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Report to the President
The President*# Committee on
EQUAL EMPLOYMENT OPPORTUNITY
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CEO. WM. MILLER
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Federal Reserve Bank of St. Louis
Report to the President
by
The President's Committee on
EQUAL EMPLOYMENT OPPORTUNITY
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Federal Reserve Bank of St. Louis
WASHINGTON, D.C.
November 26, 1963
For sale by the Superintendent of Documents, U.S. Government Printing Office
Washington, D.C., 20402 - Price $1.00
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THE PRESIDENT'S COMMITTEE ON EQUAL EMPLOYMENT OPPORTUNITY
WASHINGTON, D.C. 20210
· November 26, 1963.
THE PRESIDENT,
THE WHITE HousE,
Washington 25, D.O.
DEAR MR. PRESIDENT: I submit herewith, through the Honorable
W. Willard Wirtz, Vice Chairman, a report covering the activities of the President's Committee on Equal Employment Opportunity. This report combines both the annual report required
by Executive Order 10925 and a comprehensive review of the Committee's history and activities since .April 6, 1961.
You are familiar with most of the content of this report because
of your energetic, direct and dedicated leadership, while Vice
President, as Chairman of the'Committee.
This record does honor to yourself and to the memory of the late
President John F. Kennedy, who created the Committee as a
means of opening equality of opportunity to all Americans and
who died while still in the pursuit of a larger freedom for
everyone.
Respectfully yours,
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Executive Vice Chairman.
iii
The Committee• s Charge
Whereas discrimination because of race, creed, color, or national origin is
contrary to the constitutional principles and policies of the United States; and
Whereas it is the plain and positive obligation of the U.S. Government to
promote and ensure equal opportunity for all qualified persons, without regard
to race, creed, color, or national origin, employed or seeking employment with
the Federal Government and on Government contracts; and
Whereas it is the policy of the executive branch of the Government to encourage by positive measures equal opportunity for all qualified persons within
the Government; and
Whereas it is in the general interest and welfare of the United States to
promote its economy, security, and national defense through the most efficient
and effective utilization of all available manpower; and
Whereas a review and analysis of existing Executive orders, practices, and
government policy procedures relating to government employment and compliance with existing nondiscrimination contract provisions reveal an urgent
need for expansion and strengthening of efforts to promote full equality of
employment opportunity; and
Whereas a single governmental committee should be charged with responsibility for accomplishing these objectives . . . Preamble to Executive Order
10925 establishing the President's Committee on Equal Employment
Opportunity, issued by President John F. Kennedy effective April 6, 1961.
iv
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President Lyndon B. Johnson
V
Secretary of Labor W. Willard Wirtz
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A Message From the Vice Chairman
President Kennedy said, "Denial of the right to work is unfair, regardless
of its victim. It is doubly unfair to throw its burden most heavily on someone
because of his race or color." One of the most constructive forces in· lifting
this racial burden has been the President's Committee on Equal Employment
Opportunity which John Kennedy established, under the vigorous and dedicated leadership of Lyndon B. Johnson first as Vice President and now as
President. Of course, there is much that remains to be done. It is to that
unfinished work that the future activities of this Committee will be dedicated.
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vii
Hobart Taylor, Jr.
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THE PRESIDENT'S COMMITTEE ON EQUAL EMPLOYMENT OPPORTUNITY
LYNDON B. JOHNSON
President of the United States
VICE CHAIRMAN
w.
WILLARD WIRTZ
Secretary of Labor
EXECUTIVE VICE CHAIRMAN
HOBART TAYLOR,
Jr.
SPECIAL COUNSEL
N. THOMPSON POWERS
Deputy Solicitor of Labor
MEMBERS
Stephen Ailes,
Secretary of the Army,
Washington 25, D.C.
Bernard L. Boutin, Administrator,
General Services Administration,
19th and F Streets, NW.,
Washington, D.C.
Anthony J. Celebrezze,
Secretary of Health, Education,
·a nd Welfare,
Washington 25, D.C.
Donald C. Cook, President,
American Electric Power Service,
2 Broadway,
New York 8, N.Y.
Dr. Joaquin B. Gonzalez,
318 North Santa Rosa,
San Anton'io, Tex.
The Right Reverend Monsignor George G. Higgins,
Director, National Catholic Welfare Conference,
1312 Massachusetts Avenue, NW.,
Washington, D.C.
Lurther H. Hodges,
Secretary of Commerce,
Washington 25, D.C.
Edgar Kaiser, President,
Kaiser Industries,
300 Lakeside Drive,
Oakland, Calif.
Robert F. Kennedy,
The Attorney General,
Glll Department of Justice,
Washington 25, D.C.
Mrs. Mary Lasker,
Mary Lasker Foundation,
Chrysler Building,
~ew York, N.Y.
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Marjorie McKenzie Lawson,
Associate Judge, Juvenile Court of D.C.,
400 E Street, NW.,
Washington 1, D.C.
Fred Lazarus, Jr.,
Chairman of the Board,
Federated Department 'Stores, Inc.,
222 West Seventh Street,
Cincinnati 2, Ohio.
John W. Macy, Jr., Chairman,
Civil Service Commission,
1900 E Street, NW.,
Washington 25, D.C.
Robert. S. McNamara,
Secretary of Defense,
Washington 25, D.C.
Paul H. Nitze,
Secretary of the Navy,
Washington 25, D.C.
Walter P. Reuther, President,
United Automobile, Aircraft and Agricultural Implement
Workers of America,
8000 East J e:trerson,
Detroit 14, Mich.
The Very Reverend Francis B. Sayre,
Dean, The Washington Cathedral,
Wisconsin and Massachusetts Avenues, NW.,
Washington, D.C.
William F. Schnitzler,
Secretary-Treasurer,
American Federation of Labor and Congress of Industrial
Organizations
815 16th Street, NW.,
Washington 6, D.C.
David A. Schulte,
1125 Park Avenue,
New York, N.Y.
ix
Glenn T. Seaborg, Chairman,
The Atomic Energy Commission,
Washington 25, D.C.
Antonio J. Taylor,
221 Sena,
Santa Fe, N. Mex.
James E . Webb, Administrator,
National Aeronautics and Space Administration,
1520 H Street, NW.,
Washington 25, D.C.
Rabbi Jacob Joseph Weinstein,
930 East 50th Street,
Chicago, Ill.
Mrs. D. H. Watson,
676 Riverside Drive,
New York, N.Y.
John H . Wheeler , President,
Mechanics and Farmers Bank,
Durham, N.C.
Robert C. Weaver, Administrator,
Housing and Home Finance Agency,
1626 K Street, NW.,
Washington, D.C.
Howard B. Woods,
Executive Editor,
The St. Louis Argus,
St. Louis, Mo.
Eugene M. Zucker t,
Secretary of the Air Force,
Washington 25, D.C.
STAFF OF PRESIDENT'S COMMITTEE ON EQUAL EMPLOYMENT OPPORTUNITY
John Hope II, Director fo r Government Employment.
Percy H. Williams, Director for Contract Compliance.
David Mann, Director of Surveys.
Ward Mccreedy, Director of Field Services.
Emile J. Bourg, Jr., Director of Labor Liaison.
Malcolm F . Wise, Director of Information.
Raymond Shelkofsky, Director of Administration
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CONTENTS
REPORT TO THE PRESIDENT
CHAPTER ONE
THE STORY OF THE PRESIDENrs COMMITTEE ON EQUAL
EMPLOYMENT OPPORTUNITY
Page
Evolution and Trends, 1961-1963_ _______________________ __ ___
Propose~ Programs_______ ________________ _______________
First Plan for Progress__ _________________________________
Complaints and Compliance ______________________________
Government Employment Program_ _______________________
Minority Employment Census_-- --- - --------------------Los Angeles Pilot Project ________________________ ~·------Complaint Activity__ ____________________________________
The Kheel Report_ ______________________________________
Organizational Changes ____________ .______________________
Executive Order 11114___________________________________
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1
2
2
2
3
4
4
4
4
4
CHAPTER TWO
EQUAL OPPORTUNITY IN PRIVATE EMPLOYMENT
Compliance Tools in Executive Order 10925 _ _ _____ ____ ____ ___ __
Basic Ingredients of the Program____ _____ _____________________
Contract Compliance ________________________________________
Surveys and Reviews ________________ ·________________________
The Complaint Process ______________________________________
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6
7
7
8
CHAPTER THREE
EMPLOYMENT PATTERN CHANGES RESULTING FROM
COMPLAINTS IN COMPANIES IN SEVEN INDUSTRY
GROUPS
Petro-Chemicals _ _ _ _ ________________________________________
Textiles ____________________________________________________
Steel___ ____________________________________________________
Tobacco ___________________________________________________
Aircraft____________________________________________________
Shipbuilding_ _______________________________________________
Food Processing_____________________________________________
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11
12
12
12
13
13
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CHAPTER FOUR
COMPLIANCE REPORTING PROGRAM
Page
The Reporting Form_ _ _ _ ____________________________________
14
Objectives of the Reporting Program __________________________
15
Coverage of the Program_________ ___ _______ _____________ __ ___
15
Current Review of the Compliance Repor ting Program_ ____ __ ___
16
Profile of Negro Employment in Establishments Filing Compliance
16
Reports in 1962 _________________________ __________________
Blue Collar Employment________ ______________ ___ ______ __
17
White Collar Employment ______ _________________ __ ___ ___
18
Summary __________________ ___ ____________________ _____
19
Tables 1-5 ___________ _____ __ _______ __ __________________ 17-21
Changes in Negro Employment From 1962 to 1963 in Establish21
ments Filing Compliance Reports for Both Years _____________
Tables 1-3 __________________ __ ___ ____ ____ ____ ______ __ __ 22-24
Discussion_ ___ ______________________________________________
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CHAPTER FIVE
EQUAL EMPLOYMENT OPPORTUNITY IN THE FEDERAL
ESTABLISHMENT
Background and Perspective_ __________ ___ __ _______ ___ __ ___ ___
Functions of the Government Employment Division__ _________ __
Affirmative Action__ ____ ___ ______ _______ __ _____ __ ____ _____ __
Employment Census as a Tool for Agency Planning_ __ _______ __ _
Correcting Under-utilization_ __ _____ __ _____ __ ______ __ ______ __ _
Department of Defense_____ _________ __ ____ ____ __ __ __ ___ _
Department of Commerce___ ______ _____ __ __ _____ ___ ______
Department of Justice_ __ _______ _____ __ __ ____ ___ _________
Department of Labor____________________ ______ _______ __ _
Department of Health, Education, and Welfare__ ___________
Civil Service Commission _______ _- _- - - _- _________________
General Services Administration_________ ____ ___ ______ ____ _
National Aeronautics and Space Administration_ __ ___ __ _____
United States Information Agency_ __ ___ _______ __ ___ ___ ___
Regional Meetings ________ __ __- _- - - _- _- - - - - - - __ - ____________
Training and Recruitment_________ ____ __ __ ________________ __ _
Statistics on Increased Utilization of Minorities ____________ _____
Agency Capability Development_____ _____ _____________ __ _____
Table__ __ __ ____ __ ______ __ ______ _______ _____________ ____ ___ _
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27
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29
29
29
29
29
29
30
30
30
30
30
30
31
32
32
CHAPTER SIX
GOVERNMENT EMPLOYMENT CENSUS
1961 Results__ ____________ __________ __________________ ____ __
1962 Highlights_ ____________________ ______________ __________
1963 Highlights____ ___ ________ _____________ ____________ _____
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34
35
GOVERNMENT EMPLOYMENT CENSUS-Continued
Minority Group Study, June 1963 _____________________________
37
Index to Tables 1 to 17 _ _____________________________________
37
Tables 1 to 17 ______ ______ ________________ ______ -.- __________ 38-55
56
Negro and Total Employment in Selected Agencies______________
Index to Tables 1-1 to 1- 33 _ _________________________________
56
Tables 1-1 to 1-33 ___________________________________ ________ 57-94
95
Spanish-Speaking and T otal Employment, in Selected Agencies____
Index to Tables 2- 1 to 2-8 _ __________________________________
95
Tables 2-1 to 2- 8 _ _ _____________________________________ ___ 96- 103
CHAPTER SEVEN
GOVERNMENT COMPLAINT SYSTEM
Some Pattern Changes ___ ______________________________ ______
Case Load and Affirmative Action ___________ _________________ ·_
Complaint Processing as a Specialized Grievance Procedure_______
Analysis of Complaints Over First Two Years ________ __________
Employees and Complaints by Civil Service Region _________
Employees and Complaints by Agency_____________________
Geographical Distribution ______ __________________________
Status of Complaints_ ___ _____ _____ ____ ____ ______________
Disposition of Closed Cases _______________ _____ __~-- ------
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105
105
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106
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CHAPTER EIGHT
PLANS FOR PROGRESS
TheOrigins ___ __ __ ______________ _________ ______ ____ ________
First Anniversary_ __________________________________________
Program Expansion _____________ _____________ _______ ________
University Participation _____ ___________________ _____ ________
The Advisory Council _____ _______ ___________________________
Employers Participating (November 1963) _ _ _ __________________
Model Plan for Progress _.. _______ _______ __ ___ ___ ______ ___ ____
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108
109
109
110
110
111
CHAPTER NINE
A PROGRESS REPORT OF PLANS FOR PROGRESS
COMPANIES
Some Highlights___ _____ ___ _____ ______ ____ ______ ____ _____ ____
Statistical Comparisons of 91-Company Report_ ______ __________
Companies Included in 91-Company Report_ ___________________
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CHAPTER TEN
EQUAL OPPORTUNITIES IN ORGANIZED LABOR
The Union Role in the Equal Employment Opportunity Program_
Union Programs for Fair Practices ____ ______ __ _________________
Examples of Union Effort ____ __ __________ ____________________
The Construction Industry ___ ________________________________
Local Activities ___________ ____ ______________________________
Sample Union Program for Fair Practices ______________________
Unions Signing Programs for Fair Practices ___ ___________ ______
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119
120
120
121
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CHAPTER ELEVEN
IN THE COMMUNITIES
Page
Program Highlights_ __ ____________ ___________________________
C~mmunity Leaders Conference______________ _____ ____________
Conference Recommendations__________ _____________ __ ____
The Regional Conferences__ __________ _________ ___ ____________
The Los Angeles Vocational Education Pilot Project _____________
Local Organizations __ __ _____________________________________
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129
130
131
CHAPTER TWELVE
SUMMARY AND COMMENT by Hobart Taylor, Jr., Executive Vice Chairman
Accomplishments of the President's Committee___ ___ __ _____ ____
The Changing Attitude_ __ __ ___ __ _____ _________ ______ ____ ____
Signs of the Problems That Still Exist_ _____ _____ __________ ____
Relating Other Factors to Employment Opportunity__ _______ ____
Education and Training _____ ______ _________ ___ _______ ____
Psychological Patterns ___ . _______________________________
Housing ____________ ·--------- ______________ _______ __ __
Mobility _____ ___________ ____________ _____ ___ _______ ____
The Rationale of Equal Opportunity_ __________________________
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135
135
APPENDIX
Executive Orders 10925 and 11114__ ________ ___ _________ ___ ____
The Rules and Regulations of the President's Committee on Equal
Employment Opportunity _________________________ __ _______
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142
CHAPTER ONE
The Story of the President• s Committee
on Equal Employment Opportunity
Evolution and Trends 1961-1963
When the late President John F. Kennedy
affixed his signature to Executive Order 10925 on
March 6, 1961, he put ·f orth one of the most important policy statements of his or any other administration. It put the Federal Government's
economic power squarely in the forefront of the
battle :for equal opportunity for all.
Two persons outside the administration were
instrumental in the drawing of the order. They
were Abe Fortas, a prominent Washington attorney, and Fred Lazarus, president of Federated
Department Stores, Inc., who gave of his long experience as a member of the former President's
Committee on Government Contracts.
The Executive order became effective 30 days
after the President signed it. Within a few days
after the effective date, the new President's Committee on Equal Employment Opportunity met
and approved plans and programs to carry out the
order.
At that meeting, and in subsequent planning:
these specific programs :for reaching the goals of
the Executive order were begun ( dates of program
inauguration in parenthesis) :
-A conference with contract compliance officers from Government agencies to get the compliance program under way (Apr. 21., 1961).
-A meeting with the presidents of the 50
largest government contractors (May 2, 1961).
-A meeting with the presidents of many of
the international unions affiliated with the
AFL-CIO (May 3, 1961).
-Developing rules and regulations under
which the Committee and agencies would operate and the holding of public hearings on the
rules and regulations (June 7 and June 30,
1961).
-Developing coopfrative programs (later
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designated as Plans for Progress) in which
companies would undertake equal opportunity
programs supplementing the requirements of
the Executive Order (first Plan for Progress
signed May 2'5, 1961).
-Determining through annual governmentwide surveys the employment status of minority group members in Government employment
(first survey, June 1961).
-Conducting training programs for employment policy officers a~d their ·deputies to insure
effective implementation of the Executive
Order in government employment (first seminar, July 27, 1961).
-Holding regional conferences of top officials of government agencies throughout the
country to. study problems and initiate programs for carrying out the Executive Order
(first such conference, June 1961).
-Developing a comprehensive compliance
reporting system for Government contractors
under Committee jurisdiction.
-Developing a complaint investigation and
adjustment procedure that would protect the
rights of both employees and employers,
whether Government agencies or contractors.
-Assigning skilled staff personnel in Government agencies to promote affirmative action
programs for equal opportunity and to handle
complaint investigations and adjustments.
-Working with labor unions and other employee organizations to obtain their cooperation in opening the doors of opportunity to all,
with special attention to disadvantaged members of minority groups.
-Carrying out of intensive educational and
community relations programs to obtain cooperation and assistance of all segments of society
and the economy in achieving equal employment opportunity.
All of these programs were underway by the
end of the first year of the Committee's existence.
Many were well.advanced and getting substantial
results.
At the meetings with Government contractors
and labor union leaders, the Committee Chairman
and Vice Chairman were given pledges of full
cooperation and assistance. Out of these meetings came the programs that later were developed
as Plans for Progress for business firms and Programs for Fair Practices for labor unions.
First Plan Signed
The first Plan for Progress was signed by
President Lyndon B. Johnson, then Vice President and Committee Chairman, and the Lockheed
Aircraft Corp. on May 25, 1961. By the Committee's first anniversary, 52 of the nation's
largest corporations had signed Plans £or Progress. Today, the number has grown to 115, including several national concerns that do not hold
government contracts and one university.
Industry interest in Plans for Progress can be
gaged by the fact that 19 leading industrial executives in the nation have formed a special Advisory
Council for the program and many more serve on
Committees of the Council. Five of these firms
have loaned personnel executives of their firms as
staff for the Council ( see Plans for Progress) .
Reports from Plans for Progress companies indicate substantial progress has been made in improving opportunities for minority group members in their employ-opportunities beyond the
requirements of Executive Order 10925 (see Plans
for Progress) .
Although development of the Union Programs
for Fair Practices was initiated during the first
year, it was not until midway in the second year,
on November 15, 1962, that the actual signing took
place. At that time, 115 international unions
affiliated with the AFL-CIO, together with the
AFL-CIO itself and its 340 directly affiliated
local unions, pledged to take all necessary steps to
insure equal employment opportunity and equal
membership rights without regard to race, creed,
color, or national origin ( see Union Programs for
Fair Practices).
Complaints and Compliance
While these cooperative programs were being
formulated, the contr,a ct compliance program also
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was getting underway. The first complaints of
discrimination in employment by Government
contractors actually had been received even before
the Committee started operations. It was obviously imperative that procedures be established
immediately for investigation and adjustment of
such complaints.
Primary responsibility for the processing of
complaints rests with the contracting Government
agencies, rather than with the Committee, and
each agency designates one top-ranking official as
contract compliance officer. In addition to processing complaints, this officer and his deputies
have the responsibility for seeing to it that contractors carry out positive programs to insure
equal employment opportunity as required by the
Executive order.
All con tr.acting agencies have taken steps to
develop the staff capability necessary for effective
administration of the programs required by the
Committee. Existing personnel has been trained
or experienced specialists recruited to insure
e:ffecti ve implementation.
During this same period, the Committee began
development of an effective compliance reporting
system. The Bureau of the Budget, under the
law, must approve any reporting form to be used
by a Government agency and the Committee
worked closely with the Bureau. An advisory
committee representing various segments of the
business community assisted in developing the
compliance form for government contractors.
The form was not applicable to construction contractors or public utilities.
The approved form was distributed to contractors by the contracting agencies in January
1962. Statistical information from these forms
serves two primary purposes : ( 1) It provides a
profile of the utilization of minority group manpower in American industry; and (2) It provides
government agencies and the Committee with information of value in obtaining compliance ,and
in developing affirmative action programs by
business firms and labor unions ( see Compliance
Reports).
Government Employment Program
While these actions were being taken in the
field of private employment, important steps also
were being taken to insure equal opportunity in
government employment. Rules and regulations
for this phase of the Committee's work, developed
in cooperation with the agencies, were adopted.
Individual agencies then developed their own rules
and regulations, in conformance with those of
the Committee and subject to approval by the
Committee Special Counsel and Exequtive Vice
Chairman.
Complaint procedures were put into operation
with the responsibility for complaint investigation and adjustment placed with the agencies.
Results of these inv.estigations and actions are
carefully reviewed by the Committee staff to
insure fairness and proper action.
Most agencies lacked personnel experienced in
working on equal opportunity problems-when the
Committee program began. Therefore, the Committee undertook the training of top-echelon
employment policy officers and encouraged
agencies to set up their own inhouse training programs. The first Committee training seminar
was held in July, 1961. Subsequently, the Committee conducted other programs and cooperated
with ~gencies in training sessions (see Government Programs) .
The government equal opportunity "spotlight"
focused on Washington because of the heavy concentration of Federal employees in that area, but
the Committee recognized that it. was vitally important that the program be fully implemented
throughout the country. Accordingly, in June,
1961, with the assistance of the Civil Service Commission and in cooperation with other ag~ncies,
the Committee launched a series of regional meetings with leaders of federal -agencies in the field.
One meeting was conducted in each of the 14 civil
service regions of the country. The goals of the
equal employment opportunity program in Government were explained, problems were discussed
and methods of implementation were developed.
After all 14: regional meetings were conducted,
the Committee set up a second round of smaller
followup conferences. These conferences were
across-the-table discussions with regional agency
chiefs, personnel people and deputy employment
officers. In these sessions, progress was checked
and the importance of the program was reemphasized.
Minority _Employment Census
While the conferences were going on, the results
of the first governmentwide survey of minority
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group employment, made in June 1961, became
available. The survey bore out the contention
that most Negro employees were concentrated in
the lower grades of federal employment and that
relatively few had broken through the invisible,
but substantial, barrier to the middle and upper
grades.
Acting on these facts, then Vice President Johnson, as Committee chairman, with the approval of
the Committee, instructed all agencies to make an
intensive survey of their personnel to seek out persons who had been "passed over" unfairly because
of their race, creed, color or national origin-and
to adjust such situations.
When the second and third annual surveys were
made in June 1962 and June 1963, substantial improvement in the employment status of Negroes
was apparent (see statistical data in Government Employment). But the surveys conclusively
demonstrated that equal employment opportunity
was far from a reality, not only for Negroes but
for persons of Mexican descent, American Indians
and persons of orien~l ancestry.
Such surveys will be conducted each June. They
enable the Committee and the agencies to pinpoint
areas of greatest concern and provide a footing for
stepping up the overall program of achieving
equal employment opportunity in government.
To supplement these compliance and survey
activities, the Committee also has devoted considerable effort to developing working relationships
with groups and organizations in the field of
human relations; liaison and cooperative efforts
with state and local government agencies in the
nondiscrimination field, and cooperative programs
with community groups.
On May 19, 1962, a National Conference of _Community Leaders, called by then Vice President
Johnson, was conducted in Washington to discuss
equal employment opportunities and to enlist the
active support of community leadership in attaining the goals. Programs now being i:rp.plemented in communities across the nation resulted
from this conference.
As part of the Committee's community action
effort, Committee officers, members and staff representatives have participated in hundreds of programs from one end of the country to the other
in cooperative efforts to promote the concept of
equal employment opportunity.
3
Los Angeles Pilot Proiect
A specific cooperative community action program was initiated in Los Angeles under Committee leadership as a pilot project which, it is hoped,
will be extended to other areas. The project
stemmed primarily from the fact that, while there
are thousands of unemployed in the booming Los
Angeles area, at the same time thousands of jobs
are available for trained and qualified persons.
And the heaviest unemployment is among the
Mexican-Americans and Negroes in the area.
The pilot project is designed to train persons in
the skills that are in demand. The -Committee
served as the catalyst to start the project, but effective cooperation and assistance has been provided
by local organizations, industries, state and local
government agencies and Federal agencies.
Classes in three skills-clerk-typist, machine
operator and electronic assembler-were set up
by the Los Angeles public school system with the
help of a Manpower Development Training Act
grant from the Department of Labor and with the
approval of the Department of Health, Education,
and Welfare. The first students started in March
1963, and on completion of their training, were
immediately placed in jobs ( see Community
Activity).
Complaint Activity
Of course, the primary activity when the Committee started operations was the processing of
individual complaints. Temporary procedures
were established at the start for the transmittal
of complaints of discrimination, either in Govern·
mentor in Government contract work, to the appropriate agency. After some experience had ?een
gained and after adoption of rules and regulations,
the procedures were developed that are being used
today. They are described in more detail in other
sections of this report.
The Committee has ·handled an unprecedented
number of complaints, a development attributed
to confidence on the part of employees that something will be done about discriminatory situations.
As of October 31, 1963, 2½ years after issuance
of the Executive order, the complaint processing
results were as follows :
In Government employment, 2,699 complaints
received, 2,243 processed to completion and 736,
or 36 percent, resulting in corrective action (see
Government Employment).
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In employment by Government contractors,
2,111 complaints had been received. Of these
156 had been dismissed for lack of jurisdiction,
1,306 were carried to completion and 937, or 72
percent, resulted in corrective action (see Contract Compliance).
(It should be noted that the previous committees in this field had corrective action rates
as follows: President's Committee on Government Contracts, 7½ years, 20 percent; Committee on Government Employment Policy, 6 years,
16 percent.)
The Kheel Report
In the spring of 1962, then Vice President Johnson asked Theodore W. Kheel, an eminent New
York attorney with a deep interest in the field of
human relations, to survey the work of the Committee and to recommend steps which might be
taken to improve its effectiveness. In August of
that year, Mr. Kheel submitted his report. One
of his principal recommendations was that the
Committee have a full time executive vice
chairman.
Mr. Kheel recommended that the Executive Vice .
Chairman give priority to the following:
(1) Focusing the work of the Committee
staff in the complaint process on cases where
a significant pattern adjustment appears
possible.
(2) Securing a more aggressive public information program.
(3) Securing more adequate f ollowup of
Plans for Progress activity and assuming complete supervision of this program.
(4) Securing better liaison with Committee
members.
Steps have been taken to implement the principal recommendations of the Kheel Report, along
with other measures aimed at accelerating the rate
of progress toward equal employment opportunity.
On September 10, 1962, Hobart Taylor, Jr.,
Committee Special Counsel, was designated Executive Vice Chairman by the President-the fulltime appointment recommended by Mr. Kheel.
Other important changes within the Committee
also took place. When Secretary of Labor Arthur
J. Goldberg resigned to accept an appointment to
the United States Supreme Court, W. Willard
'Wirtz became Secretary of Labor ( September 25,
1962) and assumed vice chairmanship of the Com-
mittee. And in March 1963, John G. Feild, who
had served as Executive Director since the Committee was formed, resigned to take another
position.
The scope of the Committee's authority and responsibility was substantially increased when the
late President Kennedy issued Executive Order
11114 on June 21, 1963. This Executive order assigned to the Committee responsibility for assur-
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ing equal employment opportunity in all federally
assisted construction programs. It also made
clear that the Committee has jurisdiction over all
facilities of a contractor, including those facilities
separate and distinct from performance on the
firm's Government contract. Rules and regulations for assuring equal opportunity in this broad
field have been developed and are being put into
effect as this report is completed.
5
CHAPTER TWO
Equal Opportunity in Private Employment
While Executive Order 10925 was being drafted,
it was recognized that at least three provisions absent from previous orders must be included if the
program was to be effective insofar as employment
by Government contractors was concerned:
(1) A provision authorizing the President's
Committee to coordinate the activities of contracting agencies in promoting equal employment opportunity.
(2) A provision requiring that contractors
submit annual manpower profiles as proof of
affirmative action.
(3) A provision for sanctions in the form of
authority to cancel contracts or to bar from
future contracts any employer who refused to
cooperate.
These basic tools were written into the order.
Together with voluntary cooperation, they have
enabled the equal employment opportunity program to advance at an accelerated rate and to
achieve affirmative action on an unprecedented
scale. But the task of providing equal opportunity
has just begun.
The relationship between the two aspects of the
Committee's · program-enforcement and persuasion-was stated by Theodore W. Kheel, the New
York attorney who surveyed the Committee's program and organization. In his report to then Vice
President Johnson, he said :
"Enforcement and persuasion are not
separate and distinct, nor incompatible,
but related parts of the same program.
They are opposite sides of the same coin.
Both are nec·e ssary and indispensable, each
to the other."
Mr. Kheel also pointed out that "the Presidential mandate itself requires the employment of
'voluntary' methods before the Committee resorts
to its enforcement powers."
The Executive order declared that "each contracting agency shall make reasonable efforts
6
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within a reasonable time limitation to secure compliance with the contract provisions of this order
by methods of conference, conciliation, mediation
and persuasion before proceedings shall be instituted ... or before a contract shall be terminated
in whole or in part . . . for failure of a contractor
or subcontractor to comply with the contract
provisions of this order."
The clear wording of the Executive order thus
enables the Committee to transmit to the contracting agencies, and through them to the contractors,
the objectives of the equal employment opportunity program within a framework that requires
affirmative action.
It was recognized, however, that the effectiveness
of the compliance program could be limited by a
lack of commitment or sense of participation on
the part of those finally responsible for implementing the equal employment opportunity programthe compliance officers in the agencies and the line
management of the Government contracting companies. Company and agency policies developed
under the Executive order had to be communicated
downward to give each person a sense of participation and a sense of responsibility for carrying out
such policies.
The Program's Basic Ingredients
The right of a worker to file a complaint and obtain speedy adjudication of his complaint-within
a specified time not provided in previous ordersremains a basic ingredient in the Committee's program. The new ingredients of enforcement and
persuasion, coupled with the fixing of responsibility for affirmative action, has enabled the Committee to move stearlily a way from primary reliance on individual complaints and to use its other
tools on a more massive scale. Currently, . for
example, more than 2,500 special compliance reviews are being conducted by the contracting agencies to check contractor performance.
The new approach in Executive Order 10925
forced basic changes. It required development of
a new capability for program operation within
the regular procurement and contract administration structure of the contracting agencies. It required the development of a comprehensive reporting system to provide-for the first time- factual
information on industry employment patterns.
Responsibility for action had always rested with
the contracting agencies, but there had been little
coordinated activity. Now the Committee has direct liaison with the activities of the agencies.
Each agency now has personnel assigned to review
contractors' personnel practices and to provide
technical assistance in developing new programs.
As a result, many contractors have worked out, or
are working out, specific plans of action :for recruiting, training, upgrading and job assignment-all designed to improve performance under
an agreed-upon timetable.
To check on results, the Committee has the mandatory compliance reporting requirement in operation :for all manufacturing and service contractors with contracts of more than $50,000 and 50
or more employees. A similar reporting pro.g ram
:for the construction industry has been launched
and a comparable action program is being developed.
Significant developments of a pattern-setting
nature already have taken place in a number of
industries. Some are discussed in a later section
( see Pattern Changes) .
Contract Compliance
Executive Order 10925 requires that contracts
with an agency of the Executive Branch of the
Federal Government include an equal employment
opportunity clause. The seven-point clause developed by the Committee (see Appendix) is as binding upon the contractor as are other clauses in the
contract-the contractor who denies employees or
applicants :for employment equal opportunity because of race, creed, color or national origin violates his contract.
Nondiscrimination clauses have been included in
Government contracts for years, but the current
clause i$ stronger and provides for more effective
enforcement than previous clauses.
It not only bars the contractor :from discriminating against any employee or applicant for employment because of race, creed, color or national
origin, but it also requires that the contractor take
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affirmative action to make certain that applicants
are employed, and employees are treated during
employment, without discrimination.
The ban on discrimination in the clause covers
employment; upgrading, demotion or transfer; recruitment or recruitment advertising; layoff or
termination; rates of pay or other :forms of compensation; and selection for training, including
apprenticeship.
The clause states that the contractor will comply with the rules, regulations and relevant orders
of the Committee, will file such reports a~ the
Committee requires, and will permit access to
books and records to ascertain compliance. The
contractor is required to display notices of his
compliance with the Executive order and to notify
any labor union with which he has contracts of his
obligations as an equal opportunity employer.
Plain language in the clause spells out the fact
that the contract may be_canceled or suspended in
whole or in part and the contractor may be declared ineligible for further Government contracts
in the event he is fouu.Q. to be in noncompliance and
refuses to take corrective action. The ultimate
sanctions of contract cancellation or debarment are
not punishments for crimes but rather are tools
with which to obtain compliance.
This is clearly provided in the procedures
spelled out in the Committee rules and regulations.
They require a notice to the contractor that he is
not in compliance and is in imminent danger of
losing his contract; notice of the reasons he faces
such action; and an opportunity for the affected
contractor to comply with the Committee's requests under the Executive order. In several instances, companies have been told they face such
action and in each instance they have brought
their practices into compliance with the Executive
order.
The contractor is required to include the same
nondiscrimination provisions in subcontracts and
purchase orders.
Rules and regulations of the Committee pro_v ide
that contracts, subcontracts, purchase orders and
other transactions not exceeding $10,000 ( other
than Government bi11s of lading) are exempt from
the requirements of the Executive orders unless a
special Committee order withdraws the exemption.
Surveys and Reviews
Primary responsibility for enforcement of the
contract clause lies with the agency making the
7
contract. Each agency has a two-fold responsibility:
(1) To make certain that the contractor complies with all the nondiscrimination provisions of
the contract, including the taking of affirmative
action to insure equal employment opportunity.
(2) To investigate and obtain adjustment of
complaints of discrimination in connection with
employment by the contractor.
The contracting agency's first responsibility is
discharged primarily through survey and review
processes, coupled with counseling advice and, if
necessary, direct instructions as to steps to be taken.
There are several types of survey and review
processes. In their normal order of usage, they
are:
(1)-Regular compliance reports-These
mandatory annual reports provide the base for the
Committee's compliance programs. Information
from the reports, readily available through automatic data processing, makes it possible for a contracting agency to systematically review all of its
contractors on a regular basis.
(2)-Special compliance reviews-These reviews are frequently undertaken when there is
some doubt as to the contractor's compliance,
particularly when investigation of complaints indicates lack of compliance. But they may also
be carried out in connection with the study of employment practices in a given industry or locality.
Such special reviews require not only compilation
of information from such sources as the Committee's compliance reports, but also on-the-spot inspection, discussions with management and
employees, careful analysis of the contractor's
policies and practice, and other steps designed to
get a full picture of the situation.
(3)-Preaward Survey-Insofar as possible,
the contracting agency should determine prior
to the a ward of a contract the ability of the successful bidder to comply with the nondiscrimination clause of the contract (in other words, to
comply with the Executive orders).
These processes are intended to insure compliance with the Executive orders without
dependence on the filing of complaints as a means
of discoverino· lack of compliance. Of necessity
this has required that contracting agencies assign
personnel with particular ski1ls in this field to
work with contractors in the development of pro8
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grams, policies and practices that will msure equal ·
employment opportunity.
The principal contracting agencies are developing the internal capability for effective administration of the equal employment opportunity
program and for systematic surveys and reviews of compliance by the contractors with whom
they do business. Committee officers and staff
members have worked with the agencies, through
training programs and conferences, to help improve the effectiveness and efficiency of agency
operations 'a nd of personnel assigned to the
program.
The Complaint Process
Any employee of, or applicant for employment
by, the Federal Government or any Government
contractor has a right to file a complaint with the
President's Committee on Equal Employment Opportunity-if he feels he has boon discriminated
against in any personnel action.
Complaints may be filed directly with the Committee or through ·a ny branch or agency of the
Federal Government.
The rules and regulations provide that the contracting agency is to furnish the Committee with
a report on its investigation within 60 days after
it receives the complaint. The 60-day goal has
not always been achieved, but, as experience is
gained, the time on complaints has been cut down
steadily and it is expected that the great majority
of complaints soon will be processed within the
time limit.
Each agency investigation r.eport is reviewed by
the Committee staff. I:f the report is complete and
no discrimination is found, the complaint is
closed for "no cause."
If the report is complete and discrimination
based on race, creed, color or national origin is
found, the Committee reviews the corrective action
taken to determine its sufficiency. If the report
is not complete, or if the corrective action is inadequate, the case is returned to the contracting agency
for further action. In some cases the agency and
the Committee participate jointly in the investigation. ( Although the Committee has the authority to act independently, this authority is seldom
exercised since the primary responsibility for securing compliance rests with the contracting agencies.) If a subsequent review of the reports
indicates appropriate action has been taken, the
complaint is closed as having been satisfactorily
adjusted.
In the majority of cases, it has been found that
the corrective action involves and affects employees
other than the individual who filed the complaint.
This is usually true because practices involving
discrimination-or denial of equal opportunity-
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are not limited to an individual employee or applicant, but are directed at all members of the affected
minority group (see Pattern Changes).
Thus, the resolution of each complaint, by
changing practices affecting all members of a
minority group, or all minority groups, usually
works to the benefit of substantial numbers of such
employees or applicants.
9
CHAPTER THREE
Employment Pattern Changes Resulting From
Complaints in Companies in Seven Industry Groups
When individual complaints of discrimination
have been found to be valid and have been corrected through the processes called for in the Executive orders, the result often has been significant
change in employment patterns.
An analysis of complaints in companies in seven
major industries indicates the major cause of
charges of discrimination has been promotion and
transfer policies. Over three times as many complaints have been concerned with promotion as
with the second most important cause, initial
hire. Discharge was third, accounting · for less
than 10 percent of the complaints filed. Significant pattern changes or "breakthroughs" have
occurred in all three areas.
The resolution of promotion complaints has
usually involved major changes in company
policies and revisions df collective bargaining
agreements-some of which have contained discriminatory clauses.
Investigation generally has disclosed the following broad pattern in existence prior to complaints to the Committee: Minority group employees were assigned at time of hire to racially
homogeneous groups. These groups could be in
departments, sections, lines of promotion, etc.
But whatever classification was assigned was the
one usually recogniz.ed under the collective bargaining agreement as a separate unit for purposes
of seniority and bidding on jobs. The collective
bargaining -agreement recognized at least two and
often several of these separate classification units.
As a result of the company's policy of assigning
jobs based on race, creed, color or national origin,
separate seniority groups perpetuated the separation by effectively preventing free transfer between classification groups.
In the great majority of cases, minority group
employees were assigned, regardless of qualifica10
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tions, to the lower-skilled, lower-paid jobs where
their opportunity for advancement based on
ability and seniority extended only to the top of
their particular classification. In several instances, the highest jobs to which minority group
employees could aspire, regardless of qualifications, paid less than the lowest base rate for other
newly hired employees. These higher-paying
classifications were barred to Negroes, or, in some
areas, to Mexican-Americans.
Specific corrective action to eliminate discriminatory practices and to provide equal employment opportunity to all has varied from company
to company and from industry to industry. In
general, investigation of hiring complaints has
indicated that the contractor either completely excluded minority groups from employment or employed them only in menial and laboring
categories. It was further found that where the
contractor recruited to any extent, the recruitment
and referral sources in most cases could not possibly furnish minority group employees. Such
sources included colleges and schools, offices of
public and private employment agencies serving
only certain applicants, employee referral by employee groups with nonminority group members,
etc.
The type of corrective action varied. Generally, however, contractors took action to recruit
from a broader cross-section of the community;
established uniform application, testing and interview procedures; and discontinued placement
based on race or national origin. But changes
frequently were more subtle-and, in many cases,
considerably more dynamic-than these generalizations indicate. These will become apparent in
the following treatment of pattern changes in
companies in certain industries.
I-PETRO-CHEMICALS
There have been 10 petro-chemical companies in
which complaint investigation has resulted in substantial alteration of practices and policies. Most
of the complaints of discrimination have been in
the gulf coast refining centers in Louisiana and
Texas, but complaints also have resulted in substantial action in Illinois and South Carolina.
The number of complaints against individual
companies ranged from 1 to more than 50. All
complaints alleged racial discrimination in upgrading, seniority and transfer.
Complaints against six Louisiana companies
charged that Negro employees were placed in labor
and service departments, regardless of qualifications. When such employees attempted to transfer to better jobs, they were prevented from doing
so by seniority provisions or were disqualified due
to lack of education. Investigation showed that
white employees of similar or lesser educationa.t
and seniority qualifications had been placed in the
more skilled positions routinely and without
question.
Following negotiations, the companies acted to
provide upgrading and promotion on the basis of
uniform nondiscriminatory standards of seniority
and qualifications. New hires were placed without regard to race. Two of the companies found
it necessary to amend collective bargaining agreements in order to effect necessary changes. Other
companies were able to act affirmatively within
the scope of existing collective bargaining agreements. All segregated locals have been eliminated
in the Oil, Chemical and Atomic Workers Union.
Within a month of corrective action, 20 Negro
employees had successfully bid into positions in
the following crafts : carpenters, brick masons,
insulators, instrument men, mechanics, pipefitters,
welders, boilermakers, electricians and warehousemen. The following case studies also illustrate
the previously stated generalizations.
In the case of a Texas company, complaints resulted in alteration of practices to permit Negro
employees to bid on positions in previously allwhite departments. And when the company laid
off workers, it permitted these employees to qualify
for transfer on the basis of seniority and qualifications for promotion as soon as vacancies occurred.
The company also broadened the base of its recruitment to include those who could provide
minority group applicants and it is actively seek-
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ing minority group applicants for professional and
technical positions. In addition, it has eliminated
separate segregated facilities.
In another Texas company, complaints alleged
generally the same conditions that existed in the
six Louisiana companies treated above. After
investigation, the company and union amended
the collective barga1ning agreements to permit
equality of opportunity in transfer, promotion and
upgrading.
II-TEXTILES
Investigations of complaints at a Tennessee textile firm disclosed that only three N egroes--al1
maids-were employed in a work force of more
than 1,200 employees. A history of exclusionary
industry practices in the area contributed to the
fact that experienced Negro production workers
were unavailable. On the other hand, the contractor was unable to secure a sufficient supply of
qualified and experienced labor. The number of
trained workers fell below the demand.
The contractor met with leaders of the Negro
community, provided machines and materials for
evening school training of interested adults, and
made arrangements for testing and referral of
interested applicants through the state employment service. The contractor has hired qualified
Negro sewing machine operators-workers he
helped train-both through referral by the employment service and direct from the evening
school. Since this action, two other local manufacturers have hired Negroes for the first time.
A complaint against a Virginia textile firm alleged racial discrimination in upgrading. Following investigation, the complainant was upgraded,
the company committed itself to opening its training programs to Negro employees and it established contact with Negro colleges for referral of
professional personnel and management trainees.
It took a little longer in the case of a North
Carolina contractor. It was necessary for the
Committee to require the submission of compli~~1ce
reports before further contracts could be a warded
to the company. After receipt of the reports and
subsequent negotiations, the contractor submitted
a positive program for compliance with the Executive orders for all of its facilities in several
States-including active recruitment from the
Negro community and notifications of all recruitment sources of its desire to have applicants re11
:£erred without regard to race, reed, color or
national origin.
A survey of its operations within 30 days after
the initial investio·ations sho,ved that five Negro
machine operator had been hired at one of its
plants in rorth arofa1a. It should be observed
that the oriunittee does not require the hirino- of
N eo-roe or any oth~r minority oToup, but that it
seeks to create open conditions in which all qualified applicants " ·ill be :fully and :fairly considered.
cation for promotion and job assiO'nment and a
systematic company review of the qualifications of
it
egro employees. Complainants were offered
transfer rights and opportunities for training
hitherto barred to them. One complainant was
promoted to foreman. And, for the first time, the
company has hired N eO'ro women for .office and
clerical positions.
Ill-STEEL
Group complaints of racial discrimination in
transfer and upgrading were filed ,against two
tobacco firm in orth Carolina. At both companies, resolution of complaint and alteration of
traditionally discriminatory practices required
extensive negotiations with corporate management.
At one company, management proposed amendment of the collective bargaining agreement-but
its proposal was rejected by the white local of
the union. After the .ommittee contacted both
the local and international union, the aITTeement
was amended to permit a uniform system of transfer and promotion without regard to race.
At the other company, following negotiations,
the company submitted a comprehen ive program
of affirmative compliance with the Executive
order. It included action necessary to resolve the
complainants' grievances.
Group complaints of racial di crimination in
upgradino- and promotion have resulted in ub tantial action and ommitment for orre tive action
by steel companies in "\Vest Viro-inia, Alabama and
Texas.
In a Texas ca e, egro employees ,rnre locked
into lower classifications ,,ithout opportunity to
move to a base cla sification leading to higher job
cateo-orie . J egro employees complained that
white \\Orkers ·w ith less eniority and no o-reater
ability were beinO' promoted while the regroes
were passed over. Employee :facilities were also
eITTeO'ated.
After investiO'ation, three omplaint were tran £erred into the line of seniority for higher jobs,
t"o with retroactive seniority. The company also
pledged promotion, transfer and upO'rading without rerrard to race., creed, color or national orio-inas required by the Executive orders. Facilities
were opened to all employees without regard to
race. A subs·equent report indicates that many
other egro employees, formerly classified a laborers, have been reclassified to higher ara les
offering advancement opportunitie .
In an Alabama plant, r eg-ro complainants said
they "ere placed in racially seareO'ated lines of
promotion-and :few of the lines extended beyond
"'emi killed classifications. Inve tiaation onfirmed
the e allegations. The company and union then
negotiated changes in several department . e 0 ·otiation on other racially separate, rather than
functionally separate, lines also were initiated and
resulted in the merger of more than 60 such lines.
It should be pointed out that the e ucc s:ful neo-otiations took pla eat the height of the Birmingham di turbances.
In a vVest Virginia case, complaints about the
ompany's sy tern of job as ignment, transfer and
promotion re ulted in an open-bid system of appli12
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IV-TOBACCO
V-AIRCRAFT
Investigation of racial discrimination against
facilities of three aircraft firms in five states has
resulted in substantial alterations of the contractors' employment practices. Group complaints
were filed aO'ainst four facilities; individual complaints again t two.
omplaints against one
facility alleged discrimina ion in hiring; the remainder of them dealt with upgrading and
transfer.
In Connec icut, upgradina complaints resulted
in a complete reevaluation of company practices
by corporate officials. After this review, complainants and others were offered upgrading to
positions more consistent with their qualifications.
ome accepted· others, for reasons of job security,
declined.
In Indiana, investiaation of a complaint of
hiring discrimination di closed that, while the
plant had been in operation for more than 20
years, Jegroes had not been employed except for
a 6-month period followino- an AACP drive in
1960. Subsequent to investigation and neo-otiation, the company recalled the complainant and
altered its practices to include recruitment of
' egro applicants.
A check a few months after the first investigation showed that the company's changed recruitment practices had resulted in the employment of
more than 85 egro employees in various job
categories. Subsequent to the original investigation, management joined in the Plans for Progress program, pledgino- extension of its efforts
toward a more affirmative compliance program.
In Alabama, complaints of racial discrimination against a facility of the above company
alleo-ed Jegroes were unable to transfer or secure
promotions for stri tly racial reasons. Jegotiations resulted in the company's agreement to interview all of its eO'ro employees .and to review
their qualifications, preparatory to upgrading and
relocation as vacancies occurred. Subsequent inquiry di closed that offers of transfer and upgrading have been made to 15 egro employees. In
addition, 13 Neo-ro applicants have been hired into
seven classifications in four previously all-white
divisions.
In North Carolina and Tennessee, investigations of complaints against two contractors revealed that NegTO employees were always placed
in menjal labor categories while white applicants
of similar qualification were placed in production
departments, given intensive training, and had
progressed accordino- to ability to considerably
higher qualifications.
After negotiations, the companies opened training cour es to eQ"roes ·and instituted counseling
ervices for all employees to give ITTiidance as to
which courses they should pursue. At one plant,
eparate facilities already had been eliminated;
at the other, facilities were desegregated after
Committee investio-ation.
Both concerns reevaluated their methods of
recruitment and initial hire. This resulted 'jn a
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broadening of the base of their recruitment
sources to include egro schools and colleges and
alteration of interview and testing practices to
provide equal opportunity to all applicants.
VI-SHIPBUILDING
In the shipbuilding industry, gl'Oup complaints
about job a signment and seniority practices resulted in alteration of employment patterns in
companies in California and Mississippi.
In California, the company adopted a policy of
equal opportunity and upo-raded some Negro
employees to positions more commensuriate with
their qualifications. It was subsequently found,
however, that egro and white painters were assigned to different departments. The white
painters' jobs were steady; the Negro painters'
jobs depended upon production and it fluctuated.
When production flagged, N eo-ro painters were
laid off while white painters with similar qUi3,lifications, and considerably less seniority, were retained. After negotiations with both company
and union, the collective bargaining a!ITeement
was amended to provide a single seniority list for
all painters. The interMtional union assisted in
making this possible.
VII-FOOD PROCESSING
In the food processing industry, complaints
against facilities of three companies in Georgia
and Texas resulted not only in substantial changes
in practices at the facilitie , but also in corporate
changes affecting the companies' facilities in several other states. Group complaints filed against
all three companies alleged racial discrimination
in job assignment and upgradino- and segregation
of facilities. In all three, the employment practices complained of have been altered to provide for equal opportunity. In addition, recruitment and hiring practices now afford equal
opportunity.
13
CHAPTER FOUR
Compliance Reporting Program
The development of a compliance reporting system for Government contractors and subcontractors is one of the most significant steps taken in
over 20 years of Federal antidiscrimination effort.
Although some type of nondiscrjmination clause
has been included in Government contracts since
1941, Executive Order 10925 provided, for the first
time, for the mandatory filing by contractors .and
subcontractors of periodic reports concerning
their employment policies, practices and detailed
employment data by race, sex, and occupation on
an establishment basis.
The compliance reportino- system is the first attempt to review systematically the effect of the
nondj scrimination provisions on Government contract employment and to assess the impact of the
equal opportunity program on utilization of
minority group manpower by Government contractors and subcontractors.
The Compliance Report (Standard Form 40,
Revised) used jn the program was developed in
accordance with the provisions of the Executive
order which require each contractor having a contract containing the nondis rimination provisions
as set out in the Order "to file and to cause each of
his ubcontractors to file compliance reports."
The Executive order also provides that "Compliance reports shall be filed within such times and
hall contain such information as to the practices,
policies, program and employment statistics of
the contractor and each such subcontractor, and
. hall be in such form, as the ommittee may
prescribe."
~
It has been of great concern to the Committee
that the compliance reporting system should be
administratively feasible and sbll not constitute
an undue burden upon Government contractors
and up.on Government contracting agencies.
Consequently, in developing the compliance reporting system, advice and guidance were sought
from the contracting agencies, involving frequent
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meetings with compliance and contracting officials; from the Interdepartmental Committee on
Government Procurement Policy; the Bureau of
the Budget and its Business Advisory Council on
Federal Reports; from representatives of trade
and industry associations and labor organizations;
from various Government contractors, and from
the Departments of Commerce; Health, Education and Welfare, and Labor. These latter
agencies are familiar with mass reporting procedures. It is not possible here to list all the organizations and individuals who were consulted in
developing this reportino- system, or the frequent
discussions that took place. But 1all contributed
materially to the reporting system finally approved by the Committee on December 1, 1961.
The instructions attached to Standard Form 40
implement the rules and regulations of the Committee. These instructions state :
"Each prime contractor and first-tier
subcontractor subject to these orders who
has a contract, subcontract, or purchase
order for $50,000 or more ( or $100,000 or
more if solely for standard commercial
~upplies and raw materials) and who also
has 50 or more employees shall file compliance reports. All other contractors
and subcontractors shall be required to file
compliance reports upon the request of the
Executive Vice Chairman of the Committee.
"In the event a prime contractor or first,t ier subcontractor is a multiestablishment
company, a separate compliance report
shall be filed for each reporting unit of
the company, as provided for in paragraph
3 of these instructions, including the principal office of the company.
"(Note.-These revised instructions require compliance reports covering all employees and activities of the company,
including facilities which may not be
performing any work directly or indirectly
under any Government contracts or Federally assisted construction contracts.)"
The instructions also provide that compliance
reports will be filed by prime contractors within
thirty (30) days after the award of a contract
and by first-tier subcontractors within sixty (60)
days after the award of a subcontract. Annual
reports are then to be filed on March 31 of each
year, as long as the contractor continues to perform any work under any Government contract.
(Plans for Progress ompanies report on an an ual basis each December 31.)
Obiectives of the System
The compliance reporting system is designed to
provide:
1. A means of assessing the impact of the
non-discrimination provision on Government
contractors and for measuring progress in
opening up equal job opportunities to minority
group persons.
2. A manpower profile of the work force of
the nation affected by Government contracts.
3. An analysis of employment patterns of
minority groups in the work force.
4. An analysis of situations affecting the
under-utilization of the manpower potential of
such minority groups.
5. An effective tool to be used by the employers, themselves, in assessing the effect of their
employment policies on minority group
persons.
6. An instrument to be used by the Federal
contracting agencies in administering the nondiscrimination program and for promoting the
practice as well as the principle of equal employment opportunities among Government
contractors.
7. A means for an affirmative approach to be
taken by the Government, by management, by
labor, by the community, and by organizations
and individuals to eliminate practices and conditions which disadvantage considerable segments of our nation's population only because
of reasons of race, creed, color or national
origin.
Any reporting proo-ram of the magnitude of that
undertaken by the Committee invariably produces
a steady stream of correspondence from contrac-
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tors, trade and industry groups, and organizations
and private individuals requesting information,
guidance, clarifications or interpretations with respect to the program. As a result, the Committee
developed a "Question and Answers" pamphlet
containing detailed answers to questions most frequently raised with respe t to the compliance reporting program. Di tribution of this pamphlet
has reduced the flow of inquiries and the number
of reports which had to be returned for additional
information.
Coverage of the Program
Since the greatest proportion of the Federal
procurement dollar is spent for manufactured
items, manufacturing firms make up the major
portion of those covered by the reporting program. It is estimated that approximately 38,000
companies in nonagricultural industries eventually
will be covered. These companies have approximately 50,000 establishments and 15½ million
employees. It is estimated that the maximum
coverage should be reached by the reporting year
1964.
In considering the analysis that follow, it must
be borne in mind that Standard Form 40 does not
cover those contractors participating in the Committee's Plans for Progress program. While
these companies are subject to the Executive order
and the compliance program, they furnish statistics under a separate reporting program. The
two reporting systems have been made statistically
compatible and together will provide information
on the estimated coverage of more than 15½ million employees.
It should also be pointed out that the reporting
program involving the use of Standard Form
40 does not apply to the construction or utilities
industries. Due to the distinctive nature of the
construction industry and the fluid nature of the
work force represented by the building trades, a
eparate reporting system has been developed and
is now in operation. Under the reporting proo-ram for construction contracts, each contractor
havino- a contract for construction, repair and
alteration for $100,000 or more, and each subcontractor having a subcontract thereunder for
$50,000 or more is required to file compliance reports. A special form> desi <mated as tandard
Form 41 ( ompliance Report-Construction) has
been developed and distributed by the contracting
agencies. All contracts and subcontracts subject
15
to the reporting requirements a warded on and
after January 1, 1963, are affected by this reportinO' prooTam. The fir t reports started flowing to
the contracting agencies on March 31, 1963. Unlike the reporting procedures for the other industries, construction contractors and subcontractors
are required to file reports directly with the contra tino- agencies and not with the Committee.
An appropriate reporting system for utilities is
being developed.
Approximately O percent of the money expended in Government contracts for construction,
repair and alteration is for contracts having a dollar value of $100,000 or more. Thus, it is estimated
that a very large portion of the workers in the
con truction industry and the building trades will
be covered by this reporting program.
Current
Review of the Compliance
Reporting Program
The compliance reporting program utilizing
tandard Form 40 has been in effect for more
than 18 months. It has demonstrated that it is a
reliable medium for collecting specific detailed and
hitherto unavailable data relating to minority
group employment affected by Government contracts.
It has also proven to be an effective instrument
for u e by contracting agencies in developing
affirmati-rn action programs with Government
contractors. A copy of each report filed is transmitted by the Committee, after review and processjni, to the appropriate contracting agency. Each
agency, after reviewino- the report and the results
of the machine proce ing, then selects establishments for follow-up a tions.
The objectives and the procedure involved in
the surveys ,Yere discussed earlier in this report
( see Private Employment Section).
Through the use of electronic data processing
equipment and programing, compliance report
statisti s on employee by race and sex, by occupation, by indu try, and by o-eographical areas are
tabulated. The report form was designed to enable this information to be ompared with data
such a the 1960 census and the tabulation , now
being o-athered are beino- o stru tured as to provide comparisons on a national, reo-ional, tate
and standard metropolitan statistical area basis
(major metropolitan and labor market areas in the
1 nited tates).
16
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Federal Reserve Bank of St. Louis
Preliminary tabulations, covering some 10,033
establishments and about 4.2 million workers from
usable reports received by the Committee through
June, 1962, are discussed in this report. It should
again be noted that the following are not included
in the e statistical tabulations :
1. Companies participating in the Committee's
cooperative Plans for Progress proo-ram. A summary of most of their reports is presented in tlrn
Plans for Progress section of this report. Becauso
a very sub tantial majority of employers in the
aerospace field and the transportation equipment
industry are participating in the Plans for Progress program, they are underrepresented in the
data.
