GUEST SPEAKER INVITATION TO SENATOR DANIEL K. INOUYE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP92M00732R000300010006-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 24
• Document Creation Date: December 23, 2016
• Document Release Date: April 2, 2014
• Sequence Number: 6
• Publication Date: August 11, 1989
• Content Type: MEMO

STAT
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OCA 2863-89
MEMORANDUM FOR: Director of Central Intelligence
VIA: Deputy Director for Administration
FROM: George W. Owens
Director of Personnel
SUBJECT: Guest Speaker Invitation
to Senator Daniel K. Inouye
1. Action Requested: This memorandum recommends in
paragraph 3. that the Director of Central Intelligence sign the
attached letter inviting Senator Daniel Inouye, Democrat from
Hawaii, to be the Agency's guest speaker in celebration of
National Disability Employment Awareness Month this October.
2. Background:
a. The Director of Equal Employment Opportunity and
I consider the invitation an excellent opportunity to
raise employee awareness of the commitment that the
Federal Government and the Central Intelligence Agency
have made to remove physical and attitudinal barriers to
the employment and advancement of individuals with
disabilities.
b. Senator Inouye has first-hand experience with
the barriers presented to individuals with disabilities
and is a supporter of the Americans With Disabilities
Act (ADA), often referred to by people with disabilities
as their "Emancipation Proclamation."
c. In addition to his work in the area of
disability legislation, Senator Inouye is influential in
the areas of appropriations and intelligence oversight.
3. Recommendation: That the Director of Central
Intelligence sign the attached letter inviting Senator Daniel
Inouye to address our employees on the occasion of National
Disability Employment Awareness Month.
George W. Owens
Attachment:
As stated
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SUBJECT: Guest Speaker Invitation to Senator Daniel K. Inouye
OEE0/1-1P
Distribution:
Orig - Addressee
2 - ER
1 - DDA
1 - D/CP
1 - ?EEO
(9 August 89)
2
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ft
The Honorable Daniel Inouye
United States Senate
Washington, D.C. 20510
Dear Senator Inouye:
The Central Intelligence Agency will join other Federal
agencies in celebration of National Disability Employment
Awareness Month this October. This is the time when we pay
special tribute to the significant contribution that employees
with disabilities have made to the Agency. This celebration
also offers the opportunity to raise employee awareness of the
commitment the Federal Government and the Agency have made to
remove barriers to employment and advancement of individuals
with disabilities.
It gives me great pleasure to invite you to provide the
keynote address at our program in the Headquarters
auditorium. Although we have tentatively scheduled 5 October
1989 at 9:30 a.m. for this program, other dates are
available. Your words will be an inspiration to employees
with disabilities and to those who are working to eliminate
attitudinal and physical barriers in the Agency. Our program
will also include recognition of the Agency's nominee for the
Outstanding Disabled Federal Employees of the Year.
Arrangements are being handled through Office
of Congressional Affairs, who can be contacted at
We hope you will join us in our celebration of National
Disablity Employment Awareness Month.
Sincerely yours,
William H. Webster
Director of Central Intelligence
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;Did You Know?
A History of National Disability Employment
Awareness Month Formerly known as
National Employ the Handicapped Week
EMPLOYMENT
A NATIONAL
PRIORITY
FACT
SHEET
Changes do happen.
Did You Know That...
Changes of a major cam-
paign to promote the
abilities of people with dis-
abilities has occurred? The
name has been changed
and length of time that we
observe this effort has been
changed.
P.L. 100-630, the "Handi-
capped Program Technical
Amendments," established
October as National Dis-
ability Employment Aware-
ness Month replacing
National Employ the Handi-
capped Week.
Did You Know That...
National Employ the Handi-
capped Week came into
existence before the Presi-
dent's Committee on Em-
ployment of People With
Disabilities.
Did You Know That...
it took 4 years of vigorous
lobbying on Capitol Hill
before Congress passed a
Joint Resolution on August
11, 1945 designating the
first week of October each
year as "National Employ
the Physically Handicapped
Week?" The Resolution
also asked the President to
issue a Proclamation each
year to help solicit support
for this Week. In response
to Congress' request, the
late President Truman
asked public "leaders in
industry, education, reli-
gion, and every other as-
pect of our common life
. . ." to support a "sus-
tained program" to employ
and develop the abilities of
people with physical
disabilities.
