C.
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 ~~c
Approved For Rel BO
Ci~i ~~ iS giro ~.?c/e~pv!?l+e - - S.~o~v`~
/~ eTvl.?.. Q ~ !? `t..: -~ G-~F I ~ ~ ~~ ~~~D(~/'i~T ~F/ G ~I~~tC.l'
~~ -
~r-aK~
ar ~ ~ ~~e as,~"~r ra ~ ~~ c,~-~,c ~~
- / - /_ ~ -. --- // ~ ~ .tom _ 7
,,~0 /~O ~~ S' ti? ~ /'~, f' tv Git c?f' ~ ~y~
ev~-.C.' ;C/ e .. .cr~le ~ l
I~.iC ~ ~~ its rC, ~ O G?~/~
r~eozders aT T~ e ~~c ~,
6~
~~cc ~~ .,~ '
Slav ~3' lob r~cG- r'a~ l i~-G--
r'~e ~Pcirr~ s ~~~~~ r~co ~~ o~c,.
-- 7
~rie 1~+ere xa ~rCa~'c ,e ss ,~,s ,
ll//e ~a ,~tcol ` r e Tyr- f ?~e
Approved For Release 2003/12/22 :CIA-RDP78B05703A000500030006-2
 S`C G.
Approved For Release 2003/12/22 :CIA-RDP78B05~`00500-06 ~4
reri,~ur_~ ~ ~ ~b~t~ ~~
y.~,fy D. ~i 's~- re..~ea.ed
.lam fife. ' ?? ~.
~iE's coo 1
f S . iv Cif r ~?cl !~3'~ S
o.~ .Si- c~{~ .,~rrrc~ ~'i- ,r-~ev. e.~-s~/~ t' +e~xr~,
. .~ ~ `
~_
,~o~~ok-i~~re,G- iS RICO--_ d ~__ ~Gi'''
;_
l1~i?~. ~ '~ev's? l s ~-oG~~-~r