2. The o-reat majority of the contractors in the
construction contract industry who are required
to file Standard Form 41, which is especially designed for the construction industry. The few
construction contractors who filed tandard Form
40 are included in the overall totals in these preliminary tabulations.
3. Public utilities, which do not have o-eneral
contracts.
4. Compliance reports not statistically usable
"hi h were returned to contractors because of incompletene s. More than 3 000 reports, coverinomore than one million additional employees, fall
in this category.
A primary purpose of securing reports from
Government contractors i to obtain as accurate
a picture as possible of employment relatino- to the
utilization of minority group workers in the labor
force. However, because of time limitations, it
has been possible to present in this report only
the data on employment of eo-roe , the principal
minority group covered by this reportino- program.
Later tabulations, presently incomplete will present data for pani h-Americans, orientals and
other specifi d minority groups.
(The following analysis was made by the
Bureau of Labor Statistics of the Department
of Labor under the direction of Ewan Clague,
Commissioner of the Bureau.)
Profile of Negro Employment in Establishments Filing Compliance Reports in 1962
To provide a basis for evaluating the performance of Fe lern,l contra tors under the current
executi rn orders banning emr loyment di rimina-
tion, a study of Negro occupational patterns was
undertaken, based on the 10,033 compliance reports filed in 1962. 1
The establishments reported about 4.2. million
employees, of w horn 267,000 or 6.3 percent were
Negroes (see Table 1).
Nearly three-fourths of both total employment
and Negro employment was in manufacturing industries, particularly those producing durable
goods. Services, notably colleges and universities, accounted for the largest share of reported
nonmanufacturing employment.
Establishments in the northeast and north central regions had nearly two-thirds of the total
1 The compliance reporting system of the President's Committee
on Equal Employment Opportunity was officially promulgated March
1, 1962. The basic reporting requirement is the submission of a
compliance report (Standard Form 40) by each prime contractor or
first-tier subcontractor who has a contract, subcontract, or purchase
order with any Federal agency or department in the amount of
$50,000 or more, and who employSI a total of 50 or more persons.
Multi-establishment companies must file separate reports for the
principal office of the company and for each establishment performing or expected to perform work under Government contracts or
subcontracts. Initial compliance reports are required within 30 days
after a prime contract award and 60 days after the award of a firsttier subcontract. Thereafter, reports are due annually on March
31, as long as the same contractor or subcontractor remains subject
to the reporting requirements.
The great majority of the compliance reports in 1!162 referred to
late March through June, with April the peak month.
The full study on which this section is based is scheduled for
completion in early 1964.
TABLE
1.
employment and slightly over half of the Negro
employment (see Table 2) . Southern establishments reported 20 percent of the total employment
and 40 percent of the Negro employment.
Blue Collar Employment
The 267,000 Negro employees included 215,000
men and 52,000 women. About 95 percent of the
Negro men and 81 percent of the Negro women
employees were in blue collar occupations ( craftsmen, operatives, laborers, or service workers; see
T able 3) . As shown bel°'v, Negroes were much
more highly concentrated in these occupations
than were other employees :
Negro employees
Men
Number (thousands) _____________
Percent. _____ . ___________________
White collar occupations _______
Blue collar occupations _________
215
100. 0
5.1
94. 9
Other employees
Women
Men
52
100, 0
19. 2
80.8
3,076
100. 0
36. 1
63,9
Women
893
100. 0
53.2
46.8
Negro blue collar employees were slightly more
than 9 percent of the total blue collar employment; they held about 12 percent of the operative,
laborer, and service jobs in the reporting estab-
Total employment and Negro employment, by industry, in establishments filing compliance
reports in 1962
All
Number
of reporting units
employees
Negro employees
Number
(thousands)
Percentage distribution
Numb er
(thousands)
Percentage distribution
Negro
employees
as percent
of all
employees
Total ________________ ~------- --------
10,033
4,236
100. 0
267
100. 0
6. 3
Manufacturing ________ _____________ - - - - - - - - - -
6, 446
3,134
74. 0
190
71. 2
6. 1
Durable goods ______________ - - - - - - - - - - - Primary metals __________ - - - - - - - - - - - Machinery ___ ____________ ____ _______
Electrical equipment_ ______ ---- -- - -- Transportation equipment ___ ____ - - - - Nondurable goods ___ ______ - --- - - -- - --- -Food __ __ ___________________________
Chemicals ____________ - - - - - - - - - - - - - -
4,005
870
911
493
2,441
940
398
2,098
507
441
390
256
1,036
301
187
49.
12.
10.
9.
6.
24.
7.
116
55
12
14
1
4. 4
74
31
8
43.
20.
4.
5.
4.
27.
Other 1--------------------------------------
3,587
1,102
26. 0
77
28. 8
7. 0
Transportation and public utilities _________
Wholesale and retail trade _____ ___ - _- - - - - Finance, insurance, and real estate ___ - _- - - Services ________________________________
Colleges and universities _____________ - _- - -
303
1, 504
115
1,095
154
248
174
70
441
266
5. 9
4. 1
1. 7
10. 4
6. 3
23
5
2
40
29
8. 6
1. 9
.7
15. 0
10. 9
9. 3
2. 9
2. 9
1
482
5
0
4
2
0
5
11
5
6
5
2
1
7
11. 6
3. 0
5.
10.
2.
3.
4.
·1.
10.
4.
5
8
7
6
3
1
3
3
9. 1
10. 9
Totals shown include unallocated data.
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Federal Reserve Bank of St. Louis
17
T AB LE
2.
Total employment and Negro employment, by regions and sew, in establishments filing
compliance reports in 1962
All employees
Male :
N egro employees
Number
(thousands)
P ercentage
distribution
N umber
(thousands)
P ercentage
distribution
N egro
employees
as percent
of all
employees
United States, totaL ___________________
3, 291
100. 0
215
100.0
6. 5
ortheast ____________ _____ _____ ________ _
Nort h CentraL _______ ___________________
South ________________ ___________________
West ___________________________________
F emale:
United States, totaL __________ _________
1, 061
1,133
669
428
32. 2
34. 5
20. 3
13.0
50
65
86
14
23. 3
30. 2
40.0
6. 5
4. 7
5. 7
12. 9
3. 3
945
100.0
52
100.0
5. 5
N ort heast _______________________________
N orth Central ___________________________
South __ _________________________________
West ____________________________ _______
326
291
195
133
34. 5
30. 8
20. 6
14. 1
16
12
21
3
30.
23.
40.
5.
4. 9
4. 1
10. 8
2. 3
lishments, but less than 3 percent of the skilled
jobs.
Of the Negro blue collar workers more than 90
percent were in jobs below the skilled level. As
indicated in the tabulation below, about 1 in every
3 men in blue collar occupations was a skilled
worker, while among Negro men in these occupations, less than 1 in 10 was skilled. The proportion of women blue collar employees holding
skilled jobs was small in both groups, but 77 percent of all Negro women employees-both blue and
white collar-in the covered establishments were
operatives, laborers, or service workers, as compared to a ratio of 46 percent in total female
employment.
AU employees
Negro employees
Blue collar occupations
Men
Number (thousands ) ______ ___ ___
Percent __________________________
Craftsmen (skilled) ___ _________
Operatives, laborers, and service workers ___ ____ ___________
Wome n
Men
Wome n
------ ---
2,171
100. 0
34. 5
460
100.0
6. 1
204
100. 0
9. 3
42
100. 0
4. 8
65.5
93. 9
90. 7
95.2
White Collar Employment
Negro white collar employment totaled 21,000,
including 11,000 men and 10,000 women ( see Table
3). There were about 10 male Negro white collar employees out of every 1,000 male white collar
employees. The corresponding rate among women white collar employees was 21 Negroes per
1,000 employees-more than double the r ate for
18
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Federal Reserve Bank of St. Louis
8
1
4
7
Negro men. Negro women employees were 5.3
percent of all female officials, ·professional employees, and technicians; the corresponding rate
for Negro men was 1 percent. However, nearly
three-fourths ( or 8,000) of the Negro male white
collar employees were officials, professional employees, or technicians, whereas the majority of
Negro women in white collar positions (6,000 out
of 10,000) were clerical employees.
Only 3,300 Negroes were employed in sales occupations out of a total of 124,000 such jobs.
The preponderance of Negro white collar employment was in services and other nonmanufacturing industries, although manufacturing industries provided nearly t wo-thirds of the total male
white collar employment and 53 percent of the
total female white collar employment included in
this study (see Table 4) . Colleges and univer- '
sities provided 49 percent of the 10,000 white collar jobs held by Negro women and 30 percent of
those held by Negro men. The highest Negro
shares of total white collar employment, both for
men and women, were in colleges and universities.
Insurance carriers also were important sources of
white collar employment for Negro women.
Among both men and women in each region, the
largest number of Negroes per 1,000 white collar
employees were in nonmanufacturing industries,
with the highest r ates in services, finance, insurance and real estate ( see Table 5) . Very high
proportions of Negro white collar employees in the
South's service industries reflected predominantly
Negro educational institutions. Except for serv-
ices, northeastern establishments in each industry
employed higher proportions of Negro women in
white collar jobs than did the southern establishments included in this study.
the reported jobs, but only 1.3 percent of the white
collar jobs. Similarly, the Negro share of skilled
blue collar employment was much smaller than
the Negro share of total blue collar employment.
The great majority .of Negro men and women employees in the reporting establishments were employed in relatively low paying jobs which require
little or no training; these are the jobs with the
highest unemployment rates.
A very small proportion of the reporting establishments accounted for the bulk of Negro white
collar employment. Ten percent of the units employed nearly 60 percent of all the Negro male and
more than 90 percent of all the Negro female white
collar employees.
Summary
The purpose of securing compliance -reports
from Government contractors is to obtain as accurate a picture as possible of their utilization of
Negroes and other minority groups in the Nation's
labor force.
The data which have been presented show clearly
the magnitude of the problem of underutilization
of Negro manpower by the contractors who filed
reports in 1962. The Negroes held 6.3 percent of
TABLE
3.
Total employment and Negro employment, by occupation and sex, in establishments filing
compliance reports in 196i
All employees
Negro employees
Negro employees as
percent of all
employees
Number
(thousands)
Percentage
distribution
Number
(thousands)
Percentage
distribution
Both sexes, totaL ___ ___ - - - - - - - - - - - - - - - -
4,236
100. 0
267
100. 0
6. 3
White collar occupations ______ - - - - - - - - - - - - - - - -
1,605
37. 9
21
7. 9
1. 3
Officials, professional, and technicaL __ _- - - - C~rical ____ _____________________________
Sales ____________________________________
862
619
124
20. 3
t4. 6
3. 0
12
9
4. 5
3. 4
1. 4
1. 5
.2
Blue collar occupations ________ - - - - - - - - - - - - - - - -
2, 631
62. 1
246
92. 1
9. 4
Craftsmen (skilled) _____________ - - - - - - - - - Operatives, laborers, and service workers ____
776
1, 855
18. 3
43.
21
225
7. 9
84. 2
2. 7
12. 1
Male, totaL ________________ - - - - - - - - - - -
3,291
100. 0
215
100. 0
6. 5
White collar occupations __________ - - -- -- - -- ---
1, 120
34. 0
11
5. 1
1.0
Officials, professional, and technicaL ___ - - - - ClericaL __ _____________________ - - - - - - - - Sales ---- -- ------- -------------------- ---
7 6
218
116
23. 9
6. 6
3. 5
8
3
3. 7
1. 4
1.0
1. 4
.2
Blue collar occupations _____ ________ - - - - - - - - - --
2, 171
66. 0
204
94. 9
9. 4
Craftsmen (skilled) ___________ - - - - - - - - - - - Operatives, laborers, and service workers ____
748
1,423
22. 7
43. 3
19
1 5
.8
86. 1
2. 5
13. 0
Female, totaL ______________ - - - - - - - - - - -
945
100. 0
52
100. 0
~: 5
White collar occupations ________ - -- - --- - - - - _: _
485
51. 3
10
19. 2
2. 1
Officials, professional, and technicaL ____ - - --Cl1ericaL ________________________________
Sales ---- --------------------------------
76
401
8
8. 0
42. 4
.9
4
6
7. 7
11. 5
5. 3
1. 5
.7
Blue collar occupations ______________ - - - - - - - - - -
460
4 .7
42
0. 8
9. 1
Craftsmen (skilled) __________ - - - - - - - - - - - - Operatives, laborers, and service workers ___ -
2
432
3. 0
45. 7
2
40
3. 8
77.0
7. 1
9. 3
1
The reporting establishments had 330
726-390 0-64- - 3
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Federal Reserve Bank of St. Louis
egro sal
(1)
(1)
(1)
------------
------- -----
---------- --
employees, of whom 277 were men and 53 were women.
19
TABLE
4.
Total employment and Negro employment in white collar occupations, by industry and sem,
in establishments ffeing compliance reports in 196f
All white collar
employees
Negro white collar
employees
Negro
employees
as percent
of all
employees
Number
(thousands)
Percentage
distribution
Number
(thousands)
Percentage
distribution
Male, totaL ___________________________
1,120
100. 0
11. 0
100. 0
1.0
Manufacturing _______________________________
697
62. 2
4. 1
37. 3
.6
Durable goods ___________________________
Primary metals ______________________
Electrical equipment_ ________________
ondurable
goods ___ --------------------Food __________________
____ _________
Chemicals _________________ __ ________
484
90
107
213
55
62
43. 2
8. 0
9. 6
19. 0
4. 9
5. 5
2. 8
.5
1. 2
1. 3
.3
.5
25.
4.
10.
11.
2.
4.
5
5
9
8
7
5
.6
.6
1. 1
.6
.5
.8
423
37. 8
6. 9
62. 7
1. 6
206
115
113
18. 4
10. 3
10. 1
5. 0
3. 4
3. 3
45. 5
30. 9
30. 0
2. 4
3. 0
2. 9
Insurance carriers _________________ _______
Wholesale trade ______ ____________________
91
22
71
8. 1
2. 0
6. 3
1. 6
.2
.3
14. 5
1. 8
2. 7
1. 8
.9
.4
Female, totaL ________ ______ ______ _____
485
100. 0
10. 0
100. 0
2. 1
Manufacturing _______________________________
255
52. 6
1. 5
15. 0
.6
Durable goods ___________________________
Primary metals ___________________ __ _
Electrical equipment ______________ ___
Nondurable goods __ _____________ _____ ____
Food ____________________________ ___
Chemicals ___ ____ _____ _______________
165
24
38
90
23
27
34.
4.
7.
18.
4.
5.
0
9
8
6
7
6
.9
1
.6
1
.2
9. 0
1. 0
4. 0
6. 0
1.0
2. 0
.5
.4
1. 1
.7
.4
.7
-------------------------------------
230
47. 4
8. 5
85. 0
3. 7
Services _________________________________
Educational services __________________
Colleges & universities ____________
other
servMiscellaneous,
medical, and
ices ________________
_____
_________
122
85
83
25. 2
17. 5
17. 1
6. 5
5. 3
4. 9
65. 0
53. 0
49. 0
5. 3
6. 2
5. 9
37
42
26
7. 6
8. 7
5. 4
1. 2
1. 5
1
12. 0
15. 0
1.0
3. 2
3. 6
.4
Other
t ______ _____ ___ _______________________
Services _________________________________
Educational services ________ _______ ___
Colleges & universities ____________
Miscellaneous,
medical, and other services ______________________________
Other
1
Insurance carriers _____________________ ___
Wholesale trade ___ ___________ - _- - - - - - - - - 1
Totals shown include unallocated data.
20
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Federal Reserve Bank of St. Louis
.4
TABLE
5.
Numb er of Negro w hite collar employees per 1,000 w hite collar employees, by sex, industry,
and re_qion, in e ·tabli hnients fili.n_q complZance reports in 1962
United
States,
total
Male N egro white collar employees:
Number, all industries _____ __________________________________ _
Number per 1,000 male white collar employees :
Manufacturing ________ __________________________________ _
Durable goods ___ ____ ___________________________ ____ _
Nondurable goods ___________________________ ________ _
Wholesale and retail trade ___________________________ _____ _
Finance, insurance, and real estate __ _______________________ _
Services ________________ ________________________ ________ _
.
Female Negro white collar employees:
N umber, all industries ____________ - ___ - __ - - - - - - - - - - - - - - - - - - - - collar employees :
Number per 1,000 female white _______________________________
_
Manufacturing ___________
Durable goods ___________________ ___ ___ _____ ________ _
N ondurable goods ___________________________________ _
Wholesale and retail trade ________________ - - - - - - - - - - - - - - - - _
Finance, insurance, and real estate _________________________ _
Ser vices ______ ___ __ ____ _____ __ _________________ _________ _
(The following analysis of 1962 and 1963
compliance reports also was prepared by the
Bureau of Labor Statistics at the request of
the President's Committee. It is preliminary
in form and content and represents merely an
overall view. A more detailed analysis and
expanded tables will be published by the President's Committee when the information has
been compiled early in 1964.)
Cha·nges in Negro Employment From
1962 to 1963 in Establishments
Filing Compliance Reports for Both
Years
In order t o determine whether Negroes have
made job gains during the past year among employers subject to Federal policies regarding equal
employment opportunity, a comparison was made
of compliance reports submitted by the identical
ome 4,600
establishment in both 1962 and 1963. 1
1
Compliance reports in 1962 were submitted by the g reat majority of covered establishments from late March through June,
with May the peak month. The bulk of the 1963 reports, which
were matched with the 1962 reports from identical establishments,
were received by the Committee in March and April 1963.
Thus, the comparisons in this section generally refer to employment in spring 1962 and spring 1963, with the time between annual
reports in most units being 10 or 11 months rather than a full year.
Many employers filed 1963 reports on the anniversary of their 1962
repor ts, instead of on March 31 as s pecified in t he reporting fo r m
instructions. A few of the units which filed 1962 reports later in
the year (some did not have government contracts until then) also
filed 1963 reports in time for inclusion in these comparisons ; 18 of
these units were omitted from the tabulation because the short t ime
•Pan involved might have dimrted the comparisons.
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N ortheast
N orthcentral
South
11, 000
4, 000
2, 000
4,000
6
6
6
5
7
24
7
7
8
7
17
3
3
3
2
6
18
7
6
8
6
20
44
10, 000
3, 000
2,000
4, 000
6
5
7
7
34
53
8
7
9
4
3
7
9
12
37
3
6
10
47
28
3
3
3
9
96
out of the 10,000 units which filed compliance
reports in 1962 also filed in 1963. These establishment accounted for -nearly 60 percent of both
the total employment and the egro employment
shown on compliance reports for 1962. ( omparable data for coverao-e in 1963 are not yet available.)
The data, which are summarized in Table 1,
show improvement in the utilization of Negroes
egro white collar
in white collar occupations. 2
employment increased 17.4 percent while total
white collar employment in reased by only 1.9 percent. The net gain by Jegroes of 1,830 whit
collar jobs increased the Negro share of total white
collar employment in these establishments from
12 egroes per 1,000 white collar workers in 1962
to 13 per 1,000 in 1963. Approximately 1 out of
every 13 egroes (8 percent) were white collar
workers in 1963 as compared to 1 out of 15 (7
percent) in 1962.
Both Negro and total blue collar employment
dropped slightly, but the some"·hat laro-er relative
decline in total b]ue collar employment caused the
egro hare of total blue ollar employment to
rise slightly, from 97 egroes per 1,000 blue collar
workers in 196""' to 98 per 1,000 in 1963.
The great majority of egro employees in both
year were employed in servi e, semiskilled, and
~ As discussed below, a relatively small proportion of the compared
establishments accounted for the bulk of the improvement. A
breakdown of the Negro g ains by specific white collar occupation ■
(e.,r., clerical, professional, and managerial) is not yet available.
21
TABLE
1.
Total employment and Negro employment in 4,610 units which ftled Compliance Reports in
both 196f and 1963
1962-1963 change
1963
1962
Number
Total employment:
All occupations _______________________________________
Percent
2,425,873
2,404,253
-21, 620
-0. 9
White collar _________________________________________
Blue collar ___________________________________________
Negro employment:
All occupations _______________________________________
918,928
1,506,945
936,198
1,468,055
17,270
-38, 890
1. 9
-2. 6
156,441
155,677
-764
-0. 5
White collar ______________ ___________________________
Blue collar ___________________________________________
Number of Negroes per 1,000 workers:
All occupations _______________________________________
White collar _________________________________________
Blue collar _______ __________ ________________ - - __ - - - - - -
10,519
145,922
12,349
143,328
1,830
-2, 594
- .1. 8
64
12
97
65
13
98
1
1
1
----------------------------------
unskilled blue collar occupations. This report is
focused on white collar employment in order to
determine the extent of Negro gains in occupations
in which they have made little penetration in the
past.
Net changes of 50 or more Negro white collar
employees were reported in 7 of the 44 metropolitan areas in which the total employment in the
compared establishments was 10,000 or more ( see
Table 2). (In the other areas, those in which the
employment totals were smaller, there were no
changes of any significant size.) The Negro white
collar gains in these seven areas, shown below,
represented more than three-fourths of the total
national gain-1,393 out of 1,830 jobs:
ments, reached 2 percent in Philadelphia, and
moved well above 1 percent in Pittsburgh, Newark,
and Chicago.
The proportion of Negroes employed in white
collar positions also rose in each of these areas.
In Washington an additional 6 of every 100 Negroes gained white collar jobs; in New York this
ratio went up by nearly 4 per 100; in Philadelphia,
Pittsburgh, and Newark, the gain was about 2 per
100.
Despite these improvements, however, the proportion of Negroes in white collar jobs in each of
these areas remained substantially below the comparable proportion for other persons, as the following tabulation shows:
Negro-white collar employees,
Identical establishments
Change
in numher Crom
1962 to
1963
New York __ ___________________
Washington, D.C __ ___________
Philadelphia ______ _.. __ ._ .. - - - Pittsburgh ___________ - - -- -- - - Newark ____________________ ___
Chicago ___ . --- ------ .. ________
Loa Angeles ___________________
451
399
254
85
77
64
63
All percent or
white collar
employment
As percent or
total Negro
employment
1962
1962
1963
3,0
3,6
1. 6
1. 1
1.0
1.0
.8
3,4
4,9
2. 1
I. 6
1. 2
1.2
.9
30,2
24.8
6.0
6,2
14. 2
4.2
12,0
34,0
31.0
8.2
8.5
16.2
5.4
12. 6
By far the largest changes in the number of
Negro white collar employees were in New York,
Washington, and Philadelphia. Washington led
the rises in the Negro share of total white collar
employment with a jump from 3.6 to 4.9 percent
but the Negro proportion of white collar employment rose above 3 percent in New York establish22
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Negro white
collar employees as percent
of all Negro
employees
White collar
employees of
other races as
percent or all
employees or
other races
1962
1963
- -- -- -- -
17. 4
New York ______________
Washington, D.C ____ ___
Philadelphia ___ _________
Pittsburgh ______________
Newark ______ ___________
Loe Angeles _____________
Chicago _________________
30,2
24,8
6,0
6,2
14.2
12.0
4,2
1963
1962
1963
Difference In
percentage
points between
Negroes and
other races
1962
1963
- -- - - - - - - 34.0
31. 0
8.2
8.5
16,2
12.6
5.4
68, 1
83.5
40. 9
32,8
56. 9
49.1
41. 0
69.4
82.9
41. 1
32.8
59,0
50.5
46. 1
37,9
58. 7
34,9
26,6
42, 7
37. 1
36,8
35,4
51. 9
32,9
24.3
42,8
37,9
40. 7
There was a slight narrowing of this occupational gap between Negroes and others in 4 of the
7 areas but the changes were not large enough to
alter the basic community patterns of relative exclusion from employment opportunities in white
collar occupations.
Negro white collar employment changes in the 44
areas in which the contractors employed 10,000 or
TABLE
2.
Negro white collar employment in
44 areas, arrayed by numerical change from 1962 to 1963
[Areas are those where contractors included in the comparisons employed 10,000 or more workers in 1963)
Negro white collar employees
1963
1962
New York ___________________________ _
Washington, D.C _____________________ _
Philadelphia _______________________ - __
Pittsburgh __________ ___________ - _- _- - Newark _____________________________ _
Chicago _____________________________ _
Los Angeles __________________________ _
Indianapolis _________________________ _
St. Louis ____________________________ _
San Francisco ________________________ _
:ts~~gham _________________________ _
Cincinnati _______________ - _______ - _- __
Denver ______________________________ _
Gary ________________________________ _
Kansas City ___________ - _- - - - - - - - - - - - Cleveland
______________ - _- _-- - - - - - - - - -_
______________________________
Buffalo
Detroit ______________________________ _
~~!gcfrf:!~;==========================
Minneapolis-St. Paul ______ - _- _- - - - - - - - Rochester ______________ - - - - - - - - - - - - - - San Jose _____________________________ _
Louisville ____________ - __ - - - - - - - - - - - - - Winston-Salem _____ __- -- - -- - - - - - - - ---Baltimore ______________ - - - - - - - - - - - - - - -
~;~)I~t~n~~=========================
Akron _______________________________ _
Hartford ____________________________ _
Houston _____________________________ _
Richmond ___________________________ _
Portland _____________________________ _
Canton ______________________________ _
Columbus ___________________________ _
Dallas _______________________________ _
Albany ______________________________ _
f!;;\~~~rg_:==========================
Allentown
Milwaukee ___________________________ _
Steubenville-Weirton ________________ - - Worcester ____________ _______________ _
Number
Percent of
total white
collar employment
2,317
812
647
255
293
537
500
63
175
67
3. 0
3. 6
1. 6
1. 1
1.0
1.0
.8
1. 1
1.1
.4
.2
8
244
48
15
48
14
106
41
96
62
35
239
15
41
53
30
498
60
34
16
22
72
69
4
10
.7
.2
.6
.4
.7
.7
.6
.9
.3
.5
1. 1
.7
1. 9
1.1
.7
.4
.2
.8
1. 2
.1
5
9
.2
1. 1
.9
.2
.2
5
.1
111
49
2
35
5
2
more workers in 1963 are presented in Table 2.
In most of these areas there was little or no overall
change either in the number of Negro white collar
employees or in the Negro's share of total white
collar employment; in 4 there was no change and
in 20 others the net changes amounted to fewer
than 10 Negroes. Consequently, the Negro share
of total white collar employment was steady in 16
areas, and changed by only one- or two-tenths of
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.9
.6
.2
.3
.2
.1
Number
2,768
1,211
901
340
370
601
563
104
210
96
29
258
62
29
61
27
118
29
107
72
44
247
23
49
60
37
491
54
30
19
25
70
71
/
Percent of
total white
collar employment
3.4
4. 9
2. 1
1.6
1. 2
1. 2
.9
1. 7
1. 3
.6
.6
1.0
.8
.5
.9
.4
.7
.3
.8
.8
.8
.9
.4
.5
1. 2
.9
1. 9
.9
.7
.4
.3
.8
1. 2
.1
.2
1.0
.9
.2
.3
Change from 1962 to
1963
Number
451
399
254
85
77
64
63
41
35
29
21
14
14
14
13
13
12
-12
11
10
9
8
8
8
7
7
-7
-6
-4
3
3
2
2
-2
1
1
1
1
Percent of
total white
collar employment
0.4
1. 3
.5
.5
.2
.2
.1
.6
.2
.2
.4
.1
'2
.3
.2
.2
.1
-.1
.1
.1
.2
-----------.1
-----------.1
.2
------------, 2
----------------------.1
----------------------2
-----------11
----------112
- .1
50
-------- ---6
-------- ---10
1
.1
-1 -----------4
.1
2 ------------ -------- -- -----------35
. 3 -------- - - -----------5
2
. 2 -------- - - - -------- - --
. 1 ---------- - -----------
one percent in 21 other areas. In the 7 southern
areas within this group of 44 (not counting Washington or Baltimore), the increases were relatively
slight.
Detailed breakdowns of the net gain in Negro
white collar employment from 1962 to 1963 reveal
little or no change in the great majority of establishments. Of the 4,610 establishments compared,
more than 3,700 ( 4 out of every 5) reported no
23
TABLE
3.
White collar employment changes from 1962 to 1963 in 118 units reporting increases or
decreases of 5 or more Negro white col'lar employees, by selected industry groups
1962-1963 change
1962
1963
..
Number
All white collar employees, total ______________________
Manufacturing ___________________________________________
Percent
176,589
185,792
9,203
5. 2
68,327
66,424
-1, 903
-2.8
Durable goods _______________________________________
Nondurable goods ____________________________________
36,450
31,877
32,243
34,181
-4, 207
2,304
-11. 5
7. 2
Nonmanufacturing ________________________________________
108,262
119,368
11, 106
10.3
Edu cati on al services __________________________________
Insurance carriers ____________________________________
Other nonmanuf acturing ______________________________
59,840
26,165
22,257
61,897
30,580
26, 891
2,057
4,415
4,634
3.4
16. 9
20.8
Negro white collar employees, totaL __________________
5,570
7,087
1,517
27. 2
Manufacturing ______________________ ~--------------------
883
1,069
186
21. 1
Durable goods _________________________ - - - - - - - - - - - - - Nondurable goods _______________________ - - - - - _- -- __ - _
605
278
694
375
89
97
14. 7
34.9
Nonmanufacturing ________________________________________
4,687
6,018
1,331
28.4
Educational services __________________________________
Insurance carriers __________________________ - _- - ____ - Other nonmanuf acturing ______________________________
2,751
1,235
701
3,327
1,708
983
576
473
282
20. 9
38. 3
40. 2
change in Negro white collar employment, while
556 (1 in 8) reported increases, a~d 327 (1 in 15)
reported decreases. Gains consisted of one
Negro white collar worker in half of the 556 establishments which reported increases. Gains of 5
or more Negro white collar jobs were reported in
only 93 establishments. Similarly, in most of the
327 establishments which reported decreases in
Negro white collar employment, the changes involved very few employees; declines of 5 or more
were reported by only 25 of these establishments.
Altogether, the 118 units reporting increases
or decreases amounting to 5 or more employees
accounted for about 1,500 or roughly 80 percent
of the 1,830 net change in Negro white collar
employment, as the following tabulation shows :
Ne,ro white collar employment chanire or:
Sor more
Units
Units
EmUnits
EmEmployees
ployees
ployees
- - - -- -- -- -
lncreaaes _______________
Decreaaea ___ ---- ------Net cbanire In number
or Ne,ro white collar
employees ____________
l0ormore
5-9
93
25
--------
24
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1,811
294
1,517
56
15
--------
38.1
102
281
37
10
--------
1,428
192
1,236
Tabulations of white collar employment changes
by industry have been prepared only for the 118
establishments which reported increases or decreases of 5 or more Negro white collar employees
(Table 3).
N onmanufacturing industries accounted for virtually all of the increase in total white collar employment and for 88 percent of the increase in
Negro white collar employment. Insurance carriers and educational institutions reported the largest numerical increases in Negro white collar employees. While manufacturing industries also
showed a substantial percentage increase in their
Negro white collar employment, the numerical
gains were quite small, largely reflecting the decline in total employment in the durable goods
industries.
As shown on page 25, the distribution of Negro
white collar gains between manufacturing and
nonmanufacturing closely followed the distribution of Negro white collar employment in 1962, so
that in general the industries which provided most
of the Negro white collar jobs in 1962 also provided most of the gain over the year.
Percent distribution orNegro
white
collar employment
In 1962
Total:
Number __________________________________ _
::i~E~:::::::::::::::::::::::::
Educational se"ices- __ __________________ _
Insurance carriers ________________________ _
Other nonmanur~turing ___ _______ __ _____ _
Net change in
Negro white
collar employment Crom
1962 to 1963
5,570
100.0
15. 9
10. 9
5.0
84, 1
6.4
87. 7
37,9
49.3
22.2
31.2
18.6
12.6
Encouragement may be drawn from the Negro
white collar gains which have been outlined above,
although much remains to be done. The net
changes from 1962 to 1963 provide evidence of
forward movement, although of course they were
relatively small.
The concentration of Negro white collar job
openings in a relatively small proportion of the
establishments included in the comparisons may be
considered evidence of a pattern of specific adjustments and accommodations rather than of a steady
and evenly spread upward trend.
About 10 percent (447) of the establishments
covered in this study did not have a single Negro
white collar employee either in 1962 or 1963 although in each (1) there were at least 100 white
collar employees in 1963 and (2) white collar employment increased or remained steady over the
year. Among these were 37 establishments which
had 500 white collar jobs each, but did not report
any Negro white collar employees. The 447 establishments were located in the following States :
Selected units without
Negro white collar
employees
New York, New Jersey, Pennsylvania, Ohio,
;=t!1ichlgan _________ _________________ _
sJ~!h~
California
Other States ________ -=====-======================-
447
100.0
203
88
41
45. 4
115
19. 7
9. 2
25. 7
One guide to the selection of establishments in
which significant improvement could be anticipated 1s the fairly close connection between
changes in Negro and total white collar employment. Among the 118 establishments which ac-
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Number or Units with Units with
unita with increases
decreasea
change or of five or
offtveor
ftveormore
more in
more in
Negro
In Nerro
Nerro
white
white
white
collar
collar
collar
employemployemployment
ment
ment
1,517
100.0
12.3
5. 9
Discussion
Total _______________________________________ _
counted for the bulk of the Negro gains from 1962
to 1963, this relationship was as follows:
Number of units with change in total
white collar employment ____ _______ _
Units with increaaes In total white
collar employment ____ ___________ __
Units with decreases in total white
collar employment __ ___ _____________
I
118
80
38
93
I
25
73
7
20
18
1 Includes one establishment in which total white collar employment dld
not chan1e.
In general, thus, Negro gains are most likely to
occur ·where total white collar employment is also
increasing.
The preceding Bureau of Labor Statistics reports further underscore the fact that the manpower resources of this country represented by
the Negro remain virtually untapped.
That the problem exists throughout the economy
is evident from the Manpower Report of the President transmitted to the Congress in March, 1963.
The 1963 Manpower Report of the President,
for example, points out:
"Discrimination against nonwhites, primarily Negroes, results in an estimated
annual waste of $17 billion of production
and services, in addition to the sizeable bu.man and social costs involved." ,The Report further states that "in this period of
unprecedented world tension, the country
cannot afford either the reckless waste of
manpower or the social injustice involved
in employment discrimination."
The inescapable conclusion is that the underutilization of Negroes and the denial or limitation
of equal employment opportunities to a significant
segment of the citizens of this nation-solely because of reasons of race or color-is a flagrant
waste of one of the most vital resources of this
country.
This waste appears in several forms. For example, restrictions on the employment of Negroes,
among industries and occupations, are a serious
limitation on mobility, which makes the achievement of full employment and the efficient response
to a structural change much more difficult. This
is especially significant because the great majority
25
of job opportunities presently available to Negro
workers are in those semiskilled and unskilled occupations, which are particularly vulnerable to the
adverse effects of automation and other technological developments.
Moreover, the inability of educated Negroes to
find appropriate employment reacts upon the effectiveness of the education of the next generation.
It reduces the incentives to learn and to get more
training. It therefore must lower the quality of
education, regardless of new buildings, later
school-leaving age-even of desegregation in the
schools.
Such pyramiding of problems in succeeding
26
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Federal Reserve Bank of St. Louis
generations is recognized as a serious drag on the
economic growth of the nation.
The Federal Government, State and local governments, management and labor, schools and colleges, organizations and individuals alike, must
share the responsibility for correcting this situation. All of these institutions must cooperate to
eliminate employment practices which economically and socially disadvantage citizens of this
country and to provide the incentive, the counselling, and training for all persons, particularly
these under-utilized minority groups, to meet the
manpower needs for achieving this country's full
economic and industrial potential.
CHAPTER FIVE
Equal Employment in the Federal Establishment
Background and Perspective
More than 80 years ago, the Federal Government first established a policy that its employees
should be hired and advanced solely on the basis of
merit and fitness for their jobs. This provision
first appeared in the Act of January 16, 1883,
which established the United States Civil Service
Commission. This law prohibited the consideration of individual characteristics extraneous to fitness, such as religion or political affiliation.
Difficulties have been experienced in putting this
policy into practice where certain disadvantaged
groups have been concerned. As a result, the Government has established, from time to time, specialized agencies, usually within existing departments, to deal with the problems of particular
groups, e.g., the handicapped, and, more recently,
women and youth, as well as racial, religious and
ethnic minorities which are the primary concern
of. the President's Committee on Equal Employment Opportunity.
All of these agencies have been concerned with
reducing manpower waste because of the underemployment of those disadvantaged elements of
the population. Much of this waste results from
individuals being deprived of the chance to fully
develop their capacities and abilities. However,
such waste is also caused by the exclusion or underutilization of persons for reasons unconnected
with their qualifications to do the job-such as
race, creed, color, religion, or place of origin. The
President's Committee is directly concerned with
these latter causes of manpower waste. ·It is
charged with administering Executive Order
10925, which, as one of its major provisions, requires equal opportunity to Federal Government
employees and applicants without restrictions
based on race, creed, color or national origin.
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Functions Performed by Government
Employment Division
The Committee's primary efforts within the Federal establishment have been directed toward the
following:
1. Helping agencies and departments to carry
out effectively the affirmative action required
of them under the Executive Order.
2. Taking, through the U.S. Civil Service
Commission, an annual census of minority employment in Federal· agencies. This makes
possible the monitoring and appraisal of agency
employment practices and establishes a base
for corrective action where deemed necessary
by the Committee. It also permits the periodic
analysis and report to the Vice President and
President of developments in Federal minority
employment.
3. Reviewing the actions taken by departments and agencies in response to complaints
filed and judging the sufficiency of their corrective actions.
Certain of the racial and ethnic minorities
covered by the Executive Order feel keenly the restrictions upon equal employment opportunity because of both limited skill development and outright discrimination-even against the qualified.
The Committee, therefore, has had to be concerned
with raising qualifications and expanding vocational horizons, as well as with eliminating discrimination. For this reason, continuous liaison is
maintained with Government agencies concerned
specifically with greater manpower development
and use, especially among disadvantaged groups.
Similar close liaison with local community
leadership is desirable because of the relationship
between equal employment opportunity and Government insta:llation and community services. The
growing decentralization of Federal establish27
ments geographically and the frequent location of
Government installations in the suburbs of metropolitan communities increasingly emphasize the
importance of factors such as housing restrictions
and inequita:ble use of insta:Uation facilities such
as restaurants, rest rooms and recreational facilities, in determ1.ning whether minority groups can
achieve true equal employment opportunity. Inequities in living conditions-h-0using, educational
opp<?rtunity, and public accommodations-have
led Negro and other minorities to stay behind and
sacrifice employment rights of high value when
their activities have moved to less hospitable communities. This is true even when discrimination
is absent from the essential employment practices-recruitment, hiring, promotion, and postemployment training.
The basic techniques by which Executive Order
10925 is enforced involve a variety of actions by
the Committee staff and the employing agency.
Many are complementary and mutually supportive. The development of effective affirmative action programs requires many such relationships,
as does the Committee's effort to promote training
at all levels within each agency. The objective of
the latter effort is to raise the capabilities of
agency personnel to administer the Executive
Order to such l~vels that compliance by each
agency can be ·achieved with decreasing amounts
of Committee staff involvement in reviewing and
assuring functions.
At the same time, if the complaint-processing
technique is to remain effective, the Committee
must determine whether the decisions of a:gencies
regarding complaints in their establishments are
fair and adequate. Consequently, it must review
agency decisions, monitor their actions, and judge
whether they meet Committee standards.
In the following section, the major approaches
by which the Committee has tried to achieve the
goals of the order among the departments and
agencies of Government are discussed.
Affirmative Action
An essential element in the administration of
Executive Order 10925 is the requirement that
both the Committee and Government agencies take
"affirmative steps" and "positive measures" in
order to realize the national policy of equal employment opportunity. (Executive Order 10925,
Sections 201-202.) President Johnson's dedicated
28
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Federal Reserve Bank of St. Louis
leadership is exemplified in the following staitement which he made to a group of employment
policy officers while he was Vice President and
Chairman of the President's Committee: "We do
what we do in the realm of equal opportunity not
because of fear of what the world thinks of us
but because of what we think of ourselves and our
system. We believe-we know-that equal employment opportunity is no unattaina'ble or unreasonable goal for a free society."
Employment Census as ·a Tool for Agency
Planning
The Executive order has given a new impetus
to the achievement of equal employment opportunity. By requiring the Committee ~ study the
employment practices of Government agencies and
departments, and ·by directing each agency and
department to study its own patterns, a basis has
been laid for new and unique tools for insuring
compliance with the Executive Order-the annual
,
census of minority group employment. ·
The authority given to the Committee to require .
Government agencies to provide specific facts
about the employment practices of all Federal
Government installations and to use this information ·as a basis, in part, for monitoring agency
practices and requiring corrective personnel actions has greatly increased the motivation of
agency management to take positive action.
Indispensable to sound management decisions
in the field of equal opportunity, as in other phases
of personnel relations, is an adequate body of
objective, comparative information, gathered at
regular intervals so as to reveal patterns of employment, changes over time, and differences
among departments and agencies at the same time.
With the help of the Civil Service Commission a
reporting system has been developed. Through
this system the President and the Committee receive annually a picture of the pattern of minority
employment in the Federal establishment as a
.vhole_; by departments and agencies, and by bureaus within each of these; as well as by state and
local area. This information is processed and made
available to the employment policy officer of each
agency to be used as a basis for planning his
agency's program by installation.
Illustrative of the Committee's use of such data
as a means of motivating and stimulating agency
action is a Government-wide request by the
Execut ive Vice Chairm an under Memo randum E16. This memorandum, issued after each employment policy officer had received the June, 1962,
his.
Committee census figures for each bureau
ghly
thorou
be
data
the
that
ted
agency, reques
analyz ed and apprai sed to determ ine where, if at ·
all, it appear ed that correction efforts might be
necessary to assure that the agency was operat ing
in compliance with Execut ive Order 10925. It
was furthe r require d that if such areas of appare nt
noncompliance were discovered, all appoin tments
and promotions should be preaud ited for a tem·:porary period in order to verify the practices and
institu te a corrective progra m, if required . . All
agencies have been require d to report to the Committee that these procedures have been followed
and to state the results of audits which were instituted . As a result, Government-wide apprai sals
of the quali~y of compliance with the Execut ive
Order have been made:
m
Correcting Under-utilization
One of the most widespread means of discriminating agains t minori ty employees is to employ
them arbitra rily below their highes t skills.
Recognizing the import ance of elimin ating such
under- utiliza tion of employees, the then Vice President Johnso n, as Committee chairm an, directed
all depart ments and agencies to review the personnel file of employees in the lower grades to locate
under- utilize d personnel. He requested that,
where such employees were found, aggressive positive effort be made to place them in jobs more
suited to their abilities and trainin g.
While these reports still are coming to the Committee, those received to date disclose the discovery
of a sizeable numbe r of under- utilize d employees,
both from minori ty groups and otherwise. The
agencies have reporte d that some such employees
have been approp riately upgrad ed or transfe rred
into other units or agencies to jobs more suitable
to their talents , and steps are being taken to afford
improv ed opport unities to others.
Some examples of actions resulti ng from the
review of personnel files includ e:
Department of Defen se.-Th rough questionnaires submit ted to employees at levels of GS-6 or
below, 170 employees (of whom 55 were Negro)
were identified as significantly under-utilized. As
of the last report, promo tions had reduced the number of under- utilize d employees to 47.
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Department of Comm erce.- As a direct result
of the survey findings, 16 minori ty group person nel have been promo ted or reassigned. Of 2,838
minori ty group employees whose files were reviewed ( out of a tot~l of 13,661 files studie d), 795
had been promo ted within the past year under normal promo tion procedures.
Department of J ustice .-Seve ral Negro U.S.
attorne ys and a United States marsha l, as well as
assista nt U.s: attorne ys and a deputy marsh al
have been appoin ted in southe rn and border states.
·A Negro became U.S. attorne y for the Northe rn
Distric t of Califo rnia and anothe r U.S. attorne y
for the Northe rn Distric t of Ohio. As of Januar y,
1961, there were only eight Negroes employed as
assista nt U.S. attorneys. That numbe r is now 39.
Those who became assista nt U.S. attorne ys in
North Caroli na, Oklahoma, Tennessee, Virgin ia,
and. Texas were the first Negroes ever to occupy
that position in those states. A Negro has been
appoin ted U.S. Marsh al-for the Distric t of Columbia for the second time in history , the first and
only Negro in that position having been Freder ick
Douglas, who served from 1877 to 1881. The Departme nt has also expand ed its nondis crimin atory
recruit ment and trainin g progra ms at all levels.
Department of Labor .-Sinc e Januar y 1961
'
Negro employment in the Depar tment of 'Labor
has increased, particu larly in the upper grade levels
and in the Depart ment's southe rn offices.
On Januar y 20, 1961, there were 24 Negroes
among the 1,619 Depart mental employees in grades
12 throug h 18; by June 30, 1962, the total had increased to 70 among 2,449. Among the Dep rtment's rankin g Negro employees· are an Assista nt
Secreta ry, an Assista nt to the Secret ary, the Assistant Direct or of the Office of Manpo wer Automation and Traini ng, and the Deput y Admin istrator of the Bureau of Intern ationa l Labor Affairs.
All have been appoin ted since Januar y 1961.
A review of 2,213 personnel files has resulted in
the promo tion of 158 employees. In additio n, 173
employees have taken skill improv ement trainin g,
45 have been reassigned and 53 have been ·assigned
additio nal duties. Additi onal trainin g or other
actions are planne d for greate r utiliza tion of 147
other employees.
Department of Health, Education, and Welfare.- The survey of one install ation (Burea u of
Old Age and Surviv ors Insura nce headqu arters in
Baltim ore) disclosed that approx imatel y 600 employees (both white and Negro) had typing and
29
stenographic experience which was not being used.
Inservice training classes are being offered to bring
unused skills up to standard requirements.
.Civil Service Commission.-Although the review of files indicated 99 cases of possible underutilization, final review showed only seven valid
cases. Of the seven, two have resigned, three have
been promoted to higher grades, one is on the pro.:.
motion roster without change to date, and one
declined transfer despite limited promotion opportunities in present position.
General Services Administration.-Seven employees with position titles of laborer and grades
ranging from Wage Board-1 to Wage Board-4
were upgraded to such positions as clerk-typist,
electrician, keypunch operator, etc. at higher
grades. Ten employees in grades WB-5 and from
GS-4 to GS-11 were upgraded to more responsible
positions at higher grades. Some of these actions
resulted in increases of three or four grades.
National Aeronautics and Space Administration.-The agency reports annual appraisals of
all employees have resulted in significant placement of Negroes in middle and upper job levels.
During calendar year 1962; the number of Negroes
in Grade 5-11 increased from 171 to 242 (41.5 percent) and in Grades 12-18 from 31 to 46 (48.4
percent).
United States Information Agency.-Review
of the files of 386 Negro employees indicated 79
were under-utilized. Counseling interviews have
been held with all, and 26 of the 79 have been
promoted to positions of increased responsibility.
Regional Meetings
During the period of this report the Government Employment Division took a major step to
accelerate the program of equal job opportunities.
In July, 1961, the Committee launched a series of
14 regional meetings designed to assist key regional officers directing and managing Federal
programs involving over 500,000 civil employees
for the purpose of implementing equal opportunity
programs. The work of the Committee was aided
considerably by the effective participation of the
Civil Service Commission under the leadership
of Chairman John Macy.
At each conference the Civil Service Commission Regional Directors cooperated in organizing
and in following-up the work of these sessions.
The subjects highlighted at these conferences
30
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Federal Reserve Bank of St. Louis
included Committee rules and regulations, complaint procedures, techniques, affirmative action,
and further steps that agencies. could take in support of the program.
Even before the first round of regional meetings was completed in July, 1962, a round of followup conferences in each region was started.
The followup program consisted of meetings with
individual agencies to review past performance
and to accelerate progress since the previous meetings.
The following Table indicates the number of
employees covered in the followup meetings and
the number of agencies involved.
Cities in Which Followup Conferences Have Been Held t
Date
City
May 14-15, 196L _________
June 18-21, 1962___________
Sept. 18-19, 1962___________
Oct. 15-19, 1962________ __ __
Nov. 13-15, 1962___________
Jan. 15-17, 1963 ___________
Feb. 12-14, 1963___________
Mar. 19-22, 1963_____ __ ____
Atlanta _______________ _
Chicago ______________ _
Nashville _____ ________ _
Los Angeles __________ _
St. Louis _____________ _
Philadelphia ___ _______ _
New Orleans _________ _
New York ____ ________ _
No.of
employees
11,580
47,224
4,300
63,199
24,843
63,405
8,911
144,779
368,241
No.or
agencies
11
16
11
20
16
14
11
14
123
1 Similar meetln(s are scheduled in Miami, Boston, Cincinnati, Dallas,
Denver and San Francisco.
Training and Recruitment
A focal point in the discussion with agencies has
been the limited number of qualified applicants
from Negro and Spanish-speaking groups on the
Federal. Service Entrance Examination and stenographic and typing registers. Agency efforts to .
increase the number of these minorities appearing
on various Federal registers include more extensive
recruitment drives at high schools and colleges attended by minority groups. The Civil Service
Commission has also made a contribution in this
direction by contin~ing to expand its program to
represent a positive image of the Federal Government as a good place for all persons to seek em. ployment.
Another problem posed by the agencies at the
meetings was that members of minority groups
lacked specialized experience and training necessary for initial hiring. An example of this is the
field of data processing. In some southern cities,
Negroes experience difficulty in obtaining the necessary training because they are excluded from the
only business schools that provide preemployment
training in this field. To overcome this problem
one agency established a training program in co-
operation with the private company providing the
equipment. The Federal agency sends its employees to the company facilities to be trained.
Upon completion of the training, the employee
returns to his agency. Preemployment training,
however, remains closed to this group of persons,
some of whom have high aptitude for data processing. The Civil Service Commission now forbids government agencies to deal with employment
agencies, trade schools and similar recruitment
sources that discriminate because of race, creed,
color or national origin.
Some agencies have established on-the-job training programs and others have made outside educational opportunities available to employees in
order to qualify them for higher positions. One
agency made a skill survey of the employees and a
determination was then made as to what was
needed for an on-the-job training program. This
was done for a large number of employees in dead
end positions who lacked training to move into
new and higher positions. The agency made
available typing and other courses to employees
and also encouraged employees to take additional
courses.
Another agency, in cooperation with the Civil
Service Commission, gave tests to electrician helpers to determine their potential at the journeyman
level. The employees attaining a passing grade
were afforded first consideration for promotion.
Those who did not receive a passing grade were
offered correspondence courses for their further
self-development. A training program in basic
mathematics is being planned for these latter employees. This training program will be given 50
percent on Government time and 50 percent on
the employee's time.
Some agencies presented the problem of recruiting minority group applicants in certain specialized fields, such as quality control, procurement
specialist, and banking and finance. The agencies
stated that in these cases, experience gained in
private industry provided the Government its biggest source of applicants. Because of restrictions
by private industry in some areas, it has been difficult for members of minority groups to qualify.
To assure equal opportunity, agencies have created
trainee positions and recruited from the Federal
Service Entrance Examination register and then
provided the necessary on-the-job specialized
training for those moving into these fields.
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Another area of concern to agencies was the
difficulty in filling the higher administrative and
professional positions where a definite number of
courses and educational qualifications were prerequisites. This is particularly true in the fields
of accounting, chemistry, and mathematics. The
agencies found that schools where a large number
of minority group members were attending did
not include sufficient courses in their curricula to
qualify their graduates for these positions.
Secretary of Labor W. Willard Wirtz has sponsored four regional conferences attended by presidents, deans and placement officers of predominantly Negro colleges, and representatives of many
Federal agencies to discuss in depth employment
opportunities and curriculum adjustment needs of
colleges, and to motivate students to qualify for
Government jobs. The Department of State has
been working with a committee of college presidents to develop a program that will prepare
Negro students more adequately to qualify in the
Foreign Service examination.
Quite early in the Kennedy Administration,
under the leadership of former Secretary of Labor
Arthur Goldberg, the Labor Department greatly
expanded its recruitment efforts among colleges
and universities with large enrollment of Negroes
and other minority groups. In like manner, the
Civil Service Commission stepped up its positive
recruitment program through its regional office
programs, Federal Executive Board-directed activities, and the example it has set by its own hiring
practices in some regions.
To sum up, a proliferation of measures has
taken place in the last 2 years with the intent to
improve education, increase the motivation, ancl
instill confidence of the youth of minority groups
in departments and agencies of the Federal Government as willing sources of employment :for
them. We are beginning to see the fruits of this
effort in increased numbers of such students taking
the Federal Service Entrance Examination and a
larger number of them passing it.
Statistics on Increased Utilization of
Minorities
./
The accompanying table reveals the changes in
minority group and total Federal employment as
reported by the agencies participating in the
followu p meetings.
31
The increase in employment of minority groups
in the classified grades, from 1961 to 1962, is
pointed out by reports from specific areas.
Significantly, Los Angeles revealed an increase
for Spanish-surname employing in the classified
grades from 270 in 1961 to 324 in 1962, or 20 percent; whereas total employment increased from
12,749 in 1961 to 13,199 in 1962, or 3.5 percent. In
· the middle grades, GS-5 through 11, the increase
was from 119 to 169, or 42 percent, against a total
employment increase from 6,188 in 1961 to 6,395
in 1962, or 3.3 percent.
In Atlanta, Negro employment in the middle
grades, GS-5 through 11, increased from 23 in
1961 to 32 in 1962, or 39.1 percent; whereas, the
total employment increase was 7.4 percent. St.
Louis revealed an increase for Negroes in these
middle grades from 475 to 604, or 27.2 percent,
against a total employment increase from 7,301 to
7,810, or 7.0 percent. Significant gains for
Negroes in grades 12 through 18 were revealed in
all areas covered, particularly Philadelphia, where
the gain was from 55 in 1961 to 81 in 1962 or 47.3
percent, against a total change from 4,536 in
1961 to 5,584 in 1962, or 23.1 percent. St. Louis
revealed an increase in the upper grades, 12
through 18, from 6 to 8 or 33.3 percent against
a total increase from 1,268 to 1,383, or 9.1 percent.
In New York, there was an increase of 32 Negroes
in grades 12-18, for a 25 percent gain, compared
to a total increase of 1,037 for a 10.8 percent gain.
It must be stressed that the primary purpose of
these meetings was to assist the participating
agencies in developing their affirmative action programs. Statistical information was gathered in
order to indicate the general pattern of minority
TABLE
1.
Change in Negro
utilization and significant changes that had occurred between meetings. This gave an objective
basis from which to discuss why the pattern was as
described, whether a satisfactory local effort was
being made, and what additional steps could be
taken. The objective of the Committee in these
meetings was to give on-the-spot aid to local Federal offices and installations in their efforts to assure
equal employment opportunity for all applicants
and employees. By covering further areas of
higher government employment, this assistance
was directed specifically to the field services.
Agency Capability Development
Through Committee help, the capabilities of
agencies to carry out the Executive Order have
been greatly increased. All Federal Agencies have
had some basic orientation for assuring agency
proficiency in fulfilling the intent of the Order.
To do this, the Committee has conducted or aided
in several major training programs on equal employment opportunity in which either all agencies
or several agencies participated.
Departments and agencies employing more than
% of all Government employees have had special
training programs in equal employment opportunity. Individual specialized training courses
aimed at reaching all personnel responsible for
department and agency equal employment opportunity programs have been given by some departments and agencies using the resources of the
Committee. Departments participating in such
individual specialized training programs included:
Department of the Army, Department of the Air
Force, Department of the Navy, Department of
Agriculture, the Post Office Department, and the
and total Federal employment as reported by agencies participating in
regional f ollowup meeting
1
First report
Second report
City
Total
employment
Negro
Percent
Total
employment
Negro
Percent change
Percent
Total
employment
Total __________
360,869
75,138
20. 4
365,647
79,892
21. 8
+1. 3
Atlanta ______________
Chicago _____________
Los Angeles __________
St. Louis ____________
Philadelphia _________
New Orleans _________
New York ___________
10, 796
47,733
63,893
23,269
62,062
8,337
144,779
1,508
18,044
10,663
4,736
15,051
1, 216
23,920
14.
37.
16.
20.
24.
14.
16.
11, 580
47,224
63, 199
24,843
63,405
8,911
146,485
1,476
18, 811
10,844
5,335
15,348
1,418
26,660
12.
39.
17.
21.
24.
15.
18.
+7.
-1.
-1.
+6.
+2.
+6.
+1.
1
0
8
7
4
3
6
5
7
8
2
5
2
9
2
3
1
1
8
2
9
2
Similar information was obtained on other minorities where they are a significant part of the labor force.
32
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Federal Reserve Bank of St. Louis
Negro
+6. 3
-2.1
+4. 3
+1. 7
+12. 6
+2. 0
+ 16. 6
+11. 5
Department of the Interior. These training sessions were from 1 to 3 days in length.
In addition, the Office of Career Development,
U.S. Civil Service Commission, conducted a 3-day
equal employment training session for 11 middlesized . departments -and agencies. Committee staff
served as consultants and resource people. The 11
departments and agencies participating were: Department of Justice, Department of Labor, Department of Commerce, Department of State,
General Services Administration, National Aeronautics and Space Administration, Housing and
Home Finance Agency, Atomic Energy Commission, U.S. Information Agency, Civil Service Commission and Agency for International Development.
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To insure that such training reaches department
and agency field personnel responsible for final execution of the Order, regional training sessions
have been held by the Committee in 14 major cities
having large concentrations of Federal employees
as described earlier.
Department and agency personnel so trained aid
the Employment Policy Officer in carrying out
agency responsibility under the Executive Order.
The agencies also have engaged staff personnel to
work on their equal employment opportunity programs. The assigning of special personnel to handle the equal employment program has enabled
these agencies both to expedite complaint processing and insure equal employment opportunity with
growing effectiveness.