Over the years the word
has spread and grown in
intensity. The following
dramatic examples show
how this was done in the
early years?In 1949, a
blimp traveled up and down
the East Coast blinking
"HIRE THE HANDI-
CAPPED. HIRE THE
HANDICAPPED" and
Eleanor Roosevelt's mes-
sage before the United
Nations was carried by
every TV station in the
country?all 3 of them!
Did You Know That...
the President's Committee
was first called the Presi-
dent's Committee on
National Employ the Physi-
cally Handicapped Week?
The year1947 saw the formal
beginning of the President's
Committee. Before that
time, a small group of dedi-
cated persons worked
primarily to implement Na-
tional Employ the Handi-
capped Week. Since then
the name of the Committee
has been changed three
times.?One change oc-
curred in 1962, when the
word "Physically" was
dropped to broaden the
Committee's goals to in-
clude persons with mental
disabilities. The last change
happened on May 10, 1988
when President Reagan
signed Executive Order
12640 changing the Com-
mittee's name to The
President's Committee on
Employment of People With
Disabilities. This change
reflects the Committee's
belief that using proper
terminology to describe
people with disabilities
helps lead to dignity and
equality for all American
citizens.
National Disability Employ-
ment Awareness Month
which starts on October 1, is
designed to be a grassroot
effort, impacting on large
and small?urban and rural
?communities. While the
emphasis concentrates on
a one-month period, we
stress the importance of a
year-round effort.
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EMPLOYMENT
A NATIONAL
PRIORITY
This Month is used as a
time to recognize employ-
ers and other organizations
that have consistently and
outstandingly provided em-
ployment opportunities for
people who are disabled. It
is also a time to salute the
achievements of people
with disabilities who are
contributing to their com-
munities and to society
through their jobs. And a
time to set up awareness
building programs to help
the public understand that
negative attitudes, and not
disabilities, are the primary
factor keeping people
with disabilities from lead-
ing independent and pro-
ductive lives.
How did some States and
organizations promote Na-
tional Disability Employ-
ment Awareness Month in
1988?
Many plan luncheons, ban-
quets, seminars, job fairs,
open house, exhibits, and
other similar type activities
to publicize the Month. One
organization scheduled a
special exhibition of touch-
able art objects and a work-
shop on making the arts
accessible to people with
disabilities at a well known
museum. Most States pro-
moted the resources availa-
ble to persons who are
disabled. A union formed
an advisory committee on
disability issues to police
contracts and laws that
impact the rights of people
with disabilities. Many
organizations prepared
media packets which were
distributed to radio and TV
stations, newspapers and
special-interest groups.
More examples of Federal,
State and organization in-
volvement can be found in
this packet.
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Employer Incentive
Programs: A Summary
EMPLOYMENT
A NATIONAL
PRIORITY
FACT
SHEET
The following chart summarizes some of the Federal, State and local incentives that em-
ployers can tap when considering job applicants with disabilities.
Program
Incentive
Restrictions
More Information
Targeted Jobs Tax Credit Tax credit of:
(TJTC)
? 40% of first $6,000
earned per employee
provided the employment
lasts at least 90 days or
120 hours.
May not claim TJTC and
On-the-Job Training (OJT)
for same wages.
Certification must be
requested on or before first
day of work.
IRS (see Publication 906)
State Employment Service
Private Industry Council
Vocational Rehabilitation
State or local committees
on employment of people
with disabilities
(Check State and city
governments for local
TJTC)
Job Accommodation
Network
Free consulting service on
available aids, devices,
adjustments and placement
information.
None
Call 1-800-JAN-7234,
Voice or TTY/TDD
Tax Credit on Architectural
and Transportation Barrier
Tax deduction on up to
$35,000 spent to make a
workplace more accessible
for employees and
customers.
Improvements must meet
Treasury Department
standards.
Internal Revenue Service
State or local committees
on employment of people
with disabilities
Association for Retarded Reimbursement of:
Citizens of the USA
? 50% of entry wage for
first 160 hours of
on-the-job training.
? 25% of entry wage for
second 160 hours.
Worker must be mentally
retarded with la below 80,
at least 16 years old,
unemployed over 7 days.
Position must be
permanent, full-time, pay
above minimum wage.
Association for Retarded
Citizens of the USA
Local Association of
Retarded Citizens
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EMPLOYMENT.
A NATIONAL
PRIORITY
Program
Incentive
Restrictions
More Information
Vocational Rehabilitation
On-the-Job Training
Program
Shared payment of
disabled employee's wages
for a limited time on a
negotiated schedule.
Worker must be a VR
client.
Position must be
permanent, full-time, pay
minimum wage.
Local Vocational
Rehabilitation
Job Training and
Partnership Act (JTPA)
Reimbursement of: (OJT)
? 50% of first 6 months
wages per employee.
Customized training or
retraining.
Employer must hire trainee
with intent of permanent
full-time position.
Private Industry Council
Chamber of Commerce
City or State government
State or local committees
on employment of people
with disabilities
Minimum Wage Exemption
Certificate
Certificate allowing
employer to pay 75% of
minimum wage or 50% for
most severely disabled
workers.
Wage must adequately
reflect worker's productive
capacity. Annual renewal
required.
U.S. Department of Labor,
Wage and Hour Division
Regional Office
Employee Search Agencies Free referral service of
qualified disabled workers
None
Vocational Rehabilitation
State or local committees
on employment of people
with disabilities
Horticulture Hiring the
Disabled
Horticulture
Free personnel services job
analysis, employee
recruitment and screening
Employer/or group of
Employers must have 10
or more job positions
Services provided by 6
area offices and through a
national referral program
Horticulture Hiring the
Disabled, 1-800-634-1603
or 1-301-948-3010
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Needs of Minorities with
Disabilities Examined at
National SymposiumF ACT
SHEET
EMPLOYMENT
A NATIONAL
PRIORITY
A National Symposium on
Minorities, cosponsored by
the President's Committee
on Employment of People
With Disabilities, Howard
University, and the National
Council on the Handi-
capped, was held during
the President's Committee's
1988 Annual Meeting.
,The Symposium attracted
experts and representatives
from all over the Nation to
focus on issues, problems
and effective approaches
relative to the employment
of minority persons with
disabilities.
Dr. James Farmer, long
time civil rights activist,
opened the Symposium by
reflecting on the past civil
rights struggle and by con-
necting the Civil Rights
Movement with the disabil-
ity movement and the many
problems encountered by
each. He noted that they
are confronted by stereo-
types and prejudice from
several directions, and he
referenced disenfranchised
groups across the ages.
Lex Frieden, who was at
that time Executive Director
of the National Council on
the Handicapped, dis-
cussed the first comprehen-
sive civil rights bill, "The
Americans with Disabilities
Act of 1988," prohibiting
discrimination against per-
sons with disabilities.
Several panels presented
information affecting minor-
ities with disabilities from
different perspectives.
Among them:
The Needs of Minority Persons with Disabilities: A Legislative View
Some important problems
facing people with disabili-
ties are being addressed by
legislation recently passed
or introduced, but none of
that legislation is directed
specifically toward minority
persons with disabilities.
People in minority groups
are especially at risk be-
cause they are likely to
become disabled because
they are poor. The correla-
tion between poverty and
disability is especially sig-
nificant for members of
minority communities.
The Civil Rights Restoration
Act, passed in March 1988,
prohibits discrimination
against persons with dis-
abilities by institutions that
receive federal funds. The
Americans with Disabilities
Act, first introduced in April
1988 and scheduled to be
reintroduced in the 101st
Congress, will provide com-
prehensive civil rights
protection for people with
disabilities.
Special efforts to target
those minority populations
who need employment
assistance the most has to
be effected. Two such
means could be to mandate
funds from the Department
of Education to support
graduate programs in black
colleges for future rehabili-
tation specialists and,
Projects with Industry Pro-
grams could focus on the
special employment needs
of this group.
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EMPLOYMENT
A NATIONAL
PRIORITY
An Examination of Psychosocial Variables Which Facilitate
Among Minority Persons with Disabilities
The importance of separat-
ing factors which are inter-
nal versus factors which
are environmental was
stressed. Among black
people there is a high cor-
relation between the moth-
er's occupation and the
career and educational
attainment of her children.
Influences outside the fam-
ily, however difficult to mon-
itor, contribute crucially to
the success of minorities.
Solid relationships and
successful role models can
determine the career suc-
cess of minorities with
disabilities.