33
CHAPTER SIX
Government Employment Census
Prior to the issuance of Executive Order 10925,
the belief was widely held that minority group
employees of the Federal Government, particularly Negro employees, were denied equal opportunity in employment. No accurate measure
existed, however, of the extent of such alleged
discrimination.
Accordingly, the late President Kennedy included in his Order instructions to conduct a government-wide . survey of employees to provide
statistics on current employment patterns. By
direction of the Committee, that survey was made
as of June, 1961. It was repeated in June, 1962,
and June, 1963.
The results of the 1961 survey bore out in large
measure the contention that Negroes were being
denied equal access to employment opportunity.
And it provided the Committee and the agencies
with the necessary information for undertaking
programs to insure equal opportunity. Among
the findings in 1961:
-While Negroes held 8.9 percent of the 1,012,447
Classification Act or similar positions, 72 percent
of their jobs were concentrated in the lower level
of GS-1 through GS-4 where the starting salary
range was from $3,185 to $4,985. Only 35 percent
of all employees were in this job bracket.
-Only 27 percent of the Negroes in Classification Act or similar systems held jobs in the middle
range of positions, GS-5 through GS-11 ( salary
range, $4,345 to $9,640), while 50 percent of all
employees held jobs in this bracket.
-Only 1 percent of the positions from GS-12
through GS-18 ($8,955 to $18,500) were held by
Negroes.
In the Postal Field Service, the situation was
similar-the great bulk of the Negroes concentrated in the lower grades, disproportionately
small numbers in middle and upper grades.
Even before the survey figures were available,
however, the Committee and the various agencies
34
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Federal Reserve Bank of St. Louis
had undertaken programs to insure equal opportunity in Government employment. By the time
of the second annual survey of Government employment in June, 1962, the Committee was able
to report substantial progress toward equal opportunity for Negroes in Federal employment
( see tables).
Some Highlights:
-The percentage of Negro Federal employees in Classification Act jobs in Grades 1-4
dropped from 72 percent to 68 percent while the
number in the middle level GS-5 through GS-11
positions climbed from 27 percent to 30 percent.
-Of the net increase of 62,633 jobs from
June, 1961, to June, 1962, Negroes accounted for
10,737 or more than 17 percent.
-In Classification Act jobs, Negro employment in the middle grades, GS-5 through GS11, increased 19.2 percent compared with an
overall increase of 2.4 percent, while in the
upper grades, GS-12 through GS-18, the increase of Negroes was 35.6 percent compared
with an overall increase of 9.5 percent.
The second and third surveys also provided information (not obtained in the 1961 census) on employment of the Spanish-speaking nationwide; of
people of Mexican origin in five southwestern
states; of people of Puerto Rican origin in four
northeastern states; of people of Oriental origin
in three western states, and of American Indians
in seven states.
Since this survey was the first to cover the additional minority groups, there was no basis for
comparison as to progress being made, but the
picture presented was similar, although to varying
degrees, to the picture of egro employment (see
tables). This material is still being tabulated for
the 1963 census.
At the time this report was being prepared, only
prelimi nary informa tion was available from the
third census. What was available, however,
showed that sound and steady progress was still
being made. ·
Some Highlights:
-Twen ty-two percent of the net increase in
Federal employment during the period represented increased Negro employment. This
compares to 17 percent for the previous census
period.
-This net increase brings total reported Ne•
gro employment to a new high of 301,899-up
3 percent from 293,353 in June, 1962. The
cumulative percentage increase from June,
1961, to June, 1963, amounted to 6.8 percent.
-Ther e were 545 more Negroes in the grades
GS-12 through GS-18 (paying $9,475 to $20,000)
than there were a year earlier, an increase of
38.7 percent. The total number of jobs in these
grades increased 12.4 percent during the same
period.
-Negr oes in the middle grades (GS-5 -GSll) increased by 4,278, or 14.7 percent, while
total employment in these grades increased 5.1
percent.
-The number of Negroes in Wage Board
positions paying more than $8,000 increased by
183, or 122 percent, while the total number of
these positions increased 41.5 percent.
-In the Postal Field Service, the numbe r of
Negroes in higher paying positions increased
56.3 percent, despite a 2 percent decline in the
total number of such jobs (see tables for further details).
These annual surveys provide the Committee
and the agencies wi th the necessa ry informa tion
for effective operation of equal opportu nity programs. The statistics pinpoin t areas and facilities
where special efforts need to be made. They call
the attentio n of admini strators to areas in their
jurisdic tion where equal opportu nity may be lacking, and they provide the basis for the development
of affirmative action efforts to insure equal opportunity.
It is recognized that encoura ging nationa l
figures do not always accurately reflect local situations. For that reason, and as a supplem ent to
the census reports, the Civil Service Commission
has institut ed a series of continuous commu nity
surveys of Federa l facilities.
These surveys last from 2 to 3 weeks and cover
all personnel activiti es of each Government agency
in the community being surveyed.
Program s to improv e the activities of each
agency are developed and then careful ly followed
through , with help from the local community.
One of the objectives of these surveys is to assure the community residents that all qualified persons will receive equal opportu nity with the Federal Government and to demons trate to them that
the Government provides a good place for career
advancement.
35
72-~90 064
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t
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Federal Reserve Bank of St. Louis
Min orit y Group Study
June 1963
Foreword
of nonExecut ive Order 10925, dated March 6, 1961, reaffirmed the policy
s
agencie
l
Federa
that
d
directe
discrim ination in govern ment employment and
l
Federa
in
ination
discrim
take additio nal affirmative steps to eliminate any
ent's
Presid
The
origin.
employment because of race, color, religion, or nation al
Order has
Committee on Equal Emplo yment Oppor tunity established by this
annual ly
groups
compiled statisti cs on Federa l employment and minori ty
since 1961.
and
Progressively, each of the annual studies has been modified to extend
increased
improve the coverage and detail in the surveys. This expansion has
geogra phic
the numbe r of minori ty groups covered, added to the individ ual
and refined
ry,
catego
pay
by
ation
inform
ed
areas identified separa tely, extend
improvwhile
,
cations
modifi
These
tions.
the definitions and reporti ng instruc
affect
that
ons
variati
about
t
brough
have
ing the statisti cs for each curren t year,
year-to -year comparisons.
ment
The first minori ty census in 1961 included total and Negro employ
phic
geogra
te
separa
t
worldwide. Data were collected depart ment wide withou
grade
by
d
reporte
were
identification. Employees under the Classification Act
reporte d
and the Postal Field Service by level; Wage Board employees were
only in overall total.
the
The 1962 and 1963 surveys were broade r in coverage and conten t than
for
ngs
groupi
1961 survey. Pay categories were expan?-ed to include salary
and
Negro
Wage Board and other pay plans. Minor ity groups included
s, MexiIndian
can
Ameri
on
Data
State.
by
and
ide
Spanis h-Spea king worldw
d in
obtaine
were
origin
l
orienta
of
s
person
and
,
can-Americans, Puerto Ricans
s,
agencie
d
selecte
only
d
include
1962
in
ge
selected states. Overseas covera
,
Alaska
in
nel
Person
nel.
person
s
oversea
d
while in 1963 all agencies reporte
ed
collect
were
Data
years.
both
in
ed
H awaii, and Puerto Rico were exclud
in 1963.
separa tely for 41 selected Standa rd Metrop olitan Statist ical Areas
y from
slightl
differ
and
figures
The 1962 data in these tables are final revised
1962· data initiall y publish ed.
•
INDEX
Coverage
Table
1 Negr o and t otal employment, worldwide,
1962-1 963
la Negro and t otal employment, worldwide,
1961-1963
2 Spanis h-Spea king and total employment,
worldwide, 1962-1963
3 Mexican-American and total employment,
selected states, 1962-1963
4 Puerto Rican and total employment, selected states, 1962-1963
5 American-I ndian and total employment,
selected states, 1962-1963
6 Orient al-Am erican and total employment,
selecte d states, 1962-1 963
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Table
Coverage
Negro and Total Employment 1962- 1963
7 Washi ngton, D.C., Metrop olitan Area
8 Boston Civil Service Region
9 New York Civil Service Region
10 Philad elphia Civil Service Region
11 Atlant a Civil Service Region
12 Chicago Civil Service Region
13 St. Louis Civil Service Region
14 Dallas Civil Service Region
Denve r Civil Service Region
15
16 San Franci sco Civil Service Reofon
0
17 Seattle Civil Service Region
37
TABLE
1.-Negro and total employment by grade and salary groups, Jwne 1962 and June 1963,
summary, all agencies
Change from 1962
1963
Pay category
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
2,298,808
301,889
13. 1
+46, 474
+2. 1
+8, 804
+3. 0
Total Classification Act or
similar _______ __________
1,103,051
101, 589
9. 2
+39, 403
+3. 7
+5, 052
+5. 2
GS-1 through 4 _________________
GS-5 through 1 L _______________
GS-5 through 8 ____________ _____
GS-9 through 1L _______________
GS-12 through 18 _______________
355,329
558,528
315,203
243,325
189,194
66, lp9
33,468
26,452
7,016
1,952
18. 6
6. 0
8. 4
2. 9
1.0
-8, 297
+26, 842
+ 10,940
+15, 902
+20, 858
Total Wage Board ________
560, 211
106,665
19. 0
-8, 402
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 _______ ____
$8,000 and over _________________
84,268
442,577
301,257
141,320
33,366
37,004
69,328
60,961
8,367
333
43. 9
15. 7
20. 2
5.9
1.0
-19,
+1,
-32,
+33,
+9,
Total Postal Field Service __
582,475
89,323
15. 3
+11, 907
PFS-1through4 1_____ _____ _ ____
PFS-5 through lL ______________
PFS- 5 through 8---------------PFS-9 throug4 11 _______________
PFS-12 through 20 ____ ___ _______
499,630
79, 216
66,205
13,011
3,629
83, 747
5,551
5,366
185
25
16. 8
7. 0
8. 1
1. 4
.7
Total other pay plans ______
53,071
4,312
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over _________________
11, 708
22,362
15,328
7,034
19,001
3,152
915
754
161
245
1
Includes 4th class postmasters and rural carriers.
38
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
3
1
6
0
4
+229
+4, 278
+3, 132
+1, 146
+545
+o.
+14.
+13.
+19.
+38.
-1. 5
+1,011
+1. 0
9
3
6
2
5
-7, 669
+8, 497
+4, 655
+3, 842
+183
-17. 2
+14. 0
+8.3
+84. 9
+122. 0
+2.1
+2, 443
+2.8
+7, 713
+4, 200
+3, 630
+570
-6
+1.
+5.
+5.
+4.
-.
6
6
8
6
2
+1, 860
+574
+534
+40
+9
+2. 3
+ 11. 5
+11.1
+27. 6
+56. 3
8. 1
+3, 566
+7. 2
+298
+7.4
26. 9
4. 1
4. 9
2.3
1. 3
-917
+ 1,545
+ 1, 219
+326
+2, 938
+462
-187
-123
-64
+23
+11. 2
-17. 0
-14. 0
-28. 4
+10.4
649
468
105
573
779
-2.
+5.
+3.
+7.
+12.
-18.
+.
-9.
+31.
+41.
-7.
+7.
+8.
+4.
+18.
3
4
6
9
3
4
7
4
5
7
TABLE
la.-Negr o and total employme nt by grade and salary groups, June 1961 and June 1963,
sum;mary, all agencies
Change from 1961
1963
Pay category
Negro
Total
employees
Number
Total
Percent
Negro
Percent
Percent
13. 1 +101, 448
+4. 6
+19, 273
+6. 8
9. 2
+90, 604
+8. 9
+ 11, 805
+13. 1
66,169
33,468
26,452
7,016
1,952
18. 6
6. 0
8. 4
2. 9
1.0
-117
+55, 470
+11. 0
+1, 927
+8, 963
+3. 0
+36. 6
560, 211
106,665
19. 0
-8, 624
-1. 5
-188
¥p through $4,499 ______________
$4,500 through $7,999 ___________
$i,500 through $6,499 ___________
$ ,500 through $7,999 ________ ___
8 ,000 and over _________________
84,268
442,577
301,257
141,320
33,366
37,004
69,328
60,961
8,367
333
43. 9
15. 7
20. 2
5. 9
1.0
Total Postal Field Service __
582,475
89,323
15. 3
+ 16, 324
+2. 9
+6, 136
+7.4
83,747
5,551
5,366
185
25
16. 8
7. 0
8. 1
1. 4
.7
+12, 223
+4, 236
+2. 5
+5. 6
+4, 766
+1, 356
+6.0
+32. 3
PFS-5 through 8 - -------- ---- ----- ----- ------g
PFS1 - -____
---------- - - __________
g ~o
PFS- 2t~{~~~\
499,630
79,216
66,205
13, 011
3,629
Total other pay plans ___ ___
53,071
4,312
8. 1
+3, 144
+6. 3
11,708
22,362
15,328
7,034
19,001
3,152
915
754
161
245
Total all pay plans ________
2,298,808
301,889
or
To~al. Classificatio n Act
s1m1lar __ _______________
1,103,051
101,589
GS-1 through 4 _________________
g~-5 through ll ___ _______ __ ____
G -5 through 8 _________________
G S-9 through 1 L _______________
S-12 through 18 _______________
355,329
558,528
315,203
243,325
189,194
Total Wage Board ________
~it~ :~~~~g~ i;--------------i
$4,499 ______________
¥.f through
through $7,999 ___________
$4'~00
$ , /0 through $6,499 ___________
6
-- - - --- - - _______
$8;088 !~r~~her$7,999_
__________
9
1
9
3
1. 3
26.
4.
4.
2.
(1)
---------- ---------- ---------- ------------------------------------+88. 2
+915
+22. 9
+35, 251
---------- ------------------- ------------------- ------------------- ------------------- ----------
-0. 2
---------- ------- ------------ ------------------- ------------------- ------------------- ----------
------------------- ---------- ------------ ·------ ---------------------------+121. 3
+14
-3. 6
-135
+1, 520
+54. 4
---------- ---------- ---------- --- ---------------- ---------- ---------- ------------------- ---------- ---------- ------------------- ---------- ---------- ------------------- ---------- ---------- ----------
Less than 0.05 percent.
!Includes
4th-class poltmasters and rural carriers.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
39
TABLE
2.-Spanish-speaking and total employment by grade and salary groups, June 196f arid June
1963, summary, all agencies
1963
Total
employees
Pay category
Change from 1962
Spanish-speaking
Total
Number
Percent
Spanishspeaking
Percent
Percent
Total all pay plans ___ _____
2,298,808
51,682
2. 2
+46, 474
+2. 1
+995
+2. 0
Total Classification Act or
similar ____ ___ ___ _____ __
1, 103, 051
15,292
1. 4
+39, 403
+3. 7
+572
+3. 9
GS-1 through 4 _____ ____________
GS-5 through 1 L ______ ____ _____
GS-5 through 8- - - ----- - ------ -GS-9 through 1L __________ __- __
GS-12 through 18 ____________ ___
355,329
558,528
315,203
243,325
189,194
7,520
6,987
4,809
2,178
785
2. 1
1. 3
1. 5
.9
.4
-8,
+26,
+10,
+15,
+20,
Total Wage Board ____ ___ _
560,211
25,175
4. 5
Up through $4,499 ___ ___ ________
$4,500 through $7,999 __ ____ _____
$4,500 through $6,499 __ _ ___ __ __ _
:t,6,500 through $7,999 ____ __ ___ __
$8,000 and over ____ ___________ - -
84,268
442,577
301,257
141,320
33,366
5,792
19, 105
15,272
3,833
278
6. 9
4. 3
5. 1
2. 7
.8
-19,
+1,
-32,
+33,
+9,
Total postal field service ____
582,475
9,737
PFS-1 through 4 1 _ _ __ _ ________ _
PFS-5 through lL _______ _____ __
PFS-5 through 8 __ _- - - - - - - - - - - - PFS-9 through lL __ -- - - - ---- - - PFS-12 through 20 ______ _- - - - - - -
499,630
79,216
66,205
13,011
3,629
Total other pay plans
2 _ __ _
Up through $4,499 ______________
$4,500 through $7,999 __ __ _______
$4, 500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over ___________ _____ _
1
2
3
0
6
0
4
-281
+692
+388
+304
+161
-1. 5
-1, 635
-6.1
649
468
105
573
779
-18. 9
+. 3
-9. 6
+31. 2
+41. 5
-1, 500
-254
-1, 634
+1, 380
+119
-20. 6
-1. 3
-9. 7
+56. 3
+74. 8
1. 7
+11, 907
+2. 1
+1, 119
+13. 0
9,194
534
472
62
9
1.8
.7
.7
.5
.2
+7, 713
+4, 200
+3, 630
+570
-6
+1. 6
+5. 6
+5. 8
+4. 6
-. 2
+1, 035
+79
+65
+14
+5
+12. 7
+17.4
+16. 0
+29. 2
+125. 0
53,071
1,478
2. 8
+3, 566
+7. 2
+939
+174. 2
11, 708
22,362
15,328
7,034
19,001
328
1,014
785
229
136
2.
4.
5.
3.
.
-917
+1, 545
+1, 219
+326
+2, 938
+101
+803
+614
+ 189
+35
+44. 5
+380. 6
+359. 1
+472. 5
+34. 7
Includes 4th class postmasters and rural carriers.
Increases due partially to shift in reporting from Wage Board to other pay plans.
40
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
297
842
940
902
858
8
5
1
3
7
-8, 402
-2.
+5.
+3.
+7.
+12.
-7.
+7.
+8.
+4.
+18.
3
4
6
9
3
-3.
+11.
+8.
+16.
+25.
6
0
8
2
8
TABLE
, June 1962 and Jwne
3.-Mewican-American and total employment by grade and salary groups
_1963, suwmary of sekcte d States
[Arizona, California, Colorado, New Mexico, and Texas]
Change from 1962
1963
Pay categor y
Mexica n-Amer ican
Total
employe es
Numbe r
Total
Percent
Mexican Americ an
Percent
Percent
+1. 0
Total all pay plans _______ •
453,881
33,925
7. 5
+12, 221
+2. 8
+343
or
Total Classific ation Act ___
similar ______________
gs-1 through 4 _____________ ____
S-5 through IL _________ ______
0 S-5 through 8 _________________
gs-9 through lL ___ ___________ _
S-12 through 18 _______________
212,142
70,810
110,562
61,742
48,820
30,770
9,603
5,023
4,339
3,070
1,269
241
4. 5
7. 1
3.9
5. 0
2. 6
.8
+8, 066
-1, 662
+6, 131
+2, 999
+3, 132
+3, 597
+4. 0
- 2. 3
+5. 9
+5.1
+6. 9
+13. 2
+595
- 128
+639
+423
+216
+84
Total Wage Board ________
143,640
19,055
13.3
+2, 426
+1. 7
-1, 194
-5. 9
$4,500 through $6,499 ___________
$6,500 through $7,999 _________ __
$8,000 and over _________________
14,960
120,036
70,807
49,229
8,644
4,391
14,523
11,970
2,553
141
29. 4
12. 1
16. 9
5. 2
1. 6
-2, 642
+2, 221
-7,540
+9, 761
+2, 847
-15. 0
+1. 9
-9. 6
+24. 7
+49.1
-1, 317
+51
-779
+830
+72
-23.1
+.4
-6.1
+48. 2
+104. 3
Total Postal Field Service ___
90,808
4,399
4. 8
+1, 178
+1. 3
+238
+5. 7
------- -------_PFS-5 through 811 _______
_______
PFS-9 through
-------_______
2-----_______
o
h
g
thro~
PFS-12
79,628
10,502
8,418
2,084
678
4,206
187
164
23
6
5. 3
1.8
1. 9
1. 1
.9
+982
+250
+239
+11
-54
+1. 2
+2.4
+2. 9
+. 5
-7. 4
+102
+41
+32
+9
+5
+4. 8
+28.1
+24. 2
+64. 3
+500. o
Total other pay plans a ____
7,291
868
11. 9
+551
+8. 2
+704
+429. 3
through $4,499 ______________
ff,500
through $7,999 ___________
4,500 through $6,499 ___________
____
_______
i~:888 !~1~ghver$7,999
___
_______
_______
1,186
4,771
3,316
1, 455
1,334
49
815
649
166
4
4. 1
17. 1
19. 6
11.4
.3
-338
+973
+432
+541
-84
-22. 2
+25. 6
+15. 0
+59. 2
-5. 9
-58
+765
+606
+159
-3
-54. 2
+1, 530. 0
+1,409 .3
+2, 271. 4
-42. 9
p through $4,499 ______________
f4,500
through $7,999 ___________
i:r-~ t~;~~g~ tt·-------------$
4th class postmasters and rural carriers.
!Includes
pay plans.
Increases due partially to shift in reporting from Wage Board to other
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
+6.
-2.
+11.
+16.
+20.
+53.
6
5
3
0
5
5
TAB LE
4.-P uer to Rican and total employm
ent by grade and salary groups, Jun
e 196 f and June 196-1,
summary-selected States
[Connecticut, New Jersey, New York
, and Pennsylvania)
1963
Pay cate gory
Tota l
emp loye es
Cha nge from 1962
Pue rto Rica n
Tota l
Num ber
Tota l all pay plan s ______ - _
377 ,735
Perc ent
Perc ent
Pue rto
Rica n
Pec rent
4,09 2
1. 1
-4, 514
-1. 2
-18 3
-4. 3
150 ,919
695
.5
-89 0
- .6
49,9 48
77, 116
39,2 16
37,9 00
23,8 55
+25
+3. 7
443
234
172
62
18
.9
.3
.4
.2
.1
Tot al Wag e Boa rd _ - - - _-- _
-2, 098
-19 4
-1, 165
+97 1
+1, 402
-4. 0
-. 3
-2. 9
+2. 6
+6. 2
78,9 64
-9
+37
+18
+19
-3
-2. 0
+18 . 8
+11 .7
+44 . 2
-14 . 3
1,43 6
1. 8
Up thro ugh $4,499_ - - -- -- - _
$4,500 thro ugh $7,9 99- - - - ------ -- _
-- $4,500 thro ugh $6,499 ___________
$6,500 thro ugh $7,9 99- - - - - --- __
$8,000 and over ____ - _- _____ - ____
-6, 144
-7. 2
8,44 2
66,2 09
42,8 80
23,3 29
4,31 3
-52
-3. 5
685
740
496
244
11
8. 1
1. 1
1. 2
1.0
.3
Tot al Pos tal Fiel d Serv ice __
-2, 425
-4,7 20
-11 , 640
+6, 920
+1, 001
143 ,052
3
7
3
2
2
-10 6
+49
-14 5
+19 4
+5
1,92 3
-13 . 4
+7. 1
-22 . 6
+38 8. 0
+83 . 3
1. 3
PF - 1 thro ugh 4 1- - - - - - - - - - - -PFS - 5 thro
ugh lL ____________-__
PFS-5 thro ugh 8 ________________
PFS -9 thro ugh lL ____________
PFS -12 thro ugh 20 ______________
__
+3, 558
125 ,368
16,9 38
13,9 72
2,96 6
746
+2. 6
-16 0
1,83 2
91
86
5
-7. 7
1. 5
.5
.6
.2
+1, 645
+1, 905
+1, 694
+21 1
+8
+1.
+12 .
+13 .
+7.
+1.
Tota l Clas sific ation Act or
simi lar ____ - _- _- - - - - - - - _
G -1 thro ugh 4 __ - - - - - - - - - - GS- 5 thro ugh 11 - - - - - - - - - - - - -- - - GS- 5 thro ugh 8_ - - - - - - - - - - - - - G -9 thro ugh 11 - - - - - - - - - - - -- -- - - --GS- 12 thro ugh 18 _______________
Tot al othe r pay plan s ____ .:_
Up thro ugh $4,499 ____________
__
$4,500 thro ugh $7,9 99- - - - - - - _..: $4,500 thro ugh $6,499 _ - - ________
$6,500 thro ugh
99 _ - - - - ____
$8,000 and over$7,9
___________________
1
Includes 4th class postmasters and
42
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
rural carriers.
---- ---- -- ---- ----- -
-22 .
-6.
-21 .
+42 .
+30 .
3
-19 8
7
+38
8
+38
7 --- ·- ---- -1 ---- ---- --
-9. 8
+71 .7
+79 . 2
---- ---- ----- ---- --
4,80 0
38
.8
-1, 038
2,71 4
1,40 9
1,03 4
375
677
-17 . 8
17
18
+4
+11 .8
.6
1. 3
1.0
2. 1
.4
-32 5
-58 0
-17
-56 3
-13 3
-10 . 7
-29 . 2
-1. 6
-60 .0
-16 . 4
-2
+5
+5
-10 . 5
+38 . 5
+10 0. 0
10
8
3
---- ---- - -
+1 --
+50 . 0
TABLE
1962 and Jwne
5.-Ame rican Indwn and total employment by grade and salary groups, Jwne
States
selected
of
1963, suwma ry
South Dakotal
[Arizona, California, Montana, New Mexico, North Carolina, Oklahoma, and
Change from 1962
1963
Pay category
America n Indian
Total employees
Total
America n
Indian
Percent
Percent
Percent
Number
Total all pay plans ________
393, 705
10,592
2. 7
+14, 405
+3. 8
+1, 679
+18. 8
Act or
Total Classification
similar _________________
177,350
5,315
3. 0
+9, 094
+s. 4
+486
+10.1
gs-1 through 4 _______ ____ - - - _- GS-5 through 1 L _______________
GS-5 through 8 _________________
GS-9 through 1 L _______________
S-12 through 18 _______________
59,424
93,005
51,314
41, 691
24,921
3,373
1,792
1,311
481
150
5. 7
1. 9
2. 6
1. 2
.6
-290
+6, 169
+2, 753
+3, 416
+3, 215
-. 5
+7.1
+5. 7
+8. 9
+14. 8
+296
+147
+73
+74
+43
+9.
+8.
+5.
+18.
+40.
Total Wage Board ________
129,001
4,949
3. 8
+3, 811
+3.0
+1, 251
+33. 8
through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
8,000 and over _________________
10,803
109, 944
63,614
46,330
8,254
2,540
2,377
2,113
264
32
23. 5
2. 2
3. 3
.6
.4
4
4
5
0
1
+940
+303
+183
+120
+8
+58. 8
+14.6
+9. 5
+83. 3
+33. 3
Total Postal Field Service __
80, 214
286
.4
+1, 678
+2.1
+12
+4. 4
~FS-1 through 4 1________ _______
p:S-5 through lL ______________
PFS-5 through 8 ________________
PFS-9 through 1 L ______________
S-12 through 20 ______ ________
70,537
9,272
7,479
1,793
405
238
48
45
.3
.5
.6
.2
+1, 687
+61
+51
+10
-70
+2. 5
+.7
+. 7
+. 6
-14. 7
-2
+15
+15
-0. 8
+45. 5
+so.o
Total other pay plans ______
7,140
42
.6
-178
-2. 4
-70
-62. 5
1, 136
4,838
3,377
1,461
1,166
11
31
28
3
1.0
.6
.8
.2
-145
+223
+17
+206
-256
3
8
5
4
0
-66
-2
+1
-3
-2
-85. 7
-6.1
+3. 7
-50. 0
-100. 0
rp
______
¥P through $4,499 ________
_____ - - - - - -
$:,500
$ ,500
$ 6,500
8,000
-
1
through $7,999
through $6,499 ____ _______
through $7,999 ___________
and over _________________
3
-------- -- -------- --
-------- -- ---- -- ----
-1,
+2,
-6,
+9,
+2,
677
627
642
269
861
-13.
+2.
-9.
+25.
+53.
-11.
+4.
+.
+16.
-18.
..
6
9
9
2
2
--- ---------------1
-100. 0
Includes 4th cl~s postmasters and rural carriers.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
43
TABLE
6.-0riental-American and total employment by grade and salary groups, Ju,ne 1962 and June
1963, surrvmary of selected States
[California, Oregon, and Washington]
Change from 1962
1963
Oriental-American
Pay category
Total employees
Total
Number
Total all pay plans ________
Total Classification Act or
similar ________ - - - - - - _- _
325,418
142, 295
Percent
OrientalAmerican
Percent
10,158
3. 1
+ 11, 163
+3. 6
+780
+8. 3
3,400
2. 4
+7, 987
+5. 9
+362
+11. 9
+1.
+16.
+16.
+17.
+25.
GS-1 through 4 _____ - ___ - _- - __ - _
GS-5 through 1 L _______________
GS-5 through 8_________________
GS-9 through 1 L _______________
GS-12 through 18_____________ __
48,043
73,460
40,430
33,030
20,792
1, 108
2,037
1,279
758
255
2.
2.
3.
2.
1.
3
8
2
3
2
-480
+5, 615
+2, 848
+2, 767
-2, 852
-1. 0
+8. 3
+7. 6
+9. 1
+15. 9
+16
+295
+184
+111
+51
Total Wage Board ________
108,569
·4, 399
4. 1
+886
+o. 8
+1, 124
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and o,ver ___ - - - _____ - - - - - _
4,388
95,002
46,742
48,260
9,179
136
4,177
2,461
1,716
86
3. 1
4. 4
5. 3
3. 6
.9
-653
-1, 278
-13, 193
+11, 915
+2, 817
-13. 0
-1. 3
-22. 0
+32.8
+44. 3
-25
+1, 096
+472
+624
+53
Total Postal Field Service __
67,372
2,228
3. 3
+858
+1. 3
+78
PFS-1 through 4 1_______________
PFS-5 through lL ______ ________
PFS-5 through 8__ - - - - - - - - - - - - - PFS-9 through 1 L _- - - __ - - _- - - - PFS-12 through 20_ - _- - - - - - - - - -.-
59,441
7,440
5,929
1, 511
491
2,129
98
92
6
1
3. 6
1. 3
1. 6
.4
.2
+581
+340
+348
-8
-63
Total other -pay plans ______
7,182
131
1. 8
+1, 432
+24. 9
-784
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 _________ - $6,500 through $7,999 ___________
$8,000 and over _________________
861
5,198
3,490
1,708
1, 123
72
58
45
13
1
8. 4
1. 1
1. 3
.8
.1
-149
+1, 767
+936
+831
-186
-14.
+51.
+36.
+94.
-14.
+60
-834
-747
-87
-10
1 Includes
4th class postmasters and rural carriers.
44
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Percent
+1.
+4.
+6.
-.
-11.
0
8
2
5
4
8
5
6
8
2
+67
+11
+12
-1
5
9
8
2
0
+34. 3
-V>. 5
+35.
+23.
+57.
+160.
6
7
1
6
+3. 6
+3.
+12.
+15.
-14.
2
6
0
3
---------- ----------85. 7
+500.
-93.
-94.
-87.
-90.
0
5
3
0
9
TABLE
1.-Negro and total employment by grade and salary groups, June 196f and June 1963,
Washing ton, D .0., Metropolitan Area
Change from 1962
1963
Pay categor y
Negro
Total
employees
Number
Total
Negro
Percent
Percent
Percent
Total all pay plans _______ _
247,094
59,832
24. 2
+4, 665
+1. 9
+4, 468
+8. 1
Total Classification Act or
similar _________________
192,252
33,098
17. 2
+3, 844
+2.0
+2, 116
+6. 8
:~~~~g~ fi- --------------8t~
GS-5 through --------------- G S-9 through ~ i- ---------------------------g 18- -_______________
GS-12 through
49,368
89,569
59,778
29,791
53,315
19,913
12,503
10,814
1,689
682
40.
14.
18.
5.
1.
3
0
1
7
3
- 1, 884
+2, 425
+ 2, 139
+286
+3, 303
-3.
+2.
+3.
+1.
+6.
7
8
7
0
6
+98
+1, 857
+1, 586
+271
+161
+.5
+17. 4
+17. 2
+19. 1
+30. 9
Total Wage Board ________
36,958
20, :t25
54. 7
-882
-2. 3
+1, 844
+10. 0
6
!~~~~~1'$7,999 _ - - - - - - - - - $8:888
$ ,500 through $6,499 __ _________
9,729
23,552
18,012
5,540
3,677
8,743
11, 345
10,665
680
137
89.
48.
64.
12.
3.
9
2
8
3
7
- 2, 578
-556
-49
-507
+2, 252
- 20. 9
- 2. 3
- .3
-8. 4
+l-58.0
-1, 151
+2, 890
+2, 671
+219
+105
Total Postal Field Service __
12,173
6,059
49. 8
+335
+2. 8
+380
!~~~g~ f--------------iit1
PFS-5 through L _-- -- - - - -- -- --
PFS-9
______________
L -------------g ~-PFS through
-12 through 20 ______________
9,740
2,256
2,038
218
177
5,506
560
545
5
3
56.
24.
26.
2.
1.
5
4
7
3
7
+370
-29
-37
+8
-6
+3.
-1.
-1.
+3.
-3.
9
3
8
8
3
+404
-26
-30
+4
+2
Total other pay plans _____ _
5,711
450
7. 9
+1, 368
+31. 5
+128
,500 through $6,499 ___________
___________
;~~~~her$7,999
$6
__
_______________
8
709
972
558
414
4,030
322
78
55
23
50
45. 4
8.0
9. 9
5. 6
1. 2
-2
-179
-165
-14
+1, 549
-.
-15.
- 22.
-3.
+62.
3
6
8
3
4
+91
+7
-2
+9
+30
through $4,499 __________ ____
ff
$4'500 through $7,999 ___________
through $4,499 ______________
ff
$4'500 through $7,999 ___________
$
;888
-11.
+34.
+33.
+47.
+328.
6
2
4
5
1
+6. 7
+7.
-4.
-5.
+400.
+200.
9
5
2
0
0
+39. 8
+39.
+9.
-3.
+64.
+150.
4
9
5
3
0
1
Includes 4th class postmasters and rural carriers.
NOTE: Includes the District of Columbia· Alexandria and Falls Church cities, Arlington and Fairfax Counties, Va.; and Montgomery and Prince Georges
Counties, Md.
'
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
45
TABLE
8.-Negro and total employment by grade and salary groups, Jwne 196f and June 1963, Boston
Civil Service Region
.
[Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont,
Change from 1962
1963
Pay category
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
.113,351
3,662
3. 2
+3, 447
+3.1
+128
+3. 6
Total Classification Act or
similar _________________
39,410
1, 128
2. 9
+1, 836
+4. 9
+6
+.5
GS-1 through 4 _______ __________
GS-5 through lL _______________
GS-5 through 8 _________________
GS-9 through 1 L - - - - - - - _- - _- - - GS-12 through 18 _______________
13,461
19,558
10,352
9,206
6,391
743
340
223
117
45
5. 5
1. 7
2. 2
1. 3
.7
-380
+ 1, 339
+557
+782
+877
Total Wage Board ____ - ---
31,466
1,186
2,873
27,460
19,396
8,064
1,133
401
783
614
169
2
Total Postal Field Service __
4°1,063
PFS-1 through 4 1- - - - - - - - - - - - - - PFS-5 through 1 L __ - - -- - - - _- - __
PFS-5 through 8 ___ - - - - - - - __ - - - PFS-9 through lL ___________ --PFS-12 through 20 _____ - - _- - - ___
7
3
7
3
9
-28
+23
+9
+14
+11
-3.
+7.
+4.
+13.
+32.
+824
+2. 7
+89
+8. 1
14. 0
2. 9
3. 2
2. 1
.2
- ·386
+666
-3, 559
+4, 225
+544
-11. 8
+2. 5
-15. 5
+110.1
+92. 4
-62
+149
+34
+115
+2
----------
1,333
3. 2
+264
+. 6
+29
+2. 2
35,246
5,560
4,664
896
257
1,223
109
101
8
1
3. 5
2. 0
2. 2
.9
.4
-154
+414
+416
-2
+4
-.4
+8. 0
+9. 8
-. 2
+1. 6
+19
+1. 6
+10. 1
+11. 0
Total other pay plans ______
1,412
15
1. 1
+523
+58. 8
Up through $4.499 ______________
$4,500 through $7,999 ____________
$4,500 through $6.499 ____________
$6 500 through $7,999 ____________
$8,000 and over _________________
454
706
369
337
252
10
4
3
1
1
2. 2
.6
.8
.3
.4
-4
+406
+138
+268
+121
Up through $4,499 ______ __ _____ __
$4 500 through $7,999 ____________
$4,500 through $64, 99_ -· - - - - - - - - - I\
$6,500 through $79,99 ____________
$8,000 and over ______ __ __ _______
1
Includes 4th class postmasters and rural carriers.
46
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
3. 8 .
-2.
+7.
+5.
+9.
+15.
-.
+ 135.
+59.
+388.
+92.
9
3
7
4
4'
+10
+10
-13.
+23.
+5.
+213.
6
3
2
6
4
4
5
9
0
---------- ------------------- ---------+4
+36. 4
---------- ---------+300. 0
+3
+3 ------------------- ---------+1
---------,
TABLE
groups, June 1962 and June 1963, New
9.-Ne gro and total emplo ymen t by grade and salary
egion
R
ce
York Oivil Servi
[New Jersey and New York]
-
Chang e from 1962
1963
Pay catego ry
Negro
Total
employees
Numb er
Total
Percen t
Negro
Percen t
Percen t
Total all pay plans ________
231,47 3
34,328
14. 8
+726
+. 3
+2, 020
+6. 3
or
Total Classif ication Act
simila r _________________
87,947
10,200
11. 6
+717
+. 8
+355
+3. 6
------ -----gti f~~~gg~ h------------ -- -- -- GS-
GS-g f~;~~g~ ~i- ------ -- -- ------- - - - - -___
- - - - - ______
g h 18- -______
GS-12 throug
28, 251
44,052
22,241
21, 811
15,644
6,742
3,212
2,309
903
246
23.
7.
10.
4.
1.
9
3
4
1
6
-1, 132
+535
-601
+1, 136
+ 1, 314
-3.
+1.
-2.
+5.
+9.
9
2
6
5
2
+4
+289
+189
+100
+62
Total Wage Board ________
42, 918
6,822
15. 9
-3, 378
-7. 3
-251
$ , 50g throug h $6,499 ___________
throug h $7, 999 ___________
8, 000 and over _________________
5,350
34,866
20,918
13,948
2,702
·2, 232
4,546
3,360
1, 186
44
41.
13.
16.
8.
1.
7
0
1
5
6
-894
-2, 874
-5, 296
+2, 422
+390
-14. 3
-7. 6
-20. 2
+21. 0
+16. 9
-220
-48
-990
+942
+17
Total Postal Field Servic e __
98,492
17,003
17. 3
+3, 313
+3. 5
+1, 966
+13.1
throug h 4 1 ______ ______ __
PFS throug h lL ______________
PFS- 5 throug h 8 _______ _________
PFS- 9}hrou gh lL ______________
- 1 throug h 20 ______________
87,379
10, 661
8,738
1,923
452
16, 245
751
709
42
7
18. 6
7. 0
8. 1
2. 2
1. 5
+ 1,853
+1, 446
+1, 259
+187
+14
+2. 2
+15. 7
+16. 8
+10.8
+3. 2
+1, 867
+98
+86
+12
+1
+13. 0
+15. 0
+13. 8
+40. 0
+16. 7
Total other pay plans ______
2,116
303
14. ·3
+74
+3. 6
-50
-14. 2
$4 , 500 throug h $6' 499 - - - - - - - - - - $6 1 500 throug h $7' 999 - - - - - - - - - - - - - - - - - - - - I
$8 , 000 and over ______
___________
882
728
500
228
506
240
50
43
7
13
27.
6.
8.
3.
2.
2
9
6
1
6
-13
-52
-1. 5
-6. 7
-41
-15
-9
-6
+6
-14.
-23.
-1 7.
-46.
+85.
throug h $4,499 ______________
ff
$4' 5 0 throug h $7,999 ___________
$ 6, 50
iit1
h $4,499 ______________
ff,5tiroug
throug h $7 999
1
------- ------------52
-18. 6
+139
+37. 9
+.
+9.
+8.
+12.
+33.
1
9
9
5
7
-3. 5
-9.
-1.
-22.
+386.
+63.
0
0
8
1
0
6
1
3
2
7
Includes 4th class postmasters and rural carriers.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
47
TABLE
10.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
Philadelphia Oivil Service Region
[Delaware, Maryland, Pennsylvania, Virginia, and West Virginia]
Change from 1962
1963
Negro
Pay category
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans _______ _
265,929
46,561
17. 5
-1, 549
-0. 6
-1, 416
-3. 0
Total Classification Act or
similar ___ __ _____ ____ ___
123,849
14,091
11. 4
+2, 627
+2. 2
-173
-1. 2
GS-1 through 4_- - - - - - - - - - - - - - - GS-5 through 11 _- - _- - - - - - - _- - - _
GS-5 through 8_- - - - - - - - - - - - - - - GS-9 through 1 L _- - - _- - - - - - - - - _
GS-12 through 18 ______ ____ __ __ _
44,255
62, 640
34,539
28,101
16,954
9,193
4,669
3,467
1,202
229
20.
7.
10.
4.
1.
8
5
0
3
4
-1, 657
+2, 067
+726
+ 1,341
+2, 217
-3. 6
+3. 4
+2. 1
+s. o
+15. 0
- 302
+so
-60
+110
+79
Total Wage Board _____ ___
80,852
21,419
26. 5
-3, 952
- 4. 7
-1, 302
-5. 7
Up through $4,499 ______ - - __- - - _
$4,500 through $7,999 _______ __ __
$4,500 through $6,499 ____ - __ - - - _
$6,500 through $7,999 ___ _ - - -- --$8,000 and over _____ __ ______ ____
9,685
68,043
51,799
16,244
3,124
5,114
16,282
14,987
1,295
23
52. 8
23. 9
28. 9
8. 0
.7
-5, 705
+732
-5, 514
+6, 246
+1, 021
-37. 1
+ 1. 1
- 9. 6
+62. 5
+48. 5
-3, 398
+2, 085
+1, 225
+860
+11
-39. 9
+.L4. 7
+ 8. 9
+197. 7
+91. 7
Total Postal Field Service __
57,164
9,840
17. 2
+616
+1. 1
+134
+1. 4
PFS- 1through4 1____ _ __ _ _ ____ _ _
PFS-5 through IL ___ ____ _______
PFS-5 through 8 __ ___ ____ _______
PFS-9 through IL ____ _____ _____
PFS-12 through 20 ______ ___ ___ __
48,530
8,319
7,012
1,307
315
9, 115
724
709
15
1
18. 8
8. 7
10. 1
1. 1
.3
+43
+565
+462
+103
+s
+.1
+7. 3
+7. 1
+8. 6
+2. 6
+4
+129
+128
+1
+1
----------
Total other pay plans __ __ __
4, 064
1,211
29. 8
-840
-17. 1
-75
-5. 8
Up through $4,499 ______ ____ ____
$4,500 through $7,999 ___ ___ ___ - _
$4,500 through $6,499 ____ _____ - _
$6,500 through $7,999 ____ ---- ___
$8,000 and over ___ _____________ _
2,228
1,167
786
381
669
1,152
51
40
11
8
51.
4.
5.
2.
1.
-237
-529
+78
-607
-74
-9. 6
-31. 2
+11.0
-61. 4
-10. 0
+17
-95
- 65
- 30
+3
+1. 5
-65. 1
-61. 9
-73. 2
+60. 0
1\
1 Includes 4th class postmasters and rural carriers.
' Less 0.05 percent.
48
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
7
4
1
9
2
-3.
+1.
-1.
+10.
+52.
2
1
7
1
7
(2)
+21. 7
+22. 0
+7. 1
TAB LE
,
e and salary groups, Jwne 196~ and Jun e 196$
11.- Neg ro and total emp loym ent byCivgrad
il Service Reg ion
Atla nta
Islands]
ssee, and Virgin
, North Carolina, South Carolina, Tenne
[Alabama, Florida, Georgia, Mississippi
Chan ge from 1962
1963
Pay cate gory
Negro
Tota l
empl oyee s
Num ber
Tota l
Negr o
Perc ent
Perc ent
Perc ent
275, 407
30,5 91
11. 1
+2, 603
+1. 0
-281
-0. 9
Tota l all pay plan s ________
sific ation Act or
To~al. Clas
s1m1lar ______ ___________
4,28 6
3. 5
+1, 872
+1. 6
+12 6
+3. 0
120, 747
g~-1 thro ugh 4 __ ________ ___ ____
GS-5 thro ugh IL ___ ________ ____
GS-5 thro ugh 8 ____ ______ _______
GS-9 thro ugh 11_ ____ ___________
-12 thro ugh 18 _______________
40,6 40
61,7 27
34,2 82
27,4 45
18,3 80
3,16 6
1,05 3
799
254
67
7. 8
1. 7
2. 3
.9
.4
-2, 194
+2, 042
+43 3
+1, 609
+2, 024
-5. 1
+3. 4
+1. 3
+6. 2
+12. 4
-84
+17 8
+98
+so
+32
-2. 6
+20. 3
+14 . 0
+46 . 0
+91 . 4
22. 9
-2, 046
-2. 3
-1. 6
rt
86,9 05
19,8 95
-316
Tota l Wag e Boar d ________
thro ugh $4,499 ______________
5 0 thro ugh $7,999 _____ ______
$4'/
$ , /0 thro ugh $6,499 ___________
6 0 thro ugh $7,999 _____ ______
$B'o8
, 0 and over _________ ________
18,2 50
63,8 74
46,9 83
16, 891
4,78 1
10,7 94
9,09 8
8,64 0
458
3
59. 1
14. 2
18. 4
2. 7
.1
-4, 322
+93 6
-2, 791
+3, 727
+1, 340
-19. 1
+ I. .5
-5. 6
+28. 3
+38. 9
-1, 432
+1, 114
+84 8
+26 6
+2
-11. 7
+14. 0
+10. 9
+138 . 5
+200 . 0
5,84 9
IO. 0
+2, 261
+4. 0
+0.1
58,6 76
+3
Tota l Post al Field Service __
i:~-1th roug h41 _______________
PFS -5 thro ugh IL ____________ __
PFS -5 thro ugh 8 ________________
__
PFS -9 thro ugh lL ____________
- 12 thro ugh 20 ______________
49,3 47
8,91 7
7,38 8
1,52 9
412
5,51 1
337
331
6
1
11. 2
3. 9
4. 5
.4
.2
+1, 874
+37 7
+27 9
+98
+10
+3.
+4.
+3.
+6.
+2.
9
4
9
8
5
-13
+16
Tota l othe r pay plan s ______
~iou gh $4,499 ______________
${' 5 thro ugh $7,999 ___________
__
$ , 500 thro ugh $6,499 _____ ____
6 500 thro ugh $7,999 _____ ______
$B'
, 000 and over _________________
9,07 9
561
6. 2
+51 6
1,98 4
4,05 9
2,87 4
1,18 5
3,03 6
417
136
123
13
8
21. 0
3. 4
4. 3
I. 1
.3
+22
+19 3
+24 7
-54
+30 1
ff
1
2
0
1
0
+13
+3
--- ---- --- ---- ---- --
+6. 0
-94
1
0
4
4
0
+75
-125
-55
-70
-44
+1.
+5.
+9.
-4.
+11.
-0.
+5.
+4.
+100 .
-14. 4
+21.
-47.
-30.
-84.
-84.
9
9
9
3
6
carriers.
Includes 4th class postmasters and rural
and Virgin Islands for 1962.
Excludes Puert o Rico for 1963 and 1962;
NOTE :
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
49
TABLE
12.-Negro and total employment 'by grade and salary groups, Jwne 196~ and Jwne 1963,
Ohicago Oivil Service Region
[Illinois, Indiana, Kentucky, Michigan, Ohio, and Wisconsin]
Change from 1962
1963
Pay category
Negro
Total
Total
employees
Number
Percent
Negro
Percent
Percent
Total all pay plans _____ __ _
311,680
58,317
18. 7
+3, 288
+1. 1
-1, 130
-1. 9
Total Classification Act or
similar ______ ______ _____
133,921
19,966
14. 9
+5, 872
+4. 6
+691
+3. 6
GS-1 through 4 __ ___ __ __ __ _____ _
GS-5 through 1 L _______________
GS-5 through 8 __ ___ ____________
GS-9 through 11 ____ _______ _____
GS-12 through 18 ___________ ____
46,150
65,377
35,199
30,178
22,394
13,455
6,087
4,523
1,564
424
29.
9.
12.
5.
1.
-1,
+3,
+1,
+2,
+3,
362
957
089
868
277
-2. 9
+6. 4
+3. 2
+10. 5
+17.1
-304
+864
+561
+303
+131
Total Wage Board ____ __ __
50,303
9,901
19. 7
-2, 728
-5.1
-446
Up through $4,499 _____ ____ _____
$4,500 through $7,999 ___ ______ __
$4,500 through $6,499 ______ _____
$6,500 through $7,999 __ _____ ____
$8,000 and over _________ ________
5,981
41,034
25,945
15,089
3,288
3,128
6,752
5,958
794
21
52. 3
16. 5
23.0
5. 3
.6
-1, 492
-1, 111
-2, 514
+1, 403
-125
Total Postal Field Service __
124,217
28,158
22. 7
PFS-1through4 1_____ __ ______ _ _
PFS-5 through lL ___________ --PFS-5 through 8 ________________
PFS-9 through lL ______________
PFS-12 through 20 ______________
106,725
16, 816
14,124
2,692
676
26,134
2,016
1,959
57
8
Total other pay plans ______
3,239
Up through $4,499 ___ __ _________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over _________________
1,249
1,298
1,016
282
692
1
Includes 4th class postmasters and rural carriers.
50
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
2
3
8
2
9
-20.
-2.
-8.
+10.
-3.
-2.
+16.
+14.
+24.
+44.
2
5
2
0
7
-4. 3
0
6
8
3
7
-332
-105
-212
+107
-9
+142
+.1
-1, 317
-4. 5
24. 5
12.0
13. 9
2. 1
1. 2
-96
+211
+220
-9
+27
-.1
+1. 3
+1. 6
-.3
+4. 2
-1, 532
+213
+209
+4
+2
-5. 5
+11.8
+11.9
+7. 5
+33. 3
292
9.0
+2
+.1
-58
-16. 6
237
43
39
4
12
19.0
3. 3
3. 8
1. 4
1. 7
-258
+147
+167
-20
+113
-74
+11
+12
-1
+5
-23. 8
+34. 4
+44. 4
-20. 0
+71.4
-17.
+12.
+19.
-6.
+19.
1
8
7
6
5
-9.
-1.
-3.
+15.
-30.
6
5
4
6
0
TAB LE
e 1968,
ry groups, Jwne 1962 and Jun
salm
and
de
gra
by
ent
ym
plo
13 .-N egr o and total em St. Lou-is Civil Service Region
and South Dakota]
ouri, Nebraska, North Dakota
[Iowa, Kansas, Minnesota, Miss
Cha nge from 1962
1963
Pay cate gor y
Neg ro
Tot al
emp loye es
Tot al
Per cen t
Neg ro
Per cen t
Per cen t
Num ber
.
Tot al all pay plan s ________
Act or
ssif icat ion ___
Tot al Cla___
_____
______
sim ilar
144 ,71 0
11, 565
8. 0
+7, 848
+5. 7
+1, 086
+10 . 4
4,5 20
6. 7
+5, 061
+8 .1
+87 1
+23 . 9
67, 184
_________ - _
g~- 1 thro ugh 4 ______
__________
___
__
IL
ugh
thro
5
GS_____ ___
___
___
___
8
ugh
thro
GS- 5
_____ _
___
___
___
IL
ugh
GS- 9 thro
_____ _
___
___
___
18
ugh
thro
-12
Tot al Wa ge Boa rd _____ ___
22, 409
36, 561
20, 274
16, 287
8,2 14
3,1 18
1,3 60
1,0 55
305
42
13. 9
3. 7
5. 2
1. 9
.5
+1, 500
+2, 764
+1, 625
+1, 139
+79 7
+7. 2
+s. 2
+8. 7
+7. 5
+10 . 7
+49 6
+36 3
+ 282
+81
+12
+18 . 9
+36 . 4
+36 . 5
+36 . 2
+40 . 0
2,2 58
13. 1
+ 1, 639
+ 10. 5
+ 313
+16 . 1
17, 195
______
~p thro ugh $4,499 ___ ___ __
__________ _
$4'500 thro ugh $7,999
_ _______
$ ,~00 thro ugh $6,499 ___
99 __________ _
$6, 00 thro ugh $7,9
_
8,000 and ove r __ ____ __________
4,4 19
12, 128
9,0 39
3,0 89
648
1,1 53
I, 098
995
103
7
26. 1
9. 1
11. 0
3. 3
1. 1
-12 1
+1, 523
+55 0
+97 3
+23 7
-2. 7
+14 . 4 .
+6. 5
+46 . 0
+57 . 7
+77
+23 2
+17 8
+54
+4
+7. 2
+26 . 8
+21 . 8
+11 0.2
+13 3. 3
8. 1
+1, 282
+2. 2
-. 7
59, 063
4,7 59
-35
Tot al Pos tal Fie ld Service __
___ ___ ,i:~ -1 thro ugh 4 1 ____ __ ___ _____
___
PFS - 5 thro ugh IL ______
_______
PFS-5 thro ugh 8 ____________
_____
PFS-9 thro ugh IL ___________ ___
-1 2 thro ugh 20 ______
48, 586
10, 032
8,7 04
1,3 28
445
4,4 09
349
333
16
1
9. 1
3. 5
3. 8
1. 2
.2
+1, 090
+20 3
+15 9
+44
-11
+2. 3
+2. 1
+1. 9
+3. 4
-2. 4
-60
+24
+19
+5
+1
-1. 3
+7. 4
+6 .1
+45 . 5
--- --- --- -
2. 2
-13 4
-9 . 6
-69 . 2
1,2 68
28
-63
Tot al oth er pay plan s ____ __
__
ihro ugh $4,499 _______________
___
___
__
99
$7,9
5
ugh
thro
0
5
$4'
thro ugh $6,499 ____________
$ ,
6
5
thro ugh $7,999 ______ ____
0
,
$
8,00 0 and over_ ________________
20
4
2
2
3. 9
.8
.5
1. 5
+5
-14 7
-12 5
-22
+8
0
7
4
2
3
-3
513
501
368
133
254
-59
-50
-9
-1
-13 . 0
-93 . 7
-96 . 2
-81 . 8
-2 0. 0
rf
go
1
4
1. 6
+1.
-22 .
-25 .
-14 .
+3.
and rural carriers.
Includes 4th class postmasters
726 -390 0-6 4-- 5
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
51
TABLE
14.-Negro and total employment by grade and salary groups, June 196f and Jwne 1968, Dallas Civil Service Region
[Arkansas,-Louisiana, Oklahoma and Texas]
Change from 1962
1963
Pay category
Negro
Total
Total
employees
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
197,907
16, 128
8. 1
+635
+o. 3
+33
+o. 2
Total Classification Act or
similar ________________ ~
95, 714
3,237
3. 4
+1, 231
+ 1. 3
+74
+2. 3
GS-1 through 4 ___ _____ _________
GS- 5 through lL _____ __________
GS- 5 through 8 _________________
GS-9 through l L _____ ____ ______
GS-12 through 18 ___ ________ __ __
31,508
52,403
28,908
23, 495
11, 803
2,420
804
628
176
13
7. 7
1. 5
2. 2
.7
.1
-1, 508
+ 1, 545
+575
+970
+ 1, 194
-4. 6
+3. 0
+2. 0
+4. 3
+11.3
-12
+79
+48
+31
+7
Total Wage Board ____ __ __
56,723
7,790
13. 7
-717
-1. 2
-92
Up through $4,499 _____________ _
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over _________________
12,936
43,024
37, 715
5,309
763
4,012
3,778
3,703
75
31. 0
8. 8
9. 8
1. 4
-4, 029
+3, 088
+1, 604
+1, 484
+224
Total Postal Field Service __
43,647
4,972
11. 4
PFS-1 through 4 1 ______________ _
PFS- 5 through 1 L ______________
PFS-5 through 8 ________________
PFS-9 through lL ______________
£FS-12 through 20 ______________
37,323
6,071
4,930
1, 141
253
4,771
201
198
3
12. 8
3. 3
4. 0
.3
Total other pay plans ______
1,823
129
Up through $4,499 _______ _____ __
$4,500 through $7,999 ___________
$4,500 through $6,499 __________ _
$6,500 through $7,999 ___________
$8,000 and over _________________
758
661
500
161
404
110
18
14
4
1
1 Includes
4th class postmasters and rural carriers.
52
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
5
9
3
4
7
-1. 2
-12. 5
+14. 7
+14. 0
+66. 7
-5_ ----------
7
7
4
8
6
-572
+485
+455
+30
+1, 474
+3. 5
+225
+ 1, 124
+354
+267
+87
-4
+3.
+6.
+5.
+8.
7. 1
-1, 353
-42. 6
-174
-57. 4
14. 5
2. 7
2. 8
2. 5
.2
-310
-1, 126
-826
-300
+83
-29. 0
-63. 0
-62. 3
-65. 1
+25. 9
-137
-38
-40
+2
+1
-55. 5
-67. 9
-74. 1
+100. 0
---------- ----------
---------- ----------
-23.
+7.
+4.
+38.
+41.
-.
+10.
+8.
+21.
+116.
1
+187
2
+38
+37
7
3
+1
-1. 6 ----------
+4. 7
+4.
+23.
+23.
+50.
1
3
0
0
----------
----------
TABLE
salary groups, June 196~ and June 1963,
15.-Negro and total emplo ymen t -by grade and
n
Denv er Oivil Servw e Regio
[Arizona, Colorado, New Mexico, Utah, and Wyoming]
1963
Pay catego ry
egro
Total
emplo yees
.