Other variables which can
lead to career success are:
? Determining the goals
and objectives of persons
with disabilities.
? Advocating for the rights
of the people being
served.
? Informing people with
disabilities of their rights
so they can become
competitive.
? Educating persons with
disabilities on available
resources.
Career Success
? Confronting racism and
sexism.
? Developing a career
pattern.
? Appraising one's self?
what you are versus what
you are not.
? Obtaining the strong sup-
port available from the
community, church, fam-
ily and friends.
Women with Disabilities: Equal to the Challenge of the 21st Century
An action plan in the follow-
ing areas was developed to
maximize the role of all
women with disabilities in
society, especially minority
women. They must:
? Master the political
system.
? Develop role models.
? Capitalize on
opportunities
? Network. ? Develop private sector
? Have a national confer- assistance in achieving
ence addressing the
issues.
mutual goals.
? Locate unaffiliated
women.
Critical Health Issues in the Minority Population with Disabilities
The percentage of disability
among blacks and other
minorities is higher than
that of the total general
population. Among black
males 20% are disabled.
Data was presented to
show the relationship be-
tween physical disability
and substance abuse,
homelessness and poverty
and that many disabilities
are preventable if ways to
combat these problems can
be found.
Current research shows a
relationship between limb
amputation and substance
abuse that goes back to the
late '60s.
The prevalence of AIDS
and its impact on minority
populations was stressed.
Of the 62,000 reported
cases of AIDS in the United
States as of April 1988,
about 25% were blacks and
14%, Hispanics. It is esti-
mated that by 1991, in the
United States alone, 1.5
million persons will be af-
fected by AIDS. Information
and education programs
that are clear, relevant and
culturally specific is criti-
cally needed and must be
utilized.
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EMPLOYMENT
A NATIONAL
PRIORITY
Untapped Resources: Utilizing the Skills of Native Americans and Hispanics
with Disabilities
The traditional systems of
rehabilitation and job train-
ing and placement are not
very effective in reaching
and serving native Ameri-
cans and Hispanics with
disabilities. It is estimated
that one in twelve Hispan-
ics in this country has a
physical or mental impair-
ment that limits their
employability.
Two of the major problems
this population face are the
lack of information
prepared in their primary
language and the lack of
trained bilingual
professionals.
In regard to Hispanics with
disability, the panel recom-
mended that better demo-
graphic information be
secured, that the service
systems and programs be
adjusted to reflect the di-
verse cultural values of
Hispanics, that training of
bilingual/bicultural service
providers be intensified and
that trusted community
leaders be used in outreach
efforts.
Of the 1.4 million American
Indians, 46% of whom live
on reservations, the inci-
dence of disability effecting
their employment is 13%.
This group, like the Hispan-
ics, inherently distrust gov-
ernment institutions and
some rely heavily on "folk
medicine." Native Ameri-
cans believe that the physi-
cal, mental and spiritual
aspects of individuals can-
not be separated in treat-
ment programs. Outreach
is difficult because many
American Indians live in
rural areas, do not have
phones, and cannot be
easily reached by the
media. Understanding of
native Americans' large
interdependent family sys-
tems and use of trusted
community leaders must be
used to enhance outreach
and service delivery efforts.
Edited because of space constraints. For the complete report which includes the names of participants in the Sympo-
sium, contact the President's Committee on Employment of People With Disabilities, 1111 20th Street, NW, Suite 636,
Washington, DC 20036-3470.
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'President's Committee
State Partners
EMPLOYMENT
A NATIONAL
PRIORITY
FACT
SHEET
The President's Committee
on Employment of People
With Disabilities is a federal
agency whose mission is to
promote the employment of
persons with disabilities in
the workforce.
In each State there exists a
Governor's Committee (or
similar counterpart) which
serves as a liaison to the
President's Committee from
that State. The structure,
composition, and even the
name of respective State
programs vary from State to
State. Some are called
"Committees", some are
called "Councils", some
are called "Commissions",
and still others are called
"Offices". Regardless of
the name, all have as an
integral part of their pro-
gram, the active promotion
of employment opportuni-
ties for persons with disabil-
ities in their respective
States. Issues which are of
importance in all States
include, but are not limited
to, reasonable accommoda-
tion in the workplace, non-
discriminatory policies and
procedures, attitudinal bar-
riers, transition from school
to work, on-the-job training,
technology in the work-
place, medical/insurance
concerns, and transporta-
tion. State affiliates, also
provide information and
referral on services and
employment issues to serv-
ice providers, persons with
disabilities, employers,
legislators and the general
public.
Many Governors' Commit-
tees work closely with
Mayors' and county Com-
mittees in their States.
These groups address is-
sues related to employment
of persons with disabilities
on the local level and work
in consort with the State
organization.
Governors' Committees are
prepared to assist in activi-
ties to implement National
Disability Employment
Awareness Month as part of
an on-going liaison with the
President's Committee on
Employment of People With
Disabilities.
For more information, con-
tact the Governor's Com-
mittee in your State via your
Governor's Office. If you
are unable to obtain infor-
mation, contact the:
President's Committee on
Employment of People With
Disabilities, 1111 20th
Street, N.W., Washington,
D.C. 20036, (202) 653-
5044 (voice) or 653-5050
(TDD)
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State Rehabilitation
Agency
EMPLOYMENT
A NATIONAL
PRIORITY
FACT
SHEET
The largest agency in each
state that assists persons
with disabilities prepare to
enter or re-enter the work
force is the State Rehabili-
tation Agency. The pro-
grams they conduct are
carried out through the
State/Federal Partnership.
This Partnership is man-
dated by Law through the
Rehabilitation Act of 1973
as amended.
The State Federal program
of vocational rehabilitation
represents, over a span of
66 years, a true partnership
in rehabilitating persons
with disabilities. The pri-
mary objective of the State
Vocational Rehabilitation
program, established under
Title I of the Act, is to pro-
vide rehabilitation services
which assist persons with
physical and mental disabil-
ities to become employable.
The role of the Federal
government includes pro-
viding significant financial
aid to States, planning and
leadership.
The President's Committee
works closely with the State
Rehabilitation Agencies to
address the needs of per-
sons with disabilities and
further the goal of full inte-
gration into the workforce.
State Rehabilitation Agen-
cies are an excellent re-
source for assistance in
implementing activities
during National Disability
Employment Awareness
Month.
For more information, con-
tact State Rehabilitation
Agencies in your State.
They are listed in the Gov-
ernment section in your
telephone directory. If you
have difficulty in locating
them, contact the
President's Committee on
Employment of People with
Disabilities at 1111 20th
Street, N.W., Suite 636,
Washington, D.C.,
20036-3470.
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Establishing Priorities to
Enhance Employment
Opportunities
For People with Disabilities
EMPLOYMENT
A NATIONAL
PRIORITY
NATIONAL
SYMPOSIUM
Advocating employment
opportunities for people
with disabilities is a com-
plex challenge. People with
disabilities, their families,
educators, workers in the
field of rehabilitation, gov-
ernment officials, and
employers all must be in-
volved.
Representatives from all of
these groups were brought
together at Stanford Univer-
sity in Palo Alto, California
on December 15 and 16
1988, to discuss problems
related to employment op-
portunities for people with
disabilities and to begin to
identify solutions. The "Na-
tional Symposium" at Stan-
ford was cosponsored by
the President's Committee,
the National Council on
Disability, The California
Governor's Committee for
Employment of Disabled
Persons, and Stanford
University.
The main conclusion
reached by participants at
the Symposium was that
there should be a "National
Disability Employment
Policy" which channels all
federal programs serving
people with disabilities
toward the ultimate objec-
tives of employment and
independence. Driving this
need is the inherent conflict
in current federal policy
between the maintenance
programs which require
people with disabilities to
prove continual "unemploy-
ability" to participate, and
the positive efforts to nur-
ture employment through
education and training
programs.
It is the sentiment of the
Stanford Conference partic-
ipants that the goals of
employment and indepen-
dence should drive all pro-
grams, and that federal
policy should provide peo-
ple with disabilities with
much better mechanisms
for transition from mainte-
nance and long term
support programs to oppor-
tunities for employment and
independence. The Presi-
dent's Committee has al-
ready begun to respond to
this recommendation.
The Stanford Conference
participants also empha-
sized the need for a na-
tional "Civil Rights Act" for
people with disabilities.
They urged everyone con-
cerned to get involved in
the discussions of the
Americans with Disabilities
Act.
Imagine the impact that
millions of people with dis-
abilities, their families, edu-
cators, professionals, and
employers could have if they
added their support to these
two national issues!