Chang e from 1962
umber
Total
egro
Percen t
Percen t
P rcent
Total all pay plans ________
117,08 2
3,338
2. 9
+3, 642
+ 3. 2
+24
+ o. 1
or
Total Classif ication Act
simila r _______________ - -
65,163
1,493
2. 3
+ 2, 278
+3. 6
+42
+ 2. 9
1 throug h 4 _____ ____________
G 5 throug h 1 L _______________
G 5 throug h 8 _________________
G S-9 throug h 1 L _______________
12 throug h 1 _______ _______ _
22,443
33,665
18,726
14,939
9,055
77
676
521
55
39
3. 5
2. 0
2. 8
1.0
.4
-274
+1, 630
+254
+1, 376
+922
-1. 2
+5.1
+1. 4
+10.1
+11. 3
-34
+74
+ 31
+43
+2
Total Wage Board ________
34,941
1, 176
3. 4
+635
+1. 9
-26
-2. 2
4,500 throug h $6,499 __________ $~,500 throug h $7,999 ______ _____
,000 and over _________________
6,022
27,915
21,166
6,749
1,004
320
855
795
60
I
5. 3
3. I
3. 8
.9
.1
-11
+383
-1, 424
+1, 807
+263
2
4
3
6
5
-72
+47
+27
+20
-1
-18. 4
+5. 8
+3. 5
+so. o
-50. 0
Total Postal Field Servic e __
15,727
642
4. 1
+661
+4. 4
+2
+o. 3
I throug h 4 1______ ______ ___
PFS-5 throug h IL ______________
PFS-5 throug h 8 ______ __ _____ ___
PFS-9 tµroug h IL ______________
12 throug h 20 __ ____________
13,259
2, 331
1,983
348
137
620
22
21
1
4. 7
.9
1. 1
.3
+496
+148
+104
+44
+11
9
8
5
5
2
-4
+6
+6
-0. 6
+37. 5
+40. 0
Total other pay plans _____ _
1,251
27
2. 2
+68
+5. 7
+6
+28. 6
____ __________
$,i through $4,499
h $7,999 __________ _
446
427
333
94
378
27
6. I
-113
+11
+20
-9
+110
2
6
4
7
7
+10
-3
-3
+58. 8
8t
h $4,499 ___ ___ _______ f$4,500throug
throug h $7,999 ________ ___
P
~it
$ ,500
4 ,500
$6,500
8,000
1
throug
throug h 6,499 ____ _______
throug h $7,999 ___________
and over _________________
------ ---- ------ --------- ---- ------ --------- ---- --- ------ ------ ---- --- ------ ------ ---- ------ ----
-.
+1.
-6.
+36.
+35.
+3.
+6.
+5.
+14.
+14.
-20.
+2.
+6.
-8.
+81.
-4.
+12.
+6.
+ 38.
+5.
2
3
3
4
4
------ ---- ------ --------- ---- ------ ----
------ --------- --------- -------------1 -- --- -----
Includes 4th class postmasters and rural carriers.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
53
TABLE
16.-Negro and total employment by grade and salary groups, Jwne 1962 and June 1963,
San Francisco Civil Service Region
[California and Nevada]
1963
Pay category
Change from 1962
Negro
Total
Total
employees
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
263,096
34,205
13. 0
+ 10, 754
+4. 3
+3, 216
+10. 4
Total Classification Act or
similar ________________ -
112, 315
8,603
7. 7
+6, 854
+6. 5
+811
+10. 4
GS-1 through 4 _________________
GS-5 through 1 L ______________ GS-5 through 8 _________________
GS-9 through lL _______________
GS-12 through 18 _______________
37,465
57,739
31,776
25,963
17, 111
6,132
2,357
1,868
489
114
16. 4
4. 1
5. 9
1. 9
.7
-112
+4, 535
+2, 401
+2, 134
+2, 431
-. 3
+8. s
+8.2
+9. 0
+16. 6
+352
+429
+337
+92
+30
+6. 1
+22. 3
+22. 0
+23. 2
+35. 7
Total Wage Board ________
90,807
15,067
16. 6
+2, 574
+2. 9
+1, 363
+9. 9
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ____________
$6,500 through $7,999 ___________
$8,000 and over_ _______________ _
2,040
81, 117
39,518
41,599
7,650
852
14,151
10,726
3,425
64
41. 8
17. 4
27. 1
8. 2
.8
-545
+480
-7, 314
+7, 794
+2, 639
1
6
6
1
7
-295
+ 1,619
+448
+1, 171
+39
-25. 7
+12. 9
+4. 4
+52. 0
+156. 0
Total Postal Field Service __
54,474
10,096
18. 5
+318
+. 6
+960
+10. 5
PFS-1 through 4 1 _______________
PF -5 through 11_ _____________ _
PFS-5 through 8 ___ - - - - - - - - - - - - PFS-9 through lL ______________
PFS-12 through 20 _____ __________
48,684
5,448
4,299
1,149
342
9,631
462
433
29
3
19. 8
8. 5
10. 1
2. 5
.9
+435
-46
+21
-67
-71
Total other pay plans ______
5,500
439
8. 0
Up through $4,499 ______________
$4,500 through $7,999 _______ _- __
$4,500 through $6,499 __________ $6,500 through $7,999 ________ ___
$8,000 and over_ ___ _____________
543
4,184
2,888
1,296
773
101
334
282
52
4
18. 6
8. 0
9. 8
4. 0
.5
Includes 4th class postmasters and rural carriers.
NOTE: Excludes Hawaii.
1
54
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-21.
+.
-15.
+23.
+52.
+.
-.
+.
-5.
-17.
+10.
+9.
+8.
+45.
+200.
5
7
o
0
0
9
8
5
5
2
+917
+41
+32
+9
+2
+1, 008
+22. 4
+82
+23. 0
+83
+1, 228
+697
+531
-303
+18.
+41.
+31.
+69.
-28.
+36
+so
+30
+20
-4
+ss. 4
+17. 6
+11.9
+62. 5
-50. 0
0
5
8
4
2
TABLE
17.-Negro and total employment by grade and salary groups, June. 1962 and June 196·J,
Seattle Civil Service Region
[Idaho, Montana, Oregon, and Washington]
1963
Pay category
Change from 1962
Negro
Total
Total
employees
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
89,595
1,961
2. 2
+3, 705
+4. 3
- 12
-. 6
Total Classification Act or
similar ____ _________ ____
45,336
558
1. 2
+3, 449
+8. 2
+59
+11.8
GS-1 through 4 _________________
gs-5 through 1 L _________ - - - - - G S-5 through 8 ___ __ __ __________
G S-9 through 1 L _______________
S-12 through 18 _______________
15,881
23,894
13,110
10,784
5,561
403
143
106
37
12
2. 5
.6
.8
.3
.2
+373
+2, 231
+936
+1, 295
+845
+2. 4
+10. 3
+7. 7
+13. 6
+17.9
+36
+16
+16
+9. 8
+12. 6
+11. 8
Total Wage Board ________
24,605
810
3. 3
-1, 317
-5. 1
P through $4,499 ______________
through $7,999 _________ __
through $6,499 ___________
through $7,999 ___________
and over ______ _____ __ __ __
4,762
18,092
10,395
7,697
1,751
211
599
506
93
r
$4,500
$4,500
$6,500
8,000
----------
4. 4
3. 3
4. 9
1. 2
----------
-155
-1, 438
-5, 786
+4, 348
+276
-3.
-7.
-35.
+129.
+18.
2
4
8
8
7
------- --- ---------+7
+140. 0
-124
..
-158
+34
-30
+64
-13. 3
- 42.
+6.
-5.
+220.
8
0
6
7
------- --- ----------
Total postal field service ___
17,640
554
3. 1
+1, 102
+6. 7
+38
+7. 4
~~S-1through4 1 ____________ ___
PFS-5 through lL ________ __ ____
PFS-5 through 8 __ __ __ ____ __ __ __
PFS-9 through ll __ ______ __ ____
S-12 through 20 ___________ ~ --
14,696
2,781
2,307
474
163
532
22
22
3. 6
.8
1.0
+563
+533
+462
+71
+6
+4. 0
+23. 7
+ 25. 0
+17.6
+3. 8
+21
+17
+19
- 2
+4.1
+340. 0
+633. 3
Total other pay plans ___ ___
2,014
39
1. 9
+471
+30. 5
+15
+62. 5
$:,500 through $6,499 ___ _________
$ ,500 through $7,999 ___________
8,000 and over _______ ________ __
442
1, 151
719
432
421
6
30
28
2
3
1. 4
2. 6
3. 9
.5
.7
-303
+597
+ 283
+314
+177
-40. 7
+101. 8
+64. 9
+266. 1
+72. 5
+1
+16
+15
+1
-2
+20.0
+114. 3
+115. 4
+100. 0
-40. 0
ff,500through
$4,499 __ __ ____ ______
through $7,999 ___________
$
1
---------- ------------------- ----------
---- -- ---------- -- - ----------
Includes 4th class postmasters and rural carriers.
Excludes Alaska.
NOTE :
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
55
Negro and Total Employment in Selected Agencies June, 1963
INDEX
Negro and Total Employment, 1962-1963
Table
1-1
1-la
1-2
1-3
1-3a
1-3b
1-3c
1-3d
1-4
1-5
1-6
1-7
1-8
1-9
1-10
1-11
1-12
Coverage
Department of State (Including AID,
Peace Corps, and IB & WC)
Department of State (Excluding AID,
Peace Corps, and IB & WC)
Department of the Treasury
Summary, Department of Defense
Office of Secretary of Defense and
other defense activities
Department of the Army
Department of the Navy
Department of the Air Force
Department of Justice
Post Office Department
Department of the Interior
Department of Agriculture
Department of Commerce
Department of Labor
Department of Health, Education, and
Welfare
Veterans Administration
Federal A via ti on Agency
56
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Table
Coverage
1-13 General Services Administration
1-14 National Aeronautics and Space Administration
1-15 Tennessee Valley Authority
1-16 Housing and Home Finance Agency
1-17 Atomic Energy Commission
1-18 Government Printing Office
1-19 Selective S~rvice System
1-20 Civil Service Commission
1-21 Information Agency
1-22 Small Business Administration
1-23 Interstate Commerce Commission
1-24 Railroad Retirement Board
1-25 National Labor Relations Board
1-26 Smithsonian Institution
1-27 Federal Communications Commission
1-28 Securities and Exchange Commission
1-29 Federal Deposit Insurance Corporation
1-30 Federal Home Loan Bank Board
1-31 Federal Trade Commission
1-32 Federal Power Commission
1-33
oldiers'Home
TABLE
1-1.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
Department of State
[Includes Agency for International Development, Peace Corps, and the International Boundary and Water Comm.ission)
1963
Pay category
Change from 1962
Negro
Total
Total
employees
Number
-
P ercent
Negro
Percent
Percent
Total all pay plans ________
21, 476
2, 042
9. 5
+1, 009
+4. 9
+ 368
+ 22. 0
Total Classification Act or
similar _________________
8,408
1, 592
18. 9
-34
-. 4
+294
+22. 7
gs-1 through 4 _________________
GS-5 through 1 L _____ ____ ______
GS-5 through 8 ______ ___ ________
G~-9 through 1 L _______________
-12 through 18 _______________
1,708
4,480
3,292
1,188
2,220
646
909
835
74
37
37.
20.
25.
6.
1.
8
3
4
2
7
- 74
+322
+456
-134
- 282
-4. 2
+7. 7
+16. 1
-10. 1
- 11. 3
-12
+288
+264
+24
+18
-1.
+46.
+46.
+48.
+94.
Total Wage Board ________
434
223
51. 4
+19
+4. 6
+38
141
288
246
42
5
45
177
160
17
1
31.
61.
65.
40.
20.
9
5
0
5
0
-3
+23
+11
+12
-1
f P through $4,499 __________ - - - $4,500 through $7,99\:1 ___ ________
$4,500 through $6,499 ________ -- $~,500 through $7,999 _________ - ,000 and over_ _____ ___________
Total other pay plans
1 _____
ff
through $4,499 ____________ __
$ ,500 through $7,999 ___ ________
$i,500 through $6,499 ____ _______
$ ,500 through $7,999 ___________
8,000 and over _________________
-
1
12,634
227
1.8
220
5, 169
3,332
1,837
7,245
1
112
84
28
114
.5
2. 2
2. 5
1. 5
1. 6
- 2.
+8.
+4.
+40.
-16.
8
4
2
0
7
+20. 5
1
1
7
0
7
+2
+35
+26
+9
+1
--- ----- --
+1, 024
+8. 8
+36
+18. 8
-608
+542
+311
+231
+1, 090
-73. 4
+11.7
+10. 3
+14.4
+17.7
-12
+21
+11
+io
+21
-92. 3
+31. 8
+25. 4
+55. 6
+22. 6
+4.
+24.
+19.
+112.
7
6
4
5
Includes Foreign Service Personnel.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
57
TABLE
1-la.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
Department of State
[Excludes Agency for International Development, Peace Corps, and the International Boundary and Water Commission]
Change from 1962
1963
Pay category
Negro
Total
employees
Total
Number
P ercent
Negro
Percent
Percent
Total all pay plans ___ _____
13, 968
1,260
9. 0
+877
+46. 7
+144
+12. 9
Total Classification Act or
similar 1 ____ - _ - - - - - - - - - -
13,743
1,064
7. 7
+851
+6. 6
+115
+12. 1
GS-1 through 4 ____ __________ ___
GS-5 through 11_ ______ _________
GS-5 through 8 ______ - - __ - - _- - - _
GS-9 through 1 L ___ - - - _- - - _- - - _
GS-12 through 18 _______________
1,312
7,555
5,291
2,264
4,876
446
578
512
66
40
34. 0
7. 7
9. 7
2. 9
1.8
-549
+1,073
+785
+288
+327
-29. 5
+16. 6
+17.4
+14.6
+7. 2
-23
+124
+100
+24
+14
-4.
+27.
+24.
+57.
+53.
Total wage board _________
225
196
87. 1
+26
+13. 1
+29
+17.4
Up through $4,499 _______ - ____ - _
$4,500 through $7,999 __ __ _______
$4,500 through $6,49-9 - ____ - _- - - _
$6,500 through $7,999 ___________
$8,000 and over _______________ __
54
167
142
25
4
45
150
133
17
1
83.
89.
93.
68.
25.
+19
+6
+11
-5
+1
+54.
+3.
+8.
-16.
+33.
+12
+16
+5
+11
+1
+36. 4
+11.9
+3. 9
+ 183. 3
3
8
7
0
0
3
7
4
7
3
9
3
3
1
8
---------Total other pay plans ______ ------------ ---------- --- ------- ---------- ---------- ---------- ---------Up through $4,499 __ ___ _________ ---------- -- ---------- --------- - ---------- ---------- ---------- ---------$4,500 through $7,999 _________ - _ ------------ ---------- ---------- ---------- --------- - --- ------- ------ ---$4,500 through $6,499 _____ - - - - - _ ------------ ---- -- ---- ---------- -- --- -- --- - ------ - -- ---------- ---------$6,500 through $7,999 ___________ --------- --- ---------- ---------- ---------- ---------- ---------- ---------$8,000 and over ____ ______ _______ --------------------- -------- -- ---------- ---------- ---------- ---------1
Includes foreign service personnel.
58
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
TABLE
1-2.-Negro and total employment by grade and salary groups, June . 196~ and June 1963,
Department of the Treasury
Change from 1962
1963
Pay category
Negro
Total
Total
employees
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
85,791
10,965
12. 8
+6, 103
+7. 7
+ 1, 337
+13. 9
Total Classification Act or
similar _________________
78,037
8,329
10. 7
+6, 233
+8. 7
+1, 266
+17.9
GS-1 through 4 _________________
GS-5 through 1 L _____ - - - - - - - - - gs-5 through 8 _________________
S-9 through lL _______________
GS-12 through 18 _______________
22,912
41,701
20,904
20,797
13,424
5,996
2,214
1, 5 0
634
119
26. 2
5. 3
7. 6
3. 0
.9
+2, 853
+ 1,821
+569
+ 1,252
+ 1, 559
+14. 2
+4. 6
+2. 8
+6. 4
+13. 1
+968
+260
+167
+93
+38
+19. 3
+13. 3
+11.8
+17. 2
+46. 9
rp
Total Wage Board ________
6,360
2,630
41. 4
+7
+.1
+97
+3. 8
through $4,499 ______________
$4,500 through $7,999 _________ - $4,500through $6,499 ___________
$6,500 through $7,999 ________ - - 8,000 and over _________________
863
4,902
4,325
577
595
734
1,8 9
1,862
27
7
85.
38.
43.
4.
1.
1
5
1
7
2
-860
+607
+682
-75
+260
-49. 9
+14.1
+18. 7
-11. 5
+77.6
-727
+817
.. +811
+6
+7
-49. 8
+76. 2
+77.2
+28. 6
----------
r
Total other pay plans _____ -
1,394
6
.4
-137
-8. 9
-26
-81. 3
P through $4,499 ______________
$:,500 through $7,999 ___ ____ - - -$ ,500 through $6,499 ___________
$6,500 through $7,999 ___________
8,000 and over _________________
35
953
611
342
406
2
4
1
3
5.-7
.4
.2
.9
-102
-110
-164
+54
+75
-74. 5
-10. 3
- 21. 2
+18. 8
+22. 7
-24
-92. 3
-33. 3
-83. 3
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
------- --- ----------
-2
-5
+3
------------------- ----------
59
TABLE
1-3.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
w rnonary, Depart1nent of Defense
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
947,979
110,771
11. 7
-9, 953
-1. 0
-897
- 0. 8
Total Classification Act or
similar ___ _______ _______
503,168
38,634
7. 7
+3, 620
+. 7
+159
+.4
- 1 through 4 _________________
-5 through 1 L _______________
-.5 through 8 _________________
- 9 through 1 L ____ - - - _- - - - - - _
-12 through 18 _______________
167,189
258,734
144,007
114, 727
77,245
22,799
14,974
11,544
3,430
861
13.
5.
8.
3.
1.
Total Wage Board ____ ____
434,041
70,252
16. 2
-12, 871
Up through $4,499 ____ _________ _
%4, 500 through $7,999 _____ ______
$4,500 through $6,499 ____ _______
. 6,500 through $7,999 ____ _______
W ,000 and over __________ ._______
37,838
372,399
249,968
122,431
23,804
15,834
54,197
46,702
7,495
221
41. 8
14. 6
18. 7
6. 1
.9
-15,
-4,
-37,
+32,
+6,
Total other pay plans ____ __
10,770
1,885
17. 5
-702
Up through $4,499 ____ __________
$4,500 through $7,999 ____ _______
'S4,500 through $6,499 _____ ______
$6,500 through $7,999 ____ _______
$ ,000 and over _________________
2,730
6,731
4,561
2,170
1,309
1,447
436
374
62
2
53. 0
6. 5
.2
2. 9
.2
- 621
+748
+677
+71
-829
G,
G
G
G
G
60
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
6
8
0
0
1
-12,
+9,
+3,
+5,
+6,
323
283
694
589
660
227
464
232
768
820
9
7
6
1
4
-1, 511
+1, 479
+1, 031
+448
+191
-2. 9
-685
-6.
+3.
+2.
+5.
+9.
-6.
+11.
+9.
+15.
+28.
2
0
8
0
5
-1. 0
-25.
+9.
+2.
+90.
+72.
9
6
6
1
7
7
2
0
5
2
-5, 529
+4, 751
+1, 199
+3, 552
+93
-6. 1
-371
-16. 4
-296
-70
-53
-17
-5
-17. 0
-13. 8
-12. 4
-21. 5
-71. 4
- 28.
-1.
-13.
+36.
+40.
-18.
+12.
+17.
+3.
-38.
5
5
4
4
8
TABLE
-
1-3a.-Negro and total employment by grade and salary groups, June 196f and June 1963,
Office of Secretary of Defense and other defense activitws .
1963
Pay ca.tegory
Change from 1962
egro
Total
emplo~'ees
Total
Number
Percent
Negro
Percent
Percent
-
Total all pay plans ________
30,692
6,208
20. 2
+6, 979
+29. 4
+1, 257
+25. 4
Total classifi:ca tion act or
similar ___ __ __________ __
23,879
3,488
14. 6
+5, 161
+27. 6
+665
+23. 6
GS-1 through 4 _________________
GS-5 through 1 L ______ - - - - - - - - GS-5 through 8 _________________
gs-9 through 1 L ______ - - - - - - - - S-12 through 18 __ ____________ _
7,544
12,531
7,371
5,160
3,804
1,914
1, 516
1, 121
3t5
58
25.
12.
15.
7.
1.
4
1
2
7
5
+ 1, 364
+2, 855
+ 1, 501
+1, 354
+942
+22.
+29.
+25.
+35.
+32.
1
5
6
6
9
+183
+451
+341
+110
+31
r
Total Wage Board ________
4,970
1,625
32. 7
+1, 830
+58. 3
+602
+58. 8
P through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 _____ __ __ __
8,000 and over_ ____________ ____
191
4,665
3,889
776
114
86
1,535
1,468
67
4
45.
32.
37.
8.
3.
0
9
7
6
5
-131
+1, 932
+ 1, 585
+347
+29
-40. 7
+10. 7
+68. 8
+so. 9
+34. 1
-41
+643
+620
.. +23
-32. 3
+72. 1
+73.1
+52. 3
r
Total other pay plans ______
1,843
1,095
59. 4
-12
-0. 6
1,060
35
29
6
70.
15.
16.
11.
P through $4,499 ______________
$4,500 through $7,999 ______ -- -- $:,500 through $6,499 _____ - - - - - $ ,500 through $7,999 ___ ________
8,000 and over_ ________________
-
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
1,496
230
177
53
117
9
2
4
3
------- --- ----------
-121
+93
+59
+34
+16
-7.
+67.
+50.
+178.
+15.
5
9
0
9
8
+10.
+42.
+43.
+38.
+114.
6
3
7
6
8
---------- --------- -10
-0. 9
+23
-33
- 32
-1
+2. 2
-48. 5
-52. 5
-14. 3
---------- --------- -
61
TAB LE
l-3 b.-N egr o and total employment
by grade and salary groups, June
196~ and Jun e 196$,
Department of the Arm y
-
1963
Cha nge from 1962
-
Pay cate gory
Tota l
emp loye es
Neg ro
Tota l
umb er
Tota l all pay plan s ________
Tota l Classification Act or
simi lar _________________
G -1 thro ugh 4 ________________
_
G -5 thro ugh 11 ____________
____
G -5 thro ugh ________________
GS- 9 thro ugh 11 _________________
G -12 thro ugh 1 __________ -___
Tota l Wag e Boa rd ________
p thro ugh $4,499 ______________
$4,500 thro ugh $7,999 ___________
4,500 thro ugh 6 499 ___________
1
$6,500 thro ugh $7,9
_________ __
,000 and over ____99
__________ ___
Tota l othe r pay plan s ______
Up thro ugh 4,499 ______________
$4,500 thro ugh $7,999 ___________
$4,500 thro ugh $6,499 ________
___
$6,500 thro ugh $7,999 ___________
,000 and over _________________
62
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Perc ent
Neg ro
Perc ent
Perc ent
325, 117
38,9 65
12. 0
- 20, 952
- 6.1
- 3, 569
-8. 4
198 ,652
17,8 36
9.0
-7, 622
- 3. 7
- 953
65,5 54
102, 616
59,6 44
42,9 72
30,4 82
- 5. 1
10,5 90
6,91 7
5,57 6
1,34 1
329
16. 2
6. 7
9.3
3. 1
1. 1
- 9, 578
+38 9
-67
+45 6
+1, 567
- 12. 7
+.4
124, 176
+1. 1
+5. 4
-1, 351
+34 7
+25 7
+90
+51
- 11. 3
+5. 3
+4. 8
+ 7. 2
+18 . 3
20,8 91
16.8
- 13, 878
- 10. 1
15,9 22
102, 539
73,9 08
2 ,631
5,71 5
- 2, 295
- 9. 9
7,01 0
13,8 42
12,6 00
1,24 2
39
44. 0
13. 5
17. 0
4. 3
.7
- 7, 024
- 7, 591
- 12, 099
+4, 508
+73 7
6
9
1
7
2,28 9
- 30.
- 6.
- 14.
+1 .
+14 .
-1, 569
- 715
- 9 4
+26 9
-11
-18 . 3
- 4. 9
- 7. 2
+27 .6
-22 . 0
238
10. 4
+54 8
+31 . 5
649
1,34 1
90
433
299
- 321
-57. 4
186
51
46
5
2 .7
3. 8
5. 1
1. 2
.3
- 306
+79 2
+52 8
+26 4
+62
- 344
+22
+22
-64 . 9
+75 . 9
+91 . 7
1
-.1
- 32.
+14 4.
+13 8.
+15 6.
+26 .
0
3
9
2
2
-
---- ---- -- ---- ---- -+1
----------
TABLE
1-3c.-Negro and total employment by grade and salary groups, June 196f and June 196,1,
Department of the Navy
Change from 1962
1963
Pay category
Negro
Total
employees
Number
-
Total
Percent
Negro
Percent
Percent
Total all pay plans ________
320,440
45,018
14. 1
+8, 754
+2. 8
+2, 151
+5. 0
To~al. Classification Act or
similar _________________
128,093
9,784
7. 6
+6, 260
+5. 1
+600
+6. 5
GS- 5 through 8 _________________
9
11 ________________
Gs=1i%hough
rough 18 _______________
46,002
61,838
32,946
28,892
20,253
6, 153
3,426
2,559
867
205
13. 4
5. 5
7. 8
3. 0
1.0
-46
+3, 740
+1, 627
+2, 113
+2, 566
Total Wage Board _________
190,825
35,226
18. p
+6, 393
~p through $4,499 _______ __ ~ _____
$4, 5 0 through $7,999 ____________
$ ,50 0 through $6,499 ____________
$6,50 0 through $7,999 ____________
8,00 0 and over _________________
12,524
164,109
94,410
69,699
14,192
5,726
29,342
23,828
5,514
158
45.
17.
25.
7.
1.
Total other pay plans __ __ __
1, 522
8
~P through $4,499 ________ _______
$4' 5 0 through $7,999 ____________
$ ,50 0 through $6,499 ____________
$6,50 ~ through $7,999 ___ ________ _
8' 00 and over _________________
56
885
494
391
581
g~-~
through 4 _________________
GS- through 1 L _________ _____ _
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
7
9
2
9
1
.5
---------7
---------.8
7
1. 4
------------ -----------1
.2
-3,
+4,
-18,
+23,
+5,
560
683
387
070
270
-0.
+6.
+5.
+7.
+14.
1
4
2
9
5
+69
+476
+337
+139
+55
+3. 5
+1, 900
-22.
+2.
-16.
+49.
+59.
1
9
3
5
1
-2, 854
+4, 655
+1, 613
+3, 042
+99
-3, 899
-71. 9
-349
-55
-2, 869
-1, 785
-1, 084
-975
-49.
-76.
-78.
-73.
-62.
-2
-342
-277
-65
-5
5
4
3
5
7
+1.
+16.
+15.
+19.
+36.
1
1
2
1
7
+5. 7
-33.
+18.
+7.
+123.
+167.
3
9
3
1
8
-97. 8
-100.
-98.
-97.
-100.
-83.
0
0
5
0
3
63
TABLE
1-3d.-Negro and total employment by grade and salary groups, June 196f and June 196,1,
Department of the Air Force
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Negro
Percent
Percent
Percent
Total all pay plans ________
271,730
20,580
7. 6
-4, 734
-1. 7
-736
-3. 5
Total Classification Act or
similar _________________
152,544
7,526
4. 9
-179
-.1
-153
-2. 0
GS-1 through 4 ______________ - __
GS-5 through 11 __ ______________
GS-5 through 8_ - - - - - - - - - - - - - - - GS-9 through 1 L _______________
GS-12 through 18 __ - - - __ - - __ - - - _
48,089
81,749
44,046
37,703
22,706
4,142
3, 115
2,288
827
269
8.
3.
5.
2.
1.
6
8
2
2
2
-4, 063
+2, 299
+633
+1, 666
+1, 585
-7.
+2.
+1.
+4.
+7.
8
9
5
6
5
-412
+205
+96
+109
+54
-9. 0
+7. 0
+4.4
+15. 2
+25. 1
Total Wage Board ________
114,070
12, 510
11. 0
-7, 216
-5. 9
-892
-6. 7
Up through $4,499 ____ __________
$4,500 through $7,999 _____ ______
$4,500 through $6,499 _____ - - - - - $6,500 through $7,999 ______ - - - - $8,000 and over _________________
9,201
101,086
77,761
23,325
3,783
3,012
9,478
8,806
672
20
32. 7
9.4
11. 3
2. 9
.5
-4, 512
-3, 488
-8, 331
+4, 843
+784
-32. 9
-3. 3
-9. 7
+26. 2
+26. 1
-1, 065
+168
-50
+218
+5
Total other pay plans ______
5, 116
544
10. 6
+2, 661
+108. 4
+309
+ 131. 5
Up through $4,499 ______________
$4,500 through $7,999 _______ ____
$4,500 through $6,499 _______ - - __
$6,500 through $7,999 ______ _____
$8,000 and over_ ________________
529
4,275
2,982
1,293
312
201
343
292
51
38.
8.
9.
3.
-139
+2, 732
+1, 875
+857
+68
-20. 8
+111. 1
+169. 4
+196. 6
+27.9
+27
+283
+234
+49
-1
+15. 5
+471. 7
+403. 4
+2, 450. 0
-100. 0
64
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
----------
--
0
0
8
9
-- - -----
-26.
+1.
-.
+48.
+33.
1
8
6
0
3
TABLE
1-4.-Negro and total employment by grade and salary groups, June 196f and June 196-1,
Department of Justice
·
-
1963
Pay category
Change from 1962
Negro
Total employees
Total
Numbei\\
-
Percent
Negro
Percent
Percent
Total all pay plans ________
31,290
1,213
3. 9
+1, 256
+4. 2
+112
+10. 2
Total Classification Act or
similar _________________
28,951
1,072
3. 7
+1, 279
+4. 6
+93
+9. 5
gs..-1 through 4 ____ ------------GS-5 through 1 L _______________
GS-5 through 8 _________________
GS- 9 through 1 L _______________
S-12 through 18 __ _____________
6,861
15, 102
10,270
4,832
6,988
666
384
315
69
22
9. 7
2. 5
3. 1
1. 4
.3
-256
+1, 399
+784
+615
+136
-3. 6
+10. 2
+8. 3
+14. 6
+2.0
+42
+48
+42
+6
+3
Total Wage Board ________
1,533
93
6. 1
+81
+5. 6
~ through $4,499 ______________
$ ,500 through $7,999 _________ -$:,500 through $6,499 ___ - _- - - - - $ ,500 through $7,999 ___________
8,000 and over _________________
52
1,234
299
935
247
8
83
76
7
2
15. 4
6. 7
25:}
.8
-10
-3
+29
-32
+94
-16. 1
-.2
+10. 7
-3. 3
+61. 4
-7
+6
.. +5
+1
+1
Total other pay plans ______
806
48
6. 0
-104
-11. 4
+19
+65. 5
through $4,499 _______ - _- - - - ${'500 through $7,999 _______ - - - $ ,500 through $6,499 ___________
$6,500 through $7,999 ___________
8,000 and over _________________
26
130
11
119
650
9
8
34. 6
6. 2
+14
-283
-196
-87
+165
+116. 7
-68. 5
-94. 7
-42. 2
+34. 0
+9
-4
-5
+1
+14
----------33. 3
l1f
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
·.
------------------6. 7
8
31
4. 8
+6.
+14.
+15.
+9.
+15.
7
3
4
5
8
---------- ----------46.
+7.
+7.
+16.
+100.
7
8
0
7
0
-100. 0
+14. 3
+82. 4
65
TABLE
1-5.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
Post Office Department
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
584,140
89, 512
15. 3
+11, 980
+2. 1
+2, 493
+2. 9
Total Classification Act or
similar _________________
1,619
168
10. 4
+81
+5. 3
+51
+43. 6
Z62
+19
+29
+29
+23. 8
+93. 5
+120. 8
GS-1 through 4 _________________
GS-5 through ll_ _______________
GS-5 through 8 _________________
GS-9 through 1 L __________ _ - - __
GS-12 through 18 _______________
774
535
239
583
99
60
53
7
9
37.
7.
9.
2.
1.
8
8
9
9
5
-18
+26
+35
-9
+73
-6. 4
+3. 5
+7. 0
-3. 6
+14.3
Total Wage Board ________
37
21
56. 8
-2
-5.1
-1
Up through $4,499 ______________
$4,500 through $7,999 _________ __
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over ___________ ______
1
34
23
1
20
16
4
0
8
6
4
-1
-11
-50. 0
-2. 9
-1
Total Postal Field Service __
582,475
89,323
15. 3
+11, 907
+2. 1
+2, 443
+2. 8
PFS-1through4 1 _____ _ ______ _ __
PFS-5 through lL ___________ ___
PFS-5 through 8 _________ ______ _
PFS-9 through lL ____ ___ - __ - - - PFS-12 through 20 ______________
499,630
79,216
66,205
13, 011
3,629
83,747
5,551
5,366
185
25
16. 8
7. 0
8. 1
1. 4
.7
+7, 713
+4, 200
+3, 630
+570
-6
+1.
+5.
+5.
+4.
-.
+1, 860
+574
+534
+40
+9
+2. 3
+11. 5
+11.1
+27.6
+56. 3
11
2
Total other pay plans ______
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ____ __ _____
$6,500 through $7,999 _____ ______
$8,000 and over _____________ __ __
1 Includes
4th class postmasters and rural carriers.
66
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
+3
-- -----------------------------------1
-8. 3 ----------- -------- ---------- ---------- ---------- ----------
9 ----------
--------------------------------------------9
100.
58.
69.
36.
---------- ---------+so. o
----------------------------------------------
----------
-6
---------- ----------- -- -- -- -- ------------------- --- ----- ----------- ----------6
-------- --
6
6
8
6
2
-40. 0 ----------
---------- ------------------- ------------------- ----------------------------40. 0 ----------
-4. 5
-50. 0
----------------------------- --- -----
-------------------------------------------------------
TABLE
June _1962 and June 1963,
1-6.-N egro and total employ ment by grade and salary groups,
r
Depar tment of the Interio
Change from 1962
1963
Pay categor y
Negro
Total
employe es
rumber
Total
Negro
Percent
Percent
Percent
Total all pay plans ________
65,076
2,346
3. 6
+10, 337
+18. 9
+415
+21. 5
Act or
Total Classifi cation
similar ________ ______ __ _
47,992
1,215
2. 5
+6, 454
+15. 5
+147
+13. 8
GS-1 through 4 _____ ___ - - - - - - - - GS-5 through lL _______________
GS-5 through 8 ____ _____________
GS-9 through 1 L ____ - __ - - - - - - - GS-12 through 18 __ ___ ____ ______
13,927
25,643
13, 975
11,668
8,422
520
669
537
132
26
3. 7
2. 6
3. 8
1. 1
.3
+2, 234
+2, 565
+960
+1, 605
+ 1, 655
+19. 1
+11.1
+7. 4
+15. 9
+24. 5
+63
+10
+25
+45
+14
+13. 8
+11.7
+4. 9
+51. 7
+116. 7
Total Wage Board ________
16,245
1,092
6. 7
+4, 481
+38. 1
+254
+30. 3
through $4,499 ___ ___________
$4,500 through $7,999 ___________
,500 through $6,499 _________ - 16,500 through $7,999 ___________
8,000 and over _______________ __
5,247
10, 118
7,640
2,478
880
232
853
810
43
7
4.4
8. 4
10. 6
1. 7
.8
+1, 629
+2, 444
+1, 981
+463
+408
+45. 0
+31. 8
+35. 0
+23. 0
+86. 4
-125
+375
·· +368
+1
+4
Total other pay plans ____ __
839
39
4. 6
-598
-41. 6
+14
+56. 0
Up through $4,499 ______ ---- - - - $4,500 through $7,999 ___________
r,500 through $6,499 ___________
$6,500 through $7,999 ___________
8,000 and over ___ ___ _____ ______
300
432
281
151
107
2
22
7
15
15
.7
5. 1
2. 5
9. 9
14. 0
-476
-178
-225
+47
+56
3
2
5
2
8
+2
-1
-:7
+ 6
+13
---------4. 3
~
-61.
-29.
-44.
+45.
+109.
-35.
+78.
+83.
+19.
+133.
0
5
3
4
3
-50. 0
+66. 7
+ 650. 0
-
67
726-390 0-64 -6
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
TABLE
l-7.-Negro and total employment by grade alfld salary groups, Jwn,e 196~ and Jwn,e 1968,
Department of Agriculture
Change from 1962
1963
Pay category
Negro
Total
Total
employees
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
95,623
3,105
3. 2
+3, 513
+3. 8
+214
+7. 4
Total Classification Act or
similar ____ _____________
82,072
2,326
2. 8
+3, 409
+4. 3
+61
+2. 7
GS-1 through 4 _________ ________
GS-5 through lL_ - - - ___ - _- __ - - GS- 5 through 8 _________________
GS- 9 through lL __ _____ ____ ____
GS- 12 through 18 _______________
24,534
46,772
26,737
20,035
10,766
1,296
975
828
147
55
5.3
2. 1
3. 1
.7
.5
-122
+2, 592
+1, 290
+1, 302
+939
-. 5
+5. 9
+5. 1
+1. 0
+9. 6
-39
+91
+84
+7
+9
-2. 9
+10. 3
+11.3
+5. o
+19. 6
Total Wage Board ________
11,604
765
6. 6
+123
+1. 1
+143
+23. 0
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 _____ ___ ___
$6,500 through $7,999 ___________
$8,000 and over __________ ______ _
6,966
4,558
3,937
621
80
401
364
351
13
5.
8.
8.
2.
-494
+602
+399
+203
+15
-6. 6
+15. 2
+11.3
+48. 6
+23. 1
+42
+101
+98
+3
+11.7
+38. 4
+38. 7
+30. 0
Total other pay plans ___ ___
1,947
14
.7
-19
-1. 0
+10
+250. 0
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ______ _____
$6,500 through $7,999 ___________
$8,000 and over_ ___________ _____
484
1,088
796
292
375
8
6
6
1. 7
.6
.8
-142
+17
-3
+20
+106
-22. 7
+1. 6
-.4
+7. 4
+39. 4
+5
+s
+5
+166. 7
+soo. o
+500. o
68
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
8
0
9
1
------ ---- ----------
---------- ----------------- -- ----------
---------- ----------
---------- --- -- -------------- ----------
TABLE
June 196f and June 1963,
1-8.-N egro and total employ ment by grade and salary groups,
Depar tment of Oommerce
Change from 1962
1963
Pay categor y
Negro
Total
employe es
Numbe r
Total
Negro
Percent
Percent
Percent
-
Total all pay plans ________
29,891
3,832
12. 8
+502
+1. 7
+392
+11.4
or
Total Classifi cation Act'-- ___
similar _____________
26,517
2,958
11. 2
+291
+1. 1
+235
+8. 6
gs-1 through 4 _______ - - - - - - - - -_GS-5 through 11_ ______________
GS-5 through 8 _________________
GS-9 through 1 L _______________
S-12 through 18 _______________
6,190
13,246
7,209
6,037
7,081
1,741
1,122
920
202
95
28.
8.
12.
3.
1.
1
5
8
3
3
-128
-193
-59
-134
+612
-2.
-1.
-.
-2.
+9.
0
4
8
2
5
+89
+124
+86
+38
+22
Total Wage Board _________
2,354
799
33. 9
-383
-14. 0
+94
P through $4,499 ______________
$4,500 through $7,999 __________ $4,500 through $6,499 ____________
$6,500 through $7,999 ________ - -8,000 and over _________________
225
1,970
1,472
498
159
161
636
593
43
2
71. 6
32. 3
40. 3
8. 6
1. 3
-237
-170
-200
+30
+24
-51.
-7.
-11.
+6.
+17.
3
9
7
4
8
+43
+36
+14
+1"
+36.
+8.
+6.
+48.
+100.
Total other pay plans ______
1,020
75
7. 4
+594
+139. 4
+63
+525. 0
P through $4,499 ______________
$4,500 through $7,999 ____________
$i,500 through $6,499 ___________
$ ,500 through $7,999 ___________
8,000 and over ___ -'------ --------
484
298
208
90
238
64
10
9
1
1
13. 2
3. 4
4. 3
1. 1
.4
+363
+198
+160
+38
+33
+300. 0
+198. 0
+333. 3
+73. 1
+ 16. 1
+62
+3100. 0
r
r
+so
+5.
+12.
+10.
+23.
+30.
4
4
3
2
1
+13. 3
4
5
5
3
0
----- --------------1
-10. 0
+1 ------- --+1 ------- ---
-
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
69
TABLE
1-9.-Negro and total employment by grade and salary groups, Jwne 1962 and June 1963,
Department of Labor
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
9,018
1,719
19. 1
+623
+7. 4
+188
+12. 3
Total Classification Act or
similar _________________
8,879
1,619
18. 2
+592
+7.1
+159
+10. 9
GS-1 through 4 _________________
GS-5 through lL _______________
GS-5 through 8 _________________
GS-9 through lL _______________
GS-12 through 18 _______________
2,246
4,296
2,417
1,879
2,337
86"8
652
522
130
99
38.
15.
21.
6.
4.
6
2
6
9
2
-263
+498
+240
+258
+357
-10. 5
+13. 1
+11.0
+15. 9
+18. 0
-30
+138
+108
+30
+51
Total Wage Board ________
113
82
72. 6
+13
+13. 0
+12
+11. 1
Up through $4, 499 ______________
$4, 500 through $7, 999 _____ ______
$4, 500 through $6, 499 ___________
$6, 500 through $7, 999 ___________
$8, 000 and over ______________ __
45
66
54
12
2
28
53
43
10
1
62.
80.
79.
83.
50.
+3
+9
+9
+7. 1
+15. 8
+20. 0
-4
+15
+14
+1
+1
-12. 5
+39. 5
+48. 3
+11.1
----------
Total other pay plans ______
26
18
69. 2
+11
+1, 700. 0
Up through $4, 499 ______________
$4, 500 through $7, 999 ___________
$4, 500 through $6, 499 ___________
$6,500 through $7, 999 ___________
$8, 000 and over ________________
70
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
2
3
6
3
0
---------- ---------+100. 0
+1
+18
+225. 0
17
17
100. 0
+17 ---------+17
------------ ---------- ---------- ---------- ---------- --------------------- ---------- ---------- ---------- ---------- ------ ------------------------------------------ ------------------1
11. 1
9
+12. 5 ---------+1
-3.
+26.
+26.
+30.
+106.
3
8
1
0
3
----------------------------------------------
TABLE
-
salary groups, June 1962 and June 1963
1-10. -Neg ro and total employment by grade and
'
Depa rtmen t of Health, Education, and Welfare
Chang e from 1962
1963
Pay catego ry
--
Negro
Total
employees
Numb er
Total
Percen t
egro
Percen t
Percen t
Total all pay plans ________
77, 798
14,992
19. 3
+ 7, 423
+ 10. 5
+1, 107
+8. 0
Total Classification Act or
simila r _________________
66,102
11,402
17. 2
+3, 182
+5.1
+1, 017
+ 9. 8
throug h 4 ____ ___ ________ __
GS throug h lL _______________
GS: 5 throug h 8 __ _______________
GS 9 throug h IL _______________
- 12 throug h 18 _______________
26,756
32,680
21,904
10, 776
6,666
7, 561
3,735
3,194
541
106
28. 3
11. 4
14. 6
5. 0
1. 6
+ 62
+2, 059
+ 1, 338
+121
+ 1, 061
+. 2
+ 6. 7
+6. 5
+1. 2
+ 18. 9
+ 538
+ 451
+ 365
+86
+28
Total Wage Board _____ ___
6,341
3,314
52. 3
+237
+3. 9
+21
5tiou gh $4,499 ______________
throug h $7,999 ___________
$4'
$ , 500 throug h $6,499 ____ ___ ____
6, 500 throug h $7 999
' ----_____
$8, ooo and over ______
______------
3,130
3,147
2,635
512
64
2,208
1, 106
1,073
33
70.
35.
40.
6.
5
1
7
4
-331
+524
+273
+251
+44
6
0
6
2
0
-317
+338
+317
+ 21
gt1
ff
------ ---- ------ ----
Total other pay plans ______
5,355
276
5. 2
~P itroug h $4,499 ________ ______
${' 55 throug h $7,999 ___________
$ , 00 throug h $6,499 ________ ___
$6, 500 throug h $7, 999 ______ _____
8, 000 and over _________________
592
1,647
1, 154
493
3, 116
184
65
56
9
27
31. 1
3. 9
4. 9
1. 8
.9
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-9.
+20.
+11.
+96.
+220.
+1.
+ 13.
+12.
+ 18.
+3 5.
7
7
9
9
9
+ o. 6
-12.
+ 44.
+ 41.
+175.
6
0
9
0
------ ---- ----------
+4, 004
+296. 4
+69
+33. 3
+185
+1, 264
+839
+425
+2, 555
+45.
+ 330.
+266.
+625.
+455.
5
0
3
0
4
+1
+49
+40
+9
+19
+o. 5
+306. 3
+250. 0
--------+ 237. 5
71
TABLE
l-ll.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
Veterans Administration
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Percent
Percent
Negro
Percent
Total all pay plans ________
150,273
35,986
23. 9
-447
-0. 3
+707
+2. 0
Total Classification Act or
similar 1________________
112,530
21,662
19. 2
+1, 822
+1. 6
+639
+3. 0
GS-1 through 4 _________________
GS-5 through 11 _______________ GS-5 through 8 _________________
GS-9 through lL _______________
GS-12 through 18 __ __ ______ - _- - -
53,924
45,979
30,255
15,724
12,627
17,098
4,344
3,382
962
220
31.
9.
11.
6.
1.
7
4
2
1
7
-1, 620
+2, 009
+918
+ 1,091
+ 1, 423
Total Wage Board ________
35,094
13,764
39. 2
-867
Up through $4,499 ______________
$4,500 through $7,999 _____ _______
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over_ ________________
19,766
15,026
12,214
2,812
302
9,929
3,830
3,584
246
5
Total other pay plans ______
2,649
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over _____ ______ ______
2,198
353
268
85
98
1
50.
25.
29.
8.
1.
-2.
+4.
+3.
+7.
+12.
9
6
1
5
8
-56
+616
+381
+235
+79
-2. 4
+160
2
5
3
7
7
-2, 300
+1, 370
+454
+916
+63
-10.
+10.
+3.
+48.
+26.
4
0
9
3
4
-687
+844
+727
+117
+3
560
21. 1
-1, 402
-34. 6
-92
528
30
24
6
2
24.
8.
9.
7.
2.
+535
-1, 285
-846
-439
-652
+32.
-78.
-75.
-83.
-86.
0
5
0
1
0
Doctors, dentists, and nurses of the Department of Medicine and Surgery included as similar to Classification Act.
72
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
2
4
9
8
9
+213
-251
-161
-90
-54
-0.
+16.
+12.
+32.
+56.
3
5
7
3
0
=+=
+1. 2
-6.
+28.
+25.
+90.
+ 150.
--
5
3
4
7
0
-14. 1
+67.
-89.
-87.
-93.
-96.
6
3
0
8
4
TABLE
1-12.-Negro and total employment by grade and salary groups, Jwne 196<2 and June 1963,
Federal Aviation Agency
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
42,366
1,217
2. 9
+2, 570
+6. 5
+ 186
+18. 0
Total Classification Act or
similar ___________ ______
39,390
937
2. 4
+2, 210
+5. 9
+134
+16. 7
GS-1 through 4 ____________ - - - - GS-5 through lL ___________ - - - GS-5 through 8 _________________
GS-9 through lL _______________
GS-12 through 18 ___________ ____
2,917
24,012
9,108
14,904
12,461
269
586
343
243
82
9. 2
2. 4
3. 8
1. 6
.7
+134
+301
- 1, 263
+1, 564
+ 1,775
+4. 8
+1. 3
-12. 2
+11.7
+16. 6
+59
+43
-3
+46
+32
+28.
+7.
-.
+23.
+64.
Total Wage Board ________
2,962
280
9. 5
+391
+15. 2
+53
+23. 3
Up through $4,499 _________ ____ _
$4,500 through $7,999 _________ __
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over ___ ______________
206
2,671
1,962
709
85
71
209
193
16
Total other pay plans ______
Up through $4,499 ________ __- - - $4,500 through $7,999 _____ ______
$4,500 through $6,499 ___________
$6,500 through $7, 999 _________ $8,000 and over _________________
-
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
------------------2 --------------------- --------------------- -----------------------------12 ---------14
34.
7.
9.
2.
5
8
8
3
---------------------------------------------------- ------------
-38
+372
+177
+195
+57
-31
-1
-18
-16
-2
-12
-15.
+16.
+9.
+37.
+203.
1
9
9
4
0
6
2
9
9
6
- 25
+79
+68
.. +11
-1
----------
-68. 9
-1
-100. 0
-33. 3
-]
-100. 0
-26.
+60.
+54.
+220.
0
8
4
0
---------- ---------- ------------------- ------ --- - ---------------------------- ----------50. 0 ---------- ----------
73
TABLE
1-13.-Negro and total employment by grade and salary groups, June 196'2 and June 1963,
General Services Administration
Change from 1962
1963
Negro
Pay category
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ______ __
33,447
11, 704
35. 0
+2, 540
+8. 2
+1, 296
+12. 5
Total Classification Act or
similar ____________ _____
16,948
2,980
17. 6
+21. 5
+2, 047
+13. 7
+527
2,352
599
543
56
29
30.
9.
13.
2.
].
2
2
5
2
1
+807
+886
+578
+308
+354
+11.6
+15. 7
+16. 8
+13. 9
+15. 7
+334
+173
+165
+8
+20
16,487
8,724
52. 9
+481
+3. 0
+769
+o. 1
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 _______ ____
$6,500 through $7,999 _________ __
$8,000 and over_ ________________
6,827
9,446
7,348
2,098
214
5,148
3,576
3,370
206
75. 4
37. 9
45. 9
9. 8
-294
+642
-169
+811
+133
-4. 1
+7. 3
-2. 2
+63. 0
+164. 2
+226
+546
+454
+92
-3
+4. 6
+18. 0
+15. 6
+80. 7
-100. 0
Total other pay plans ______
12
GS-1 through 4 _________________
GS-5 through 11_ _______________
GS-5 through 8 _________________
GS-9 through 1 L ____________ ___
GS-12 through 18 _______________
7,797
6,546
4,017
2,529
2,605
Total Wage Board ________
------------------Up through $4,499 _____ ________ _
5 --- ------$4,500 through ,$7,999 ___ __ ______
2 ------ ---$4,500 through $6,499 _________ __
2 ---------$6,500 through $7,999 ___________ ------------ ---------$8,000 and over_ ________________
5 ----------
74
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
---------+12
---------+5
---------+2
---------+2
------------------- ---------+5
--------- -
----------------------------- --------------------------
-------------------------------------------------------
+16.
+40.
+43.
+16.
+222.
6
6
7
7
2
----- -- ---- ------------------------------------------- -
TABLE
l-14.-Negro and total employm,ent by grade and salary groups, June 1962 and June 1963,
National Aeronautics and Space Admvnistration
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ____ ____
29,656
756
2. 5
+6, 380
+27.4
+1 02
+15. 6
Total Classification Act or
similar _______________ __
22,753
426
1. 9
+6, 149
+37. 0
+98
+29. 9
+867
+2, 158
+100
+1, 458
+3, 124
+26.
+31.
+20.
+43.
+48.
6
3
0
0
3
+19
+57
+29
+28
+22
+ 25. 0
+21.0
+20. 6
+40. 0
+53. 7
+4. 8
+4
+1. 2
GS-1 through 4 _________ - - - - - -- GS-5 through 11_ _______________
GS-5 through 8 __ - - - - - -- -- - - - - - GS-9 through 1 L _________ - - - - - GS-12 through 18 . ______________
4,122
9,044
4,195
4,849
9,587
95
268
170
98
63
2. 3
3. 0
4. 1
2. 0
.7
Total Wage Board __ ______
6,679
329
4. 9
+304
lJp through $4,499 _________ __ ___
$4,500 through $7,999 ___________
f4,500 through $6,499 ___________
$6,500 through $7,999 ___ ___ _____
8,000 and over _________________
452
5,317
2,349
2,968
910
101
228
205
23
22. 3
4. 3
8. 7
.8
-102
+517
+65
+452
-111
-18.
+10.
+2.
+18.
-10.
4
8
8
0
9
-75
+79
+75
+4
..
---------- -------------------73
1
Total other pay plans ______
.4
-24. 6 ---------224
through $4,499 ______________ ------------ ---------- -------- -- ---------- --- ------- -------- -1
8. 3
12
+12 ---------$4,500 through $7,999 ______ - - - - - +1
1 ---------- ---------$4,500 through $6,499 _______ - - - +1 ---------- ---------$6,500 through $7,999 ____ ________
1
9. 1
11
+11 ---------+1
-85
-1
212 ---------- ----------28. 6
8,000 and over _______ - - - - - - - - - I
rp
-
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-42.
+53.
+57.
+21.
6
0
7
1
-------------------- -------------------- ---- -----------100. 0
75
TABLE
1-15.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
Tennessee Valley Authority
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Total all pay plans ________
Total Classification Act or
similar _____ ____________
17,831
------------ -------------------------------------------------------
Total Wage Board ________
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 _____ ____ __
$8,000 and over _________________
10,953
Negro
Percent
Percent
1, 102
GS-1 through 4 ________ _________
11 ________________ -----------G S-5 through
GS-5 through 8 ________________ _ ----- --- ---11 _______________ _ --------- --GS-9 through 18 _______________ -- ----- ----GS-12 through
------------
Percent
6. 2
----------- -- ------------------------------------------
753
6. 9
-------7,935
----- ------------------752
9. 5
-623
------- ------------------------------------------------845
-994
- 219
+956
-1, 175
+368
-3. 4
-48
----- ----- --------------- --- - ------------------- ------------------- ------------------- ------------------- -- -- ------7. 2
----------2. 7
-4. 2
------------------------------------ ------- ----------- -
-52
-6. 5
-174
+ 122
+i::rn
-11
----+i9.-4
+22. 5
-27. 5
4,683
3,252
3,018
723
29
1
Total other pay plans ______
6,878
349
5. 1
+222
+3. 3
+4
+1. 2
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over _________________
740
3,434
2,403
1,031
2,704
234
110
98
12
5
31. 6
3. 2
4. 1
1. 2
.2
-86
+67
+77
-10
+241
-10. 4
+2. 0
+3. 3
-1. 0
+9. 8
+1
+5
+o. 4
+4. 8
1
Less than 0.05 percent.
76
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
15. 4
.9
(1)
+25. 7
-26. 5
+13. 9
----------
-------- --
---------- ----+7i:4
+5
-2
-28. 6
TABLE
, J une 196f and J une 1963
1- 16.-Negro and to tal employ ment by grade and salary groups
y
Agenc
e
Housin g and Home Financ
~
Change from 1962
1963
Pay categor y
egro
Total
employe es
Total
egro
P er cent
P ercent
P ercent
Number
Total all pay plans ________
13, 721
1,590
11. 6
+ 652
+ 5. 0
+305
+ 23. 7
Act or
Total Classifi cation
similar __ ______ _________
13,589
1, 501
11.
+ 639
+ 4. 9
+ 295
+ 24. 5
gt1 through 4 ________ _________
Gi:5 through lL __ ____ _____ ____
GS-5 through 8 ________ _________
GS-9 through lL ___________ ____
12 through 18 _______________
3,340
7, 321
3,199
4, 122
2,928
830
604
490
114
67
24. 9
8. 3
15. 3
2. 8
2. 3
- 18
+ 448
+ 271
+ 177
+ 209
-. 5
+ 6. 5
+ 9. 3
+ 4. 5
+ 7. 7
+76
+ 212
+ 166
+ 46
+7
+
+
+
+
+
Total Wage Board ________
127
88
69. 3
+ 13
+ 11.4
+ 10
+ 12.
~ through $4,499 ______ ________ _
11
113
96
17
3
8
80
74
6
72. 7
70. 8
77. 1
35. 3
- 2
+13
+9
+4
+2
4
0
3
8
0
- 2
+ 12
+
+4
- 20. 0
+ 11. 6
+ 12. 1
+ 200. 0
1
20. 0
$4'500
$ ,500
, 6,500
8,000
through $7,999 ____ _____ - through $6,499 __ _ ________
through $7,999 ___________
and over ________ _________
- 15.
+ 13.
+ 10.
+ 30.
+ 200.
1
1
2
6
7
10.
54.
51.
67.
11.
------- --- ------- --5
------- --- ------- --- ------- --- ------- --Total other pay plans ______
P through $4,499 ___ ___________ ------- ----- ------- --- ------- --- ------- --- ------- --- ------- --- ------- --~,500 through $7,999 __ _________ ------- ----- ------- --- -- ------- - ------- --- ---- ------ ------- --- ------- --$ ,500 through $6,499 _______ ____ ------- ----- ------- --- ------- --- ------- --- ------- --- ------- --- ------- -- __ -- -- ------- - ------- --- ------- --- ------- --- ------- -- - ------- --- ------- --;g6,500 through $7,999 ______________
20. 0 ------- --- ------- --- ------- --- ------- --1
5
8,000 and over ________ ____
------- --- -- ------- -
f
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
77
TABLE
1-11.-Negro and total employnwnt by grade and salary groups, June 196f and June 1963,
Atomic Energy Commission
Change from 1962
1963
Pay category
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
7, 197
132
1.8
+447
+6. 6
-4
-2. 9
Total Classification Act or
similar ___________ .,. _____
6,842
111
1. 6
+239
+3. 6
-5
-4. 3
GS-1 through 4 __ ___ ____________
GS-5 through l L _______________
GS-5 through 8 __ ___ ____ ________
GS-9 through 1 L _______________
GS-12 through 18 _______________
885
3,325
2,409
916
2,632
26
77
67
2. 9
2. 3
2. 8
1. 1
.3
-34
+79
+104
-25
+194
-3.