The Stanford Conference
participants also identified
other major issues or needs
which, taken together, could
frame an ambitious but
important national agenda
for the next several years:
? Better monitoring and
enforcement of existing
anti-discrimination/equal
opportunity laws.
? Better exposure of par-
ents and students with
disabilities to the employ-
ment potential of people
with disabilities, and to
requirements for career
choices.
? Ongoing modification of
the rehabilitation system
to make it more respon-
sive to current economic
and labor trends.
? Inclusion of a basic bene-
fits package in a national
disability employment
policy.
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EMPLOYMENT.
A NATIONAL
PRIORITY
? Development of disability
awareness programs to
promote the employment
potential of people with
disabilities.
? Better incentives and
fewer disincentives to
employment in federal
policies.
? Better outreach to the
largest labor market,
small businesses, with
educational efforts con-
cerning the employment
potential of people with
disabilities.
? Better leadership recruit-
ment and development of
people with disabilities
who will work for greater
employment opportuni-
ties.
? Involvement of top level
people from government,
corporations, and educa-
tional institutions in
decision-making proc-
esses regarding employ-
ment of people with
disabilities.
? New, high-priority initia-
tives to reduce the unac-
ceptably high rate of
unemployment of people
with disabilities.
? Identification of the eco-
nomic costs and shared
risks involved in employ-
ing people with disabili-
ties on the part of the
employer and the person
who has a disability.
? Better coordination of
employment placement
programs.
The "Stanford Conference
Report," a more detailed
description of the Stanford
Conference and the recom-
mendations generated
there, can be obtained by
writing Paul Hippolitus,
President's Committee on
Employment of People with
Disabilities, 1111 20th
Street, NW, Washington,
DC 20036-3470.
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Trends
EMPLOYMENT
A NATIONAL
PRIORITY
JOB
OUTLOOK
According to the U.S. Depart-
ment of Labor Bureau of
Labor Statistics, over the
next 14 years the popula-
tion of the United States will
grow more slowly than it
has over the previous 14
years. It will consist of
fewer children and youth
and a greater proportion of
middle-aged and elderly
people. The Bureau pre-
dicts that "minorities and
immigrants will make up a
larger share of the U.S.
population in the year 2000
than they do today."1 The
number of persons from
this group who enter the
workforce will be propor-
tionately higher. More
women are expected to
"join the labor force . . .
and by 2000, are expected
to account for over 47 per
cent." 2
What is the job outlook for
the next century and where
will the jobs be? During
1988 an annual survey of
5,000 businesses con-
ducted by Dunn and Brad-
street revealed that employ-
ers in the United States
are expected to increase
the number of new jobs to
their payrolls to 2.4 million.
As we move toward the
year 2000, employment is
expected to increase from
111.6 million in 1986 to
about 133.0 million in 2000.
Former Secretary of Labor
Ann McLaughlin said "The
nature of the workplace and
the composition of the
workforce are changing and
changing rapidly." Jobs are
expected to grow faster in
executive, managerial, pro-
fessional, and technical
fields?areas that require
the highest levels of educa-
tion and skill. The shift from
goods-producing jobs to
those offering services will
continue. It is expected,
according to the Bureau of
Labor Statistics, that
"nearly 4 out of 5 jobs will
be in industries that provide
services . . . such as
banking, insurance, data
processing, and manage-
ment consultant." 3
Many manufacturing indus-
tries in such areas as basic
metal processing, food
processing and basic steel,
are expected to continue to
decline in employment leav-
ing a labor force of dis-
placed workers. These
workers will be faced with a
number of problems rang-
ing from retraining to
relocation.
What impact will these
trends have on employers
and people with
disabilities?
A study, "Opportunity 2000:
Creative Affirmative Action
Strategies for a Changing
Workforce," written by the
Hudson Institute and issued
by the U.S. Department of
Labor Employment Stan-
dards Administration,
discusses some of the inno-
vative programs that Ameri-
can companies have
developed to recruit and
promote new employees
moving into the workforce
by the year 2000. Strate-
gies for ensuring that minor-
ities, the economically
disadvantaged, workers
with disabilities, older work-
ers and veterans are in-
cluded in this process are
also a part of this study.
To help employers and peo-
ple with disabilities to plan
for the future, we have
edited and listed a sam-
pling of a number of jobs
where demand for people
will increase, stay the
same, or decline. For a
complete listing, write for
"The 1988-89 Job Outlook
in Brief," from the Superin-
tendent of Documents, U.S.
Government Printing Office,
Washington, DC 20402 or
from the BLS Publications
Sales Center PO. Box
2145, Chicago, IL 60609.
' "Tomorrow's Jobs: Overview," reprinted from the Occupational Outlook Handbook, 1988-89 Editor, U.S. Department of
Labor Bureau of Labor Statistics, Bulletin 2300 1, p. 2.
2 Ibid., p. 3.
3 Ibid., p. 3.
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Job Outlook in Brief
EMPLOYMENT
A NATIONAL
PRIORITY
JOB
OUTLOOK
Occupation Percent Change
in Employment
4986-2000'
Managerial and Related Occupations
Employment Prospects
Accountants and auditors 40 Much faster than average job growth, which should result
in favorable opportunities for those with a bachelor's or
higher degree in accounting.
Education administrators 13 Growth slower than average because projected increases
in enrollment in elementary and secondary schools will be
offset by enrollment declines in colleges and universities.
Employment interviewers 71 Much faster than average growth is expected due to the
very rapid expansion of employment agencies and tempo-
rary help firms.
Marketing, advertising, and 32 Faster than average growth due to intensified domestic
public relations managers and foreign competition, requiring greater marketing and
promotional efforts.
Engineers, Surveyors, and Architects
Engineers
32 Faster than average growth especially for those with an
engineering degree. Much of the growth will stem from
higher levels of investment in industrial plants and equip-
ment to meet the demand for more goods and services and
to increase productivity.
Nuclear engineers 1 Although little change in employment is expected, oppor-
tunities should be good because the number of new nu-
clear engineering graduates is small and has been
declining.
Landscape architects
38 Much faster than average growth due to new construction
and a growing commitment to environmental planning and
historic preservation.
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EMPLOYMENT
A NAt111/1014.
PR! 0-1-R-ITY!:
Occupation Percent Change
in Employment
1986-2000'
Natural, Computer, and Mathematical Scientists
Computer systems analysts
76
Biological scientists
23
Meteorologists
29
Employment Prospects
Much faster than average growth as computer capabilities
and applications increase. Job prospects will be best for
college graduates who combine courses in programming
and system analysis with training and experience in ap-
plied fields.
Average growth as increased demand for genetic and
biological research in part because of efforts to preserve
the environment occurs. Most growth will be in the private
sector.
Faster than average growth. The National Weather Serv-
ice, which employs many meteorologists, plans to in-
crease employment significantly in order to improve its
short-term and local area forecasts.
Lawyers, Social Scientists, Social Workers, and Religious Workers
Lawyers
Human services workers
Teachers, Librarians, and Counselors
36 Much faster than average growth due to the demand for
legal services caused by population growth and economic
expansion.
38 Much faster than average growth due to the expansion of
facilities and programs for the elderly, mentally disabled,
and developmentally disabled persons. Prospects are excel-
lent for qualified applicants who are always avidly sought
after because of the demanding nature of the work and
relatively low pay.
College and university
faculty
Kindergarten and
?4 Employment expected to decline through the mid-1990s
and then begin to increase. Entrants will encounter keen
competition in most disciplines through the mid-1990s.
20 Average growth expected as enrollments increase slightly;
elementary school teachers by the middle to late 1990s it should begin to decline.
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EMPLOYMENT
A NATIONAL
PRIORITY
JOB
OUTLOOK
Occupation Percent Change
in Employment
1986-2000f
Health Practitioners
Employment Prospects
Dentists
Podiatrists
30 Faster than average growth as the demand for dental serv-
ices rises. Despite the sharp decline in dental school en-
rollments, the oversupply of dentists is likely to continue in
some localities.
77 Much faster than average growth expected due to the
sharply rising demand for podiatric services, in particular
by older people and sports enthusiasts.
Health Assessing and Treating Occupations
Physical therapists
Registered nurses
87 Much faster than average growth expected dun to expan-
sion of services for people with physical disabilities?a
diverse and rapidly growing group that includes older peo-
ple, cardiac patients, young people with spinal cord inju-
ries and the developmentally disabled person. Job
prospects are excellent, with demand expected to outstrip
supply.