+2.
+4.
-2.
+8.
-15
+9
+8
+1
+1
-36. 6
+13. 2
+13. 6
+11.1
+14. 3
10
8
7
4
5
7
0
+5. o
+6. 3
+1
+3
Up through $4,499 _________________ ___ ____ ___________ _______ __ __ ___ ____________________ ___ _____ ________ _
51
21
41. 2
+3
+6. 3
+1
+5. 0
$4,500 through $7,999_ __________
36
19
52. 8
-4
-10. 0
-1
-5. 0
$4,500 through $6,499___________
15
2
13. 3
+7
+87. 5
+2 _________ _
$6,500 through $7,999___________
$8,000 and over _________________________________________ ____________________ ________ ---------- _________ _
Total Wage Board __ ____ ___
Total other pay plans___ ___
Up through $4,499____ __________
$4,500 through $7,999___________
$4,500 through $6,499___________
$6,500 through $7,999___________
$8,000 and over___ _____ _______ __
78
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
51
21
41. 2
304 ___ _____ __ __________
+205
+ 207. 1 ___________________ _
l=====~=====l=====l=====l:= = = =l= = = = =I======
2
57
44
13
245
__________
__________
__________
____ __ ____
_____ _____
__________
__________
__________
__________
__________
+2
+57
+44
+13
+146
+ 147. 5
___________________ -
TABLE
1-18.-Negro and total employment by grade and salary groups, June 196~ and June 1963
'
Government Printing Office
Change from 1962
1963
Negro
Pay category
Total
employees
Number
Total
Percent
Negro
Percent
Percent
Total all pay plans _____ ___
6,845
2,659
38. 8
+288
+ 4. 4
-60
-2. 2
Total Classification Act or
similar _________________
t, 197
429
35. 8
+12
+1. 0
-133
-23. 7
throu h 411 ________________
GS-1 through
GS-5
GS-5 through 8 ---------------GS-9 through 11 ____ ___ _________
- - - - - -- - -- - - - g 18- -_______________
GS-12 through
730
418
345
73
49
-370
59
58
1
50.
14.
16.
1.
7
1
8
4
-22
+20
+17
+3
+14
-2. 9
+5. 0
+5. 2
+4. 3
+40. 0
- 158
+25
+25
-29. 9
+ 73. 5
+75. 8
Total Wage Board ________
5,325
+251
+4. 9
+ 73
+3. 4
3
2
0
7
1
-245
+ 242
+258
-16
+76
-14. 0
+61. 1
+94. 2
-13. 1
+760. 0
~Psttrough $4,499 ______________
$7 ' 999 - - - - - - - - - - $4' 500 through
· $6,499
____ ___ ____
through
$ ,
6 500 through $7,999 ___________
$S'
,000 and over _______ __ ___ __ ___
Total other pay plans ______
~P t1cf~~h $4,499 ______________
h ough $7, 999 ___________
${' 5
rough $6,499 ___________
$ ,500
6
500
hrough $.7,999 ___________
$S'
' 000 and over _________________
!
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
1,750
1,747
890
857
1,828
------- --- ---------2,226
1,502
638
532
106
86
41. 8
85.
36.
59.
12.
4.
8
5
8
4
7
-340
-992
+390
- 1, 382
+1, 583
-16.
- 36.
+78.
-61.
+646.
323
4
1. 2
+25
+8. 4
19
8
296
2
1
1
10. 5
12. 5
.3
+5
-27
+47
+35. 7
-77. 1
+18. 9
---------- ----------
---------- ----------
---------- ------------------------------------------------------------------ -- ------- 1
-44. 9
-25. 0
-22
11. 1
3
27
- 1
-33. 3
---------- ---------+1 ----------
79
TABLE
1-19.-Negro and total employment by grade and salary groups, June 196f and June 1963,
Selective Service System
Change from l 96i
1963
Pay category
I
Negro
Total
employees
Total
Number
I
Percent
Negro
Percent
Percent
Total all pay plans ____ ____
4,977
214
4. 3
-25
-0. 5
+8
+3. 9
Total Classification Act or
similar __ __________ _____
901
39
4. 3
+13
+1. 5
+4
+11.4
GS-1 through 4 _________________
GS-5 through 11 ____________ ____
GS-5 through 8 _________________
GS-9 through l L _____________ __
GS-12 through 18 _______________
365
490
426
64
46
24
15
12
3
6.
3.
2.
4.
+9
+2
-6
+8
+2
+2. 5
+.4
-1. 4
+14. 3
+4. 5
+2
+2
+9.1
+15. 4
Total Wage Board ________
17
15
-2
-10. 5
-3
-16. 7
Up through $4,499 __________ ____
$4,500 through $7,999 ___________
$4,500 through $6,499 ________ ___
$6,500 through $7,999 ___________
$8,000 and over _________________
6
11
10
1
4
11
10
1
7
0
0
0
-3
+1
+1
-33. 3
+10. 0
+11.1
-4
+1
+1
-50. 0
+10. 0
+11. 1
Total other pay plans ______
4,059
160
3. 9
-36
Up through $4,499 ______________
$4,500 through $7,999 _______ __ __
$4,500 through $6,499 ___________
$6,500 through $7,999 _______ ____
$8,000 and over_ ________________
2,804
1,255
1,245
10
109
51
51
3. 9
4. 1
4. 1
-609
+573
+569
+4
80
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
6
1
8
7
---------- ---------88. 2
66.
100.
100.
100.
---------- ---------+200. 0
+2
---------- --------- -
---------- ---------- ---------- --------- ------------ ---------- ---------- --- ------- ------ ---- --- ---- --- ----------. 9
-17.
+84.
+84.
+66.
8
0
2
7
+7
+4. 6
-19
+26
+26
-14. 8
+1 04. 0
+104. 0
---------- ------ --- ---------- --------------------- -- ----- --- ---------- --- ------- ---------- ----- -- --- -------- --
and salary groups, Jwne 1962 and June 1968,
TaBLE 1-20. -Negr o and total employment by grade
Civil, Serv'ice Commission
Change from 1062
1963
Negro
Pay categor y
Total
employees
Numbe r
Total
Percen t
Negro
Percen t
Percen t
Total all pay plans ________
3,995
835
20. 9
-28
-0. 7
-56
-6. 3
or
Total Classif ication Act
similar _________________
3,936
801
20. 4
-32
-. 8
-61
-7.1
1,420
1,803
786
1,017
713
637
161
141
20
3
44. 9
8. 9
17. 9
2. 0
.4
-139
+103
-9
+112
+4
-8.
+6.
-1.
+12.
+.
9
1
1
4
6
-93
+32
+30
+2
-12. 7
+24.
+21.0
+11.1
__________
gti lt~~g~h 8ii ______
------ ------ ----
GS-5 throug
GS-9 throug h 11 ________________
-- ------___
GS-12 thro~gh 1-8 -----____________
Total Wage Board ________
55
34
61. 8
+4
+7.
~\i~o ugh $4,499 ______________
throug h $7,999 ____________
$4'
$ , 500 ttough $6,499 ____________
6, 500 t ough $7,999 ____________
$8
•000 and over _________________
15
39
35
4
1
13
21
19
2
86.
53.
54.
50.
7
8
3
0
+2
+2
+1
+1
+15.
+5.
+2.
+33.
4
4
9
3
------ ---- ---------+5
+17.:.::
+2
+3
+2
+1
+1 .2
+16. 7
+11.
+100. 0
------ ---- ------ ---- ------ ---- ------ ---- ------ ---- ------ ---4 ------ ---- ------ ---- ------ ---- ------ ---- ------ ---- ------ ---Total other pay plans _______
---- ------ ---~\tir~ ~h $4,499 _______________ ------ ------ ------ ---- ------ ---- ------ ---- ------ ---- ------ --------- ---though $7,999 ____________ ------ ------ ------ ---- ------ ---- ------ ---- ------ ---- -----$4'
$6•500 ~ough $6,499 ____________ ------ ------ ------ ---- ------ ---- ------ ---- ------ ---- ------ ---- ---------$8•500 t ough $7,999 ____________ ------ ------ ------ ---- ------ ---- ---------- ------ ---- ------ ---- ---------4 ------ ---- ------ ---- ---------- ------ ---- ------ ---- ------ ---' 000 and over _________________
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
81
TABLE
l-21.-Negro and total employm,ent by grade and salary groups, June 196f and June 1963,
Information Agen.oy
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
"
Total all pay plans ________
4,563
417
9. 1
+333
+7. 9
-28
-6. 3
Total Classification Act or
similar __ _______________
2,781
326
11. 7
+442
+18. 9
-40
-10. 9
GS-1 through 4 _________________
GS-5 through 1 L _______________
GS-5 through 8 _________________
GS-9 through 1 L _______________
GS-12 through 18 _______________
385
1,367
705
662
1,029
105
211
183
28
10
27. 3
15. 4
26. 0
4. 2
1.0
·+16
+169
+84
+85
+257
+4.
+14.
+13.
+14.
+33.
3
1
5
7
3
-51
+13
+4
+9
-2
-32.
+6.
+2.
+47.
-16.
Total Wage Board ________
305
44
14. 4
+86
+39. 3
+7
Up through $4,499 ______________
$4,500 through $7,999 ____ _______
$4,500 through $6,499 __ __ _______
$6,500 through $7,999 _________ __
$8,000 and over _________________
6
159
84
75
140
4
40
38
2
66.
25.
45.
2.
-3
+64
+21
+43
+25
Total other pay plans ______
Up through $4,499 ______________
$4,500 through $7,999 ____ _______
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over _______ _________ _
82
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
1,477
12
354
200
154
1, 111
7
2
2
7
---------- ---------47
3. 2
-----------------10
2. 8
4
6
37
2. 0
3. 9
3. 3
-195
-46
+9
-10
+19
-158
-33.
+67.
+33.
+ 134.
+21.
3
4
3
4
7
-4
+11
+10
+1
7
6
2
3
7
+18. 9
-50.
+37.
+35.
+100.
0
9
7
0
------ ---- ------ ----
-11. 7
+5
+ 11. 9
-79.
+2.
-4.
+14.
-12.
-2
-2
-1
-1
+9
-100. 0
-16. 7
-20. 0
-14. 3
+32.1
3
6
8
1
5
TABLE
-
e and salary groups, June 1962 and Jwne 1963'
l-22 .-Ne gro and total employment by grad
Sma ll Business Adm inut ratio n
Chan ge from 1962
1963
Pay categ ory
-
Negr o
Tota l
emplo yees
Num ber
Total
Perce nt
Negr o
Perce nt
Perce nt
Tota l all pay plans _______ _
3,075
180
5. 9
+104
+3. 5
+17
+10. 4
ion Act or
Total Class ificat
simil ar _________ ______ __
3,060
170
5. 6
+99
+3. 3
+11
+11. 1
GS-5 throu gh 8 _________________
GS-9 throu gh IL _______________
- 12 throu gh 18 _______________
891
1, 131
684
447
1,038
114
53
52
1
3
12. 8
4. 7
7. 6
.2
.3
-91
+39
+28
+11
+151
-9. 3
+3. 6
+4. 3
+2. 5
+17. 0
-4
+19
+20
-1
+2
Total Wage Boar d ________
IO
10
100. 0
throu gh 4 __ _____________ __
g~-i
GS- throu gh IL _______________
~ p throu gh $4,499 ______ ________
$4' 5 throu gh $7,999 ______ _____
$ , 50 throu gh $6,499 ____ _______
6 500 throu gh $7,9 99 ___________
$S'
, 000 and over _________________
g
---------100.
----- -----10-- ----- ----0
IO
IO
10
100. 0
-3.
+55.
+62.
-50.
+200 .
4
9
5
0
0
----- ----- ----- ----- ----- ----- ----- -----2
+2
+2
-100 . 0
+25. 0
+25. 0
-2
+2
+2
- 100. 0
+25. 0
+25. 0
----- --------- ----- ----- ----- ----- -------------- ----- -- ----- ----- ---------------------------------------------------- ----- -- -----~
+5
-------------- ----5 ---------- ----- ----Tota l other pay plans ______
----- ----- ---------- ---------~ P tirou gh $4,499 ______________ ----- ----- -- ----- ----- ----- ----- ----- ------- ----- ----- -·---- ----- ----- ----$4' 5 throu gh $7,999 _____________ _---- ·- ----- -- ----- ----- ----- ----- ----- ------ ---------- -------------- ----- ----- ---------$ , 500 throu gh $6,499 ____ _____
----- ----- - ----- ----- -------------- ----- ------------------ ----6 50
+5 ----- ----- ---------- ----- ----$8; 00g!~~o~~~r$7,999 ____ ____ ____ ----- - --- 5-- ----- ----- ----- --------- ----- -----
7
. 726-3 90 0-64
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
83
TABLE
1-23.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
Interstate Oommerce Oommission
Change from 1962
1963
Pay category
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
2,387
285
11. 9
-46
- 1. 9
-2
- 0. 7
Total Classification Act or
similar ____________ ___ __
2,361
265
11. 2
-45
-1. 9
-1
-0. 4
GS-1 through 4 _____________ ____
GS-5 through lL __________ _____
GS-5 through 8 ____ - _- - - - - - - - - - _
GS-9 through lL_ - - _____ - ______
GS-12 through 1 _______________
561
939
526
413
861
223
42
40
2
39. 8
4. 5
7. 6
.5
- 7
-42
-28
- 14
+4
- 1. 2
-4. 3
- 5. 1
-3. 3
+. 5
-4
+3
+2
+1
Total Wage Board ________
26
-1
-3. 7
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$ ,000 and over _________________
24
19
5
---------- ---------20
76. 9
-1.
+7.
+5.
+100.
8
7
3
0
---------- ----------1
-4. 8
- 6
- 75. 0
-75. 0
+33. 3
+38. 5
+5
+35. 7
+38. 5
+5
+25. 0 ---------- ------------------- ---------- 100. 0 ---------- --------------------- ---------- ---------Total other pay plans ___________________________________________________ _________________ _________ _
~
2
18
18
100. 0
75. 0
94. 7
-6
+6
+5
+1
-1
Up through $4,499 ______________ ------------ _______ ___ ---------- __________ ---------- ---------- ---------$4,500 through $7,999 ____________ - ______________ __________________ - - - - __ - _ - - _- ________ - - - - ____ - ________ $4,500 through $6,499 ______ _______ ____________ _____________________ - - - ____ - - __________ - _-- ____ - _____ ___ $6,500 through $7,999 ___________ ------------ __________ --- - -- ---- ---------- ---------- ---------- ---------$8,000 and over ___________________________________________________________ --·-------- ___________________ _
84
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
TABLE
1-24.-Negro and total employment by grade and salary groups, June 196f and June 196/J,
Railroad Retirement Board
Change from 1962
1963
Negro
Pay category
Total
employees
Number
Total
Percent
egro
Percent
Percent
Total all pay plans ___ ____ _
1,976
399
20. 2
-122
Total Classification Act or
similar ________________ _
1,942
381
19. 6
-125
-5. 8
+7
+1. 8
i=====l====l====i====i=====Ji== ==,1====
-6. 0
+7
+1. 9
l==~==l====l====i====i====i== ===i====
+ 1. 1
+3
-8. 9
-64
43. 6
287
g~-1 through 4 ________________ _
659
+4. 4
+4
-5. 3
-62
8.4
94
G -5 through 11_ ______________ _
1,113
+2. 5
+2
-5. 1
-31
14.
1
81
G -5 through 8 ________________ _
573
+18. 2
+2
-5. 4
-31
2. 4
13
G -9 through lL ______________ _
540
+. 6 ---------- ---------+1
170 ---------- ----------12 through 18 ______________ _
l====l=
==,l====i====i====1====1f===
Total Wage Board ________
31
18
58. 1 ---------- ---------- ---------- ----------
Dp through $4 499
_________ ---------- ---------- ---------- ---------- ---------$4,500 through$7 9_9_9_________ _____ _______ 3_0_ 18
60. 0 ---------- ---------- ---------- ---------$4 , 500 through $6 ' 499 - - - - - - - - - - 22
16
72. 7 ---------- ---------- ---------- ----------
f~;ggg !~~i°~~~r~~~9-~9-=-~~===== ===
Total other pay plans______
~
--------~- -----~~~~-
3 __________ --------
========== ========== ========== ==========
+3 _______ :, __ ---------- ----------
~!im~~~iDnr~~i~~i) ~~~)=\~ -----:=::: ==------:: :~~<(/'./'. L'.'.L L'.L'.
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
85
TABL"F1
1-25.-Negro and total employment by grade and salary groups, June 1962 and June 1963,
National Labor Relations Board
1963
Pay category
Change from 1962
Negro
Total
Total
employees
Number
Percent
Negro
Percent
P ercent
Total all pay plans ___ -- - --
1,940
227
11. 7
+so
+2. 6
-6
-2. 6
Total Classification Act or
similar __________ - - - - - - - -
1,910
205
10. 7
+44
+2. 4
-5
-2. 4
GS- 1 through 4_ - _- - _- - - - - - - - - - GS- 5 through 11 ________________
GS- 5 through 8---------------- GS-9 through 11 _____ ___________
18 __ ____________ _
GS-12 through
387
743
447
296
780
92
102
87
15
11
23. 8
13. 7
19. 5
5. 1
1. 4
-55
+48
+40
+8
+51
-12. 4
+6. 9
+9. 8
+2. 8
+7. 0
-16
+1 0
+11
-1
+1
Total Wage Board _______ _
24
22
91. 7
----------
- - - - ------
-1
2
2
100. 0
-4
-66. 7
Up through $4,499 ____ -- _- - - - - - - -4
22
20
90. 9
$4,500 through $7,999 _________ - - - +22. 2
+4
+3
21
20
2
95.
+4
+23. 5
$4,500 through $6,499 ------------+3
1
$6,500 through $7,999 ------ - _- - - - ---------- ---------- ------- - - - - - - - - - ---- --- ----- -an
v
over
___
___
_
__
_
$8,000
------------ ---------- ---------- ---- ---- -- -- --- ----- - - - -- - 6
Total other pay plans __ - _- _
Up through $4, 499 ______________
$4,500 through $7, 999 _____ - - - - - - - $4,500 through $6,499------ - - - - - - $6,500 through $7,999 -------- - - -- $8,000 and over ______ ___________
86
+6
-- --------
8
9
5
3
0
-4. 3
-66. 7
+17.6
+11. 6
----------
- - - -- -
-------- - - - -------
--- ---- ----- ----- --- -- ---------- --- ---- -- - ------ -- -- ------ ---- --- ------------------ ---------- ---------- --- --- ---- ---------- ---------- -- --- -- - - ---- -------- --------- - ---------- --------- - ------ -- -- ---------- ------------------- ---------- ---------- ---------- - ------ --- --------------------6 ---------- - --------+6 ------ --- - ------ --- - ---------\
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
----- ----- ----------
- 14.
+10.
+14.
-6.
+10.
TABLE
1-26.-Negro and total employment by grade and salary groups, June 196<2 and Jwne 196.1
Smithsonian Institution
[Includes National Gallery of Art]
-
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
-
Percent
egro
Percent
Percent
Total all pay plans ________
1,887
599
31. 7
+243
+14. 8
+57
+10. 5
Total Classification Act or
similar _________________
1,219
258
21. 2
+101
+9. 6
+33
+14. 7
gs-1 through 4 ___ ______________
G S-5 through lL __ _______ ______
GS-5 through 8 _________________
G S-9 through 1 L _______________
S-12 through 18 _______________
461
581
380
201
177
178
80
69
38. 6
13. 8
18. 2
5. 5
+22
+57
+24
+33
+28
+5. 0
+10. 9
+6. 7
+19. 6
+18. 8
+20
+13
+8
+5
+12.
+19.
+ 13.
+ 3.
Total Wage Board ______ - -
668
341
51. 0
+136
+25. 6
+24
+7. 6
~p through $4,499 __________ - - - ,500 through $7,999 _______ ____
$4,500 through $6,499 _________ - $6,500 through $7,999 ___________
$8,000 and over_ ________________
296
363
275
88
9
207
134
124
69.
36.
45.
11.
9
9
1
4
+53
+76
+13
+63
+7
8
5
0
0
0
-9
+33
+25
+8
-4. 2
+32. 7
+25. 3
+400. 0
11
---------- ----------
10
+21.
+26.
+5.
+252.
+350.
7
4
1
3
---------- - - --------
---------- ------------------- --------- Total other pay plaus ______ ------------ ---------- ---------- ---------- - - - - --------------- ---------rp through $4,499 ______________ ------------ ---------- ---------- ------------------- ---------- ---------~,500 through $7,999 ___________ ------------ ---------- ---------- ---------- ------------------,500 through $6,499 _____ -- - -- - ------------ ---------- ---------- ---------- ---------- ---------- ------------------f6,500 through $7,999 ___________ ------------ ---------- ---------- ---------- ------ ... ------------ ---------8,000 and over _________________
------------------------------------------------ ----------
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
87
TABLE
1-27.-Negro and total employment by grade and salary groups, Jwne 196f and June 1963,
Federal Oommunications OommVJsion
Change from 1962
1963
Pay category
Negro
Total
employees
Total
Number
Negro
Percent
Percent
Percent
Total all pay plans __ - __ - __
1,488
147
9. 9
-16
-1. 1
+30
+25. 6
Total Classification Act or
similar ____ - _- _- - - __ - ___
1,440
121
8. 4
-21
-1. 4
+25
+26. 0
GS-1 through 4 __ - - - - - - - - - - - - - - GS-5 through 11 ________________
GS-5 through 8_ - - - - - - - - - - - - - - - GS-9 through 11 ________________
GS-12 through 18 _______________
297
673
444
229
470
67
48
38
10
6
22. 6
7. 1
8.6
4. 4
1. 3
-25
-23
-10
-13
+27
-7. 8
-3. 3
-2. 2
-5. 4
+6.1
+13
+12
+6
+6
Total Wage Board ________
40
26
65. 0
+4
+11.1
60.
71.
69.
83.
-6
+9
+6
+3
+1
Up through $4,499 ______________
$4,500 through $7,999_ - - - -- - -- -$4,500 through $6,499 ___ - _- - - - __
$6,500 through $7,999 ____ ------$8,000 and over _________________
3
5
32
23
26
18
6
5
3 ------ - - - -
0
9
2
3
- 54.
+39.
+30.
+100.
+50.
5
1
0
0
0
+24.
+33.
+18.
+150.
1
3
8
0
---------- ---------+5
+23. 8
-4
+9
+6
+3
-57.1
+64. 3
+so. o
+ 150. 0
---------- ----- ----+14. 3 ---------- ---------+1
---------Up through $4,499 ______________ ------------ ---------- ------------ ------- ---------- ---------- ---------$4,500 through $7,999_ - __ ------- ------------ ---------- ---------- ---------- ---------- ---------- ---------$4,500 through $6,499 _____ - - - - - _ ------------ ---------- ---------- ------ ---- ---------- ---------- -- ---- ---$6,500 through $7,999 ______ - - ___ ------------ ---------- ---------- ------------------- ------------------$8,000 and over _________________
8 ---------- --------- +1
+14. 3 ---------- ---------Total other pay plans ______
8
\
88
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
----------
- - --------
T ABLE
1-28.-Negro and total employment, by grade and salary groups, June 1962 and June 1963
Securities and Exchange Commission
'
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Negro
Percent
Percent
Total all pay plans ________
1,382
113
8. 2
Total Classification Act or
similar ____________ ._____
1,360
104
7. 6
gs-1 through 4 __________________
GS-5 through IL _______________
GS-5 through 8 _________________
GS-9 through IL _______________
S-12 through 18 _______________
247
633
292
341
480
63
40
36
4
1
25. 5
6.3
12. 3
1. 2
.2
Total Wage Board ________
17
9
52. 9
$4,500 through $6,499 _________ - $6,500 through $7,999 ________ - - 8,000 and over _________________
16
11
5
1
7
2
56. 3
63. 6
40. 0
f P through $4,499 ______________
---------$4,500 through $7,999 ___________ -----------9
Percent
+4. 1
+3
+2. 7
+50
+3. 8
+2
+2. 0
-11
+11
-30
+41
+50
-4. 3
+1. 8
-9. 3
+13. 7
+11.6
-8
+10
+8
+2
+55
-11.
+33.
+28.
+100.
3
3
6
0
---------- ----------
+1
+12. 5
---------- ------------------- ---------- ---------- ------------------+1
+12. 5
----------2
-15. 4
+2
+66. 7
-1
+2
-12. 5
------------------- ---------- ---------- ---------- ------ - - - - ---------+5 ---------- ---------- ------ - - - Total other pay plans ___ __ 5 ---------- - - - ------through $4,499 ______________ ------------ ---------- ---------- ---------- ---------- ---------- ---------$4,500 through $7,999 _______ - - - - ------------ ---------- ---------- ---------- ---------- ---------- ---------$4,500 through $6,499 ___________ ------------ ---------- ---------- ---------- ---------- ---------- ---------$6,500 through $7,999 ___________ -------------- ---------- ---------5 ---------- ---------- ---------+5 ---------- ---------- ---------8,000 and over __ .:,. ______________
---------- ----------
rp
-
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
89
TABLE
1-29.-Negro and total employment by grade and salary groups, June 196f and June 1969,
Federal Deposit Insurance Oorporation
Change from 1962
1963
Pay category
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
1,226
33
2. 7
-19
-1. 5
-3
-8. 3
Total Classification Act or
similar _______ - _- __ - _- - _
1,223
33
2. 7
-18
-1. 5
-3
-8. 3
GS-1 through 4_ - - - - - - - - - - - - - - _GS-5 through lL- - - - - - - - - - - - - - GS-5 through 8---------------11 ________________
GS-9 through
GS-12 through 18 _______________
227
732
381
351
264
29
4
4
12. 8
.5
1.0
-18
+9
+9
-7. 3
+1. 2
+2. 4
-4
+1
+1
-12. 1
+33. 3
+33. 3
---------- ---------- ---------- ---------- ---------- ----------9
-3. 3 ---------- ------------------- ----------
Total Wage Board ________________________________________________________________________________ _
mtm!f;iiY(;ir~~~~~)~~ ~~~~~~~~)= ~=~=~~~~==
========== ~=~~====== ========== ========== =======~~~
$8,000 and over ________________________________________________________________________________________ _
Total other pay plans _____ _
3 ---------- ----------
-1
- 25. 0 ___ - - - - - - - - - - - - - - - - -
~{8fl~i~!\Y:i~r==:
=:: :: :: =:::::: ::::: ::: :-----------: ::_: : ====== == ====== == == ===== == ==== ======= ===
$6 500 through $7,999 _____________________________
_____________
$8;000 and over_________________
90
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
3
---------
---------= ------~i- ---~25.-0- ========== ==========
TABLE
1-30.-Negro and total employment by grade and salary groups, June 1962 and June 1963
Federal Home Loan Bank Board
.
'
1963
Change from 1962
Negro
Pay category
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
1,056
22
2. 1
- 117
- 10. 0
+1 0
+83. 3
Total Classification Act or
similar ______ - - - - - - - - - -
1, 039
19
1.8
-118
-10. 2
+9
+ 90. 0
16
3
3
11. 0
.5
1. 4
+4
-133
-24
-109
+11
+2.
-18.
-10.
-21.
+4.
+6
+3
+3
+60. 0
+1
+so. 0
GS-1 through 4 _________ - - - - - - - GS-5 through 1 L ________ - - - - - - GS-5 through 8_____ ______ - - - - - GS-9 through 1 L ________ - - - - - - GS-12 through 18________ ---- - - -
145
605
211
394
289
Total Wage Board________
14
3
21. 4
Up through $4,499______________
$4,500 through $7,999 ___ ________
$4,500 through $6,499___________
2
12
9
1
2
2
50. 0
+1
+100. 0
+1 _______ ___
16. 7 ---------- ---------- ---------- _________ _
22. 2 ----- ---------- ---------- _________ _
---------- ------------------- ----------
+1
8
0
2
7
0
+8. 0
---------------------------- ------------------- ----------
itggg !~~o~~~r~~~~~~~~========= ----------~- ========== ========== ========== ========== ========== ==========
Total other pay plans______
3 ---------- ---------- ----------
-------- ---------- ----------
ft:m~JIIDl)~t\\\ --========~-\/\\?\?Lt \\H ?L? t?L
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
91
TABLE
1-31.-Negro and total employment by grade and salary groups, June 196f and June 1963,
Federal Trade Oommission
Change from 1962
1963
Pay category
Negro
Total
employees
Total
Number
Negro
Percent
Percent
Percent
Total all pay plans ___ - - - - _
1, 171
96
8. 2
+56
+5. 0
+24
+33. 3
Total Classification Act or
Similar ____ - ___ - - - - - - - _
1,146
88
7. 7
+52
+4. 8
+20
+29. 4
GS-1 through 411__________________
--------------GS-5 through
GS-5 through 811__________________
--------------GS-9 through 18_______________
GS-12 through
236
509
289
220
401
57
31
24
7
+9
+11
+8
+3
+18.
+55.
+so.
+75.
Total Wage Board ________
20
7
35. 0
+5
Up through $4 499 - _ - _- - - - - - - _- _
$4,500 through $7,999 - _ - - _- _- - __
$4,500 through $6,499 ___ - ___ - ___
$6,500 through $7,999 ___ - _______
$8,000 and over _________________
4
15
10
5
1
2
5
5
50. 0
33. 3
50. 0
+3
+1
+2
-1
+1
24.
6.
8.
3.
2
1
3
2
---------- ----------
---------- ------------------- - - - -------
+11
-4
-35
+31
+39
+7.
-.
-10.
+16.
+10.
8
8
8
4
8
+33. 3
+300.
+7.
+25.
-16.
0
1
0
7
8
0
o
0
---------- ---------+3
+75.0
+2
+1
+1
---------+25. 0
+25. 0
---------- ------------------- ---- ------ ---------5
1
Total other pay plans ______
20. 0
-1
-16. 7
+1 ---------Up through $4,499 __________ - - __ ------------ ---------- ------------------- ---------- ---------$4,500 through $7,999 ___________ ------------ ---------- ---------- ------------------- ---------- ---------- ---------$4,500 through $6,499 __ - - _- - - - - - ------------ ---------- ---------- ---------- -- -------- ---------- ---------$6,500 through $7,999 __ - - _- _- - __ ------------ ---------- ---------- ---------- ---------- ---------- ---------$8,000 and over _________________
5
1
20. 0
-1
-16. 7
+1 ----------
92
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
TABLE
1-32.-Negro and total employment by grade and salary groups, June 196~ and June 1963
Federal Power Commission
'
1963
Pay category
Change from 1962
Negro
Total
employees
Total
Number
Percent
Negro
Percent
Percent
Total all pay plans ________
1,210
156
12. 9
+223
+22. 6
+69
+79. 3
Total Classification Act or
similar______________ -
1, 181
136
11. 5
+222
+23. 1
+69
+103. 0
101
35
30
5
38.
6.
10.
2.
+61
+90
+66
+24
+71
+29. 8
+20.4
+29. 9
+10. 9
+22. 7
+46
+23
+20
+3
+83.
+191.
+200.
+150.
6
7
0
0
+4. 3
-50.
+21.
+18.
+33.
0
4
2
3
0
6
5
0
GS-1 through 4 ________ - _- - - - - - GS-5 through 1 L _______ - - - - - - - GS-5 through 8_________ - - - - - - - GS-9 through 1 L _____ ___ - - - - - - GS-12 through 18_______________
266
531
287
244
384
Total Wage Boa:-d ________
24
20
83. 3
+1
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ________ - - $6,500 through $7,999 ______ --- - $8,000 and over _______ _____ _____
4
20
14
6
3
17
13
4
75. 0
85. 0
92. 9
66. 7
-2
---------- ----------
+3
+2
+1
-33.
+11.
+16.
+20.
3
6
7
0
---------- ------------------- -- --------3
+3
+2
+1
------------ ---------- ---------- ------------ -------- ---------- ---------5 ---------- ---------- ------------ -------- ---------- - - -------Total other pay plans _____ Up through $4,499 ______________ ------------ ---------- ---------- ------------ -------- ---------- ---------h,500 through $7,999 _____ --- - - - ------------ ---------- ---------- ------------ -------- ---------- ---------$4,500 through $6,499 _______ - - - - ------------ ---------- ---------- ------------ -------- ---------- ---------$6,500 through $7,999 ______ - - - - - ------------ ---------- ---------- ------------ -------- ---------- ---------$8,000 and over_________________
5 ---------- ---------- ------------ -------- ---------- --------
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
93
TABLE
1-33.-Negro and total employment by_ grade and salary groups, June 196f and June 1963,
Soldwrs' Home
1963
Change from 1962
Pay category
Negro
Total
employees
Total
Number
Negro
Percent
Percent
Percent
Total all pay plans ________
1,021
456
44. 7
Total Classification Act or
similar _____________ - - _-
343
192
56.0
GS-1 through 4----------------GS-5 through 11 ________________
GS-5 through 8----------------11 ________________
GS-9 through 18 _______________
GS-12 through
250
85
67
18
8
188
4
4
75. 2
4. 7
6. 0
Total Wage Board ______ ·__
449
243
54. 1
+11
Up through $4,499 ______________
$4,500 through $7,999 ____ - ______
$4,500 through $6,499 _ - - - - - - - - - $6,500 through $7, 999 - - - - - - - - - - $8,000 and over _________________
237
211
190
21
1
209
34
34
88. 2
16. 1
17. 9
-23
+33
+23
+10
+1
Total other pay plans _____ -
229
21
9. 2
+25
+12. 3
+6
+40. 0
Up through $4,499 __ - --- - -- - - -- $4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 __ - - - - --- -$8,000 and over _____________ ____
223
5
21
9. 4
+25
+12. 6
+6
+40. 0
94
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
+36
+8
+1.8
+7
+3. 8
7
0
1
5
+6
+1
+1
+3. 3
+33. 3
+33. 3
+2. 5
-5
-2. 0
-3
-2
-2
-1.4
-5. 6
-5. 6
+3. 7
---------- ----------7
+7
+5
+2
-2.
+9.
+8.
+12.
---------- ------------------- ------------------- -------- - - ---------- ---------- ---------- --------- -
---------- ------------------- --------- -
-8.
+18.
+13.
+90.
8
5
8
9
---------- ----------
---------- ---------- ----------
---------- -------- - - ---------- ---------- ---------- ------------------- ------------------------------ ---------- ----- ----5 ---------- ---------- ------------------- ---------- ---------1 ---------- -------- - - ------------------- ---------- ---------- ----------
Spanish-Speaking and Total Employment in
Selected Agencies
June, J963
INDEX
Spanish-Speaking and Total Employment, 1962-1963
Table
Coverage
2-1 Department of the Army
2-2 Department of the Navy
2-3 Department of t he Air Force
2-4 Post Office Department
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
Table
2-5
2-6
2-7
2-8
Coverage
Department of the Interior
Department of Agriculture
Veterans Administration
Summary, all other agencies
95
TABLE
2-1.-Spanish-speaking and total employment by grade and salary group, June 1961£ and
June 1963, Department of the Army
1963
Pay category
Change from 1962
Spanish-speaking
Total employees
Total
Number
Percent
Spanishspeaking
Percent
Percent
Total all pay plans_ - - - - - - -
325, 117
9,219
2. 8
-20, 952
-6.1
- 131
-1. 4
Total Classification Act or
similar ___________ - __ - - _
198,652
3,233
1. 6
-7, 622
-3. 7
+119
+3. 8
GS-1 through 4 __ - - _- - - - - - - - - - - GS-5 through 1 L_ -- - - __ - - - - - - - _
GS-5 through 8- -------- - ------GS-9 through 1L - - _- - _- - ___ - - - _
GS-12 through 18 _______________
65,554
102,616
59,644
42,972
30,482
1,549
1,548
1,122
426
136
2. 4
1. 5
1. 9
1.0
.4
-9, 578
+389
-67
+456
+1, 567
-12. 7
+. 4
-. 1
+1. 1
+5. 4
-70
+165
+82
+83
+24
-4. 3
+11.9
+7. 9
+24. 2
+21. 4
Total Wage Board ________
124,176
5,967
4. 8
-13, 878
-10. 1
-258
-4. 1
Up through $4,499 __ -----------$4,500 through $7,999_ - _ - - __ - ___
$4,500 through $6,499 ___ - - ______
$6,500 through $7,999_ - - - - - - -- - $8,000 and over _________________
15,922
102,539
73,908
28,631
5,715
1,052
4,827
3,767
1,060
88
6.
4.
5.
3.
1.
6
7
1
7
5
-7, 024
-7, 591
-12, 099
+4, 508
+737
-30. 6
-6. 9
-14. 1
+18. 7
+14.8
-256
-39
-489
+450
+37
Total other pay plans ______
2,289
19
.8
+548
+31. 5
+8
+72. 7
Up through $4,499 ___ - -- __ - __ - - _
$4,500 through $7,999 ___________
$4,500 through $6,499 - - - - - - - - - - $6,500 through $7,999 ___________
$8,000 and over _________________
649
1,341
908
433
299
5
13
2
11
1
.8
1.0
.2
2. 5
.3
-306
+792
+528
+264
+ 62
-32. 0
+144. 3
+ 138. 9
+ 156. 2
+26. 2
+4
+4
+2
+2
+400. 0
+44. 4
\
96
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-19.
-.
- 11.
+73.
+72.
6
8
5
8
5
--- --+---22. 2
--- ------- ----------
TABLE
2-2.-Spanish-speaking and total employment by grade and salary groups, June 1962 and
Jwne 1963, Department of the Navy
t\
1963
Change from 1962
Spanish-speaking
Pay category
Total
Total employees
Number
Percent
Spanishspeaking
+154
+2. 3
+83
+7. 2
Percent
Total all pay plans ________
320,440
6,838
2. 1
+8, 754
+2. 8
Total Classification Act or
similar _________________
128,093
1,230
1.0
+6, 260
+5. 1
GS-I through 4 _________________
gs-5 through 1 L __ ____________ S- 5 through 8 __ _________ ______
gs-9 through lL _______________
S- 12 through 18 __ _____________
46,002
61,838
32,946
28,892
20,253
655
530
325
205
45
1. 4
.9
1.0
.7
.2
-46
+3, 740
+1, 627
+2, 113
+2, 566
Total Wage Board ___ _____
190,825
5,596
2. 9
+6, 393
Up through $4,499 ___ ___________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ___________
$8,000 and over _________________
12,524
164, 109
94,410
69,699
14, 192
642
4,840
2,925
1,915
114
5.
2.
3.
2.
Total other pay plans ______
1,522
P through $4,499 __ ____________
$4,500 through $7,999 ___________
$4,500 through $6,499 ________ - -$6,500 through $7,999 ______ ___ -8,000 and over _________________
56
885
494
391
581
r
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
-.
+6.
+s.
+7.
+14.
Percent
1
4
2
9
5
-20
+101
+39
+62
+2
+3. 5
-106
-1. 9
1
9
3
5
1
+18
+3
-762
+800
+50
+2. 9
+. 8
-20. 7
+71.7
+7 . 1
-3.
+23.
+13.
+43.
+4.
0
5
6
4
7
1
9
1
7
.8
-3, 560
+4, 6 3
-18, 387
+23, 070
+5, 270
12
.8
-3, 899
-71. 9
-35
-74. 5
2
9
8
1
1
3. 6
1.0
1. 6
.3
.2
-55
-2, 869
-1, 785
-1, 084
-975
-49.
-76.
-78.
-73.
- ·62.
5
+2
- 30
--,- 26
-4
- 7
----------76. 9
-22.
+2.
-16.
+49.
+59.
4
3
5
7
- 76. 5
0. 0
-87. 5
-
97
TABLE
2-3.-Spanish-spea king and total employment by grade and salary groups, June 196f and
June 1963, Department of the Air Force
Change from 1962
1963
Pay category
Spanish-speaking
Total employees
Total
Number
Spanishspeaking
Percent
Percent
Percent
Total all pay plans_-------
271,730
15,482
5. 7
-4, 734
-1. 7
-1, 143
-6. 9
Total Classification Act or
similar __________ _______
152,544
4,467
2. 9
-179
-.1
-238
-5. 2
GS-1 through 4 _________________
GS-5 through 11 _- - - - - - - - - - - - - - GS-5 through 8----------------GS-9 through 1 L _- _- - - _- - - - - - - GS-12 through 18 _______________
48,089
81,749
44,046
37,703
22,706
2,322
2,022
1,432
590
123
4. 8
2. 5
3. 3
1. 6
.5
-4, 063
+2, 299
+633
+ 1,666
+1, 585
-7.
+2.
+1.
+4.
+7.
8
9
5
6
5
-324
+79
+95
-16
+7
Total Wage Board ____ - ___
114,070
10,162
8. 9
-7, 216
-5. 9
-1, 705
-14. 4
Up through $4,499 ______________
$4,500 through $7,999 _ - - - -- -- - - $4,500 through $6,499 - - - - - - - - - - $6,500 through $7,999 _____ ______
$8,000 and over_ ________________
9,201
101,086
77,761
23,325
3,783
2,235
7,883
7, 247
636
44
24. 3
7. 8
9. 3
2. 7
1. 2
-4, 512
-3, 488
-8, 331
+4, 843
+784
-32.
-3.
-9.
+26.
+26.
9
3
7
2
1
-1, 079
-646
-654
+8
+20
-32.
-7.
-8.
+1.
+83.
Total other pay plans ______
5,116
853
16. 7
+2, 661
+108. 4
+800
+1509. 4
Up through $4,499 _____ - - - - - - - - - $4,500 through $7,999-- --------$4,500 through $6,499 __ - - - _- - - - _
$6,500 through $7,999 ________ ___
$8,000 and over_ ________________
529
4,275
2,982
1,293
312
22
826
658
168
5
4.
19.
22.
13.
1.
-139
+2, 732
+ 1,875
+857
+68
-20.
+177.
+169.
+196.
+27.
-16
+811
+643
+168
+5
-42.1
+5406. 7
+4286. 7
\
98
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
2
3
1
0
6
8
1
4
6
9
-12.
+4.
+7.
-2.
+6.
2
1
1
6
0
6
6
3
3
3
-- --------
----------
TABLE
2-4.-Spanish-speaking and total employment by grade and salary groups, June J96t2 and
June 1963, Post Office Departm,ent
1963
Pay category
Change from 1962
0
Spanish-speaking
Total
Total employees
Number
Percent
Spanishspeaking
Percent
Percent
Total all pay plans ________
584, 140
9,739
1. 7
+6, 501
+1. 1
+1: 121
To~al. Classification Act or
s1m1lar _____________ :.. ___
1,619
2
1
+81
+5. 3
+2
2
.8
0 ~-5 through 8 _________________
0 -9 through lL _______________
08-12 through 18 _______________
262
774
535
239
583
-18
+26
+35
-9
+73
-6. 4
+3. 5
+7. 0
-3. 6
+14. 3
Total Wage Board ________
37
P through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$~,500 through $7,999 ___________
,000 and over _________________
1
34
23
Total postal field service ___
582,475
9,737
1. 7
+6, 428
+1. 1
+1, 119
+13. 0
::~-1 through 4 1 ______________
PF -5 through lL ______________
PF~-5 through 8 _______________ _
PF -9 through lL ______________
S-12 through 20 ______ ____ ____
499,630
79,216
66,205
13, 011
3,629
9, 194
534
472
62
9
1. 8
.7
7
+2, 234
+4, 200
+3, 630
+570
-6
+. 4
+5. 6
+5. 8
+4. 6
-. 2
+ 1, 035
+79
+65
+14
+5
+12. 7
+17. 4
+16. 0
+29. 2
+125, 0
gs-1
through 4 ______________ - - S-5 through lL_ :.. _____________
r
11
2
+13. 0
------------ ---------------- ------------------- ------------------- ------------------- ---------+2
---------- ------------------- ------------------- ------------------- ---------- - -2
-5. 1 ---------- ------------------- ----------1
-50. 0 ---------- ------------------- ----------1
-2. 9 ---------- -------------- --- -- ---------------------------- ---------- ------------------- ----------1
-8. 3 ------------------- -------------------------------- ----- ------------------- ------ --- - ----------
.5
2
-6
-40. 0 -------------------------- -- ---------through $4,499 _______________ ----------- ---------- ---------- ---------- ---------- ---------- ---------$4'500 through $7,999 ___________ - ----------- ---------- ---------- ---------- ---------- ---------- ---------$ ,500 through $6,499 ____________ ----------- - --------- ---------- ---------- ---------- ---------- ---------$ 6,500 through $7,999 ____________ ----------- - --------- ------- --- ---------- ---------- ---------- ----------40. 0 ---------- ----------6
8,000 and over _________________
9 ---------- ---------Total other pay plans ______
ff
1
9
Includes 4th class postmasters and rural carriers.
99
726-390 0-64-8
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
TABLE
2-5.-Spanish-speaking and total employment by grade and salary groups, June 196f and
June 1963, Department of the Interior
Change from 1962
1963
Pay category
Spanish-speaking
Total employees
Total
Number
Spanishspeaking
Percent
Percent
Percent
Total all pay plans __ - - - - - _
65,076
1, 106
1. 7
+ 10,337
+18. 9
+121
+12. 3
Total Classification Act or
similar ____ - _- __ - _- __ - __
47,992
614
1. 3
+6, 454
+15. 5
+54
+9. 6
GS-1 through 4_ - - - - - - - - -- - - - - - GS-5 through 11 __ - - - - - - - - - - - - - GS-5
through 8----------------GS-9 through
11 ________________
GS-12 through 18 _______________
13,927
25,643
13,975
11,668
8,422
310
273
195
78
31
2. 2
1. 1
1. 4
.7
.4
+2, 234
+2, 565
+960
+1, 605
+1, 655
+19. 1
+11.1
+7. 4
+15. 9
+24. 5
+47
-3
-2
-1
+10
+17.9
-1. 1
-1. 0
-1. 3
+47. 6
Total Wage Board ______ - _
16,245
471
2. 9
+4, 481
+38. 1
+63
+15. 4
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 __ - - _- - - - - $6,500 through $7,999 __ - - _______
$8,000 and over _________________
5,247
10, 118
7,640
2,478
880
246
220
183
37
5
4. 7
2. 2
2.4
1. 5
.6
+1, 629
+2, 444
+1, 981
+463
+408
+45.
+31.
+35.
+23.
+86.
0
8
0
0
4
+2
+58
+43
+15
+3
+.8
+35. 8
+30. 7
+68. 2
+ 150. 0
Total other pay plans ______
839
21
2. 5
-598
-41. 6
+4
+23. 5
-476
-178
-225
+47
+56
-61. 3
-29. 2
-44. 5
+45. 2
+ 109. 8
+2
+2
+2
+12. 5
+200. 0
+200. 0
Up through $4,499 _____ - -- _- ---$4,500 through $7,999 ___________
$4,500 through $6,499 ___ - _- - - - - $6,500 through $7,999 __________ $8,000 and over _________________
100
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
300
18
6. 0
432
3
.7
281
3
1. 1
151 ---------- - - -------107 - - -------- ----------
---------- -- ----------------- ----------
TABLE
2--6.-Spanish-speaking and total employment by grade and salary groups, June 1962 and
June 1963, Department of Agriculture
n
1963
Pay category
Change from 1962
Spanish-speaking
Total employees
Total
Number
Percent
Spauishspeaking
Percent
Percent
-
Total all pay plans ________
95,623
1, 410
I. 5
+3, 513
+3. 8
-81
-5. 4
To~al. Classification Act or
s1m1lar _________________
82,072
743
.9
+3, 409
+4. 3
-62
-7. 7
g~-1 through 4 _______________ - _
GS -5 through IL _______________
GS -5 through 8 _________________
GS -9 through IL _______ ________
-12 through 18 _______________
24,534
46,772
26,737
20,035
10,766
409
316
245
71
18
I. 7
.7
.9
.4
.2
-122
+2, 592
+ 1,290
+1, 302
+939
-. 5
+5. 9
+.5. 1
+7. 0
+9. 6
-89
+20
+3
+17
+7
Total Wage Board ________
11,604
665
5. 7
+123
+1. 1
- 20
-2. 9
P through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ____________
$~,500 through $7,999 ___________
,000 and over ______ ___________
6,966
4,588
3,937
621
80
565
100
97
3
8. 1
2. 2
2. 5
.5
-494
+602
+399
+203
+15
-6. 6
+15. 2
+11.3
+48. 6
+23. 1
-36
+16
+15
+1
-6. 0
+19. 0
+18. 3
Total other pay plans ______
1,947
2
.I
-19
-1. 0
rp through $4,499 ______________
$4,500 through $7,999 _________ -$4,500 through $6,499 __________ $~,500 through $7,999 ___________
,000 and over _________________
484
1,088
796
292
375
1
1
1
.2
.1
.1
-142
+11
-3
+20
+106
f
-
https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis
---------- ----------
---------- ------------------- ----------
-22.
+1.
-.
+7.
+39.
7
6
4
4
4
-17.
+6.
+1.
+31.
+63.
9
8
2
5
6
+so. o
---------- ---------+1
+100. 0
---------- ---------+1 ---------+1 --------------- ---- ------------------- ----------
101
TABLE
2-1.-Spanish-speakvng and total employment by grade and salary groups, June 1962 and
June 1963, Veterans Administration
Change from 1962
1963
Spanish-speaking
Pay category
Total employees
Total
Number
Spanishspeaking
Percent
Percent
Percent
Total all pay plans_ - - - - - - -
150,273
2,621
1. 7
-447
-0. 3
+134
+5. 4
Total Classification Act or
similar __ - __ - - - - - - - - - - - -
112,530
1,559
1. 4
+1, 822
+1. 6
+189
+13. 8
GS-1 through 4_ - - - - - - - - - - - - - - - GS-5 through 1 L_ - - - - - - - - - - - - - GS-5 through 8 _____ ____________
GS-9 through 11 ___ - - - - - - - - - - - - GS-12 through 18 _______________
53,924
45,979
30,255
15,724
12,627
986
391
309
82
182
1. 8
.9
1.0
.5
1. 4
-1, 620
+2, 009
+918
+ 1,091
+ 1,433
-2. 9
+4. 6
+3. 1
+7. 5
+12. 8
+55
+78
+66
+12
+56
+5. 9
+24. 9
+27. 2
+17.1
+44. 4
Total Wage Board ________
35,094
1,028
2. 9
-867
-2. 4
+19
+1. 9
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___ ____ - - - $6,500 through $7,999 ___ - __ - - - - $8,000 and over _______ ___ - ____ - -
19,766
15,026
12,214
2,812
302
648
380
340
40
3
5
8
4
-2, 300
+1, 370
+454
+916
+63
-10.
+10.
+3.
+48.
+26.
4
0
9
3
4
-92
+111
+90
+21
-12. 4
+11. 3
+36. 0
+110.5
Total other pay plans ______
2,649
34
1. 3
-1, 402
-34. 6
-74
Up through $4,499 ______________
$4,500 through $7,999 ___________
$4,500 through $6,499 ___________
$6,500 through $7,999 ____ ____ ___
$8,000 and over _________________
2,198
353
268
85
98
28
6
6
1. 3
1. 7
2. 2
+535
-1, 285
-846
-439
-652
+32.
-78.
-75.
-83.
-86.
2
4
9
8
9
-30
-34
-32
-2
-10
\
102
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3.
2.
2.
1.
---------- ----------
---------- ------------------- ----------
---------- ----------68. 5
-51.
-85.
-84.
-100.
-100.
7
0
2
0
0
TABLE
2-8.-Spanish-speaking and total employment by grade and salary groups June J96i and
June 1963, summary, all other agencies
'
1963
Pay category
Change from 1962
Spanish-speaking
Total employees
Total
Number
Percent
Spanishspeaking
Percent
Percent
Total all pay plans ________
486,409
5,267
1. 1
+38, 023
+8. 5
+820
+18. 4
Total Classification Act or
similar _________________
379,549
3,444
.9
+29, 178
+8. 3
+425
+14. 1
gs-1 through 4 ____________ - _- - G S-5 through 1 L _________ ____ __
~-5 through 8 _________________
0 -9 through 1 L _______________
G
S-12 through 18 __ _____________
103,037
193,157
107, 065
86,092
83,355
1,287
1,907
1, 181
726
250
1. 2
1.0
1. 1
.8
.3
+4, 916
+13, 222
+5, 544
+7, 678
+ 11,040
+5. 0
+7. 3
+5. 5
+9. 8
+15. 3
+118
+252
+105
+147
+55
+10.1
+15. 2
+9. 8
+25. 4
+28. 2
r
Total Wage Board ________
68, 160
1,286
1. 9
+2, 564
+3. 9
+160
+14. 2
P through $4,499 ______________
$4,500 through $7,999 ________ - -$4,500 through $6,499 _________ - $6,500 through $7,999 ___________
8,000 and over ______ ___ ________
14, 641
45,107
31,364
13,743
8,412
404
855
713
142
27
2. 8
1. 9
2. 3
1.0
.3
-3, 387
+3, 499
+3, 878
-429
+2, 502
-18. 8
+8. 3
+14. 1
-3. 0
+42. 3
-57
+208
+123
+85
+9
-12. 4
+32. 1
+20. 8
+149. 1
+50. 0
r
Total other pay plans ______
38,700
537
1. 4
+6, 281
+19. 4
+235
+77. 8
P through $4,499 ______________
$:,500 through $7,999 ___________
$ ,500 through $6,499 ___________
$ 6,500 through $7,999 ___________
8,000 and over _________________
7,492
13,988
9,599
4,389
17,220
252
156
107
49
129
3. 4
1. 1
1. 1
1. 1
.7
-334
+2, 336
+ 1,675
+661
+4, 279
-4. 3
+20. 0
+21. 1
+17.7
+.33. 1
+139
+49
+24
+25
+47
+123. 0
+45. 8
+ 28. 9
+104. 2
+57. 3
-
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103
CHAPTER SEVEN
Government Complaint System
Prior to the issuance of Executive Order 10925,
complaint processing was the primary method by
which previous antidiscrimination Executive Orders carried out the Federal policy of nondiscrimination. Consequently, it has been the means by
which administering agencies have both implemented a nondiscriminatory policy and have attempted to redress grievances stemming from
race, religion, color, or national origin. In relying upon the complaint process, Government
action rested h0avily upon the willingness and
perhaps in some situations, the temerity of a~
individual to sign an allegation of discrimination
against an employer who had economic power
over his welfare and might conceivably retaliate
against him for such action. Thus, it is unlikely
that the number of cases filed reflected the magnitude of discrimination or even the number of
grievances minorities harbored against their
employers.
Fear of reprisal may still deter many from filing complaints. The Committee's correspondence
tends to support such a view. Anonymous letters
giving allegations and detailed supporting evidence; complaints filed directly with the Committee with insistence that the Committee staff
investigate; and letters of withdrawal without
reasons stated or evidence of corrective action received after the agency begins investigation show
that some who feel discriminated against still are
fearful of submitting a signed complaint. However, the quantitative significance of this would be
hard to determine. Limited educational attainment, particularly illiteracy and 1ow aspiration
level, no doubt, also restrict the aggrieved in actually filing formal written complaints.
On the other hand, there is some evidence that
the complaint load rises, at least temporarily as
discrimination declines. During the life of ~his
Committee, significant growth in minority group
employment has occurred ( see Government Employment Census).
104
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When the complaint load is related to number
of employees, it is apparent that its numerical
significance is small. But it should be noted that,
prior to Executive Order 10925, case processing has
been virtually the sole means by which discriminatory patterns involving whole business units ( and
Government agencies) have been changed by various President's Committees, and State and municipal Fair Employment Commissions.
Some Pattern Changes
Illustrative of employment pattern changes resulting from complaints are two cases recently
closed by the Committee. One involved the U.S.
Patent Office, Department of Commerce. The
?ther involved the Bureau of Engraving and Printmg, U.S. Treasury Department. These cases are
especially significant in that actions taken to resolve them indicate a change in the utilization pattern of minorities and further show that new
procedures have been instituted as an integral part
of a system aimed at full compliance with the
Executive Order. These procedures include a new
promotion plan, the posting of all vacancies, employee review of supervisory ratings with right
of appeal, selection for appointment from the first
t~ree names on the promotion selection lists, extens10n. of ~rea of consideration for promotions and
momtormg of promotion practices by the Deputy
Employment Policy Officer.
In both instances, the complaints filed by a few
h_ave bro~ght about changes in policies and pract1ce.g which affect all minority group employees.
The complaints received are understandably concentrated in a few larger agencies-as are the employees of the Federal Government. Four-fifths
of the complaints received by the Committee, and
about the same fraction of the total Government
e~ployees, are in seven departments and agencies-Post Office Department, Departments of the
Army, Navy, and Air Force Veterans Administration, Department of Agric~lture, and Treasury
Department. On March 1, 1963, the Committee
had received 1,631 complaints or 81.3 percent of
the total received from these agencies. Their total
employment was approximately 1,835,303 or 81.2
percent of total -Government employment. However, the case load of each individual agency did
not appear to be in proportion to the number of
persons employed by it. Some had a complaint
load which was more than, ,some less than proportionate to total employment.
Complaints received by the Committee in its
first 2 full years vary widely geographically.
About one-fourth of them have come from the two
civil service regions comprising most of the South,
i.e., the Atlanta and Dallas Regions, 23.2 percent.
The New York, Philadelphia and Boston Regions,
which include most of the populous Middle Atlantic and New England States, account for 24.3
percent of all complaints received. Metropolitan
Washington, D.C. has accounted for 18.8 percent,
the Far West, 13.6 percent ( San Francisco and
Seattle Regions) ; and the Midwest 13.5 percent
( Chicago Region) .
Case Load and Affirmative Action
If positive approaches are developed and change
overall agency-wide or installation-wide patterns
positively, the number of complaints should decline at some point because the basic causes for
them will have been more effectively reduced.
This, however should not be expected to occur
1.?1mediately. 'The rapid development of affirm~tive action programs which eliminate the basic
causes of complaints provides the only permanently effective long-range answer to large complaint loads. Furthermore, this process serves as
a check on the compliance approach-failures of
Particular units or agencies to expeditiously
develop corrective procedures may in the long run
cause the number of complaints filed against them
t? appear high as compared with the more aggressive agencies.
Complaint Processing as a Specialized
Grievance Procedure
Without regard to the impact of complaint
Processing on the overall scope of discriminatory
Practices or agency- or Committee-initiated pos~tive programs, complaint processing will be a very
1Inportant cog in the machinery used to carry out
Executive Order 10925 for some time to come.
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The establishment of a process for handling complaints on behalf of individuals who feel aggrieved
because of alleged discriminations bas d on race
creed, color, or national origin, is firmly set in the'
public mind-particularly that of the minority
public. Any steps that appear to weaken or
threaten the integrity of this assumed "right"
would be detrimental to the overall program.
Virtually all of the laws and executive orders
established by Government to eliminate discrimination against minorities have been legally based
upon rights granted to an individual and, consequently the enforcement machinery of this order
has been oriented primarily toward the protection
of the individual against unequal treatment.
In some cases these rights are guaranteed under
the Constitution. Others are established by legislation; still others result from a mutual agreement
appearing as a clause in a contract, e.g., a labormanagement contract or a contract between the
Federal Government and a Government supplier.
Each of these confers a right to protection upon
the individual. Consequently, the initiating force
which activates the policy is a complaint, generally from an aggrieved party. There is a tacit assumption that persons should have such protection
if they want it and seek it. The complaint process
provided by Executive Order 10925, is responsive
to our ancient tradition of individual rights.
The procedures established by the Committee for
handling complaints provide for:
(1) Filing of the complaint with the Committee or with the agency concerned.
(2) Investigation of the complaint by designated agency representatives.
(3). Hearing procedures.
( 4) Review by the Committee of agency actions with the right to concur, reject, alter or
reverse.
(5) Right of appeal to Executive Vice Chairman of Committee for final decision.
Analysis of Complaints Over First Two Years
As of March 1, 1963, the Committee had received
2,005 complaints of discrimination because of race,
creed, color, or national origin.
A total of 1,169 complaints had been closed.
Corrective action had been taken in 423 cases
(36.1 percent). No discrimination was found in
one-half (50.5 percent) of them, while the remaining one-fifth (18.1 percent) were distributed al105
DISTRIBUTION oF TCYrAL FEDERAL EMPWYEES AND TCYrAL CoMPLAINTS RECEIVED BY THE CoMMITrl!lE BY
CIVIL SERVICE REGIONS IN DESCENDING ORDER
Negro employment
csc
Total
employees
regions
Total _________________________________________
Chicago _____________________________________________
- - - - - - - - _- ______
___ - - - - - - - - - - - - - - - - - - - - - -________________
Philadelphia
Atlanta _____________________________
San Francisco ________________________________________
D.C ____________________________________
Washington,
New York __ __________________________________________
Dallas ______________________________________________
St.Louis ____________________________________________
Denver _____________________________________________
Boston ______________________________________________
Seattle _____________________________________________ _
Complaints received
1
Number
Percent of
total
Number
2,231,579
292,703
13. 1
1,995
308,506
279,956
272,792
252,262
242,039
231,201
198,746
136,536
113,634
109,886
86,021
59,447
47,976
30,935
30,993
55,356
32,635
16,105
10,432
3,317
3,534
1,973
19.3
17. 6
11. 3
12. 3
22. 8
14. 1
8. 1
7. 6
3. 0
3. 2
2. 3
271
281
304
245
378
175
161
82
38
32
28
Percent of
total 2
3
99. 5
13. 5
14. 1
15. 2
12. 2
18. 9
8. 7
8. 1
4. 1
1. 8
1. 5
1. 4
1 Chicago-Illinois, Indiana, Kentucky, Michigan, Ohio, Wisconsin; Philadelphia-Delaware, Marylan_d, Pennsyr
vania, Virginia, West Virginia; Atlanta-Alabama, Florida, Georgia, Mississippi, North Carolina, South Carolma, Tennessee Puerto Rico, and Virgin Islands; San Francisco-California, Hawaiian Jsland8, Nevada, Pacific overseas a~ea; New
Yo~k-New Jersey, New York; Dallas-Arkansas, Louisiana, Oklahoma, Texas; St. Louis-Iowa, Kansas, Minnesota,
Missouri, Nebraska, North Dakota, South Dakota: Denver-Arizona, Colorado, New Mexico, Utah; Boston-Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, Vermont; Seattle-Alaska, Idaho, Montana, Oregon,
Washington,
2 As of Mar. 1, 1963
a Europe 0.5.
DISTRIBUTION OF EMPLOYEES BY MAJOR FEDERAL AGENCIES AND TOTAL COMPLAINTS RECEIVED BY
COMMITTEE IN DESCENDING ORDER
Agency
Total
employees
Negro employment
Number
Total ________________________________________ _
Post Office Department_ ___ - _________________________ _
Department of Army ____ - _- _________________________ _
Department of Navy ________________________________ _
Department of Air Force _____________________________ _
Veterans Administration _____________________________ _
Department of Agriculture ___________________________ _
Department of Treasury _____________________________ _
Department of Health, Education, and Welfare ________ _
Department of Interior ______________________________ _
Federal Aviation Agency _____________________________ _
Department of Commerce ____________________________ _
Department of Defense ______________________________ _
All others __________________________________________ _
1
Percent
of total
Complaints received
Number
Percent
of total 1
2,259,993
293,353
13. 0
2,005
100. 0
577,639
345,851
312,798
276,373
150,847
92, 104
79,691
70,489
55,093
39,795
29,383
23,712
206,218
86,981
42,838
42,880
21,316
35,281
2,890
9,627
13,882
1,933
1,031
3,440
4,951
26,303
15. 1
12. 4
13. 7
369
317
343
282
164
29
127
62
14
13
81
15
189
18. 4
15. 8
17. 1
7. 7
23. 4
3. 1
12. 1
19. 7
3. 5
2. 6
11. 7
20. 9
12. 8
14. 1
8. 2
1. 5
6. 3
3. 1
,7
.7
4. 0
.7
9.4
As of Mar. 1, 1963.
most equally among cases withdrawn, dismissed,
and those which complainants failed to prosecute
(see Table No. 1).
A look at the distribution of the 2,005 complaints
received, by kinds of discrimination, reveals that
1,840 ( 91.8 percent) alleged discrimination be106
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cause of race; 83 (4.5 percent), discrimination because of creed; and 82 (4.1 percent) discrimination
because of national origin.
The distribution of total complaints received,
by basis of complaint, reveals that 378 ( 18.8 percent) were filed as the result of failure of appoint-
ment; 882 (44.0 percent) failure of promotion;
210 (10.5 percent) separation; and 535 (26.7 percent) for "other" reasons.
The distribution of cases closed by basis of complaint follows approximately the pattern of cases
received. However, the distribution of cases
closed with corrective action deviates significantly.
A more than proportionate share of the cases resulting in corrective action involved promotion
(52.7 percent) and "other" bases of action (34.0
percent) while corrective action concerned with
appointment (7.8 percent) and separation ( 5.4 percent) constituted a smaller proportion than that of
all cases closed.
GEOGRAPHICAL DISTRIBUTION OF COMPLAINTS AS OF MARCH
6, 1961
THROUGH MARCH
1, 1963
[Figures following regional designation are total Federal employment 1n that region and that region's percentage of total Federal employment}
No.
Atlanta Region: 284,019-11.3 percent_____
Alabama __ __________________________ _
Florida ______________________________ _
Georgia _____ ________________________ _
M·lSSlSSl
. .ppL
. ___ ____ ____________ - _ - - - - -
North Carolina ________________ - - - - - - - South Carolina ____________ - - - - - -- -- -- Tennessee _______________________ ____ __
Puerto Rico and Virgin Islands _________ _
Boston Region: 117,856-4.7 percent _____ _
Percent
304 (15.16)
53
48
71
37
11
43
39
Dallas Region: 204,877-8.1 percent ___ - - -
San Francisco Region: 281,224-11.2 percent_
32
(1.59)
ITf~ Mexico ______________ -===========
(802)
1
(0.49)
Total complaints _________________ 2,005
Total complaints_______________
(I.8 9)
(8-72)
Philadelphia Region: 271,739-10.8 percent __ 281 (14.0l)
Pennsylvania
___ ______________________
~~:;:~~-:===========================
Virginia _______________________ - - - - - - West Virginia ________________________ _
!-~
STATUS OF COMPLAINTS AGAINST GOVERNMENT AGENCIES
AS OF MARCH 1, 1963
Number
Percent
9
3
~::t~:~~============================ Ii~
1
9
11
Europe: 1 30,761-1.2 percent _______________
8
==
(1.39)
District of Columbia Metropolitan Region
257,349-10.2 percent_ _-- ------ ------- 378 (18.85)
18
New York Region: 243,586-9.7 percent ____ ~
28
Montana-- -------------------------~Oregon ___ _______ ______ ~-------------Washington____ _______________________
20
21
25
95
Denver Region: 116,603-4.6 percent ______ ~
California ___ - - - - - - - - - - - - - - - __________ 234
Ha waiL _______ - _- _- _- _- _- _- ______ ____
2
Nevada __________________ ___ _____________ _
Pacific Overseas Area __________________
9
Alaska ______ _____ ________ ____________
7
Idaho ____________________________________ _
7
--
245 (12.21)
Seattle Region: 99,479-4.0 percent_______
82
23
14
60
85
161
Arizona _____________________________ _
Colorado ____________________________ _
(4.08)
2
Chicago Region: 328,137-13.1 percent ___ _ 271
i~:::-:~~~~~~~~~~~~~~~~~~~~~~~~=~~
Percent
82
Iowa___________ ______________________
3
14
Kansas________________ ___________ ___ _
Minnesota _______ - _____ - ______________
9
Missouri_ ___ - - - - - _- ___ - ______________ 51
Nebraska_____________________________
4
North Dakota _______ _________________
I
South Dakota _____________________________ _
Connecticut _____ _____________________
11
Maine ____________________________________ _
Massachusetts ___ ____________________ 15
New Hampshire ______________________ 1
Rhode Island ______________________ - - 5
Vermont ___ ________________________ ______ _
Illinois _____________________________ Indiana ____ _________________________ _
No.
St. Louis Region: 148,749-5.9 percent_ __ __
2,005
100. 0
Cases pending ______ _____ ___________ _
570
In agencies_________________
442
In committee (on appeal)____
128
Cases close<i_____ __________ ______ ____ 1,435
Subject to routine committee
check____ ___ _____________
266
Review and formally closed by
committee ________________ 1,169
28. 4
71. 6
DISPOSITION OF FORMALLY CLOSED CASES AS OF MARCH
1, 1963
Di1po1ition
Number
1:}5j
Corrective action taken __ ------------Finding of no discrimination __ ________ _
Withdrawn_ - - - - - - - - - - - - - - - - - - - - - - - - Dis missed_ - - - - - - - - - - - - - - - - - - - - - - - - - Failure to prosecute_ - - - -- - - - - - ---- -- -
423
591
49
60
46
2
TotaL __ __________ -- - -- --- - -- -
1, 169
Percent
36. 1
50. 5
4. 1
5. 1
3. 9
Does not include foreign nationals.
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107
CHAPTER EIGHT
Plans for Progress
In its Plans for Progress program, the President's Committee has formulated a plan that will
contribute significantly to achieving equal employment opportunity in all of American industry.
In the absence of a Federal Fair Employment
Practices Act, this phase of the Committee's programs extends its policies to companies not falling
under the Executive orders, and_amplifies the activities of the Government contractors. A major
effort is now being made to enlist more companies
which do not fall under the Executive orders.
The program is essentially a cooperative venture
between business and Government-the type of
cooperation that has accomplished so much
throughout American history. Participation in
Plans for Progress is strictly voluntary. It in
no way relieves a Government contractor of its
contractual obligation to comply with the Executive orders and the Rules and Regul~tions of the
Committee, but it does open up new avenues for
the attainment of the goals of the Executive orders.
The Origins
Less than a month after the Committee started
operations, then Vice President Johnson, as Committee chairman, called a meeting of the presidents
of the 50 largest Government contractors. At the
meeting on May 2, 1961, Mr. Johnson called forand obtained-pledges of cooperation and assistance from these major industrial firms in providing equality of opportunity. Most of these firms
later signed Plans for Progress. Robert B.
Troutman, an attorney and businessman from Atlanta, Ga., who was an original Committee member, was instrumental in launching this cooperative effort between industry and Government to
bring about equality of opportunity.
Even as the industrialists were meeting, negotiations were underway with one firm-the Lockheed
Aircraft Corp.-for development of a specific pro108
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gram to supplement the requirements of the Executive order and thus to provide greater equality
of employment opportunity. Complaints of unequal opportunity at the company's plant at Marietta, Ga., had resulted in a series of conferences
involving company management, Mr. Troutman,
and Committee staff members.
Out of these negotiations came the first Plan
for Progress. It covered not only the Lockheed
facility at Marietta, but all corporate facilities.
The Plan for Progress was signed in the_White
House on May 25, 1961, in the presence of the late
President John F. Kennedy, by Mr. Johnson for
the Committee and by Courtlandt Gross, president
of Lockheed Aircraft. Shortly thereafter, eight
other major industrial firms signed similar Plans
for Progress with Mr. Johnson.
The then Vice President appointed a subcommittee of five members to expand and develop the
Plans for Progress program. Members of the subcommittee were Mr. Troutman, chairman; Edgar
Kaiser, Fred Lazarus, Jr., Walter Reuther and
the then Secretary of Health, Education and W elfare, Abraham Ribicoff. Mr. Troutman devoted
a major part of his time to the program and directed operations of the Plans for Progress staff
until his resignation :from the Committee in August 1962. Since that time the program has been
united with the compliance program under the immediate supervision of the Executive Vice Chairman, currently Hobart Taylor, Jr.
First Anniversary
By the Committee's first anniversary., 52 companies had signed Plans for Progress. In J anuary, 1963, the number reached 104 and it currently
stands at 115 companies (including several national concerns which do not hold Government
contracts) with more than 5½ million employees.
Participants in Plans _for Progress now file a
l'epor~ form ( Plans for Progre s Form EEO 10)
that 1s statistically compatible with the regular
compliance fom1 (Form 40).
. Information received from the companies is compiled for tatistical studies of employment patterns • and js made available to the contractinob
agencies and to the Government contractors. In
the event of any complaint of unequal opportunity,
the complaints are investio-ated and processed ju t
as are those against other companies.
Under Plans for Progre s, the Committee also
~as .made certain pledges. It has assured the
signmg companies that it will press its efforts,
through recruitment, training and labor liaison
Programs, to encourage the development of qualified applicants for referral to Plans for Proo-ress
employers and to work with the appropriate contra?ting agencies to assist employers to carry out
their programs for equal opportunity.
Program Expansion
One of the significant features of the Plans for
Progress is that the program is constantly expandinO' to include companies that do not have
Government contracts. It seeks to reach beyond
the Executive order and enlist the aid of industrial
and mercantile leaders who agree-though they
are not subject to the Executive order and therefore face no possibility whatsoever that punitive
action or sanctions may be imposed upon their
companies-to advance the cause of equal employrnent opportunity.
The procedure in developing a Plan for Progre~s calls for discussion, study and negotiation
with the individual company management. Then
f~llows the execution of a formal joint statement
with the Committee, sirned by the company president and the President. Each step taken in the
execution of these agreements is designed to develop pragmatic and workable policies appropriate to the situation involved.
On January 17, 1962, a seminar of 300 officials
from 150 of the nation's largest business firms was
organized in Washin_ofon, D.C., to provide a means
~or a mutualJy helpful exchange of information,
l~eas and experiences. The seminar was oro-anized by a representative o-roup of companies who
had ~irned Plans for Proo-ress. The seminar was
st affed by personnel from Plans for Proo-ress companies and was attended solely by repre entatives
of firms on the proo-ram or firms which had been
i •
0
nv1ted to develop such plans.
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Tl:e Plans fo~· Progre s staff has proYided a
me~nun for con~muous interchano-e amono- participatmg compames of ideas which have been developed, problems which have ari en, and solutions "·hich have been achieved. This information is available to companies for their own
adoption and use.
Other companies are in varyino- stao-es of development. of Plans for Progress and it is anticipated that the number of participatincr companie
will increase substantially in the near futur .
University Participation
Plans for Progress received another stimulant
in July 1963 with it expansion to include universities. Members of minority groups frequently do
not recoQ'nize the educational proO'rams and career
opportunities open to them, because of past discrimination and sometimes because of active community discourao-ement. This problem has been
discussed in conferences with university representatives and recognition has been given to the
need to develop O'uidance materials and program
for high school and community colleo-e teachers
which will repair this breakdown in communications.
Already one major educational institution,
1iVa.yne State University, after meeting with representatives of The President's Committee on Equa]
Employment Opportunity, has sio-ned a Plan for
Proo-ress. It recognizes that a university is first
and foremost an educational institution and therefore has obligations jn the areas of human dignity
and civil rights in addition to those it has as an
employer.
The university prohibits any form of discrimination in admission, advancement and all other
activities affecting students; it also prohibits any
affiliation of any of its divisions with other institutions which permit discrimination in providing
educational service , in athleti omp tition, or
in student accommodation . More importantly,
Wayne State's Plan for Progress recognizes the
university's responsibility to arouse the entire community, majority and minority, to the necessity
for equality of opportunity.
Followino- several preliminary conferences on
the 1Vayne State campus in Detroit, a conference
was held at Ann Arbor, Mich., on October 21, 1963,
with the Bia 10 universities and the University of
hicago participatino-. This conference was the
real beginning of the mobilization of the educa109
tional and intellectual :forces of the Nation behind
the Government's cooperative program for improving the opportunities of minority group citizens on a broad scale. These great universities,
which have more than 350,000 students, decided
to take a more vigorou part in assistino- minority
youth, in encouraging them through high school
and on through higher education and advanced
study. The universjties also are seeking direct relationships with southern Negro colleges, through
"-hich they will pro,·ide fa ulty help and graduate
facilities for students from these schools.
The Advisory Council
As a further extension of Plans :for Progress,
in August 1963, a special Advisory Council for
Plans :for Progress was :formed by 19 leading industrial executives to administer the cooperative
program of the Committee. The Council functions through six committees covering the full
range of activities concerned with equal employment opportunity. This Council has a full-time
staff of five experts in personnel techniques and
recruitment, each loaned by a participating corporation :for up to a year, who will work with the
Plans :for Progress companies, present and future,
to develop programs for implementing their individual plans.
Council members are :
G. William Miller, president, Textron, Inc.
( hairman of the Coun il); R.H. Berqui t, dire tor, ompensation Admini tration and Employees
ervice, Colgate-Palmolive; W . D . Coursey, a • i tant vice president, Texas Instruments, Inc. ;
Robert F . Crowel, manager, employee relations
dept., International Harvester Co. ; P . B. Lewi ,
manager, employee relations dept., E. I. du Pont de
Jemours and Co., Inc. ; E . G. Mattison, director
of jndu trial relations, Lockheed-Georgia Co. ;
Harold Mayfield, d irector of personnel, OwensI l]inois Glass Co.; Edward Cudahy, .Tr., president,
The Cudahy Packing Co.; Arthur M. Doty, manager of personnel relations, Aluminum Co. of
America; A. H. Evans, manager employment,
Radio Corporation of America; Edward A.
Franks, manager, corporate employment, Chrysler
Corp. ; Dr. Roy Fugal, consultant, personnel practices, General Electric Co.; Paul S. Kempf, director, Industrial Relations, Hughes Aircraft Co.;
Dr. Frank Metzger, director, Manpower Adminjstration, International Telephone & Telegraph
Corp. ; Dr. C. E. Scholl, director of labor relations,
Defense and Space Groups, Burroughs Corp.;
Harold H. Schroeder, Assistant Vice President,
American Telephone & Telegraph Co.; R. A.
Whitehorne, manager, personnel research and services, International Business Machines Corp., and
H. W. ,vittenborn, Vice President, personnel and
industrial relations, Cook Electric Co.
The Council staff consists of :
G. A. M Lellan, director of per onnel ervices,
Olin Mathieson Chemical Corp. ( Administrative
Director of the ouncil) · James H. Burg, manager of professional recruitment, IBM Federal Systems Division in Bethesda (Administrative Coordinator for the Council) ; Howard C. Lockwood,
manao-er of the management per onne.l department, Lockheed-California Co. of Burbank (Administrative oordinator for the oun il) ; Clarence E . Lynn, staff assistant to the president of
Townsend Division of Textron Inc. of Providence
( Administrative Coordinator for the Council),
and Harold M. F. Rush, assistant o the corporate
secretary, Thiokol Chemical Corp. (Administrative Coordinator :for the Council) .
Prior to August 1963, the Plans for Progres
staff consisted of J . Joseph Kru e and E. William
Bohn, who served devotedly and apably during
the formative tag-es of the program. It was
mainly through their per onal efforts that enroll ment in the proITT'am had reache l the ize it had
when the dvi ory Council was formed .
EMPLOYERS PARTICIPATING IN PLANS FOR PROGRESS
(November, 1963)
Aerojet-Gener al Cor p.
Aerospace Corp.
Affiliated Kaiser companies.
Allied Chemical Corp.
Allis- 'halmer Mannfatturing Co.
Aluminum Co. of America
Amer ican Airlines, Inc.
American Bosch Ar ma Corp.
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American Can Co.
American Cyanamid Co.
American Machine and Foundry Co.
American Motors Corp.
American Telephon and Telegraph o.
Atch i on, Topeka & Santa Fe Railway y tern
Avco Corp.
Babcock & Wilcox Co.
Bell Telephone of Nevada
Bell Telephone Co. of Penn ylvania
Bell Telephone Laboratories, Inc.
Bendix Corp.
Boeing Airplane Co.
Brown and Root, Inc.
Burroughs Corp.
Caterpillar Tractor Co.
Chesapeake & Potomac Telephone Co.
Chry ler Corp.
Qleveland Electric Illuminating Co.
Colgate-Palmolive Co.
Collins Radio Co.
Columbia Broadcasting System, Inc.
Continental Can Co., Inc.
Continental Motors Corp.
Cook Electric Co.
Cudahy Packing Co.
Curtis -Wright Corp.
Douglas Aircraft Co., Inc.
Dow Chemical Co.
du Pont de Nemours, E. I., & Co., Inc.
Eastman Kodak Co.
Fairchild Stratos Corp.
Federated Department Stores, Inc.
Firestone Tire and Rubber Co.
Ford Motor Co.
Garrett Corp.
General Dynamics Corp.
General Electric Co.
General Motors Corp.
General Precision Equipment Corp.
General Telephone & Electronics Corp.
Goodrich, B. F., Co.
Goodyear Tire and Rubber Co.
Great Atlantic & Pacific Tea Co., Inc.
Grumman Aircraft Engineering Corp.
llercules Powder Co.
II ugh es Aircraft Co.
Illinois Bell Telephone Co.
International Busine s Machines Corp.
International Harve ter Co.
International Telephone & Telegraph Corp.
Lever Brothers Co.
Ling-Temco-Vought, Inc.
Lockheed Aircraft Corp.
Marlin Rockwell Corp.
Martin Co.
l\1:a sey-Ferguson, Inc.
-McDonnell Aircraft Corp.
:\ferritt-Chapman and Scott Corp.
:\Iichigan Bell Telephone Co.
Minneapolis-Honeywell Regulator Co.
-Monsanto Chemical Co.
1\1:on anto Research Corp.
National Biscuit Co.
National Cash Register Co., The
National Lead Co.
National Tea Co.
New England Telephone & Telegraph Co.
:New Jersey Bell Telephone Co.
Newport ews Shipbuilding & Dry Dock Co.
New York Telephone Co.
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Federal Reserve Bank of St. Louis
North American Aviation, Inc.
orthrop Corp.
rorthwe tern Bell Telephone Co.
Ohio Bell Telephone Co.
Olin Mathie on Chemical orp.
Owens-Illinois Glass Co.
Pacific Northwe t Bell Telephone Co.
Pacific Telephone and Telegraph o.
Pan American ,vorld Airway', Inc.
Philco Corp.
Procter and Gamble Co., The
Radio Corp. of America
Raytheon Co.
Republic Aviation Corp.
Ryan Aeronautical Co.
St. Regis Paper Co.
Sanders A ociates, Inc.
Singer Manufacturing Co.
Socony Mobil Oil Co., Inc.
Southern Pacific Co.
perry Rand Corp.
Standard Oil Co. ( Ohio Corp.)
tauffer hemical Co.
Texas Instruments, Inc.
Textron, Inc.
Thiokol Chemical Corp.
Thomp on Ramo Wooldridge, Inc.
U.S. Indu tries, Inc.
Union Carbide Corp.
United Aircraft Corp.
nited States Rubber o.
Walgreen Co.
Wayne State University
We tern Electric Co.
We tern Union Telegraph Co.
We tinghouse Electric Corp.
Model Plan for Progress
This company reco<mizes that the national
policy enunciated by the President of the United
States that all persons are entit Jed to equal employment opportunity re<Yard]ess of their r, ce,
creed, color, .or national origin, is in keepi1w with
the best tradjtions and spirjt of the American way
of life. J\dherence to such a policy, moreover, is
essential if all of this ation's human resources
are to be effectively utilized.
This Company i therefore to enter into this
Plan for Pro<Yress v,ith the President's C.ommittee
on Equal Employment Opportunity, and to reaffirm and reemphasize it continued commitment
to a program of providing equal employment
opportunity solely on the basis of ability and
accomplishment.
The company further recognizes that the effective practice of a policy of merit employment involves more than the nondiscriminatory hiring
111
and promotion of minority group persons. Full
realization of the goal of equal employment
opportunity requires, in .addition, that various
measures be taken to reassure minorjty group persons that. equal employment opportunities do, in
fart, exist, so that they -will be motivated to seek
such opportunities and the training and education necessary to prepare for them.
Thi company \Yil1, therefore, undertake a pro<Yram of .affirmative action to make known to members of minority groups that equal employment
opportunities are available to them on the basis
of individual merit, and to encourage such persons
to seek employment with the Company and to
strive for advancement within it.
UNDERTAKINGS BY THE COMPANY
I Di ssem ination of Policy
The company wil1 take appropriate steps to
in ··ure that all employees are advised of the company's policy of nondiscrimination and of its interest in actively and affirmatively providing equal
employment opportunity. To this end, the company will utilize, as appropriate, such media of
communication as notices -on bulletin boards, statements in employee handbooks, discussions or films
in orientation programs for new employees, and
articles in company publications.
The company will make certain that all members of management, supervisors, and others in a
position to implement the equal employment
opportunity policy ( such as those en<Yaged in recruiting, training, and other personnel activities)
are fully advised of the policy and of their responsibilities ,,ith respect to its effectuation and will
schedule appropriate discussions at regular meetings of these groups.
II Recruitment
The company ,vill vigorou ly seek qualified
minority group applicants for all job categories,
and will make particular efforts to increase minority <Yroup representation in occupations at the
hi<rher
levels of skill and responsibility. All
b
school , olleges, employment offices, and other
recruiting sources util ii ed by the company will
be .advised in ,nit ing of the company's equal employment opportunity policy, and will be urged
to refer qualified minority group applicants.
vVhere appropriate as a means for encouraging
members of minority groups to apply, employment advertisements will be placed in newspapers
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Federal Reserve Bank of St. Louis
which are w·idely read by, and specially devoted
to the interests of, minority groups; .a nd recruiting programs at schools and colleges ,vill include
schools and colleges ·which are attended by substantial numbers of minority group members. In
addition, the company will request appropriate
minority group agencies to assist in making
known the company's policy and will advise such
groups of available employment opportunities.
It will also encourage similar employment referrals from present employees.
111 Placemen t and Promotion
1. The company will review job categories
where few minority group persons are presently
employed, and seek to determine the cause for
such situation. ·w-iien the need for remedial
effort is indicated, appropriate action will be
taken. Remedial efforts may include such actions
as the following :
a. More vigorous recruitment of qualified
minority group can di dates.
b. Special discussions with approp iate management, supervisory, or other personnel reo-arding the company's policy and its desire to
insure the utilization of qualified minority group
personnel at all job levels.
c. Review of the records of minority group employees to determine whether their skills and
capabilities may be more fully utilized at higher
job levels, or would warrant their transfer to
other types of jobs more readily leading to
advancement.
2. Placement, promotion, and transfer activities at all levels will be monitored to insure that
full consideration, as required by the company
policy, has been given to qualified minority group
employees.
3. The company will undertake an active program for the appraisal and counselling of
minority group employees who appear to have
potential for advancement into sup:rvisory and
management positions.
IV Training
1. In-plant and on-the-job trammg programs,
as well as all other training and educational programs to which the company gives support or
sponsorship will be regularly reviewed to insure
that minority group candidates are given equal
opportunity to participate.
2. Appropriate steps will be taken to give
active encouragement to minority group employ-
ees to increase their skills and job potential
through participation in available training and
education programs.
3. The company will take steps to insure that
qualified minority group employees are included
in supenisory training classes.
4. The company will seek the inclusion of
qualified minority group members in any apprenticeship program in ,Yhich the company participates, and will report to the Committee any
fai lure to obtain inclusion of qualified minority
group candidates in such programs.
V Layoffs, Terminations, and Downgrading
The company will take appropriate measures
to insure that layoffs, terminations, downgrading,
and recalls from layoffs are made without regard
to race, creed, color, or national origin.
VI Other Matters Affecting Employee Benefits and
Status
1. The company wi ll insure that there is no dis-
parity in the compensation received by minority
group employees and other employees for performing equivalent duties, and that opportunities for
performing overtime work or other wise earning
increased compensation are afforded without
discrimination to all employoos.
2. It is the company's policy that none of its
facilities such as ,York areas, cafeterias, restrooms,
recreation areas, and transportation will be segregated, and if any such segregated facilities exist
the company will work toward their prompt
elimination. The same policy will be ·observed
with respect to any other employee activities
which are sponsored or supported by the company.
VII Unions
In carrying out its affirmative policy of providinO' equal employment opportunity, the company
will actively sook the support of all unions repr~senting its employees, and will attempt t~ ?bta~n
the inclusion of a nondi crimination prov1s10n m
all coIJective bargaining agreements into which it
enters.
The company " ·ill repor t to the P resident's
Committee "·henever the actions or poli ies of a
un ion repre enting its employees ar impedinO' the
implementation of thi s program .
VIII Assignment of Responsibilities
The head of each division of the company will
be assigned the re ponsibil ity for implement ing
the program within his di vision. The----------
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will be responsible for coordinating the effort of
each division and for furnishing advice and a _
sistance to division head . He shall periodically
report directly to the president of th company
concerning the progress b ing made and shall
recommend to the president any n e<led improv ments in the program.
IX Reporting to the President's Com mittee
The company will periodically furnish the
President's Committee with stati ti al data and
other information refleding its proo-re under thi
Plan. Such reports shall be mad at least semiannually for the first year the Plan is in effect, and
at least annually thereafter.
UNDERTAKINGS BY THE PRESIDENT'S COMMITTEE ON EQUAL ~MPLOYMENT OPPORTUNITY
Recruiting
The Committee will:
1. Continue to work with the United
tates Department of Labors employment specialists to
cooperate with the appropriate State Employment
Services in reviewing and intensifyinO' efforts to
obtain qualified applica"nts for referral to the company without regard to race, creed, color or national origin.
2. Upon request, solicit the support of appropriate specialized community ao-encies to assist recruiting efforts under this Plan for Progress.
II Training
The Committee will work with the U. . Department of Health, Education, and W Ifar in
reviewing, encouraginO' and strengthening counsellinO' and guidance ervices in school y t m
where the company ha major op ration . That
Department has as igned per onnel to ncourag
participat ion of persons in minority groups in it
vocational education program . In nddition, n w
programs are being develop d aimed at th ncouragement of cooperative efforts b twe n educational facilitie , community agencies and
employers as to this program.
Ill Labor Liaison
The Committee will work cooperatively with
appropriate union , at both the Io al and national
levels, in reviewing and supporting constructive
action on problems connected with apprenticeship
113
training, transfer procedures and seniority rights
where union action may be useful.
IV Contracting Agencies
The Committee will work with the appropriate
contracting agencies to assist the company and the
Committee in coordination and follow-through on
their undertakings under this Plan for Progress.
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Federal Reserve Bank of St. Louis
V General
The company officials should feel free to report
to the Committee any difficulties encountered in
achieving this Plan for ProITT"ess in those instances
where it is reasonably believed services of the
Committee can be materially constructive in overcoming them.
CHAPTER NINE
Progress Report of Plans for Progress Companies
A company entering the Plans for Progress program submits to the President's Committee a report
showing its employment breakdown at the time of
entering the program-a self-analysis report.
Six months later, and annually thereafter, it files
progress reports.
Included herein is a summary of reports filed as
of July 1963. It covers 91 companies. These
firms joined the program at different times (see
list of companies) . Therefore, their self-analysis
reports and their latest progress reports on which
these statistics are based, fall at different times
during the period. In the case of nine companies,
the latest report is their third progress report;
in the case of 32 companies, the report is their second, and in the case of 50, it is their first.
This summary is not intended to show progress
rnade during any one reporting period; it is rather
a composite showing the relative progress, by numbers and percentages, of these companies in the
employment of non whites.
Total employment in the 91 companies increased by 452,543, or 12.4 percent. Employntent of nonwhites increased by 27,180, or 14.7
Percent.
Overall employment of all salaried employees ( clerical to management) increased by only
13.8 percent. Nonwhite employment in these
categories increased by 23.5 percent.
As of the initial reports of these companies,
there were 65.1 white salaried employees for
each nonwhite. As of the latest reports of
these companies, there were 60 white salaried
einployees for each nonwhite.
The latest reports also show that the per ·entage
of total nonwhite employment represented. b_y
White collar workers has increased since the or1g 1nal self-analysis reports were filed. These changes
indicate the efforts being made by manao-ement of
Plans for Progress companies to hire and upgrade
nonwhites to more significant positions in their
work force.
Other interesting facts from the summary :
I-Increases were shown in every categoryfrom laborers to officials and supervisors. A
total of 3,266 nonwhites were placed in management, professional, sales and technical jobs
during the various periods covered by the reports. It was in these areas the number of nonwhites showed the largest percentage increase:
46.5 percent in management categories; 37.4
percent in professional and administrative categories; 53.1 percent in sales categories, and 31.6
percent in technical categories.
2-A total of 2,884 nonwhite clerical and office
employees were placed in positions during the
periods covered by the reports-an increase
over the initial report of 16.4 percent.
3-0verall employment of all salaried employees increased by 13.8 percent, but nonwhite
employment in these categories increased by
23.5 percent.
4-The percentage increase of nonwhite employees in salaried jobs (23.5 percent) is greater
than their percentage increase in hourly jobs
(13.3 percent).
5-An analysis of hourly classifications indicates that the percentage of nonwhites in the
lowest job levels (laborers, etc.) is decreasing,
while the number of nonwhites assigned to the
higher ( operative and craftsmen) levels is increasing. These facts are taken as indications
of the upward move of nonwhites in the reporting Plans for Progress companies.
Further breakdowns of Plans for Progress reports will be made as they are compiled.
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PLANS FOR PROGR ESS PROGR AM
JorNED DURING PERIOD M AY, 1961 TO J ANUA RY 17, 1£63
SELF-ANALYSIS vs. LATEST PROGRESS REPORT OF 91 CoMPANIES THAT
Self-analy sis r eport
Change
La t est progress report
1
Nonwhite employees
All employee s
Total
employees
Total
nonwhite P ercent
employees
(2)
(1)
Total
employees
(4)
(3)
Total
nonwhite P ercent
employees
(5)
(6)
Actual total
P ercent
change
Actual total
P ercent
change
(7)
(8)
(9)
(10)
12.
22.
8.
16.
9.
S alary e mployees
5
4
1
6
4
2
8
9
5
4
748
1,458
164
896
2,884
46.
37.
53.
31.
16.
239,158
13. 8
6, 150
23. 5
3
2
5
2
74,240
129, 623
7, 351
2, 171
11. 1
11. 8
8. 2
3. 3
1,964
17,557
971
538
13. 3
16. 3
4. 9
3. 4
179,228
8. 4
213,385
11. 1
21,030
13. 3
211,572
5. 1
452,543
12. 4
27,180
14. 7
Officials and superviso rs _________ __
ators _____
Profession al and administr
Sales _________ _________ _________ _
T echnicians _________ _________ ____
Offic and clericaL __ _________ ___ __
373, 328
390,743
66,035
201,264
701,093
1, 607
3,894
309
2,836
17,548
0. 4
1.0
.5
1. 4
2. 5
418,847
479,658
71, 906
234,469
766, 741
2,355
5,352
473
3,732
20,432
0. 6
1. 1
.7
1. 6
2. 7
45, 519
88, 915
5,871
33;205
65, 648
T otaL __________ _____ - - - - - -
1, 732, 463
26,194
1. 5
1, 971, 621
32,344
1. 6
Crafts m en __ _______ __ ____ ________
Operatives _________ _________ _____
Service _________ ___ _____ ___ _____ _
Laborers _______________ _________ _
668, 372
1, 101, 779
89,178
65, 009
14, 787
107, 866
19, 799
15, 746
2
8
2
2
742,612
1, 231, 402
96,529
67, 180
16, 751
125,423
20, 770
16,284
TotaL ________ __ - - - _- - - - - -
1,924,338
158, 198
8. 2
2,137,723
Grand totaL _________ ______
3, 656, 801
184,392
5.0
4, 109, 344
Hou rly employees
1
2.
9.
22.
24.
2.
10.
21.
24.
elf-Analy sis R eports are complet ed upon joining.
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Federal Reserve Bank of St. Louis
Decembe r 6, 1963
Plans for Progress Companies Included in 91 Company Reports
1. Aerojet-General Corp.
2. Aero pace Corp.
3. Affiliated Kai ·er ompanie'-l.
4. Allied Chemical Corp.
0. Aluminum Co. of America
6. American Airlines, Inc.
7. American Bosch Arma Corp.
8. American Can Co.
9. American Machine and Foundry Co.
10. American Telephone & Telegraph Co.
11. Avco Corp.
12. Bell Telephone Co. of Penn ylvania
13. Bell Telephone Laboratories, Inc.
14. Bendix Corp.
15. Boeing Airplane Co.
16. Brown and Root, Inc.
17. Burroughs Corp.
18. Caterpillar Tractor Co.
19. Chesapeake and Potomac Telephone Co.
20. hrysler Corp.
21. leveland Electric Illuminating o.
22. Colgate-Palmolive o.
23. Collins Radio Co.
2-!. Continental Motor Corp.
2:3. ook Electric Co.
26. Cudahy Packing Co.
27. Curti ·s-Wright Corp.
28. Douglas Aircraft Co., Inc.
29. Dow Chemical Co.
30. du Pont de Nemour , E. I., c· Co., Iuc.
31. Ea tman Kodak Co.
32. Fairchild Stratos Corp.
33. Firestone Tire and RublJer Co.
34. Ford Motor Co.
35. Garrett Corp.
36. General Dynamics Corp.
37. General Electric Co.
3 . General Motors Corp.
39. General Preci ion Equipment orp.
40. General Telephone & El ctronics Corp.
41. Goodyear Tire· and Rubber o.
-:1:2. Grumman Aircraft Engineering Corp.
-:1:3. Hercules Powder Co.
-:I:{. Hughe Aircraft Co.
45. Illinois Bell Telephone Co.
46. International Busine · Machine Corp.
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Federal Reserve Bank of St. Louis
47. International Harvester o.
4 . International Telephone and T legraph orp.
49. Ling-Temco-Vought Inc.
50. Lockheed Aircraft Corp.
51. Marlin Rockwell orp.
52. Martin Co.
53. McDonnell Air raft Corp.
54. Merritt-Chapman and cott orv.
55. Michigan Bell Telephone o.
56. Minneapolis-Honeyiw ell Regulator o.
57. Mon anto hemical o.
58. New England Telephone & Telegraph 0 .
59. Tew Jer ey Bell Telephone o.
60. ewport ?\'ews , hipbuilding & Dry Do k o.
61. ew York Telephone Co.
62. North Ameri an Aviation, Inc.
63. I orthrop Corp.
64. North\vestern Bell Telephone 'o.
65. Ohio Bell T lephone o.
66. Olin Mathieson Chemical Corp.
67. Owen. -Illinoi. Glas Co.
68. Pacific rorthwest Bell Telephon 'o.
69. Pacific Telephone and T legraph Co.
(Bell Telephone of Nevada)
70. Pan American World Airways, Inc.
71. Philco orp.
72. Radio orp. of America
73. Raytheon Co.
74. Republi Aviation Cor~.
75. Ryan Aeronautical Co.
,76. St. Regi Paper Co.
77. Sanders As ·ociates, Inc.
7 . Socony Mobile Oil o., Inc.
79. Southern Pacific Co.
80. Sperry Rand orp.
1. Standard Oil o. (Ohio orp.)
2. Texa In truments, Inc.
3. Textron, Inc.
4. Thiokol hemical Corp.
Thompson Ramo Woolridge, Inc.
nion Carbide orp.
United Aircraft Corp.
United tates Rubber o.
9. Western Ele tric Co.
90. Western ·nion Telegraph 'o.
91. Westinghou El ctric orp.
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CHAPTER TEN
Equal Opportunities in Organized Labor
The American tra.de union movement has a vital
role in t110 effort to achieve equal employment
opportunity because of the extent to which the
collective bargaining agreements and employment
practices unions participate in or control, determine the conditions of hiring, promotion and
layoff.
The problem of securing equal employment opportunity is not confined to any single industry
or union, to 'a ny type of industry or union, or to
any part of the country. In all the many subdivisions of commerce and industry, employment
patterns have generally tended to restrict various
minority groups from time to time-and Negroes
most of the time-to semiskilled, seasonal and
laborer or service jdb classifications. Such designation of "Negro" and "white" jobs, has sometimes been made formal in collective bargaining
agreements.
Racially identified job classifications also have
affected the bargaining process itself. In some
cases, where a single contract covers the entire
plant, white representatives of the union bargain
on matters affecting "their" workers and Negro
representatives bargain on "Negro" job matters.
In other cases there are segregated locals within
the plant-each with jurisdiction over part of the
jobs.
'Wherever craft lines exist, whether in the construction field or as part of an industrial structure,
the problem of attaining equal opportunity without regard to race or other ancestral considerations is more complex. Tradition restricts the
jurisdiction of each craft to its specialty. This in
turn limits the number of members of any craft
who can be employed at a given time. Since there
are a limited number of openings during any period, the successful applicants for admission are
often confined to those persons who have direct
know ledge of the craft or direct contact with
those in the craft who know of vacancies and
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Federal Reserve Bank of St. Louis
of the time, place, and procedures for making
application.
In dealing with the problems of racial discrimination concerning unions, it is important to realize
the nature and structure of the trade union movement. Individual unions have historically sought
to retain as much autonomy and individual authority as possible. Local unions of specific crafts or
industries have combined into international
unions for the purpose of obtaining more effective
organization. In turn, these bodies have combined
into national organizations, the largest of which
is the AFL-CIO. It is not uncommon for local
unions to take exception to the direction of the
international, and for the international to take
exception to the direction of the federation. In
many cases, therefore, the correction of problems
in dealing with local unions req_uires the concerted
efforts of both the international and the federation.
Union Programs for Fair Practices
In recognition of this fact, on ovember 15,
1962, leaders of the AFL-CIO and 115 internaFL-CIO
tional unions affiliated with the
gathered in the White House to sign with the then
Vice President Lyndon B. Johnson, as Chairman
of the President's Committee, nion Programs
for Fair Practices. In that ceremony a major
portion of the organized labor movement in the
United States-with a member hip of around 11
million workers-pledged to a elerate its programs to insure equal opportunity in union membership, in union fa ilities, and in all a pects of
employment in which the unions are involved.
These international unions have been asked as
part of their voluntary efforts to distribute a detailed questionnaire to their lo al unions. The
questionnaire seeks to determine the racial composition of local unions and apprenti e hip proo-ram . An wers have so far been received from
approximately one-third of these local unions.
In addition, i\.FL-CIO Presid~nt George
Meany has appointed and staffed a special committee to work with local councils throughout the
country and with all departments of the AFLCIO to mount a campaign to ' wipe out discrimination wherever it exists-on the jobs, in the
schools, in the voting booth, in the housing developments, stores, theaters or recreation areas." The
reorganization of the AFL-CIO Civil Rights
Committee with provision for complaint procedures also has tended to promote an a warene~s of
the need for affirmative action at all levels of that
organization.
AFL-CIO Civil Rights Department
On the national level, day-to-day operations
have included the exchange of information on an
informal as well as on a formal basis. Joint meetings with international union officials and repre entatives of the President's Committee and the
AFL-CIO Civil Rights Department have helped
spot areas where a union should take action to
achieve necessary corrective action by its local
unions.
The AFL-CIO Civil Rights Department also
has kept the President's Committee informed of
positive actions various unions have voluntarily
undertaken and has investigated complaints which
involved its con tituent unions based on information furnished by the President's Committee.
During recent months, convention action to
trengthen and emphasize civil rights programs
a,nd responsibilities has been reported by AFLCIO State Councils in Texas, Virginia, and Utah.
Many locals and internationals have also established special civil rights committees.
Examples of Union Effort
~ome specific examples of the effo~t~ m~de to
achieve equal employment opportumties m cooperation with the union movement include:
In the tobacco industry, the Tobacco Workers
International nion as well as the locals con' collective bargaining and
cerned, have worked out
jurisdictional problems to provide wider o?portunities in the plants with which they bargam. All
segregated local within this International are
being merged.
In the steel industry, the United Steel W?r~ers
of Amer ica has helped in eliminating discrimma-
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tory line of promotion and providing equal transfer opportunities in Birmingham, Ala. A clause
of nondi~crimination, with access to grievance procedures m_ the event of violation, is now a part
of the basic steel agreement. A broader exercise
of plant-_wide seniority has provided expanded
opportumty for Negro workers of long servi e
and limited training opportunity to a void layoff
and to move into positions for acquisition of wider
experience. The union currently is working on
the elimination of discriminatory pra tices in promotion and transfer-wherever they can be
found-through a review of current seniority
agreements.
The Oil, Chemical and Atomic Workers International Union has worked closely with Committee representatives in correcting situations in several major refinery and chemical plants along the
gulf coast. Segregated locals within this International Union have been eliminated.
Metal Trades Councils, which bargain for as
many as 20 affiliated unions, have cooperated in
opening up job promotion, transfer and apprenticeship opportunities in tho shipbuilding and
petrochemical industries in Mississippi and
Louisiana.
The Pulp and Sulphite Workers, in keeping
with pledges under the Union Program for Fair
Practices, has directed the elimination of all segregated locals within its jurisdiction.
The Industrial Union of Marine and Shipbuilding Workers worked with the President's Committee in a situation on the West Coast to eliminate
segregated units in a department, a move oppo ed
by the local union. Insistence by the international union that this was contrary to its policy
resulted in the necessary changes and proper seniority adjustments for the individuals concerned.
In a southern plant, complaints were filed concurrently with the Committee and the United
Automobile Workers. Action by union representatives resulted in correction of inequities in
the plant even prior to investigation by the Committee. In another situation, when the UAW
was unable to obtain corrective action, tl1e UAW
international helped its members file complaints.
The building trades and other unions interested
in apprenticeship have cooperated and assisted in
the establishment of an Apprenticeship Information Center in Washington, D.C. The center,
which operates within the Youth Employment
Section of the U.S. Employment Offi e, has al119
ready s reened and referred applicants to apprenti e hip program in the printing and building
tra le .
The Construction Industry
Much attention has been focused on the construction industry this year in the area of equal employment opportunity. One situation which received
national attention developed in Washington, D.C.,
where protests by students and officials at Howard
University resulted in an investigation of the policies and practices of unions and contractors building a university gymnasium. Secretary of Labor
W. Willard Wirtz, as Vice Chairman of the Committee, directed the taking of whatever action was
necessary and appropriate-including referral for
legal action by the Justice Department-to insure
that. the contractors on this project complied with
the Executive order. During the course of this
inve tigation, considerable effort was made to locate Neo-ro craftsmen who would be available for
the various crafts involved on this job. Some
were employed, despite the fact that the relatively
small job was more than 60 percent finished at
the time of the complaints.
Since it became clear that equal opportunity on
construction projects in the District of Columbia
could not be provided e:ffectively on the basis of
individual complaints or on a project-by-project
basis, Secretary Wirtz directed that attention be
focused on the apprenticeship programs, the source
of skilled craftsmen for most construction projects
in Washington.
Following these directions, meetings were held
with those Joint Apprenticeship Committees
which indenture the most apprentices each year to
consider ways of assuring equal opportunity for
qualified Negro applicants in those programs during the current year. At the same time, the U.S.
Employment Service made available testing and
interviewing facilities for recruits sought through
visits to all high schools in the District of Columbia. Additional meetings were also held with
contractor associations and some of the international unions.
Partly as a re ult of these efforts the electrici~ns,
plumber , steamfitter , carpenters and iron workers sele ted 32 Jeo-roe for their apprenticeship
proo-ram . These five trades indentured a total of
seven Negro apprentices in 1962. Additional results in these and other trades are anticipated.
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Federal Reserve Bank of St. Louis
In addition, significant action has been taken
elsewhere in the construction industry. Of general interest, the Presidents of the International
Unions affiliated with the AFL-CIO Building
Trades Department have adopted a four-point
program designed to insure the consideration of all
applicants on the basis of qualifications without
regard to race, creed, color, or- national origin.
The Carpenters' International Executive Board
has ordered elimination of segregated locals wherever they are found to exist.
Also the Construction Industry Joint Conference, consisting of representatives of international
building trades unions and national contractors
associations, has recently recommended detailed
procedures to assist local Joint Apprenticeship
Committees in assuring equal opportunity in this
essential phase of employment. The recommendations include the establishment of an appeals procedure so that any questions as to treatment of applicants may be adjudicated at the local level.
Local Activities
Action has also been taken at the local level.
In Chtcinnati, the Building Tirades Council
adopted an agreement which embodies the four
points of the Building Trades Presidents' statement and creates a committee for implementation.
In Newark, Trenton and Elizabeth, N.J., the
Build]Jlo- Trades Councils have reached agreements with local government and civil rights
o-roups providing for additional opportunities for
Jeo-roes as journeymen and in apprenticeship
programs.
In Philadelphia, agreements have been worked
out which provide for additional opportunities
with the plumbers, steamfitters, electricians, sheet
metal workers and omposition roofer . The
ao-reements include provi ion for an impartial
review of qualification tests administered by the
union. ...\.pprenti eship opportunitie also will be
in reased and in some cases nonwhites will be
recruited for these proo-rams.
In New York, the International Brotherhood
of Electrical Workers has actively recruited Neo-roes for its apprenticeship program.
In Milwaukee, the Buildino- Trades Council
has adopted and published a program designed
to encourage minority group individuals to make
application for apprenticeship training and to
jnsure a ceptanc e of all qualifie d applica nt wjthou regard to race, creed, olor, or nationa l orjo-in.
In Detroit, the Buildino- Trades Council and
mploye r repre entative unanim ou ly adopted a
proo-ram for elimina tion of di crimina tion in ontruction in the Detroit area. The basic points
utlined in thi agreeme n include :
(1) eekino- a i tance from local, tate and
Federal Agencie s and intere ted commu nity
o-roup in th recruitin o- and entry of qualifie d
minorit y o-roup appli ants into apprent ice hip
prooTam s.
(2) The adoptio n by all affiliated local of the
policy of acceptin<Y all qualifie d applica nts for
m mber hip without regard to race, ere d, color or
nationa l orio-in.
( 3) The en ourao-ement of nonunio n craftstabljsh qualific ations and seek union
men to
Pitt buro-h Human R 1at·10ns
dertake. n . by the
T
r ulted in an agreem enthey
omm_1 s10n.
r of th P nnsylva nia
ord
an
~s
later 1ssu d
jon-wh ich includ d
ommi
ns
Human Relat10
e
the followi ng:
(1) Qualifie d nonwhi te craftsm en wI10 meet th
pr ent tandard for kill and qualific a ion for
imm diatel ac pted for
m mb r hip will
concern ed.
union
the
by
hjp
member
(2) An imparti al and neutral ob rver selected
uo-ge ted by the union involv d
from nam
would be allow d to be pre ent at written , oral
and/ or perform ance examin ation giv n by any
of the unions.
(3) Qualifie d applica nts would be enrolled in
an apprent i e hip trainin program withou t r _
ere d color or nationa l origin.
gard to ra
( 4) The tate commi ion would be notified
when apprent iceship testing proo-ram s are to be
conduct d _and an ap~rop riat number of appliant quahfi d accordrno- to ither P nnsylva nia
or Fed ral apprent i e hip tandard s would be
a pted.
pon requ t b th tat commi sion th
,-)
approp riate unions ould submit r ports bowing th nu~1b r. of applica nt for rnemb r hip
and apprent ice h1p and the number ac pted and
reje ted.
member ship.
( 4) Th publica tion for the b nefi of all conmed of the qualific ation and ru1 regardin oappli ation for, or employ ment of, apprent ice .
~ uch rule and qualific ations ar to be review d
b a ommitt ee of the Joint onstruc tion Activitie Commi ttee to determi ne if changes are necesary to in ure non-di crimina tion.
The proo-ram has been quite sue essful. There
has been an almost total absence of picketin g of
con truction ite in the metropo litan area; almo t
Sample Union Program for Fair
ev ry trade union ha been integrat ed, both at th
Practices
apprent ice and at the journey man level; Negro
.
program
the
upport
ful1y
ation
labor oro-aniz
.Uo t of th unions ignino- nion Program s for
In Cleveland, compla int wer fil d allegin
!air _Pra tice on ov mber 15 signed program s
dis riminat ion by the Plumbe rs and heet Metal
1dent1 al to the one b low. In some instance s
nion . N eo-otiation , which include d
"\Vorker
to onform to special
particip ation b rnder e r tary of Labor John
w re the chan<Yes of
tan
it.nation but in no in
F. H 1rn ino-, re ulted in an ao-re ment wh reby
ub tanti e na ure.
nonwhi te contrac tors in each of the e trades who
urrent tandard would b com union conm
Joint Statement on Union Program for
tractor . Qualifie d journ ym n and apprent ice
d
accepte
be
to
Fair Practices
workin<Y for these contrac tors were
into membe r hip withou regard to ra e, creed,
Name of Union
color or nationa l orio-in. On one of the job
subwas
work
the
of
then undenv ay, a portion
The President's Committee on
contrac ted to one of th nonwhi te ontra tor .
r
Equal Employment Opportunity
lit Pittsbu rgh, foJlowino- omplain t alleginc
di crjmina tion by the painters , electrici ans, iron
Th mun of uni n) w !corned Pr id nt Kenwork 1 elernto r on tru tor , plumbe rs, pipe.fitn d ' hi toric Ex utiv-e Order 10925 e ablishter and a be to worker negotia tion were un-
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Federal Reserve Bank of St. Louis
'
12 1
ing a unified, revitalized and greatly strengthened
President's Committee on Equal Employment
Opportunity.
We propose to cooperate with the Committee in
attaining its goals of equal opportunity in all
aspects of employment, tenure, terms and conditions of employment, in work assignment, promotion and transfer, without regard to race, creed,
color or national origin.
While the Committee's program is confined to
employment under Federal Government contracts
and to Federal employment, we shall continue to
extend our union program for fair practices to
all emplqyment.
It is our purpose to give full effect within our
ranks to the civil rights policy of the AFL--CIO
to eliminate discrimination and unfair practices
wherever they exist.
It is our policy to accept into our ranks as
fellow unionists all eligible applicants for membership without regard to or indication of race,
creed, color or national origin.
It is our purpose to forther equal opportunity
in all union services and benefits, in employment,
tenure, terms and conditions of employment and
in work assignment, promotion and transfer, and
in all aspects of work training.
We reaffirm ·our policy of accepting all eligible
applicants for membership without regard to race,
reed, color or national origin and of insuring for
all such workers the full benefits of union organization without discrimination, segregation, separation or exclusion of any kind.
We shall not _charter any local unions in which
membership would be separated on the basis of
race, creed, color or national origin.
If we should find evidence in any of our locals
of separation, segreo-ation or exclusion on the basis
of race, creed, color or national origin, we would
make every possible effort to end such segregation,
separation or exclusion with all possible speed.
Where local unions accept transfer applications
from members of other locals, all such applications
shall be , ccepted without discrimination because
of race, creed, color or national origin.
)Ve shall seek agreement from manao-ement to
write into joint apprenticeship training proo-rams
in which we participate a nondi crimination
clause in regard to admissions and conditions of
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Federal Reserve Bank of St. Louis
employment of apprentices and shall see that this
clause is administered in such a ·way as to gi Ye
full and effective application of nondiscrimination
throuo-hout all such training.
We shall make a pec:al effort ,,ithin the framework of the International Union Constitution and
policy to obtain agreement from employers to
embody in all collective bargaining contracts with
the union, nondiscrimination clauses covering hire,
tenure, terms, conditions of employment, work assignment and advancement, and providing for
effective administration and enforcement of such
clauses.
"\Ve shall insist that each local union of this International Union, seek management agreement
that any facilities provided by it for the employees will not exclude or segregate on the basis
of race, creed, color or national origin.
It shall be our policy that our local unions, in
their relationship with management, insist that all
re alls, layoffs, overtime Ii ts, work rosters and
assignments and all training programs are maintained and operated without dis rimination because of race, creed, color or national origin, and
that all workers covered by collective baro-aining
agreements with them have equal opportunity for
promotion and transfer.
"\Ve shall assio-n to an executiYe officer or a national staff officer the duties of administration,
dissemination and implementation of this Program for Fair Practices.