44 Much faster than average growth expected in response to
the health care needs of a growing and aging population.
Excellent prospects are anticipated for new graduates and
reentrants alike.
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e
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EMPLOYMENT
A NATIONAL
PRIORITY
Occupation
Percent Change
in Employment
1986-2000'
Writers, Artists, and Entertainers
Employment Prospects
Public relations specialists
Visual artists
Actors, directors and
producers
Technician Occupations
40 Much faster than average growth due to increased de-
mand for public relations workers by other large organiza-
tions, coupled with rising demand on the part of small
organizations that have not relied on these workers in the
past.
34 Faster than average growth stimulated by a strong de-
mand for art, illustration, and design by advertising agen-
cies, publishing firms, and other businesses.
34 Faster than average growth as the entertainment industry
expands, but continued overcrowding in this field will
cause keen competition for jobs.
Emergency medical
technicians
Air traffic controllers
Drafters
Marketing and Sales Occupations
Real estate agents and
brokers
Travel agents
15 Average growth due to increased demand for emergency
medical services. Opportunities will be best in municipal
governments and private ambulance services.
8
2
Slower than average growth, despite the increase in air
traffic as a result of the increased use of automated air
traffic control equipment.
Little change in employment expected because the wide-
spread use of computer-aided design equipment which
increase drafters' productivity is expected to offset growth
in demand for drafting services.
44 Much faster than average growth due to the growing vol-
ume of sales of residential and commercial properties.
46 Much faster than average growth projected due to the
large increases expected in both vacation and business-
related travel.
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EMPLOYMENT:
A NATIONAL
PRIORITY
JOB
OUTLOOK
Occupation Percent Change
in Employment
1986-2000'
Administrative Support Occupations, Including Clerical
Employment Prospects
Secretaries 13 Slower than average growth due to office automation and
change in staffing patterns. However, job prospects should
be good because of replacement needs.
Typists and word ? 14 Employment expected to decline because of the increased
processors productivity of word processing equipment and the trend
towards professionals and other office workers doing more
of their own word processing.
Service Occupations
Firefighting occupations
Food and beverage service
workers
Childcare workers
Homemaker-home health
aides
Mechanics, Installers, and Repairers
17 About average growth due to an increase in the population
and the need for protection from fires.
39 Faster than average growth due to the increase antici-
pated in the population, economy, personal incomes, and
leisure time.
20 Average growth as the proportion of preschoolers with
working mothers increases.
71 Much faster than average growth due to the increase in
the elderly population, burgeoning efforts to care for
chronically ill children at home and growing availability of
in-home services.
Automotive body repairers 8 Slower than average growth due to the greater corrosion-
resistant plastic for automobile body panels which will
partially offset the impact of growth in the number of vehi-
cles and the popularity of lighter weight cars that are more
vulnerable in collisions.
Computer service
technicians
80 Much faster than average growth expected as more com-
puters are used in homes and offices. Demand will not
keep pace with sales, however, because computers are
becoming more reliable and easier to repair.
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EMPLOYMENT
A NATIONAL
PRIORITY
Occupation Percent Change
in Employment
1986-2000'
Construction Trades and Extractive Occupations
Employment Prospects
Drywall workers and lathers
Electricians
Production Occupations
24 Average growth due to increased construction. Opportuni-
ties should be best in commercial construction.
16 Average growth should result from the need to install and
maintain electrical wiring in new facilities and replace ex-
isting wiring. Increased use of telecommunications and
computer equipment should also create job opportunities.
Blue-collar worker
8 Slower than average growth due to declining manufactur-
ing employment caused by foreign competition.
Dental laboratory 39 Much faster than average growth due to rising demand for
technicians crowns, bridges, dentures, and dental appliances that is
anticipated to result from changes in the size and struc-
ture of the population and in the public's ability and will-
ingness to pay for corrective and cosmetic dentistry.
Inspectors, testers, and 0 Little expected in employment due to increasing automa-
graders tion and rising imports. Nevertheless, many job openings
will be available due to the relatively large size of the occupa-
tion.
Handlers, Equipment Cleaners, Helpers, and Laborers
Construction trades helpers 13 Slower than average growth because of technological
advances in the equipment these workers operate.
I Estimates are from the Bureau of Labor Statistics industry-occupation matrix.
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