We shall bring the Proo-ram for Fair Practices
to the attention of all our affiliates and will encourage them to carry out this Program for Fair
Practices.
We shall make new effort to review the conditions in our organization and where we find evidence 0£ , iolations of the pirit of this program,
we will use our efforts to correct them.
The President's Oom.mittee will:
Cooperate with the International Union in
effecting· procedures for preventino- and eliminatino- discrimination by employers and by union.
Work with the International Union and the
various Government ao-encies in the development
of proo-ram and in the olution of problems of
mutual concern, particularly in the fields of vocational education, apprenticeship and other training, and employment services.
Confer with the International Union and
employers in seeking mutually agreeable solutions
of problems which may arise in any phase of
employment .and/or labor-management relations
with reo-ard to equal employment opportunity.
Assi~t in formulation of information and/or
community relations programs at the state and
local levels and will assist in securing the support
of state and local agencies in furtherance of equal
employment opportunities.
(Name of Union)
By·------------------------------------President
The President's Committee on Equal
Employment Opportunity
By:
----------------------
LYNDO B. JOHNSON
President of the United Stales.
UNIONS THAT HAVE SIGNED THE PROGRAM FOR FAIR PRACTICES
(NOVEMBER, 1963)
International Brotherhood of Boiler Makers Iron
builders, Blacksmiths, Forgers and Helpers,'
Russell K. Berg, President,
New Brotherhood Building,
8th Street at State Avenue,
Kansas City, Kans.
International Brotherhood of Bookbinders,
Joseph Denny, President,
AFL-CIO Building, Room 506,
815 16th treet W.,
Washington 6, D.C.
Associated Actors & Artistes of America,
Conrad age!, President,
226 West 47th Street,
New York 36, N.Y.
Air Line Dispatchers Associatiop.,
Robert E. Commerce, President,
4620 Lee Highway, Suite 1,
Arlington 7, Va.
Aluminum Workers International Union,
Eddie R. Stahl, President,
Suite 338, Paul Brown Building,
818 Olive Street,
St. Louis 1, Mo.
Boot and Shoe Workers' Union,
John E. Mara, President,
246 Swnmer Street,
Boston 10, Ma s.
International Association of Heat and Frost In ulators
and Asbestos Workers,
C. W. Sickles, President,
505 Machinists Building,
1300 Connecticut A venue NW.,
Washington 6, D.C.
International Union, United Automobile, Aerospace and
Agricultural Implement Workers of America,
Walter P. Reuther, President,
8000 East Jefferson Avenue,
Detroit 14, Mich.
American Bakery and Confectionery Worker
tional Union,
Daniel E. Conway, Pre ident
1120 Connecticut Avenue W.,
Washington 6, D.C.
Interna-
The Journeymen Barbers, Hairdres ers and Cosmetologists' International Union of America,
W. C. Brithright, President,
Barbers Building,
1141 North Delaware Street,
Indianapolis 7, Ind.
International Alliance of Bill Poster , Billers and Di tributors of the U.S. and Canada,
John Gavin, President,
2458 Superior NW.,
Cleveland 13, Ohio.
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Federal Reserve Bank of St. Louis
hiIJ-
International Union of United Brewery, Flour, Cer al,
Soft Drink and Distillery Workers,
Karl F. Feller, President,
2347 Vine Street,
Cincinnati 19, Ohio.
Bricklayer , Masons and Plasterers International Union
of America,
John J. Murphy, President,
815 15th Street NW.,
Washington 5, D.C.
The United Brick and Clay Workers of America
William Griffith, President,
9030 South Ashland Avenue,
Chicago, Ill.
National Association of Broadcast Employees and Technicians,
George W. Smith, President,
80 East Jackson Boulevard, Room 711,
Chicago, Ill.
Building Service Employees International Union,
David Sullivan, President,
One East 35th Street,
New York 16, N.Y.
United Brotherhood of Carpenters and Joiner of Am r1ca,
M.A. Hutcheson, President,
Carpenter's Building,
101 Constitution Avenue NW.,
Washington, D.C.
123
United Cement, Lime and Gypsum W.orkers International
Union,
Felix C. Jones, President,
7830 West Lawrence Avenue,
Chicago 31, Ill.
International Chemical Workers Union,
Walter L. Mitchell, President,
1659 West Market Sitr eet,
Akron 13, Ohio.
Cigar Makers' International Union of America,
Mario Azpetia, President,
604 Carpenter's Building,
1003 K Street NW.,
Washington 1, D.C.
Amalgamated Clothing Workers of America,
Jacob S. Potofsky, President,
15 Union Square,
New York 3, N.Y.
The Commercial Telegraphers' Union,
W. L. Allen, President,
418 Silver Spring Building,
8605 Cameron Street,
Silver Spring, Md.
Communications Workers of America,
Jo eph A. Beirne, President,
1925 K Street NW.,
Washington 6, D.C.
Cooper International Union of North America,
James J. Doyle, President,
120 Boylston Street,
Room 527,
Boston 16, Mass.
Distillery, Rectifying and Wine Workers International
Union of America,
Mort Brandenburg, President,
707 Summit Avenue,
Union City, N.J.
International Union of Doll and Toy Workers of the U.S.
and Canada,
Harry O. Damino, President,
132 West 43d Street,
New York 36, N.Y.
International Union of Electrical, Radio and Machine
Workers,
James B. Carey, President,
112616th Street NW.,
Washington 6, D.C.
International Union of Operating Engineers,
Hunter P. Wharton, President,
112u 17th Street NW.,
Washington 6, D .C.
International A ·sociation of Fire Fighters,
William D. Buck, President,
AFL-CIO Building, Room 404,
Wa hington 6, D.C.
International Brother hood of Firemen and Oilers,
Anthony E. Matz, President,
100 Indiana Avenue NW. (Suite 401),
Washington 1, D.C.
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Federal Reserve Bank of St. Louis
United Furniture Workers of America,
Morris Pizer, President,
700 Broadway, 4th Floor,
New York 3, N.Y.
United Garment Workers of America,
Joseph P. Mccurdy, President,
31 Union Square West,
Room 1401-12,
New York 3, N.Y.
International Ladies Garment Workers Union,
David Dubinsky, President,
1710 Broadway,
New York 19, N.Y.
United Glass and Ceramic Workers of North America,
Ralph Reiser, President,
556 East Town Street,
Columbus 15, Ohio.
Glass Bottle Blowers' AssociaU.on of the U.S. and Canada,
Lee W. Minton, President,
226 South 16th Street,
Room 501,
Philadelphia 2, Pa.
American Flint Glass Workers Union,
George M. Parker, President,
Rooms 200-214, Rainer Building,
204 Huron Street,
Toledo 4, Ohio.
American Federation of Government Employees,
John F. Griner, President,
900 F Street NW.,
Washington 4, D.C.
American Federation of Grain Millers,
Roy 0. Wellborn, President,
4949 Olson Memorial Highway,
Minneapolis 22, Minn.
Granite Cutters International Association of Amerioa,
The,
Costanzo Pagnano, President,
18 Federal Avenue,
Quincy 69, Mass.
International Union United Hatters, Cap and Millinery
\Vorkers,
Alex Rose, P r esident,
245 Fifth Avenue,
~ew York 16, N.Y.
International Hod Carriers, Building and Common La borers Union of America,
Joseph V. More 'Chi, President,
903 16th Street rw.,
Washington 6, D.C.
International Union of Journeymen Horse Shoers of U.S.
and Canada.
George C. Miller, President,
120 Prichard Street,
Hot Springs, Ark.
American Federation of Hosiery Workers,
Andrew Janaskie, President,
2319 North Broad Street,
Ph~adelphia 32, Pa.
Hotel and Re taurant Employees' Bartenders' Interna•
tional Union,
Ed. S. Miller, General President,
525 Walnut Street, Room 1021,
Cincinnati 2, Ohio.
International Union, Allied (AFL-CIO) Industrial Workers of America, ·
Carl '-'r. Griepentrog, President,
3520 West Oklahoma Avenue,
Milwaukee 15, Wis.
Insurance Workers International Union, AFL-CIO,
George L. Russ, President,
1017 12th Street NW.,
Washington 5, D.C.
International Association of Bridge and Structural Iron
Workers,
John H. Lyons, Jr., President,
Suite 300, Continental Building,
3615 Olive Street,
St. Louis 8, Mo.
International Jewelry Workers Union,
Harry Spodick, President,
152 West 42d Street, Suite 1131,
New York 36, N.Y.
International Union of Wood, Wire, and Metal, Lather ,
Lloyd A. Mashburn, President,
6530 New Hampshire A venue,
Takoma Park, Md.
Laundry and Dry Cleaning International Union, AFLCIO,
Russell R. Crowell, President,
61016th Street, Room 301,
Oakland 12, Oalif.
International Leather Goods, Plastics and Novelty Workers Union,
Norrnan Zukowsk y, President,
26,5 West 14th Street,
14th Floor,
New York 11, N.Y.
Leather Workers International Union of America,
Richard B. O'Keefe, Pt'esident,
10 Lowell treet.
Pea body, Mass.
National Association of Letter Carriers,
.Jerome J. Keating, Pre ident,
100 Indiana Avenue NW.,
Wa. hington, D.C.
International Longshoremen's Association,
Captain William V. Bardley, President,
AFL-CIO,
19th Floor,
265 West 14th Street,
New York 11, N.Y.
Brotherhood of, Maintenance of Way Employees,
Harold C. Crotty, President,
12050 Woodward Avenue,
Detroit 3, Mi-ch.
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Federal Reserve Bank of St. Louis
International As o iation of Marble, 'late tone Polisher
Rubber and Sawyers, Tile and Marble etters Helver~
and Terrazzo Helpers,
William Peitler, President
'
Room 232,
82115th Street W.,
Washington 5, D.C.
Indust~al Union of Marine and Shipbuildin W
orker of
g
America,
John G. Grogan, President,
534 Cooper Street,
Camden 2, N.J.
. .
National Marine Engineers' Benefici·ai A ssociat10n
'
Edward Altman, President,
Room 2344,
17 Battery Place,
New York 4, N.Y.
National Maritime Union of America,
Joseph Curran, President
'
346 West 17th Street,
New York 11, N.Y.
National Association of Ma t r Mechani·cs and For men
of Navy Yards and Naval Stations
David Himmelfarb, President
'
117 Beaumont Avenue,
Newtonville 60, Mass.
Amalgamated Meat utter
North America,
T. J. Lloyd, President,
2800 orth Sheridan Road
'
Chicago 14, Ill.
an d B utcher ,vorkmen of
Mechanics Educational Society of America,
George White, ational President
'
1974 National Bank Building,
Detroit 26, Mich.
International Molders and Allied Workers
CIO,
William A. Lazzerini, President,
1225 East McMillan Street,
Cincinnati 6, Ohio.
nion, AFL-
American Federation of Musicians,
Herman D. Kenin, President,
425 Park A venue,
New York 22, N.Y.
American ewspaper Guild,
William J. Farson, Executive Vice Pre ident
'
1126 16th Street NW.,
Washington 6, D.C.
Office Employees International
Howard Coughlin, President,
265 We t 14th Street,
New York 11, N.Y.
Oil. Chemical and Atomi
0. A. Knight, President,
Post Office Box 2812,
Denver 1, Colo.
nion,
\V or J,er
International
, ·
mou,
125
United Packinghou e, Food and Allied Workers,
Ralph Helstein, President,
608 South Dearborn Street,
Suite 1800,
Chicago 5, Ill.
Brotherhood of Painters, Decorators and Paperhangers of
America,
L. M. Raftery, President,
Painters and Decorators' Building,
Lafayette, Ind.
United Papermakers and Paperworkers,
Paul L. Phillip , President,
Paper Makers Building,
orth Pearl Street, at Wolfert Avenue,
Albany 1, N.Y.
International Photo Engravers Union of North America,
William H. Hall, President,
3405 Kemper Insurance Building,
20 orth Wacker Drive,
Chicago, Ill.
Operative Plasterers' and Cement Masons' International
As ociation of the U.S. and Canada,
Edward J. Leonard, President,
112517th Street NW.,
Washington 6, D.C.
United Association of Journeymen and Apprentice of the
Plumbing and Pipe Fitting Industry of the .S. and
Canada,
Peter T. Schoemann, President,
901 Massachusetts Avenue, W.,
Washington 1, D.C.
Brotherhood of Sleeping Car Porters,
A. Philip Randolph, President,
Room 301,
217 West 125th Street,
New York, N.Y.
National Federation of Post Office Motor Vehicle
Employees,
Lee B. Walker, President,
2815 Kingston Street,
Dallas 11, Tex.
National Association of Post Office and Postal Transportation Service Mail Handlers, Watchmen and Messengers,
Harold McA voy, President,
Room 916,
900 F Street, W.,
Washington, D.C.
United Federation of Postal Clerks,
E. C. Hallbeck, President,
817 14th Street, NW.,
Washington 5, D.C.
International Brotherhood of Operative Potter ,
E. L. Wheatley, President,
Box 752,
East Liverpool, Ohio.
International Printing Pressmen's and Assistants' Union
of North America,
Anthony J. De Andrade, President,
Pressmen's Home, Tenn.
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Federal Reserve Bank of St. Louis
International Brotherhood of Pulp, Sulphite and Paper
Mill Workers of the U.S. and Canada,
John P. Burke, President-Secretary,
118 Broadway,
Fort Edward, N.Y.
American Radio Association,
William R. Steinberg, President,
5 Beekman Street,
ew York 38, N.Y.
The Order of Railroad Telegraphers,
G. E. Leighty, President,
3860 Lindell Boulevard,
St. Louis 8, Mo.
Brotherhood of Railway Carmen of America,
A. J. Bernhardt, President,
4929 Main Street,
Carmen's Building,
Kansas City 12, Mo.
Brotherhood of Railway Clerks,
George M. Harrison, President,
1015 Vine Street,
Cincinnati 2, Ohio.
Railway Patrolmen's International
William J. Ryan, President,
218 Mellon Place,
Elizabeth 3, N.J.
nion,
The American Railway Supervisors Association,
J.P. Tahney, President,
53 West Jackson Boulevard,
Chicago 4, Ill.
Retail Clerks International Association
James A. Suffridge, President,
'
DeSales Building,
Connecticut Avenue and DeSales Street,
Washington 6, D.C.
Retail Wholesale and Department Store Union
Max Greenberg, President,
'
132 West 43d Street,
New York 36, N.Y.
United Slate, Tile and Composition Roofer , Damp and
Waterproof Workers A ociation
Charles D. Aquardro, President, '
112517th Street NW.,
Washington 6, D.C.
nited Rubber, Cork, Linoleum and Plastic Workers of
America,
George Burdon, President,
URWA Building,
87 South High Street,
Akron 8, Ohio.
Seafarers International Union of North America
Paul Hall, President,
'
675 Fourth Avenue,
Brooklyn 32, .Y.
United Shoe Workers of America
George Fecteau, President,
'
1012 14th Street NW.,
Washington 5, D.C.
Brotherho od of Railroad Signalmen of America,
Jesse Clark, President,
2247 West Lawrence Avenue,
Chicago 25, Ill.
The National Assodatio n of Special Delivery i!Iessengers,
George L. Warfel, President,
112 C Street NW.,
Washingt on 1, D.O.
Internatio nal Alliance of Theat1:ical Stage Employees and
Moving Picture Machine Operators of the United States
and Canada,
Richard F. Walsh, President,
Suite 1099, RKO Building,
1270 A venue of the Americas,
New York 20, N .Y.
American Federatio n of State, County, and Municipal
Employee s,
Arnold S. Zander, President,
815 Mount Vernon Place NW.,
Washingt on 1, D.O.
United Steelwork ers of America,
David J. McDonald , President,
1500 Commonw ealth Building,
Pittsburgh 22, Pa.
United Stone and Allied Products Workers of America,
Sam H. Scott, President,
442 South Sunset Drive,
Winston-S alem, N.C.
Journeym en Stonecutt ers Associatio n of orth America,
Howard I. Henson, Presrident,
46 orth Pennsylva nia Street,
Room 202,
Indianapo lis 4, Ind.
Stove, Furnace, and Allied Appliance Workers of North
America,
James M. Roberts, President,
2929 South Jefferson Avenue,
St. Louis 18, Mo.
Amalgam ated Associatio n of Street
Railway Employee s of America,
John M. Elliott, President,
5025 Wisconsin Avenue NW.,
Washingto n 16, D.O.
and
Electric
American Federatio n of Teachers.
Carl J. Megel, President,
716 North Rush Street,
Chicago 11, Ill.
American Federatio n of Technical Engineers ( AFL-OIO ),
Russell M. Stephens, President,
900 F Street NW.,
Washingto n, D.O.
United Textile Workers of America,
George Baldanzi, President,
44 East 23d Street,
Room 316,
New York 10, N.Y.
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Federal Reserve Bank of St. Louis
Textile Workers Union of America
'
William Pollock, President,
99 University Place,
New York 3, N.Y.
Tobacco Workers Internatio nal nion,
John O'Hare, President
'
1003 K Street ~ W.,
Room 801,
Washingto n 1, D.O.
American Train Di patcher Associatio n,
R. 0. Coutts, President
10 East Huron Street, '
Chicago, Ill.
United Tran port Service Employee s of America
'
Eugene E. Frazier, President
'
444 East 63d Street,
Chicago 37, Ill.
Transport Workers nion of Ameri a
'
Michael J. Quill, President
'
210 West 50th Street,
New York 19, N.Y.
Upholster ers' Internatio nal Union of North America
'
Sal B. Hoffmann , President,
1500 North Broad Street,
Philadelp hia 21, Pa.
Utility Workers Union of America
'
William J. Pachler, President1
1725 K Street NW.,
Suite 512,
Washingto n, D.O.
Internatio nal Woodwor kers of America
'
A. F. Hartung, President
1622 North Lombard Str~et,
Portland 17, Oreg.
Railroad Yardmast ers of America
M. G. Schoch, General President '
'
537 South Dearborn Street
'
Chicago 5, Ill.
Switchme n's Union of North America
'
Neil P. Speirs, President,
3 Linwood Avenue,
Buffalo 2, N.Y.
Brotherho od of Railroad Trainmen , AFL-OIO ,
Charles Luna, President
'
Standard Building,
1370 Ontario Street,
Cleveland , Ohio.
1asters, Mates and Pilots
Charles M. Crooks, Presid~nt
'
Suite 2221,
17 Battery Place,
ew York 4, N.Y.
Internatio nal Union of Metal Polishers, Buffers, Plat r
and Helpers,
Ray Muehlhoffer, President and Secretary -Trea ur r,
5578 Montgome ry Road,
Cincinnati , 12, Ohio.
300 locals directly affiliated with the AFL-OIO .
127
CHAPTER ELEVEN
In the Communities
The Committee recognized from its inception
the importance of action at the local level to both
the immediate and long-range goals of equal employment opportunity. Accordingly, the Committee has conducted vigorous educational, informational and community relations programs
embodying many activities.
ome of the highlights of these programs include:
- A National Community Leaders' Conference on Equal Employment Opportunity in
Washing ton, D.C., on May 19, 1962.
-Regional Conferences for Community
Leaders throughout the United States on various aspects of equal employment opportunity.
-Development of a pilot project for training
underskilled workers in the Los Angeles area.
-A conference with representatives of state
and local agencies affiliated with the Conference of Commissions Against Discrimination.
-Coordination of plans and programs with
other Federal agencies with community programs, such as the President's Committee on
Juvenile Delinquency and Youth Crime, the
Bureau of Apprenticeship Training, and the
Office of Manpower, Automation and Training.
-Participation as speakers, consultants,
panelists and conferees at meetings and conferences involving equal employment opportunity.
-National distribution to news media of information concerning the Committee, its programs and activities.
-The encouragement of local groups organized to promote equality of opportunity.
All of these activities serve to enlist local support for th program of th President's Committee and to develop lo al activities designed to
improve opportunities for employment without
regard to race, creed, color or national or igin.
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Four of these programs are discussed below in
more detail.
Community Leaders' Confe.rence
On May 19, 1962, more than 600 of the ation's
top community leaders met in Washington for a
Conference which the then Vice President Johnson described as "a symbol of our desire to bring
substance to the American dream of equal opportunity."
The occasion was the Community Leaders' Conference on Equal Employment Opportunity,
called by Mr. Johnson on behalf of the President's
Committee. The Conference had five primary
objectives :
(1) To explain the work and accomplishments
of the President's Committee.
(2) To obtain ideas and suggestions of community leaders concerning the Committee's program.
(3) To discuss with community leaders the nature of the problem of racial discrjmination as
manifested in such issues as apprenticeship, unemployment, vocational education, etc.
( 4) To provide current factual information on
manpower needs, trends, and methods of acquiring
skills.
( 5) To obtain practical suggestions for implementation of community level programs.
Throughout the conference, the participants
studied and considered ways and means of achieving the goal of equal employment opportunity.
Meeting in small workshop group , they made
recommendations for action and programs, both
nationally and at the community level.
I n speeches, in workshop , in general discussion,
it was recognized that the Federal Government,
while it must play a vital and important part in
achieving equal opportunity, cannot do the job
alone.
Among the recommendations of the conference
were :
(1) that the President's Committee hold regional and, where appropriate, state meetings
structured along the lines of the Community
Leaders' Conference in order that local leaders
unable to attend this conference should have
a chance to benefit and to make their contribution. (Such regional conferences are being
conducted.)
(2) that community leaders check on the
quality of local training facilities and practical
accessibility to such programs for minority
group youth. This may mean review of curriculum content in schools and preparation of
teachers.
(3) that community leaders push for taxsupported junior colleges in their communities
to provide the level of training needed by otherwise qualified youth who have no funds for
private or public 4-year colleges.
( 4) since aptitude and other entrance tests
are used increasingly in the recruitment and
selection for employment and training, that
local leaders see that they are properly utilized
as to their predictive value. Studies have revealed that such tests are not necessarily good
indicators of success on the job for minority
group youth and similarly deprived students.
Frequently, minority group students score low
in aptitude tests due to cultural lag and other
factors not related to aptitude.
(5) that the President's Committee assume
a far more aggressive approach in stimulating
the elimination of inequality in apprentice
training programs.
(6) that the President's Committee promote
the development of training in the skilled
trades and in technology at the secondary
school level.
(7) that the President's Committee promote
a variety of in-service training programs in
Government and in large corporations for staff
persons dealing with equal opportunity in
employment.
(8) that the President's Committee encourage the combined efforts of schools, industry
and Government to improve and extend vocational training opportunities for minority
groups.
,(9) that the President's Committee stimulate
appropriate Government agencies to assemble
and disseminate material about future job opportunities and that greater effort be made to
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forecast areas where job opportunities are
likely to expand.
(10) that the President's Committee broaden
its activities in cooperating with religious and
educational groups to encourage and assist
them in advancing the objectives of the equal
job opportunity program.
(11) that there be more and better-trained
counselors provided to assist minority group
students and that such counselors encourage
students in terms of their aptitudes and abilities rather than with a view to the availability
of jobs based on racial or religious acceptance.
Many of these recommendations are being followed. The one overriding conclnsion of the Community Leaders' Conference on Equal Employment Opportunity was the imperative necessity
for stepped-up and expanded activities ,a nd programs at the community level. In &peeches, in
workshops, in general discussion, it was recognized
that the Federal Government, while it must play a
vital and important part in achieving equal opportunity, cannot do the job alone.
The Regional Conferences
During 1963, three Regional Conferences of
Community Leaders on Equal Employment Opportunity were conducted by the President's Committee-in St. Louis, in Detroit, and in Los
Angeles.
Each served its purposes-liaison was established with the community to promote equal employment opportunity; the programs of the President's Committee were explained and related to
local activity; the Federal agencies were given
ideas of what programs were necessary in specific
areas to promote equality of opportunity.
In each instance, these regional conferences
drew more than 1,500 participants. In each instance, Cabinet officers and top Federal officials
participated in the conference activities, including
acting as chairmen of workshop panels.
The workshop panels have been the most successful and taiked about activity of the conferences.
They have permitted not only Federal and local
officials to discuss problems and methods of solving them, but questions from the audience have
elicited ideas and opinions that have later been
turned into solid programs. (A publication covering the regional conferences will soon be available from the Committee.)
129
The regional conferences will be continued during 1964.
The Vocational Education-Industry Pilot
Proiect in the Los Angeles Area
The pilot project in Los Angeles of the President's Committee is designed to provide expanded
opportunities for minority citizens through improved coordination of rapidly changing industry
manpower needs and local vocational education
facilities.
The project enables the President's Committee-and the Departments of Labor and Health,
Education, and Welfare, the two executive
agencies who have cooperated in the program-to
fulfill one of the Government's commitments
through the Plans for Progress Program, i.e.,
assisting industry in obtaining qu.alified persons
to meet manpower needs.
Los Angeles was chosen for the project because
of (a) the large number of expanding aerospace
industries and others with Government contracts;
(b) the stated interest in equal employment opportunity of these companies; ( c) the good reputation of the schools in the area; ( d) several community agencies, especially in the field of human
relations, which were willing to cooperate; ( e) the
large population of the two major minority groups
in the area ( 500,000 Negroes; 900,000 MexicanAmericans), as well as large numbers of orientalAmeric.ans.
The program provides intensive training for
persons who often have difficulty finding employment-those from culturally disadvantaged areas
or members of various minority groups. None of
the participants has pursued any type of posthigh-school training.
The program is the first such ever conducted
under a Manpower Development and Training Act
grant administered by the Department of Labor
with the assistance of the Department of Health,
Education, and Welfare.
A series of meetings to outline the project were
held with the following, all of whom pledged cooperation: Los Angeles City and County Vocational Education Administrators; representatives
of community human relations agencies; 21 representatives of 12 Los Angeles area government
contractors; the Los Angeles Regional Director of
Vocational Education; and the director of the
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Trades and Industry Division of the California
State Vocational Education Board.
At first, a local committee of community relations and industry representatives worked on the
program. Later, they were joined by representatives of the Schools of the City and County of Los
Angeles; the State Vocational Education Department, and the California Departll1:ent of Employment.
Over a period, job analysts from the State
Department of Employment consulted with 11
companies in the area and developed job specifications for 65 job classifications.
Potential candidates were identified. Only
those who had not intended to pursue any type of
post-high school training were referred to the program after counselling with representatives of the
city schools and the State Department of Employment.
The state employment service then administered
tests to those individuals identified as potential
trainees. Those who qualified were admitted to
the pilot program.
While the screening process was being conducted, Los Angeles City school officials were busy
obtaining facilities, instructors, equipment and
supplies necessary for the program.
A special effort was made to identify a few
occupations for which training can be specifically
scheduled in communities with large minority
group populations for the second semester of the
1962-63 school year. On February 4, 1963, 75
students started training.
Three classes now make up the program-machine shop, electronic assembling and clerical occupations ( typing, etc.). They are conducted in
Jefferson and Manual Arts High Schools and are
a part of the adult education program. Clas.ses
meet immediately after the close of the high school
class day, meeting 5 hours daily from 4 :30 p.m. to
9p.m.
Thus far, more than 60 students have been graduated and virtually all have been placed. Only
a few in the last class have not yet been placed
and the program administrator expects 100 percent placement for these and all future graduates.
The program has attracted a great deal of attention from other cities with large numbers of
workers who are. unqualified for jobs that are open
in industry.
Meanwhile, the Los Angeles Youth Opportunities Board had applied to the Office of Manpower
and Apprenticeship Training in the Department
of Labor for an MDTA grant to finance a longterm, broad-based project with special emphasis
on minority youth.
To broaden the scope of the project, John W.
Macy, Jr., Chairman of the U.S. Civil Service
Commission, has instructed his agency's Los Angeles regional offices to assist in the project;· the
Los Angeles Federal Executive Board also is cooperating fully with the local committee.
The President's Committee, the Department of
Labor and the Department of Jlealth, Education
and Welfare have discussed plans to initiate efforts similar to this pilot project in other communities in the near future.
The Presidents Committee on Juvenile Delinquency and Youth Crime has projects in the Los
Angeles area and 14 other cities which it feels
will lend themselves to assimilating vocational
preparation and industrial needs with available
minority manpower.
Local Organizations
The President's Committee has been instrumental in encouraging the formation of special local
or area organizations to deal with equal employment opportunity problems.
One such organization is the Association of
Huntsville Area Contractors in Alabama. This
association is composed of all major contractors
doing business with Huntsville operations of the
Department of Defense and the National Aeronautics and Space Administration at the Redstone
Arsenal and the George C. Marshall Space Flight
Center.
NASA acted to help form this group after the
President's Committee found that no satisfactory
program had been developed in Huntsville and
met with NASA, the Department of Defense and
other agencies. The intent of the contractors : to
secure the support of all Huntsville business, civic
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and cultural leaders in a program of equal opportunity.
The Association not only has been actively promoting equality of employment opportunity and
training, but also has been active in efforts to desegregate all community facilities and public
accommodations.
When the Huntsville public schools were integrated this fall, there were no de]Ilonstrations such
as there were in Birmingham and other cities in
the State-and some of the credit for this peaceful
integration goes to the Association of Huntsville
Area Contractors.
Another organization the President's Committee encouraged the formation of is the Washington, D.C., Plans for Progress Employers. These
employers have formed a special cooperative
group enabling them to work very closely with one
another. These companies, which generate several hundred job openings a month, a~e now coordinating these opening and are actively recruiting minority group workers for them.
In addition, representatives of the companies
are participating in "Hiring Days" in the D.C.
public schools-as well as "Career Days"-and are
conducting on-site interviewing and testing of
prospective employees. It is believed that contacts by nationally known firms will help motivate
students to seek employment with business and
will encourage them toward further self-development.
Similar small groupings of Plans for Progress
companies are being promoted nationwide as a
further means of achieving the goal of equal employment opportunity.
The President's Committee, through its Advisory Council on Plans for Progress, is also keeping in direct contact with local groups who wish
to enlist companies in their area in programs
similar to Plans for Progre.ss-voluntary cooperative efforts in behalf of basic human rights.
131
CHAPTER TWELVE
Summary and ·Comment
By Hobart Taylor, Jr.,
Executive Vice Chairman
vVe consider the preceding pao-es to be a record
of substantial achievement-not only for the
President's ommittee on Equal Employment
Opportunity, but also for the Nation.
This report demonstrates that through the
efforts of the Committee and community leaders,
substantial changes have been made, .and continue
to be made, in historical employment patterns.
Employment of minority group Americans at
responsible levels in private industry has increased, both through cooperative action and the
Committee's compliance program.
Breakthroughs have been achieved in jobs traditionally hedged with color or religious barriers.
Responsible government positions have been
filled by Americans who formerly could not aspire
to .anything beyond the service and maintenance
level.
The statistical record presented in this report
is bound to be encouraging. It shows that it is
possible to break patterns which have denied productive lives to so many-and that there are qualified persons available to fill posts of responsibility
with dio-nity and ability.
These are direct results of the programs of the
Committee. There are others mentioned in this
report:
-The cooperative effort being made at
Huntsville, Ala., one of the South's leading industrial cities, to desegregate other aspects of
the community life so all residents can lead
more productive and useful lives.
-The progress being made in cities such as
Birmingham, despite the tense racial climate.
-The rapid development of the Plans for
Progress program and its expansion to include
non-Government contractors.
-The establishment of the Plans for Prog132
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ress Advisory Council and its development of
committees to work on various aspects of employment of minorities, including work with
foundations seeking to finance projects in this
broad field.
.-The establishment of local groups of Plans
for Progress companies to take joint action on
a community level to improve employment opportunities for minorities.
-The marshaling of the forces of the Nation's educational community behind efforts to
improve educational opportunities and future
employment possibilities of the nation's minorities. The Big 10 and Wayne State University
have provided much of the impetus for this
program.
-The high degree of success in processing
complaints of employment discrimination and
the consequent change effected in personnel
policies by many companies.
-The development of agency capability to
handle both complaints and compliance reviews
as methods of bringing about change.
-The initiation of various projects on the
community level, including the Regional Conferences, from which have come concrete results.
-The efforts being made by labor leaders to
cooperate in furthering the principles of the
Executive orders.
All these tangible things and more are included
in this report. But the past 2½ years have produced yet another accomplishment, somewhat
more intangible, but nevertheless worthy and one
which in the long run perhaps may be more meaningful.
This is the fact that there has been a basic
change in attitude on the part of most of the man-
agers of American industry and the heads of our
responsible labor unions. For the first time, these
leaders of the private sector of our economy have
undertaken a rigorous self-scrutiny to determine
their true attitudes. For the first time, these leaders are throwing off the binding and restricting
residue of the past. For the first time, there is
underway in our Nation today an intensive exami- .
nation of new human resources. For the first time,
these leaders are realizing the value of following
this type of program, both from humanitarian
and practical motives.
But despite this growing awareness of the
moral, economic and social cost of discrimination,
and despite our substantial record of progress, we
cannot yet be satisfied. Despite the progress, the
position of egroes and other minorities in the
American economy and social system remains far
too low. Their share of employment at decent
levels can be measured in fractions.
For example, in establishments filing compliance reports :
-About 95 percent of the Negro men and 81
percent of the Negro women employees of the
companies were still in blue collar occupations.
-Of the Negro blue collar workers, more
than 90 ·percent were in jobs below the skilled
level. About one in every three men in blue
collar occupations was a skilled worker; among
Negro men, the ratio was less than one in 10.
-There were about 10 male Negro white collar employees for every 1,000 male white collar
workers.
-Negro women employees represented 5.3
percent of all female officials, professional employees and technicians; the corresponding rate
for Negro men was one percent.
-Only 330 Negroes were employed in sales
occupations out of a total of 124,000 such jobs.
-Negroes held only 6.3 percent of reported
jobs, and only 1.3 percent of the reported white
collar jobs.
-Despite the fact that Negro white collar
employment increased 17.4 percent while total
.white collar employment increased by only L9
percent, the net gain increased the Negro share
of total white collar employment in the reporting establishments only from 12 Negroes per
1,000 white collar workers in 1962 to 13 per 1,000
in 1963.
-Approximately 1 out of every 12 Negroes
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(8 percent) were white collar workers in 1963
as compared to one out of 15 (7 percent) in
1962.
Viewing these statistics in this way, we can see
that despite the substantial accomplishments of
the President's Committee, much must be done if
we are to realize the goal of utilizing the full capabilities and talents of every man and woman in
the development of our free democratic society.
If this objective could be achieved merely
through hard work, dedication and constant policing, the task of achieving equal employment opportunity-though difficult-would be manageable.
But the President's Committee on Equal Employment Opportunity must necessarily operate
within the social and economic framework of our
nation. Within that framework, considerable
progress can be made-in fact has been made-simply by opening up jobs to members of minority
groups who are qualified to fill them, but who have
been barred from them because of prejudice. Their
example spurs others to try. Unfortunately, however, prejudice erects its barriers not only at the
employment office or the hiring hall, but at various
and less obvious spots on the ap.p roaches to these
entrances into the economic world. These secondary barriers are no less insidious and are fully as
effective in maintaining job discrimination as the
most blatant bias on the part of a personnel manager or a hiring foreman. F urthermore, these
hard-to-discern barriers are not subject to the "direct attack" compliance procedures of the P resident's Committee--or even to the moral persuasion
that has proven so effective with many employers.
So it has become increasingly apparent in
the past two years that the goal of equal opportunity cannot be achieved by ending job discrimination alone. The problem of job discrimination cannot be separated from the problem of
economic, social and political discrimination.
For ultimately there can be no true equality of
opportunity in an unequal society.
Under any realistic view of the circumstances, the most that can be achieved by an
equal employment opportunity compliance program is to open up jobs to "qualified" workers,
regardless of race, creed, color or national origin. There is a regrettable tendency to overlook the word "qualified"-or at least to
underestimate its significance. Yet, the con133
cept of equal job opportunity can become a
reality only when it is accompanied by equal
opportunity to qualify.
It is idle to contend that there is full equality of
qualification opportunity in our society today.
Minority group citizens do have some opportunities to receive the necessary training to engage in
a wide variety of skills and professions-and these
opportunities are increasing, otherwise the President's Committee would be unable to report any
progress whatsoever. But in comparison to the
majority of our people the hurdles between the
minority group citizen and qualification opportunity are such that only the exceptionally alert
and able-or lucky-can overcome them. The
fact remains that in a long list of occupations, a
minority American must have much greater capacity and ambition than his counterpart to obtain
and hold a job.
Inadequate trainin o- in a specific skill or profession is not, however, the main point. As a
matter of ,fact, a minority group citizen who is
qualified for, and who :fervently seeks, such training can usually-through extraordinary effortobtain it somewhere. The fact that so :few do so
involves the problems of general American education at the secondary level and, necessarily, at the
primary level. The minority group Americ,an
starts life with handicaps; as he grows, so do they.
Unequal education at the primary level leads to
inability to qualify for education at the secondary
level, which, in turn, leads to inability to qualify
at the college or job-training level. These facts,
in turn, lead to the inability to qualify for job
opportunity.
Decades of discrimination establish psycholoo-ical patterns for both employers and employees.
Paradoxically, the pattern is often easier to break
among employers than among workers. The employer under compulsion of o-overnment sanction
or public morality, need only make the decision to
hire minority workers and-if he can f:ind qualified applicants or can train them-it is done.
The minority group American, on the other
hand, must first make a binding decision to prepare himself for a lifetime career in a specific field.
If he makes a mistake in his choice of a field, he
likely will discover it is too late to go back, too
late to retrace his steps, too late to start over again.
For this reason, he generally demonstrates great
reluctance to invade fields traditionally barred ,to
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him because of conditions of his ancestry even
when he is told that such fields are now open.
The results are readily apparent in any survey
of Negro colleges. The majority of studentsat least until very recently-fell into three classifications; teachers, preachers and doctors. They
know that in these professions they could be
assured of a o-ood living serving the citizens who
shared their physical or ancestral characteristics,
without regard to the prejudices of the remainder
of their fellow Americans. From the standpoint
of the minority students, this is understandable.
But from the standpoint of our Nation, it is unfortunate. It means that many of the best and
most alert minds of a large segment of our community-those who have proven their initiative
and who have persevered against invisible but
formidable odds-are restricting the paths which
they intend to follow in life and are ignoring the
opportunities which have opened up in'the physical and other sciences as a result of the Space Age.
..The patterns of an unequal society have resulted in a heavy cost-both to the victims of ·
discrimination and to the society itself. But
denying training, restricting education and
killing initiative are not the only ways in which
our currently unequal society erects barriers
to equal employment opportunity. It is apparent that full equality of employment opportunity requires that we face up to the whole
problem of equality itself.
There is another point-too often considered as
remote from employment opportunity-at which
an unequal society places effective bars while still
offering jobs in good faith. This is the matter
of housing. A plant located in an area which
denies housing facilities to minority citizens, for
all practical purposes, denies those citizens jobs.
o man is going to work in a plant where he must
travel long distances every morning and evening
merely because he cannot live near his job. Our
country must realize that the right of a man to
choose the neighborhood in which he will live is
much more than a question of social prestige or
"keeping up with the Joneses." This right is inextricably tied into . his ability to make a living
and to provide his family with the decencies of
life. To bar a man from living in a specific neighborhood does far more than cast a social stigma
upon him; it also limits his capacity to do some-
thing that all men cherish-to provide their wives
and their children with the maximum security and
comfort and hope available to them.
The impact of an unequal society upon equal
job opportunity does not end, however, with education, with training, or with housing. At stake
basically is the right of mobility in a free country
that not only permits a worker to seek out the best
job he can find, but also permits an employer to
seek out the best workers he can find. Both these
rights are still severely restricted in our country
today, despite our advances.
We should not expect a man to move to a community to take a job-no matter how attractive-if the community refuses to accept him and his
family as human beings. We should not expect a
man to subject his children to an inferior education; his wife to social humiliation; his family to
second class citizenship-if he has an alternative.
He may prefer to take an inferior job in which
he has a feeling of dignity and decency and at a
location where his children have a chance.
.T his problem of an unequal society has been
confused on many occasions with the concept
of free choice of associates; this viewpoint is
not a useful one. Every man has the unchallenged right to select his own associates and
his own intimate friends. This privilegewhether exercised foolishly or wisely, meanly
or nobly-is not in question. -B ut, it should
also be recognized that no man has the right to
deny any other man equal access to the public
institutions and facilities of our society because
of race, creed, color or national origin. People
must be judged on their merits and not on
irrelevancies of their ancestry.
The President's Committee does not operate
under any illusion that its efforts-or the efforts
of its society as a whole-can grant to all men
equal opportunity on every level of human endeavor. Even those who are normally acceptable
members of our predominant social structure feel
the pressure of inequality. The son of a successful and wealthy man obviously holds a head start
over his poorer contemporaries, regardless of comparative capacity; his parents can offer him more
materially and culturally. A child from a happy
home should normally be better adjusted to life
than most of his fellows. An individual of superior intelligence should obviously go further
than the less gifted.
But inequality brought about by circumstances
such as these is not the issue. The real issue is
whether men will be judged unequally and treated
unequally because they-through their ancestors
are part of a "group"-a label that has become as
distinctive as a trade mark. The real issue is
whether we will ask members of these "groups"
to fulfill the obligations of citizenship without being accorded the rights-the working toolsneeded to carry out these obligations.
It is the function of the President's Committee
to strive-within the limits of governmental
power-to abolish job discrimination against anyone because he is part of a group through circumstances over which he has had no control. We
believe we have made considerable headway. We
know we can make considerably more headway.
We are determined to do so. _vYe are convinced
that an equal employment opportunity program
is an effective device to assist in the creation of a
society in which men are judged solely on the basis
of merit and not on the irrelevancies of their b1rth.
Equal Employment Opportunity in Federal Government and on Federal Contracts
EXECUTIVE ORDERS 10925 AND 11114
The President's Committee on Equal Employment Opportunity
The President's Committee on Equal Employment
Opportunity
B. JOHNSON
President of the United States
EXECUTIVE VICE CHAIRMAN
HOBART TAYLOR,
Jr.
LYNDON
VICE CHAIRMAN
w. WILLARD WIRTZ
Secretary of L abor
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SPECIAL COUNSEL
N. THOMPSON
POWERS
Deputy Solicitor of Labor
135
PRESIDENTIAL DOCUMENTS
Title 3-THE PRESIDENT
Executive Order 10925
Establishing
the
President's
Committee
on
Equal
Employmen,f
Opportunity
Whereas discriminatio n because oi race, creed, color,
or national origin is contrary to the Constitutiona l principles a nd policies of the United States ; and
Whereas it is the plain and positive obligation of the
United States Government to promote and ensure equal
opportunity for all qualified persons, without regard to
race, creed, color, or national origin, employed or seeking
employment with the Federal Government and on government contracts ; and
Whereas it is the policy of the executive branch of
the Government to encourage by positive measures equal
opportunity for all qualified persons within the Government; and
Whereas it is in the general interest and welfare of
the United States to promote its economy, security, and
national defense through the most efficient and effective
utilization of all available manpower; and
Whereas a review and a nalysis of existing Executive
orders, practices, and government agency procedures relating to government employment and compliance with
existing non-discrimin ation contract provisions reveal an
urgent need for expansion and strengthening of efforts to
promote full equality of employment oppo·r tunity; and
Whereas a single governmental committee should be
charged with responsibility for accomplishing these objectives:
Now, therefore, 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:
PART
I-ESTABLISHMENT OF THE PRESIDENT'S COMMITTEE
ON EQUAL EMPLOYMENT OPPORTUNITY
SECTION 101. There is hereby established the President's
Committee on Equal Employment Opportµnity.
SEC. 102. The Committee shall be composed as follows :
(a) The Vice President of the United States, who is
hereby designated Chairman of the Committee and who
shall preside at meetings of the Committee.
(b) The Secretary of Labor, . who is hereby designated
Vice Chairman of the Committee and who shall act as
Chairman in the absence of the Chairman. The Vice
Chairman shall have general supervision and direction
of the work of the Committee and of the execution and
implementati on of the polic~es and purposes of this order.
(c) The Chairman of the Atomic Energy Commission,
the Secretary of Commerce, the Attorney General, the
Secretary of Defense, the Secretaries of the Army, Navy
and Air Force, the Administrato r of General Services, the
Chairman of the Civil Service Commission, and the Administrator of the National Aeronautics and Space Administration. Each such member may designate an
alternate to represent him in his absence.
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(d) Such other members as the President may from
time to time appoint.
(e) An Executive Vice Chairman, designated by the
President, who shall be ew officio a member of the Committee. The Executive Vice Chairman shall assist the
Chairman, the Vice Chairman and the Committee. Between meetings of the Committee he shall be primarily
responsible for carrying out the functions of the Committee and may act for the Committee pursuant to its rules,
delegations, and other directives. Final action in individual cases or classes of cases may be taken and final
orders may be entered on behalf of the Committee by
the Executive Vice Chairman when the Committee so
a uthorizes.
SEC. 103. The Committee shall meet upon the call of
the Chairman and at such other times as may be provided
by its rules and regulations. It shall (a) consider and
adopt rules and regulations to govern its proceedings ;
(b) provide generally for the proc~dures and policies to
implement this order ; ( c) consider reports as to progress
under this order; ( d) consider and act, where necessary
or appropriate, upon matters which may be presented to
it by any of its members ; and ( e) make such reports to
the President as he may require or the Committee shall
deem appropriate. Such reports shall be made at least
once annually and shall include specific references to the
actions taken and results achieved by each department
and agency. The Chairman may appoint sub-committe es
to make special studies on a continuing basis.
PART II-NONDISCRIMINATION IN GOVERNMENT
EMPLOYMENT
SECTION 201. The President's Committee on Equal Employment Opportunity established by this order is directed
immediately to scrutinize and study employment practices
of the Government of the United States, and to consider
and recommend additional affirmative steps which should
be taken by executive departments and agencies to realize
more fully the national policy of nondiscrimina tion within
the executive branch of the Government.
SEc. 202. All executive departments and agencies are
directed to initiate forthwith studies of current government employment practices within their responsibility .
The studies shall be in such form as the Committee may
prescribe and shall include statistics on current employment patterns, a review of current procedures, and the
recommendat ion of positive measures for the elimination
of any discrimination , direct or indirect, which now exists. Reports and recommendat ions shall be submitted
to the Executive Vice Chairman of the Committee no later
than sixty days from the effective date of this order,
and the Committee, after considering such reports and
recommendati ons, shall report to the President on the
current situation and recommend positive measures to
accomplish the objectives of this order.
SEC. 203. The policy expressed in Executive Order No.
10590 of January 18, 1955 (20 F.R. 409), with respect
to the exdusion •a nd prohibition of discriminatio n against
any employee or applicant for employment in the Federal
Government because of race, color, religion, or national
origin is hereby reaffirmed.
SEC. 204. The President's Committee on Government
Employment Policy, established by Executi,e Order No.
10590 of January 18, 1955 (20 F.R. 409), as amended by
Executive Order No. 10722 of August 5, 1957 (22 E .R.
62 7), is hereby abolished, and the powers, functions,
and duties of that Committee are hereby transferred to,
and henceforth shall be vested in, and exercised by, the
President's Committee on Equal Employment Opportunity
in addition to the powers conferred by this order.
PART III-OBLIGATIONS OF GOVERNMENT CONTRACTORS
AND
SUBCONTRACTORS
SUBPART A-CONTRACTORS' AGREEMENTS
SECTION 301. Except in contracts exempted in accordance with section 303 of this order, all government contracting agencies shall include in every government contract hereafter entered into the following provisions:
"In connection with the performance of work under this
contract, the contractor agrees as follows:
"(1) The contractor will not discriminate against any
employee or applicant for employment because of race,
creed, color, or national origin. The contractor will take
affirmative action to ensure that applicants are employed,
and that employees are treated during employment, without regard to their race, creed, color, or national origin.
Such action hall include, but not be limited to, the following: employment, upgrading, demotion or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and
selection for training, including apprenticeship. The contractor agrees to post in conspicuous place , available
to employees and applicants for employment, notice to
be provided by the contracting officer setting forth the
provisions of this nondiscrimination clause.
"(2) The contractor will, in all solicitations or advertisements for employees placed by or on behalf of the
contractor, state that all qualified applicant will receive consideration for employment without regard to race,
creed, color, or national origin.
" ( 3) The contractor will send to each labor union or
representative of worker with which he bas a collective
bargaining agreement or other contract or under tanding,
a notice, to be provided by the agency contracting officer,
advising the said labor union or workers' repre ntative of
the contractor's commitments under this section, and hall
post copies of the notice in conspicuous place available
to employees and applicants for employment.
" (4) The contractor will comply with all provisions
of Executive Order No. 10925 of l\Iarcb 6, 1961, and of
the rules, regulations, and relevant orders of the Pre ident's Committee on Equal Employment Opportunity
created thereby.
" ( 5) The contractor \7i7 ill furnish all information and
reports required by Executive Order No. 10925 of March 6,
1961, and by the rules, regulations. and orders of the said
Committee or pursuant thereto, and will permit acce s to
his books, records, and accounts by the contractino- agency
and the Committee for purpo. es of inve tigation to a certain compliance with uch rule , regulations, and order .
" ( 6) In the event of the con tractor' non-compliance
with the nondiscrimination clause of thi contract or with
any of the aid rules, regulation , or order , thi contract
may be cancelled in whole or in part and the c ntractor
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may be declared ineligible for further government contracts in accordance with procedures authorized in Executive Order o. 10925 of March 6, 1961, and ucb other
sanctions may be impo ed and remedies invoked as provided in the aid executive order or by rule, regulation,
or order of the Pre ident' Committee on Equal Employment Opportunity, or as otherwise provided by law.
"(7) The contractor will include the provi ions of the
foregoing paragraphs (1) through (6) in every subcontract or purchase order unless exempted by rules, regulations, or orders of the President's Committee on Equal
Employment Opportunity issued pursuant to ection 303
of Executive Order ro. 10925 of March 6, 1961, so that
such provisions will be binding upon each ubcontractor or
vendor. Th~ contractor will take such action with re pect
to any subcontract or purchase order as the contracting
agency may direct as a :means of enforcing ucb provisions,
including auctions for non-compliance : Provided, however, That in the event the contractor becomes involved in
or i threatened with, litigation with a ubcontractor or
vendor as a result of such direction by the contracting
agency, the contractor may reque ·t the nited State to
enter into such litigation to protect the interest of the
ni ted States."
SEc. 302. (a) Each contractor having a contract containing the provision pre cribed in ection 301 shall file,
and shall cause each of its subcontractors to file, Compliance Reports with the contracting agency, w·h ich will be
ubject to review by the Committee upon its request.
Compliance Reports shall be filed within such times and
shall contain such information as to·the practices, policies,
program , and employment statistics of the contractor and
each subcontractor, and shall be in such form, as the
Committee may prescribe.
( b) Bidders or prospective contractors or subcontractors may be required to state whether they have participated in any previou contract subject to the provi ions
of this order, and in that event to ubmit, on behalf <Yf
themselves and their proposed ubcontractor , ompliance
Reports prior to or as an initial part of their bid or
negotiation of a contract.
( c) Whenever the contractor or ubcontractor has a
collective bargaining agreement or other contract or undertanding with a labor union or other r pre entative of
workers, the Compliance Report hall include uch information as to the labor union' or other repre entative's
practices and policie affecting compliance as the Committee may prescribe: Provided, That to the xtent such
information is within the exclusive po. ·e ion of a labor
union or other workers' representative and the labor union
or representative shall refu ·e to furnish such information
to the contractor, the contractor ·hall so certify to the
contracting agency as part of its Compliance Report ancl
hall set forth what effort be ha made t obtain such
information.
( d) The Comanitte may dir ct that any bidder or
prospective contractor or subcontractor shall ubmit, as
part of hi Compliance Report, a tatement in writing,
igned by an authorized officer or agent of any labor union
or other worker ' r pr entative with which the bidder
or pro p ctive contra ·tor deals, together with supporting
information, to the ff ct that the said labor union's or
137
representative's practices and policies do not discriminate
on the grounds of race, color, creed, or national origin,
and that the labor union or representative either will
affirmatively cooperate, within the limits of his legal and
contractual authority, in the implementation of the policy
and provisions of this order or that it consents and agrees
that recruitment, employment, and the terms and conditions of employment under the proposed contract shall be
in accordance with the purposes and provisions of the
order. In the event that the union or representative shall
refuse to execute such a statement, the Compliance Report
shall so certify and set forth what efforts have been :made
to secure such a statement.
SEC. 303. The Committee may, when it deems that special circumstances in the national interest so require,
exempt a contracting agency from the requirement of including the provision of section 301 of this order in any
specific contract, subcontract, or purchase order. The
Committee may, by rule or regulation, also exempt certain
classes of contracts, subcontracts, or purchase orders (a)
where work is to be or has been performed outside the
United State and no recruitment of workers within the
limits of the United States is involved; (b) for standard
commercial supplies or raw material ; or (c) involving
less than specified amounts of money or specified numbers
of workers.
SUBPART
B-LABOR
UNIONS
AND
REPRESENTATIVES
OF
WORKERS
SEC. 304. The Committee shall use its best efforts,
directly and through contracting agencies, contractors,
state and local officials and public and private agencies,
and all other available instrumentalitie , to cause any
labor union, recruiting agency or other representative of
workers who is or may be engaged in work under government contracts to cooperate with, and to comply in
the implementation of, the purposes of this order.
SEC. 305. The Committee may, to effectuate the purpo es of section 304 of this order, hold hearings, public
or private, with respect to the practices and policies of
any such labor organization. It sh·all from time to time
submit pecial reports to the President concerning discrii;ninatory practices and policies of any such labor
organization, and may recommend remedial action if, in
its judgment, such action is necessary or appropriate.
It may also notify any Federal, state, or local agency of
its conclusions and recommendations with respect to any
such labor organization which in its judgment has failed
to cooperate with the Committee, contracting agencies,
contractors, or subcontractors in carrying out the purposes
of this order.
SUBPART C-POWERS AND DUTIES OF THE PRIDSIDENT'S COMMITTEE ON EQUAL EMPLOYMENT OPPORTUNITY AND OF
CONTRACT! G AGENCIES
SEC. 306. The Committee shall adopt such rules and
regulations and issue uch orders as it deems ne essary
and appropriate to achieve the purposes of this order,
including the purposes of Part II hereof relating to discrimination in government employment.
SEC. 307. Each contracting agency shall be primarily
responsible for obtaining compliance with the rules, regulations, and orders of the Committee with respect to con-
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tracts entered into by such agency or its contractors, or
affecting its own employment practices. All contracting
agencies shall comply with the Committee's rules in discharging their primary respon ibility for securing compliance with the provisions of contracts and otherwise
with the terms of this Executive order and of the rules,
regulations, and orders of the Committee pursuant hereto.
They are directed to cooperate with the Committee, and
to furnish the Committee such information and assistance
as it may require in the performance of its functions
under this order. They are further directed to appoint
or designate, from among the agency's personnel, compliance officers. It shall be the duty of such officers to
seek compliance with the objectives of this order by
conference, conciliation, mediation, or persuasion.
SEC. 308. The Committee is authorized to delegate to
any officer, agency, or employee in the executive branch
of the Government any function of the Committee under
this order, except the authority to promulgate rules and
regulations of a general nature.
SEC. 309. (a) The Committee may itself investigate the
employment practices of any government contractor or
subcontractor, or initiate such investigation by the appropriate contracting agency or through the Secretary of
Labor, to determine whether or not the contractual provisions specified in section 301 of this order have been
violated. Such investigation shall be conducted in accordance with the procedures established by the Committee, and the investigating agency shall report to the Committee any action taken or recommended.
(b) The Committee may receive and cause to be investigated complaints by employees or prospective employees of a government contractor or subcontractor
which allege discrimination contrary to the contractual
provisions specified in section 301 of this Order. The
appropriate contracting agency or the Secretary of Labor,
as the case may be, shall report to the Committee what
action has been taken or is recommended with regard
to such complaints.
SEC. 310. (a) The Committee, or any agency or officer
of the United States designated by rule, regulation, or
order of the Committee, may hold such hearings, public
or private, as the Committee may deem advisable for compliance, enforcement, or educational purposes.
(b) The Committee may hold, or cause to be held,
hearings in accordance with subsection (a) of this section
prior to imposing, ordering, or recommending the imposition of penalties and sanctions under this order,
except that no order for debarment of any conti,actor
from further government contracts shall be made without
a hearing.
SEC. 311. The Committee shall encourage the furtherance of an educational program by employer, labor, civic,
educational, religious, and other nongovernmental groups
in order to eliminate or reduce the basic causes of discrimination in employment on the ground of race, creed,
color, or national origin.
SUBPART D--SANCTIONS AND PENALTIES
SEc. 312. In accordance with such rules, regulations or
orders as the Committee may issue or adopt, the Committee or the appropriate contracting agency may :
(a) Publish, or cause to be published, the names of
contractors or unions which it has concluded have complied or have failed to comply with the provisions of this
order or of the rules, regulations, and orders of the
Committee.
(b r Recommend to the Department of Justice that,
in cases where there is substantial or material violation
or the threat of substantial or material violation of the
contractual provisions set forth in section 301 of this
order, appropriate proceedings be brought to enforce
those provisions., including the enjoining, within the limitations of applicable law, of organizations,, individuals or
groups who prevent directly or indirectly, or seek to prevent directly or indirectly, compliance with the aforesaid
provisions.
(c) Recommend to the Department of Justice that
criminal proceedings be brought for the furnishing of
false information to any contracting agency or to the
Committee as the case may be.
( d) Terminate, or cause to be terminated, any contract,
or any portion or portions thereof, for failure of the contractor or subcontractor to comply with the nondiscrimination provisions of the contract. Contracts may be
terminated absolutely or continuance of contracts may
be conditioned upon a program for future compliance approved by the contracting agency.
( e) Provide that any contracting agency shall refrain
from entering into further contracts, or extensions or other
modifications of existing contracts, with any non-complying contractor, until such contractor has satisfied the
Committee that he has established and will carry out personnel and employment policies in compliance with the
provisions of this order.
(f) Under rul~s and regulations prescribed by the
committee, each contracting agency shall make reasonable
efforts within a reasonable time limitation to secure compliance with the contract provisions of this order by
methods of conference, conciliation, mediation, and persuasion before proceedings shall be instituted under paragraph ( b) of this section, or before a contract shall be
terminated in whole or in part under paragraph (d) of
this section for failure of a contractor or subcontractor to
comply with the contract provisions of this order.
SEC. 313. Any contracting agency taking any action
authorized by this section, whether on its own motion, or
as directed by the Committee, or under the Committee's
rules and regulations, shall promptly notify the Committee
of such action by reasons for not acting. Where the Committee itself makes a determination under this section,
it shall promptly notify the appropriate contracting agency
of the action recommended. The agency shall take such
action and shall report the results thereof to the Committee within such time as the Committee shall provide.
SEC. 314. If the Committee shall so direct, contracting
agencies shall not enter into contracts with any bidder
or prospective contractor unless the bidder or prospective
contractor has satisfactorily complied with the provisions
of this order or submits a program for compliance acceptable to the Committee or, if the Committee so authorizes, to the contracting agency.
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SEC. 315. ,vhenever a contracting agency ter minates
a contract, or whenever a contractor has been debarred
from further government contracts, because of noncompliance with the contractor provisions with regard t o nondiscrimination, the Committee, or the contracting agency
involved, shall promptly notify the Comptroller General
of the United States.
SUBPART E-CERTIFICATES OF MERIT
SEc. 316. The Committee may provide for issuance of a
United States Government Certificate of Merit to employers or employee organizations which are or may hereafter be engaged in work under government contracts, if
the Committee is satisfied that the personnel and employment practices of the employer, or that the personnel,
training, apprenticeship, membership, grievance and representation, upgr,a ding and other practi~es and policies of
the employee organization, conform to the purposes and
provisions of this order.
SEc. 317. Any Certificate of Merit may at any time be
suspended or revoked by the Committee if the holder
thereof, in the judgment of the Committee, has failed to
comply with the provisions of this order.
SEc. 318. The Committee may provide for the exemption
of any employer or employee organization from any requirement for. furnishing information as to compliance if
such employer or employee organization has been awarded
a Certificate of Merit which has not been suspended or
revoked.
PART IV-MISCELL~NEOUS
SECTION 401. Each contracting agency ( except the Department of Justice) shall defray such necessary expenses
of the Committee as may be authorized by law, including
section 214 of the Act of May 3, 1945, 59 Stat. 134 (31
U.S.C. 691) : Provided, that no agency shall supply more
than fifty per cent of the funds necessary to carry out the
purposes of this order. The Department of Labor shall
provide necessary space and facilities for the Committee.
In the case of the Department of Ju tice, the contribution
shall be limited to furnishing legal services.
SEC. 402. This order shall become effective thirty days
after its execution. The General Services Administration
shall take appropriate action to revise the standard Government contract forms to ac~ord with the provisions
of this order and of the rules and regulations of the
Committee.
SEc. 403. Executive Order No. 10479 of August 13, 1953
(18 F.R. 4899), together with Executive Orders Nos. 10482
of August 15, 1953 (18 F.R. 4944), and 10733 of October
10, 1957 (22 F.R. 8135), amending that order, and Executive Order No. 10557 of September 3, 1954 (19 F.R. 5655),
are hereby revoked, and _the Government Contract Committee established by Executive Order o. 10479 is abolished. All records and property of or in the custody of the
said Committee are hereby transferred to the President's
Committee on Equal Employment Opportunity, which shall
wind up the outstanding affairs of the Government Contract Committee.
JOHN
F.
KENNEDY
THE WHITE HOUSE, March 6, 1961.
[F.R. Doc. 61- 2093; Filed, Mar. 7, 1961; 10 :06 a.m.]
139
Executive Order 11114
Extending the Authority of the President's Committee on Equal
Employment Opportunity
Whereas it is the policy of the United States Government to encourage by affirmative action the elimination of
discrimination because of race, creed, color, or national
origin in employment on work involving Federal financial
assistance, to the end that employment opportunities
created by Federal funds shall be equally available to all
qualified persons; and
Whereas Executive Order No. 10925 of March 6, 1961,
26 F.R. 1977, reaffirmed the policy of requiring the inclusion of non-discrimination provisions in Government contracts and established the President's Committee on Equal
Employment Opportunity to administer the program for
obtaining adherence to and compliance with such provisions ; and
Whereas construction under programs of Federal
grants, loans, and other forms of financial assistance to
State and local government and to private organizations
creates substantial employment opportunities; and
Whereas it i deemed desirable and appropriate to extend the existing program for nondiscrimination in employment in Government coi:itracts established by Executive Order No. 10925 to include certain contracts for construction financed with assistance from the Federal
Government ; and
Whereas it is also desirable to amend Executive Order
o. 10925 in certain respects in order to clarify the authority of the President's Committee on Equal Employment
Opportunity:
Now, therefore, 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:
PART I-NON-DISCRIMINATION PROVISIONS IN FEDERALLY
ASSISTED CONSTRUCTION CONTRACTS
SECTION 101. Each executive department and agency
which administer a program involving Federal financial
a i tance shall, insofar ,a s it may be consistent with law,
require a a condition for the approval of any grant, contract, loan, insurance or guarantee thereunder which may
involve a construction contract that the applicant for
Federal assistance undertake and agree to incorporate, or
cau e to be incorporated, into all construction contracts
paid for in whole or in part with fund obtained from the
Federal Government or borrowed on the Credit of the
Federal Government pursuant to such grant, contract,
loan, in urance or guarantee, or undertaken pursuant to
any Federal program involving such grant, contract, loan,
insurance or guarantee, the provisions prescribed for
Government contracts by . ection 301 of Executive Order
No. 10925 or such modification thereof, preserving in subt:ance the contractor's obligations thereunder, as may
be approved by the President's Committee on Equal Employment Opportunity ( the "Committee"), together with
uch additional provisions as the Committee deem appropriate to e tablish and protect the interest of the
United States in the enforcement of these obligations.
Each such applicant shall also undertake ,a nd agree (i)
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to assist and cooperate actively with the administering department or agency and the Committee in obtaining the
compliance of contractors and subcontractor with said
contract provi ions and with the rules, regulations, and
relevant orders of the Committee, (ii) to obtain and to
furnish to the administering department or agency and to
the Committee such information as they may require for
the supervision of uch compliance, (iii) to enforce the
obligations of contractors and subcontractors under such
provi ion , rule , regulations, and order , (iv) to carry
out sanctions and penaltie for violation of such obligations imposed upon contractor and subcontractors by the
Committee or the admini tering department or agency
pur uant to Part III, Subpart D, of Executive Order No.
10925, and (v) to refrain from entering into any contract
subject to this order, or extension or other modification of
such a contract with a contractor debarred from Government contracts under Part III, Subpart D, of Executive
Order No. 10925.
SEc. 102. (a) 'Construction contract" as used herein
means any contract for the con truction, rehabilitation,
alteration, conver ion, extension, or repair of buildings,
highways, or other improvements to real property.
(b) The provisions of Part III of Executive Order No.
10925 shall apply to such construction contracts, and for
purposes of such application the administering department or agency shall be considered the contracting agency
referred to therein.
( c) The term "applicant" as used herein means an applicant for Federal assistance or, as determined by agency
regulation, other program participant, with respect to
whom an application for any grant, contract, loan, insurance or guarantee is not finally acted upon prior to the
effective date of this part, and it include such an applicant after he becomes a recipient of such Federal as,.
sistance.
SEC. 103. (a) Each administering department and
agency shall be primarily responsible for obtaining the
compliance of such applicants with their undertakings
hereunder and shall comply with the rules of the Committee in the discharge of this responsibility. Each admini tering department and agency is directed to cooperate with the Committee, and to furni h the Committee
such information and assistance as it may require in the
performance of its functions under this order.
(b) In the event an applicant fails and refuses to
comply with his undertakings, the administering department or agency may, and upon the recommendation of
the Committee, shall take any or all of the following
actions:
( 1) cancel, terminate, or uspend in whole or in part
the agreement or contract with such applicant with respect to which the failure and refusal occurred;
(2) refrain from extending any further assistance under any of its programs subject to this order until satisfactory assurance of future compliance has been received
from such applicant;
( 3) refer the case to the Department of Justice for
appropriate legal proceedings.
( c) o action shall be taken with respect to an applicant pursuant to paragraph (1) or (2) of ubsection
(b) without notice and hearing before the administering
department or agency or the Committee, in accordance
with the rules and regulations of the Committee.
SEC. 104. The Committee may, by rule, regulation, or
order, exempt all or part of any program of an administering agency from the requirement of this order when it
deems that special circumstances in the national interest
so require.
SEC. 105. The Committee hall adopt such rules and
regulations and issue such orders as it deems necessary
and appropriate to achieve the purposes of this order.
PART II-AMENDMENTS TO EXECUTIVE ORDER N 0. 10925
SECTION 201. Section 301 of Executive Order No. 10925
of March 6, 1961, is amended to read :
"SECTION 301. Except in contracts exempted in accordance with section 303 of this order, all Government contracting agencies shall include in every Government contract hereafter entered into the following provi ions :
'During the performance of this contract, the contractor
agrees as follo•w s :
'(1) The contractor will not discriminate against any
employee or applicant for employment because of race,
creed, color, or national origin. The contractor will take
affirmative action to ensure that applicants are employed,
and that employees are treated during employment, without regard to their race, creed, color, or national origin.
Such action shall include, but not be limited to the following: employment, upgrading, demotion or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compen ation; and
selection for training, including apprenticeship. The
contractor agrees to post in conspicuou place , available
to employees and applicants for employment, notices to
be provided by the contracting officer setting forth the
provisions of this non-discrimination clause.
'(2) The contractor will, in all solicitations or adver-tisements for employees placed by or on behalf of the
contractor, state that all qualified applicants will receive
consideration for employment without regard to race,
creed, color, or national origin.
' ( 3) The contractor will send to each labor union or
representative of workers with which he has a collective
bargaining agreement or other contract or under tanding,
a notice, to be provided by the agency contracting officer,
advising the said labor union or workers'. representative
of the contractor's commitments under thLs section, and
shall post copies of the notice in conspicuous places available to employees and applicants for employment.
' ( 4) The contractor will comply with all provisions of
Executive Order No. 10925 of March 6, 1961, as amended,
and of the rules, regulations, and relevant orders of the
President's Committee on Equal Employment Opportunity
created thereby.
'(5) The contractor will furnish all information and
reports required by Executive Order No. 10925 of March
6, 1961, as amended, and by the rules, regulations, and
orders of the said Committee, or pur uant thereto, and
will permit access to his books, records, and accounts by
the contracting agency and the Committee for purposes
of investigation to ascertain compliance with such rules,
regulations, and orders.
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' ( 6) In the event of the contractor's noncompliance
with the nondiscrimination clauses of this contract or
with any of the said rules, regulations, or orders, this
contract may be cancelled, terminated, or su pended in
whole or in part and the contractor may be declared
ineligible for further Government contracts in accordance
with procedures authorized in Executive Order o. 10925
of March 6; 1961, as amended, and uch other sanctions
may be imposed and remedie invoked as provided in
the said Executive Order or by rule, regulation, or order
of the President's Committee on Equal Employment Opportunity, or as otherwise provided by law.
'(7) The contractor will include the provisions of paragraphs (1) through (7) in every subcontract or pur hase
order unless exempted by rule , regulation , or orders of
the President's Committee on Equal Employment Opportunity i ued pursuant to section 303 of Executive Order
o. 10925 of March 6, 1961, a amended, o that such
provisions will be binding upon each subcontractor or
vendor. The contractor will take action with respect to
any subcontract or purchase order as the contracting
agency may direct as a means of enforcing such pr,ovisions,
including auctions for noncompliance : Provided, however, that in the event the contractor becomes involved in,
or is threatened with, litigation with a subcontractor or
vendo-r as a result of uch direction by the contra ting
agency, the contractor may request the nited States
to enter into such litigation to protect the intere ts of
the United States.' "
SEC. 202. Section 303 of Executive Order No. 10925 is
amended to read :
"The Committee may, when it deems that pecial circumstances in tha national interest so require, exempt a
contracting agency from the requirement of including any
or all of the provisions of section 301 of this order in any
specific contract, ubcontract or purchase order. The
Committee may, by rule or regulation, also exempt certain clas e of contracts, subcontracts or purchase
orders ( a:') where work is to be or has been performed
outside the United States and no recruitment of workers
within the limits of the United States is involved; (b)
for standard commercial supplies or raw materials; (c)
involving less than specified amounts of money or specified
numbers of workers; or ( d) to the extent that they
involve subcontracts below a specified tier. The Committee may al o provide, by rule, regulation, or order, for
the exemption of facilities of a contractor which are in
all respect sepa'r ate and distinct from activitie of the
contractor related to the performance of the contract,
provided that such an exemption will not interfere with or
impede the effectuation of the purposes of this order and
provided that in the absence of such an exemption an such
facilities shall be covered by the provisions of this order.''
PART III-MISCELLA E0US
SECTION 301. The Secretary of Health, Education, and
Welfare and the Administrator of the Housing and Home
Finance Agency are designated members of the Committee. Each such member may designate an alternate to
represent him in his absence.
SEC. 302. Section 401 of Executive Order No. 10925 shall
141
apply to the administering departments and agencies subject to this order.
SEC. 303. Part I of thi order shall become effective
thirty days after the execution of this order. Parts II
and III shall be effective immediately.
JOHN
F.
KENNEDY
THE WHITE HOUSE, June 22, 1963.
[F.R. Doc. 63-6779; Filed, June 24, 1963; 10 :50 a.m.]
RULES AND REGULATIONS ON THE
PRESIDENT'S COMMITTEE ON EQUAL
EMPLOYMENT OPPORTUNITY
Title 41-PUBLIC CONTRACTS
Sec.
60-1.2
Opportunity to achieve compliance before referrals to the Department of Justice or contract
termination
60-1.29 Contract ineligibility list
60-1.30 Notification of Comptroller General in cases of
contract ineligibility or contract termination
60-1.31 Reinstatement of ineligible contractors or sub·
contractors
SUBPART C-CERTIFICATES OF MERIT
By the Committee on its own initiative
By the Executive Vice Chairman upon agency
recommendation
60-1.42 [Deleted]
60-1.43 ,Suspension or revocation
60-1.40
60-1.41
SUBPART D-ANCILLARY MATTERS
Chapter 60-The President's Committee on Equal Employment
Opportunity
PART 60-1-OBLIGATIONS OF CONTRACTORS AND
SUBCONTRACTORS
Part 60-1 was originally is ued by the President's Committee on Equal Employment Opportunity for the purpose
of implementing Executive Order 10925 (26 F.R. 1977)
which provides for the promotion and insurance of equal
employment opportunity on Government contracts for all
qualified per ons without regard to race, creed, color, or
national origin. The Committee now hereby revises this
part in order to implement, in addition, Executive Order
11114 (28 F.R. 6485) which provides certain amendments
to Executive Order 10925 and extends its requirements
to certain contracts for construction financed with assistance from the Federal Government. This revision also
incorporates amendments previously made to this part,
and effects other miscellaneous changes. As revised, Part
60-1 reads as follows :
SUBPART A-PRELIMINARY
MATTERS;
EQUAL OPPORTUNITY
CLAUSE; EXEMPTIONS; COMPLIANCE REPORTS
Sec.
60-1.1
60-1.2
60-1.3
60-1.4
60-1.5
60-1.6
60-1.7
60-1.8
Purpo e and application
Definitions
Equal opportunity clause
Exemptions
Duties of agencies
Compliance reports
Compliance by labor unions
Use of. compliance reports
SUBPART B--OENERAL ENFORCEMENT ; COMPLAINT PROCEDURE
Compliance review by the agency
Who may file complaints
Where to file
Contents of complaint
Processing of matters by agencies
Assumption of jurisdiction by the Executive Vice
Chairman over matters before an agency
60-1.26 Processing of matters by the Executive Vice
Chairman
60-1.27 Hearings
60-1.20
60-1.21
60-1.22
60-1.23
60-1.24
60-1.25
142
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Federal Reserve Bank of St. Louis
60-1.60 Solicitations or advertisements for employees
60-1.61 Access to records of employment
60-1.62 Rulings and interpretations
60-1.63 Reports to the Committee
60-1.64 Existing contracts and subcontracts
AUTHORITY: Sections 60-1.1 through 60-1.64 issued pursuant to section 306, E.O. 10925 (26 F.R. 1977), and section 105, E.O. 11114 (28 F.R. 6485)
SUBPART A-PRELIMINARY MATTERS: EQ1JAL OPPORTUNITY
CLAUSE: EXEMPTIONS : COMPLIANCE REPORTS
60-1. 1
Purpose and application.
The purpose of the regulations in this part is to achieve
the aims of Part III of Executive Order 10925 and Executive Order 11114 for the promotion and insuring of equal
opportunity for all qualified persons, without regard to
race, color, creed, or national 01igin, employed or seeking
employment with Government contractors or with contractors performing under federally assisted construction
contracts. These regulations apply to all contracting
agencies of the Federal Government and to contractors
and subcontractors who perform under Government contracts, to the extent set forth in this part. These regulations also apply to all agencies of the Federal Government
administering programs involving Federal financial assistance which may involve a construction contract, and,
to the extent set forth in this part, to all contractors and
subcontractors performing under con truction contracts
which are related to any such programs. The rights and
remedies of the Government hereunder are not exclusive
and do not affect rights and remedies provided elsewhere
by law, regulation, or contract; neither do the regulations
limit the exercise by the Committee or by any other Government agencies of powers not herein specifically set
forth, but granted to them by Executive Orders 10925 and
11114.
60-1 .2
Definitions.
(a) "Committee" means the Pre ident's Committee on
Equal Employment Opportunity.
( b) "Chairman" means the Chairman of the Committee.
(c) "Vice Chairman" means the Vice Chairman of the
Committee.
( d) "Executive Vice Chairman" means the Executive
Vice Chairman of the Committee.
(e) "Order" means Executive Order 10025 of March 6,
1961 (26 F.R. 1977), as amended by Parts II and III of
Executive Order 11114 of June 22, 1963 (28 F.R. 6485).
(f) "Orders" means those parts of Executive Order
10925 of March 6, 1961, relating to Government contracts
and Executive Order 11114 of June 22, 1963.
(g) "Contract" means any Government contract or any
federally assisted construction contract.
(h) "Government contract" means any binding legal
agreement or modification thereof between the Government and a contractor for supplies or services, including
construction, or for the use of Government property, in
which the parties, respectively, do not stand in the rela•
tionship of employer and employee.
(i) "Federally assisted construction contract" means
any binding legal agreement or modification thereof between an applicant and a contractor for construction
work which is paid for in whole or in part with funds
obtained from the Federal Government or borrowed on
the credit of the Federal Government pursuant to any
Federal program involving a grant, contract, loan, insurance or guarantee, or undertaken pursuant to any Federal
program involving such grant, contract, loan, insurance
or guarantee; or any approved application or modification
thereof for a grant, contract, loan, insurance or guarantee
under which the applicant itself performs construction
work other than through the permanent work force di·
rectly employed by an agency of government.
(j) "Modification" means any written alteration in the
terms and conditions of a contract accomplished by bilateral action of the parties to the contract, including supplemental agreements and amendments.
(k) "Subcontract" means any agreement made or purchase order executed by a prime contractor where a material part of the supplies or services covered by such
agreement or purchase order is being obtained for use in
the performance of a contract.
( 1) "Prime contractor" means any person holding a
contract.
(m) "Subcontractor" means any person holding a subcontract. "First-tier subcontractor" refers to a subcontractor holding a subcontract with a prime contractor.
"Second-tier subcontractor" refers to a subcontractor holding a subcontract with a first-tier subcontractor.
(n) "Agency" means any contracting or any admini tering agency.
( o) "Contracting agency" :means any department (including the Departments of the Army, Navy, and Air
Force), agency and establishment in the Executive Branch
of the Government, including any wholly owned Government corporation, which enters into contracts.
(p) "Administering agency" means any department
(including the Departments of the Army, Navy, and Air
Force), agency 'a nd establishment in the Executive Branch
of the Government, including any wholly owned Government corporation, which admini ters a program involving
Federally assisted con truction contracts.
(q) "Applicant" means an applicant for Federal assistance or, as detern1ined by regulation of an ad.mini tering agency, other program participant, with re pect to
whom an application for any grant, contract, loan, insurance or guarantee, or change therein, is not finally acted
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Federal Reserve Bank of St. Louis
upon prior to July 22, 1963, and it includes such an ap,plicant after becoming a recipient of such Federal
assistance.
(r) "Equal opportunity clause" means the contract
provisions of section 301 of the order.
(s) "Rules, regulations and relevant orders" of the
Committee as used in paragraph 4 of the equal opportunity clause mean rules, regulations, and relevant orders
issued pursuant to the orders and in effect at the time
the particular contract subject to the orders was entered
into.
(t) "United States" ·a s used herein shall include the
Commonwealth of Puerto Rico, the Panama Canal Zone,
and the possessions of the United States.
(u) "Standard commercial supplies" means an article:
(1) which in the normal course of business is customarily maintained in stock by the manufacturer or any
dealer, distributor, or other commercial dealer for the
marketing of such article; or
(2) which is manufactured and sold by two or more
persons for general commercial or industrial use or which
is identical in every material respect with an article so
manufactured and sold.
( v) "Construction work" mean the con truction, rehabilitation, alteration, conversion, extension, demolition
or repair of building , highways, or other changes or improvements to real property, including facilitie providing
utility services.
( w) "Site of construction" means the physical location
of any building, highway or other change or improvement
to real property which is undergoing con truction, rehabilitation, 'a lteration, conversion, extension, demolition,
or repair and any temporary location or facility established by a contractor or subcontractor specifically to
meet the demands of his contract or ubcontract.
60-1.3
Equal Opportunity Clause
(a) Government C()llitracts. Each contracting agency
ball include the equal opportunity clause in each of its
Government contracts (including modifications thereof)
which is not exempt from the requirements of the clause.
Government bills of lading may incorporate by reference
the equal opportunity clause.
(b) Federally assisted c011structicm contracts.
(1)
Each ·a dministering agency shall require the inclusion of
the following language as a condition of any · grant, contract, loan, insurance or guarantee involving a Federally
a sisted construction contract which is not exempt from
the requirements of the equal opportunity clause:
"The applicant hereby agrees that it will incorporate or
cause to be incorporated into any contract for construction
work, or modification thereof, as defined in the Rules and
Regulations of the President's Committee on Equal Employment Opportunity, which is paid for in whole or in
part with funds obtained froon the Federal Government or
borrowed on the credit of the Federal Government pursuant to a grant, contract, lo an, insurance or guarantee, or
undertaken pursuant to any Federal program involving
such grant, contract, loan, insurance or guarantee, the
following equal opportunity clause:
"During the performance of this contract, the contractor
agrees as follows :
"( 1) The contractor will not discriminate against any
1
143
employee or applicant for employment because of race,
creed, color or national origin. The contractor will take
affirmative action to ensure that applicants are employed,
and that employees are treated during employment without regard to their race, creed, color or national origin.
Such action hall include, but not be limited to the following: employment, upgrading, demotion or transfer; recruitment or recruitment advertising; layoff or termination ; rate of pay or other forms of compensation; and
selection for training, including apprenticeship. The
contractor agrees to post in conspicuous places, availab-le
to employees and applicants for employment, notices to
be provided setting forth the provisions of this nondiscrimination clause.
"(2) The contractor will, in all solicitations or adverti ements for employees placed by or on behalf of the contractor, tate that all qualified applicants will receive
consideration for employment without regard to race,
creed, color, or national origin.
"(3) The contractor will end to each labor union or
repre entative of worker with which he bas a collective
bargaining agreement or other contract or understanding,
a notice to be provided advi ing the said labor union or
workers' repre entative of the contractor's commitments
under tbi ection, and shall post copies of the notice in
con picuou place available to employees and applicants
for employment.
" ( 4) The contractor will comply with all provisions
of Executive Order o. 10925 of March 6, 1961, as amended
by Executive Order 11114 of June 22, 1963, and of the
rules, regulations and relevant orders of the President's
Committee on Equal Employment Opportunity created
thereby.
"(5) The contractor will furnish all information and reports required by Executive Order i0925 of March 6,
1961, as amended by Executive Order 11114 of June 22,
1963, and by the rules, regulations and orders of the said
Committee, or pursuant thereto, and will permit access to
his book , records and accounts by the admini tering
agency and the Committee for purposes of inve tigation
to a certain compliance with such rule , regulations and
orders.
"(6) In the event of the contractor's noncompliance
with the nondiscrimination clause of this contract or
with any of the said rules, regulations or order . thi
contract may be cancelled, terminated or u pended in
whole or in part and the contractor may be declared ineligible for further Government contracts or Federallya i ted construction contracts in accordance with procedures authorized in Executive Order No. 10925 of
March 6, 1961, as amended by Executive Order 11114 of
June 22, 1963, and uch other sanctions may be irnpo ed
and remedie invoked a provided in the: aid Executive
Order or by rule, regulation or order of the President's
Committee on Equal Employment Opportunity, or as otherwi e provided by law.
"(7) The contractor will include the provisions of
paragraphs (1) through (7) in every subcontract or purchase order unless exempted by rules, regulations or
orders of the President's Committee on Equal Employment
Opportunity i ued pur uant to Section 303 of Executive
Order 10925 of March 6, 1961, as amended by Executive
144
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Federal Reserve Bank of St. Louis
Order 11114 of June 22, 1963, so that such provisions will
be binding upon each subcontractor or vendor. The contractor will take such action with respect to ,a ny subcontract or purchase order as the administering agency may
direct as a means of enforcing such provisions, including
sanctions for noncompliance : Provided, however, That
in the event a contractor becomes involved in, or is
threatened with, litigation with a subcontractor or vendor
as a re ult of such direction by the agen y, the contractor
may request the United States to enter into such litigation
to protect the interests of the United States.
"The applicant further agree that it will be bound by
the above equal opportunity clau e in any federally assisted construction work which it performs itself other
than through the permanent work force directly employed
by an agency of government.
"The applicant agrees that it will cooperate actively
with the admini tering agency and the Pre ident's Committee on Equal Employment Opportunity in obtaining
the compliance of contractors and subcontractors with
equal opportunity clau e and the rules, regulations and
relevant orders of the Committee, that it will furnish
the administering agency and the Committee such information as they may require for the supervision of
such compliance, and that it will otherwise as ist the
administering agency in the discharge of the agency'
primary responsibility for securing compliance. The applicant further agrees that it will refrain from entering
into any contract or contract modification subject to
Executive Order 11114 with a contractor debarred from,
or who has not demonstrated eligibility for, Government contract and Federally-a si ted construction contracts pursuant to Part III, Subpart D of Executive
Order 10925 and will carry out such sanctions and penalties
for vio1'ation of the equal opportunity clause as may be
imposed upon contractors and ubcontractor by the administering agency or the Committee pursuant to Part III,
Subpart D of Executive Order 10925. In addition, the
applicant agrees that if it fails or refuses to comply
with these undertakings, the administering agency may
cancel, terminate or suspend in whole or in part thi
grant [contract, loan, insurance, guarantee], may refrain
from extending any further assistance under •a ny of
its programs subject to Executive Order 11114 until
sati factory assurance of future compliance bas been received from such applicant, or may refer the ca e to
the Department of Justice for appropriate leg,al proceedings."
(2) In any case in which the administering agency
makes a determination that inclu. ion of the language prescribed in section 1.3 ( b) ( 1) for applicants would be incon istent with law, the agency shall notify the Executive Vice Chairman of the determination and the reason
therefor. The Executive Vice Chairman hall requ t
a ruling from the Attorney General regarding such determination and shall report thereon to the Committee.
(c) Prime contractors and subcontractors. Each nonexempt prime contractor and subcontractor hall include
the equal opportunity clause in each of their nonexempt
subcontracts, provided that except upon special order
of the contracting agency or the Executive Vice Chairman, and except in the case of subcontracts for the per-
formance of construction work at the site of construction,
the clause shall not be required to be inserted in ubcontracts below the second tier. Subcontracts may incorporate by reference the equal opportunity clause.
( d) Adaptation of language. Such necessary change
in language may be made in the equal opportunity clause,
and in the clause pFescribed by paragraph ( b) ( 1) of
this section, as shall be .appropriate to identify properly
the parties and their undertakings.
60-1.4
Exemptions
(a) General-(1)
Transactions of $10,0-00 or under.
Contracts and subcontracts not exceeding $10,000, other
than Government bills of lading, are exempt from the
requirements of the equal opportunity clause. In determining the applicability of this exemption to any federally
assisted construction contract, or subcontract thereunder,
the amount of such contract or subcontract rather than
the amount of the Federal financial assistance shall
govern.
(2) Standard commercial supplies and raw materials.
Contracts and subcontracts not exceeding $100,000 for
standard commercial supplies or raw materials are exempt
from the requirements of the equal opportunity clause,
except that the Executive Vice Chairman may, whenever
he finds it necessary or appropriate to achieve the purposes of the Orders, withdraw such exemption in whQle or
in part with regard to any specified articles or raw materials. No agency, contractor or subcontractor shall procure supplies or materials in less than usual quantities
to avoid applicability of the equal opportunity clause.
(3) Contracts outside the United States. Contracts
and subcontracts under which work is to be or has been
performed outside the United States and where no recruitment of workers within the United States is involved
are exempt from the requirements of the equal opportunity
clause. To the extent that work pursuant to such contracts is done within the United States the equal opportunity clause shall be applicable.
( 4) Sales contracts. Contracts providing for the sale
of Government real and personal property where no appreciable amount of work is involved are exempt from
the requirements of the equal opportunity clause.
(5) Contracts and subcontracts for an indefinite
quantity. Contracts and subcontracts for an indefinite
quantity (including, without limitation, open-end contracts, requirement-type contracts, Federal Supply Schedule contracts, "call-type" contracts, and purchase notice
agreements) which are not to extend for more than one
year are exempt from the requirements of the equal opportunity clause if the purchaser determines that the
amounts to be ordered under any such contract or subcontract are not reasonably expected to exceed $100,000
in the case of contracts or subcontracts for standard
commercial supplies and raw materials, or $10,000 in the
case of all other contracts and subcontracts. When not
so determined to be exempt from the requirements of the
equal opportunity clause, such contracts or subcontracts
shall be subject to those requirements even though the
amounts actually ordered do not exceed the appropriate
dollar limitation. With respect to contracts or subcontracts for an indefinite quantity which are to extend for
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more than one year or continue indefinitely, the equal
opportunity clause shall be included unless the purchaser
knows in advance that the amounts to be ordered in any
year under such contract or subcontract will not exceed
the appropriate dollar limitation. When so included in
any contract the applicability of the equal opportunity
clause shall be determined by the purchaser at the time
of award for the first year, and at the end of each year
for the succeeding year, based upon the amounts that are
reasonably expected to be ordered during such year, and
the purchaser shall notify the contractor or subcontractor
in writing when the equal opportunity clause is so determined to be applicable. Once the equal opportunity clause
is determined to be applicable, the contract or subcontract
shall continue for its duration to be subject to such clause,
regardless of the amounts ordered, or reasonably expected
to be ordered, in any succeeding year. Whenever it has
been determined in accordance with the provisions of this
subparagraph (5.) that a contract or subcontract for an
indefinite quantity is exempt from the requirements of the
clause, or that such requirements are not to be applicable
in any one year, such determination shall be controlling
even though the amounts actually ordered exceed the
appropriate dollar limitation.
(b) Specific contracts and facilities-(1) Specific con-
The Executive Vice Chairman may, with the approval of the Vice Chairman, exempt an agency from
requiring the inclusion of any or all of the equal opportunity clause in any specific contract, or subcontract,
when he deems that special circumstances in the national
interest so require. The Executive Vice Chairman may
also, with the approval of the Vice Chairman, exempt
groups or categories of contracts of the same type where
he finds it impracticable to act upon each request individually or where group exemptions will contribute to convenience in the administration of the Orders.
(2) Facilities not connected with contracts. The Executive Vice Chairman may, with the approval of the Vice
Chairman, exempt from the requirements of the equal
opportunity clause any of a contractor's or subcontractor's
facilities which he finds to be in all respects separate
and distinct from activities of the contractor or subcontractor related to the performance of the contract or
subcontract, provided that he also finds that such an
exemption will not interfere with or impede the effectuation of the Orders.
(3) Review of exemptions. The Executive Vice Chairman shall report periodically to the Committee for its
review any exemptions granted under subparagraphs (1)
and (2) above.
( c) Effect of exemption. Notwithstanding the inclusion in any contract or subcontract of the equal opportunity clause, the contractor or sub<:!ontractor shall be
exempt from compliance therewith if the contract or
subcontract containing such clause is exempt.
(d) Withdrawal of exemption. When any contract or
subcontract is of a class exempted under this section, the
Executive Vice Chairman may withdraw the exemption
for a specific contract or subcontract or group of contracts
or subcontracts when in his judgment such action is
necessary or appropriate to achieve the purposes of the
Orders. Such withdrawal shall not apply to any contracts.
145
tracts or subcontracts entered into prior to the effective
date of the withdrawal.
60-1 .5
Duties of agencies.
(a) General responsibility. The head of each agency
shall be primarily responsible for obtaining compliance
with the equal opportunity clause, the Orders, the regulations in this part, and any relevant orders of the Committee. Each agency shall furnish the Committee such
information and assistance as it may require in the
performance of its functions under the Orders.
(b) Contracts Compliance Officers and Depidy Contracts Compliance Officers; designations; duties. The
head of each agency shall appoint from among its personnel a Contracts Compliance Officer, who shall be subject to the immediate supervision of the head of the agency
for carrying out the responsibilities of the agency under
this part. The head of the agency or the Contracts Compliance Officer may also designate, when appropriate,
Deputy Contracts Compliance Officers to assist the Contracts Compliance Officer in the performance of his duties.
The name of each Contract Compliance Officer and any
Deputy Contracts Compliance Officers, their addresses,
telephone numbers, and any changes made in their designation shall be furnished to the Executive Vice Chairman.
(c) Regulations. (1) The head of each agency may
prescribe, subject to the prior approval of the Executive
Vice Chairman, regulations not inconsistent with tho e
in this part for the administration of the provisions of
the Orders.
( 2) Each administering agency shall prescribe, ubject
to the prior approval of the Executive Vice Chairman,
regulation or other appropriate instructions requiring
that applicants for Federal assistance shall undertake
and agree to the clause set forth in section 60-1.3 ( b) ( 1) ,
and indicating that the agency shall be primarily responsible for compliance.
( 3) Prior to the receipt of the approval of the Executive Vice Chairman, current agency regulations, and
proposed regulations or instructions relating to applicants, may be enforced to the extent that they are not
inconsistent with the regulations in this Part and with
the Orders.
60-1.6
Compliance reports.
(a) Requirements for contractors and subcontractors.
(1) Each agency shall require each nonexempt contractor to file, and each nonexempt contractor and subcontractor shall cause their nonexempt subcontractors to
file timely, complete and accurate compliance reports in
accordance with, and to the extent required by, the
instructions attached to the official compliance report
forms, as well as to furnish such other pertinent information as may be requested by the agency, the applicant,
or the Executive Vice Chairman.
(2) Compliance reports shall be filed at the times specified by the instructions attached to such forms or at such
other time as may be required by the agency or the Executive Vice Chairman. The agency, with the approval of the
Executive Vice Chairman, may, in appropriate cases, extend the time for the filing of compliance reports.
( 3) Compliance report forms may be obtained from the
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agency, the applicant or from the prime contractor.
Among other things, the forms shall provide that whenever
the contractor or subcontractor has a collective bargaining
agreement or other contract or understanding with a labor
union or other representative of employees, information
shall be furnished as to the labor union or other workers'
representative's practices and policies affecting compliance
and in connection therewith, the contractor or subcontractor shall request the union or workers' representative for
any necessary data within its possession. Where such
information is within the exclusive pos ession of a labor
union or other workers' representative and the labor union
or other workers' representative shall fail or refuse to
furnish such information, the contractor or subcontractor
shall so certify in his report and shall set forth what efforts he has made to obtain such information. When such
failure or refusal is certified to an agency, it shall immediately advise the Executive Vice Chairman.
(4) Failure to file timely, complete and accurate compliance reports as required constitutes noncompliance with
the contractor's obligations under the equal opportunity
clause and ·is ground for the imposition by the agency or
the Committee of any of the sanctions available under the
Orders.
(b) Requirements of bidders or prospective contractors-(1) Compliance reports. Each agency shall require
any bidder or prospective contractor, or any of their proposed subcontractors, to state as an initial part of the
bid or negotiations of the contract whether it bas participated in any previous contract or subcontract subject to
the equal opportunity clause; and, if so, whether it has
filed with the Committee or agency all compliance reports
due under applicable instructions. In any case in which
a bidder or prospective contractor or proposed subcontractor which bas participated in a previous contract or subcontract subject to the equal opportunity clause bas not
:filed a compliance report due under applicable instruction,
such bidder, prospective contractor or proposed subcontractor shall be required by the agency to submit a compliance report prior to the award of the proposed contract
or subcontract. In all other cases, the agency may, or
upon the direction of the Executive Vice Chairman, shall,
require the submission of a compliance report by a bidder
or prospective contractor, or proposed subcontractor, prior
to the award of the contract or subcontract. When a determination bas been made to award a contract to a specific contractor, such contractor may be required, prior
to award, to furnish such other pertinent information
regarding its own employment policies and practices as
well as of its proposed subcontractors as the agency, the
applicant, or the Executive Vice Chairman may require.
(2) Union statement. Each agency may as a part of
the bid or negotiation of the contract, or upon the direction of the Executive Vice Chairman, shall, direct any bidder or prospective contractor, or any of their proposed
subcontractors, to :file a statement in writing (signed by an
authorized officer or agent of any labor union or other
workers' representative with which the bidder or prospective contractor or subcontractor, deal or has reason to
believe he will deal in connection with performance of the
proposed contract), together with supporting information,
to the effect that the said labor union's or other workers'
representative's practices and policies do not discriminate
on the grounds of race, color, creed, or national origin,
and that the labor union or other workers' representative
either will affirmatively cooperate, within the limits of
its legal and contractual authority, in the implementation
of the policy and provisions of the Orders or that it consents and agrees that recruitment, employment and the
terms and conditions of employment under the proposed
contract shall be in accordance with the purposes and provisions of the Orders. In the event the union or other
workers' representatives fails or refuses to execute such a
statement, the bidder or prospective contractor shall so
certify, and state what efforts have been made to secure
such a statement. When such failure or refusal has been
certified, the agency shall immediately advise the Executive Vice Chairman.
60-1.7
Compliance by labor unions.
(a) The Executive Vice Chairman shall use his best
efforts, directly and through agencies, contractors, subcontractors, applicants, state and local officials, public and
private agencies, and all other available instrumentalities,
to cause any labor union, recruiting agency or other representative of workers who are or may be engaged in work
under contracts to cooperate with, and to comply in the
implementation of, the purposes of the Orders.
( b) In order to effectuate the purposes of paragraph
(a) of this section, the Executive Vice Chairman may hold
hearings, public or private, with respect to the practices
and policies of any such labor organization.
( c) The Executive Vice Chairman may also notify any
Federal, state, or local agency of his conclusions and recommendations with respect to any such labor organization
which in his judgment has failed to cooperate with the
Committee, agencies, contractors, subcontractors, or applicants in carrying out the purposes of the Orders.
60-1.8
Use of compliance reports
The agency and the Committee shall use compliance
reports only in connection with the administration of the
Orders or the furtherance of their purposes.
SUBPART B-GENERAL ENFORCEMENT ; COMPLAINT PROCEDUBE
60-1.20
Compliance review by the agency.
(a) General. The purpose of compliance reviews shall
be to ascertain the extent to which the Orders are being
implemented by the creation of equal employment opportunity for all qualified persons in accordance with the
national policy. They are not intended to interfere with
the responsibilities of employers to determine the competence and qualifications of employees and applicants for
employment. Both routine and special reviews shall be
conducted by agencies to ascertain the extent to which
contractors and subcontractors are complying with the
Orders, and to furnish information that may be useful to
agencies and the Committee in carrying out their functions
under the Orders.. If a contractor or subcontractor has
contracts or subcontracts involving more than one agency,
the agency having the predominant interest shall normally conduct compliance reviews. The agency under
which the contractor or subcontractor holds the largest
aggregate dollar value of contracts or subcontracts at the
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time of filing of the most recent compliance report shall
be deemed to have the predominant intere t in any proceeding under this part, unless otherwise provided by the
Executive Vice Chairman.
(b) Routine compliance review. A routine compliance
review consists of a general review of the practices of the
contractor or subcontractor to ascertain compliance with
the requirements of the Order. A routine compliance review shall be considered a normal part of contract
administration.
( c) Special oompli(]/Yl,ce review. A special compliance
review consists of a comprehensive review of the employment practices of the contractor or subcontractor with
respect to the requirements of the Order. Special compliance reviews shall be conducted by the Executive Vice
Chairman ; or the agency ( 1) from time to time, ( 2)
when special circumstances, including complaints which
are processed under § 60-1.24, warrant, or (3) when reque ted by the Executive Vice Chairman. The agency
shall report the results of any pecial compliance review
conducted by it to the Executive Vice Chairman.
60-1.21
Who may file complaints.
Any employee of any contractor or sub ontractor or
applicant for employment with su h contractor or subcontractor who believes himself to be aggrieved under the
equal opportunity clause may, by hi:m elf or by an authorized representative, file in writing a complaint of
alleged discrimination. Such complainl mu t be filed not
later than 90 days from the date of the alleg d discrimination, unless the time for filing is··extended by the agency
or the Executive Vice Chairman upon good cause shown.
60-1.22
Where to fl le.
Complaints may be filed with the agency or with the
Committee. Tho e filed with the Committee may be referred to the agency for proce sing, or they may be
processed in accordance with Section 60-1.26. Where
complaints are filed with the agency, the Contracts Compliance Officer hall transmit a copy of th complaint to
the Executive Vice Chairman within ten days after the
receipt thereof and shall proceed with a prompt investigation of the complaint. When a complaint is filed against
a contractor or ubcontractor who has contracts involving
more than one agency, the agency having the predominant
interest in uch contracts shall normally conduct the investigation and make such findings and determinations as
shall be appropriate for the administration of the Orders.
60-1.23
Contents of compla int.
(a) The complaint should include the following information: The name and address (including t lephone number) of the complainant; the name and address of the
contractor or subcontractor committing the alleged discrimination ; a description of the act con idered to be
discriminatory; and any other pertinent information
which will assist in the inve tigation and resolution of
the complaint. The complaint shall be igned by the complainant or his -authorized representative.
(b) Where a complaint contains incomplete information, the agency or the Executive Vice Chairman (when
acting pursuant to § 60-1.26), shall seek promptly the
147
needed information from the complainant. In the event
such information is not furnished to the agency or the
Executive Vice Chairman within 60 days of the date of
such request, the case may be closed.
60-1 .24
Processing of matters by agencies.
(a) Investigatioos. (1) The agency shall institute a
prompt investigation if each complaint filed with it or
referred to it, and shall be responsible for developing a
complete case record. The investigation should include,
where appropriate, a review of the pertinent personnel
practices and policies of the contractor or subcontractor,
the circumstances under which the alleged di crimination
occurred, and other factors relevant to a determination as
to whether the contractor or subcontractor has complied
with the equal opportunity cl'ause.
(2) Whenever a compliance review, report or other
procedure indicate the po sible violation of the equal
opportunity clause, the agency shall institute such investigation as shall be necessary and shall be responsible for
developing a complete ca e record.
(b) R esolilti on of matters. (1) If the investigation by
the agency pursuant to paragraph (a) of this section
shows no violation of the equal opportunity clause, the
agency shall so inform the Committee. The Executive
Vice Chairman shall review the findings and upon concurrence therewith he shall so advise the agency, which shall
in turn notify the applicant, if any, the appropriate contractors and subcontractors, and the complainant, if any,
and the ca e shall be clo. ed. If upon review, the Executive Vice Chairman does not concur with the findings of
the agency, he may request further investigation by the
agency or may undertake such investigation by the Committee as he may deem appropriate.
(2) If any investigation under paragraph (a) of this
section indicates the existence of an apparent violation of
the equal opportunity clau e, the matter should be re olved
by informal means whenever pos ible.
(3) If a matter in which the investigation has shown
apparent discrimination is not resolved by informal
means, the agency may afford the contractor or subcontractor an opportunity for a hearing before reporting ·ts
:findings and recommendations to the Executive Vice
Chairman, as provided in paragraph ( c) of this section.
If the agency's decision is that a violation of the equal
opportunity clause has taken place, the agency may make
recommendations to the Executive Vice Chairman, may
cause the cancellation, termination, or suspension of the
contract or subcontract pursuant to section 312 of the
Order, or may with the approval of the Executive Vice
Chairman impose such other sanctions as seem necessary
and appropriate to carry out the purposes of the Orders.
No case shall be referred to the Department of Justice
under section 312 (b) of the Order and no contract or subcontract shall be cancelled or terminated in whole or
in part under section 312 ( d) of the Order without compliance with section 60--1.28. Whenever debarment from
contracts under section 312 ( e) of the Order may be proposed by the agency, it shall afford the contractor or subcontractor an opportunity for a hearing before the head of
the agency or his authorized representative in accordance
with section 60--1.27. When a contractor or subcontractor,
without a hearing, shall have complied with the recom-
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mendations or orders of an agency or the Executive Vice
Chairman and believes such recommendations or orders
to be erroneous, he shall upon filing a request therefor
within 10 days of such compliance be afforded an opportunity for a hearing and review of the alleged erroneous
action by the agency or the Executive Vice Chairman as
the case.may be.
(c) Report to the Executive Vice Chairman. (1) Within 60 days from receipt of a complaint by the agency, or
within such additional time as may be allowed by the
Executive Vice Chairman for good cause shown, the
agency shall process the complaint and submit to the
Executive Vice Chairman the case record and a summary
report containing the following information:
(a) Name and address of the complainant;
(b) Brief summary of findings, including a statement
as to the agency's conclusions regarding the contractor's
compliance or noncompliance with the requirements of
the Order;
(c) A statement of the disposition of the case, including any corrective action taken and any sanctions or
penalties imposed or, whenever appropriate, the recommended corrective action and .sanctions or penalties.
(2) As to any other matter processed by the agency involving an apparent violation of the Orders, the agency
shall submit to the Executive Vice Chairman a report
containing a brief summary of the findings, including a
statement as to the agency's ·conclusions regarding the
contractor's compliance or noncompliance with the requirements of the Order, and a statement of the disposition of the case, including any corrective action taken
and any .s anctions or penalties imposed or, whenever
appropriate, the recommended corrective action and sanctions or penalties.
60-1.25
Assumption of jurisdiction by the Executive Vice Chairman over matters before an agency.
The Executive Vice Chairman may inquire into the
status of any matter pending before an agency, including
complaints and matters arising out of reports, reviews,
and other investigations, and where he considers it necessary or appropriate to the achievement of the purposes
of the Orders he may assume jurisdiction over the matter
and proceed as provided in 60--1.26.
60-1 .2 6
Processing of matters by the Executive Vice Chairman.
(a) The Executive Vice Chairman may process matters
over which he assumes jurisdiction under 60--1.25 or other
matters, including complaints and matters arising out of
special compliance reviews conducted or ordered by the
Executive Vice Chairman. Whenever the Executive Vice
Chairman processes any matter he may conduct, or have
conducted, such investigations, hold such hearings, make
such :findings, issue such recommendations and directives
and order such sanctions and penalties as may be necessary or appropriate to achieve the purposes of the Orders.
(b) No case .shall be referred to the Department of
Justice under Section 312 of the Order and no contract
shall be cancelled or terminated in whole or in part under
Section 312(d) of the Order without compliance with
Section 60--1.28. Whenever debarment from contracts
under Section 312 ( e) of the Order may be proposed, the
Executive Vice Chairman shall afford the contractor an
opportunity for a hearing in accordance with Section 6{}1.27.
(c) The Executive Vice Chairman shall promptly notify
the agency of any corrective action to be taken or any
sanctions to be imposed by the agency-. The agency
shall take such action, and report the results thereof to
the Executive Vice Chairman within the time specified
in individual cases.
60-1.27
Hearings.
(a) General hearing procedure-(1) Notice. Whenever a hearing is to be held pursuant to Subpart B of this
Part reasonable notice of such hearing shall be given by
registered mail, return receipt requested, to the contractor
or subcontractor complained against. Such notice shall
include (1) a convenient time and place of hearing, (2)
a statement of the provisions of the Order and regulations
pursuant to ,w hich the hearing is to be held, and (3) a
concise statement of the matters pursuant to which the
action forming the basis of the hearing has been taken
or is proposed to be taken.
(2) Hearings. The Executive Vice Chairman, the head
of the agency, or such other official or officials designated
as hearing officers shall regulate the course of the hearing. Hearings shall be informally conducted. Every
party shall have the right to counsel, and a fair opportunity to present his case or defense including such crossexamination as may be appropriate in the circumstances.
Hearing officers shall make their proposed findings and
recommended conclusions upon the basis of the record
before them.
(b) Contract ineligibility cases. When hearings are
held pursuant to section 310 (b) of the Order to declare a
contractor or subcontractor ineligible for further contracts, the procedure provided in subparagraph (a) of
this paragraph shall be followed except as hereinafter
set forth.
(1) Notice of proposed ineligibility. Before any determination is made to declare any contractor or subcontractor ineligible for further contracts or subcontracts
under Sections 301 and 312 of the Order, a notice of proposed determination in writing and signed by the Executive Vice Chairman or head of the agency, or his authorized representative, as the case may be, shall be sent
to the last known address of the contractor or subcontractor, return receipt requested.
(2) Hearing request. Whenever a contractor or sulr
contractor has been notified by an agency of a proposed
determination of contract ineligibility under the Orders,
such contractor or subcontractor shall be entitled to request an opportunity to be heard by the agency. When
such notice is received from the Executive Vice Chairman,
a request for an opportunity to be heard may be made to
the Committee. The letter to the Executive Vice Chairman or the head of the agency, or his authorized representative, as the case may be, may include a request for a
written statement specifying charges in reasonable detail.
The request for an opportunity to be heard shall be made
within ten days from the date of receipt of notice of the
proposed determination. If at the end of such ten day
period, no request has been received, the Executive Vice
Chairman or the head of the agency, or his authorized
representative, may assume that an opportunity to be
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heard is not desired, and the Executive Vice Chairman
may enter an order declaring such contractor or subcontractor ineligible for further contracts, or exten ion or
other modifications of existing contracts, until such contractor or subcontractor shall have atisfied the Committee that he has established and will carry out personnel
and employment policies in compliance with the provisions
of the Orders.
(3) Hearing, time, and place. Upon receipt of a request
for an opportunity to be heard, the Executive Vice Chairman or the head of the agency, or his authorized repre entative, shall arrange a timely hearing. The hearing shall
be conducted by the head of the agency or his authorized
representative or by a panel of the Committee con i ting
of not less than three members thereof appointed by the
Chairman or Vice Chairman of the Committee. When the
hearing is conducted by an agency, no decision by the head
of the agency, or his authorized representative, shall
be final without the prior approval of a panel of the
Committee.
60-1.28
Opportunity to achieve compliance before referrals to
the Department of Justice or cont~act termination.
No case shall be referred to the Department of Justice
under Section 312 ( b) of the Order and no con tract shall
be terminated in whole or in part under Section 312 ( d)
of the Order until the expiration of at lea t ten days
from the mailing of notice of such proposed referral or
contract termination to the contractor or subcontractor
involved. affording him an opportunity to comply with the
provisions of the Orders. Reasonable efforts to persuade
the contractor or subcontractor to comply with the provision of the Orders and to take uch corrective action
as may be appropriate shall be made during this period.
60-1.29
Contract ineligibility list.
The Executive Vice Chairman shall distribute periodically a list to all executive departments and agencies
giving the names of contractors and subcontractors who
have been declared ineligible under these regulations and
the Orders. The Executive Vice Chairman may also publish such a list together with a list of those contractors
or subcontractors who may have re-established their
eligibility in such form and in such places as he may deem
appropriate.
60-1.30
Notiflcation of Comptroller General in cases of contract
ineligibility or contract termination.
Whenever a contract or subcontract i terminated or
whenever ,a contractor or subcontractor is declared ineligible from receiving further contracts or ubcontracts
because of noncompliance with the equal opportunity
clause, the E~ecutive Vice Chairman shall notify the
Comptroller General of the United State .
60-1.31
Reinstatement of ineligible contractors and subcontractors.
Any contractor or subcontractor declared ineligible
for further contracts or subcontract under the Orders
may request reinstatement in a letter directed to the
Executive Vi e Chairman. In connection with the remstatement proceeding, the contractor or subcontractor
shall be required to show that it has now complied with
149
the Orders or that it has a program of compliance acceptable to the Executive Vice Chairman.
SUBPART C-CERTIFICATES OF MERIT
60-1 .40
By the Committee on its own initiative.
The Committee acting through the Chairman or Vice
Chairman may award United ·States Government Certificates of Merit to employers or employee organizations
which are or may hereafter be engaged in work under
contracts, if the Committee is satisfied that the personnel
and employment practices of the employer, or that the
personnel, training, apprenticeship, membership, grievance
and representation, upgrading, and other practices and
policies of the employee organization conform to the purposes and provisions of the Order.
60-1.41
By the Executive Vice Chairman . upon agency recommendation.
The Committee, acting through the Executive Vice
Chairman, may award a United States Government Certificate of Merit upon the recommendation of an agency.
The recommendation should include a st,a tement in sufficient detail to inform the Executive Vice Chairman of
the basis for the proposed award.
60-1.42
60-1 .43
[Deleted)
Suspension or revocation.
The Committee acting through the Chairman or Vice
Chairman may at any time review the continued entitlement of any employer or employee organization to
a United States Government Certificate of Merit, and
may suspend or revoke in the public interest the Ce'r tificate
if the holder thereof, in the judgment of the Executive
Vice Chairman, is no longer in compliance with the provisions of the regulations and those of the Order. The
Executive Vice Chairman shall notify all agencies of
such suspension or revocation of the Certificate of Merit.
SUBPART ]}-ANCILLARY MATTERS
60-1.60
Solicitations or advertisements for employees.
In solicitations or advertisements for employees placed
by or on behalf of a contractor or subcontractor, the
requirements of paragraph (2) of the equal opportunity
clause shall be satisfied whenever the contractor or subcontractor complies with any of the following:
(a) States expressly in the solicitations or advertising
that all qualified applicants will receive consideration
for employment without regard to race, creed, color, 01·
national origin ;
(b) Uses display or other advertising, and the advertising includes an appropriate insignia prescribed by the
Committee. The use of the insignia is considered subject
to the provisions of 18 U.S.C. 701;
(c) Uses a single advertisement, and the advertisement
is grouped with other advertisements under a caption
which clearly states that all employers in the group assure all qualified applicants equal consideration for employment without regard to race, creed, color, or national
origin;
( d) Uses single advertisement in which appears in
clearly distinguishable type the phrase "an equal opportunity employer."
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60-1.61
Access to records of employment.
Each contractor and subcontractor shall permit access
during normal business hours to his books, records, and
accounts pertinent to compliance with the Orders, and all
rules and regulations promulgated pursuant thereto, by
the agency, the Committee, the Executiv.e Vice Chairman
and the Secretary of Labor for purposes of investigatio~
to ascertain compliance with the Orders and the rules
regulations, and relevant orders of the Committee. Infor~
mation obtained in this manner shall be used only in
connection with the administration of the Orders.
60-1 .62
Rulings and interpretations.
The Executive Vice Chairman shall have authority t o
issue rulings and interpretations regarding the contracts
portion of the Orders and the regulations contained in
this Part. The rulings and interpretations of the Executive Vice Chairman, unless and until modified or revoked
shall be a uthoritative.
'
60-1 .63
Reports to the Committee.
The Executive Vice Chairman shall make periodic reports to the Committee and such other reports as may
be requested by the Chairman or Vice Chairman of the
Committee.
60-1 .64
Existing contracts and subcontracts.
All government contracts and subcontracts in effect
prior to April 5, 1961, which are not subsequently modified
shall be administered in accordance with the nondiscrimination provisions of any prior applicable Executive Orders. Any government contract or subcontract modified
on or after April 5, 1961, but before June 22, 1963, shall
be subject to Executive Order 10925. Any government
contract or subcontract modified on or after June 22, 1963,
shall be subject to the Order, and shall include as part
of such modification the equal opportunity clause contained in Part II of Executive Order 11114. All federally
assisted construction contracts in effect prior to July 22,
1963, which are not subsequently modified shall be administered in accordance with the provisions of any prior
applicable agency regulations or instructions. Any federally assisted construction contract or subcontract modified on or after July 22, 1963, shall be subject to Executive
Order 11114. Complaints received by, and violations
coming to the attention of agencies regarding contracts
and subcontracts not subject to either Executive Order
10925 or 11114 shall be reported to the Executive Vice
Chairman. The agency shall, upon its own initiative
or upon the request of the Executive Vice Chairman investigate such complaints or alleged violations and ;ake
such other action as may be appropriate.
Efject'ive date. Because the requirements of this cha:pter concern matters excepted from the provisions of section 4 of the Administrative Procedure Act and because
of the desirability of prompt implementation of the
provisions of Executive Orders 10925 and 11114 this
revision of Part 60--1 shall become effective upon pdblication in the Federal Register.
Signed at Washington, D.C., this 30th day of August
1963.
HOBART TAYLOR, Jr.,
Executive Vice Chairman.
[F.R. Doc. 63-9598; Filed Sept. 6, 1963; 8 :47 a.m.]
U.S. GOVERNMENT PRINTING OFFICE ; 1964
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