Approved Io Not/ember 1964 MEMORANDUM FOR: Director of Personnel and Proteasional Recruiters" FROM Chief, Personnel RecruitmentDivision SUBJECT Recruitment- of Negro PerSonnelI Kl. The Otfice of Training sponsored my participation in the Personnel Orientation Seminar ("Equal Job Opportunitiesn-Recruiting, Selecting and Employing Minority Personnei?)conducted by the American Management Association in New York City, 28-30 October. 2. This was ahard?ndsed, no? nonsense seminar attended by 30 representatives of industry and Government, including Negroes. There was no discussion of the hyphenated American, with the exception of the Spanish? and Puerto Rican-I-American. Negroes constitute 95% of 'the nation's non.- white working force of 7, 000, 000, out of a total Work force of 69, 000, 000, and it was obvious this conference Was designed to acquaint empi?oyers with the progress industry is making in prepara? tion tor 1 July 1965 compliance with Title VII of the Civil Rights Act. Employers of Japanese- or Chlnese?Americans would have drawn a resounding "9'0 What?" had they cited such achievement under the heading of minority personnel. This conference had to do with What was termed ?black brains" Iand to a lesser extent, ?black brawn,H 3. industry has taken some giant strides in the past two years in its recruitment of Negroes and Upgrading of employed negroes to. better jobs. It has passed the "Negro in positions of visibility" phase of its integration program and broken down what was termed ?the stubborn barriers to. plaCement. In the .proiessional categories the Negro labor market has turned "hard as rock? and with many companies it is not a quastion of hiring the better qualified applicant if a qualified Negro is available. This is admitted to be discrimination in reverse but industry is quite willing to meet this charge with the argument that its more immediate responsibility is the'employment of any qualified Negro white the Negro colleges (some 60 in the nation) are catching up with the .. Group 1 Approved For Release 2002/07/10 wowed from Ell-Ito? tmatic downgrading land declassliication Approved For SUBJECT Recruitment oi Negro Personnel: the calibre of instruction and currIcqum calculated to elImInate the, . qualifications lagI inherenL In those Negro institutions Which historically have prepared their graduates for ?Negro work. For example, was stated that North Carolina is materially impnoving itsI I I curriculum and, while it is not yetI competitive as a 4?year college, II.I industry-I .is hiring it's gradnates as technicians or associates, prescribing the additional study the individual will be expected to pursue on his own. I .4, As one employer, we have a riot to learn about the Negro college. We may know, for example, that Fisk University is an out- standing uniVersity by any standards, complete With a Phi Beta. Kappa chapter, and that ITLIskegIee Institute and Tennessee Aims Engineering graduates are firsterate. However, we, have not yet determined, as has industry, that there are ImanyI other outstandmg Negro colleges Which have not sought, or attained accreditation. Xavier University of Louisiana is accredited and industry now knows no Xavier. graduate chooses to stay in Louisiana. On the other hand, the graduates oi I I the six Negro colleges forming the. Atlanta Universny center complex-- Epelman College, Morris Brown College,. .Morei'cuse Coiiege, college, Interdenominational Theological Center, and Atlanta University??greatly preier to seek their careers Atlanta. Industry is aiding the upgrading of Negro colleges through 'student and faculty scholarships, contributions to the National. Negro College Fund, -and by sending technicians from their plants- and In.? laboratories into the Negro colleges to assist instructons and counsel students, and bringing Negro professors into Seminar Programs Qi productive job assignments designed to sharpen their skills and enable them to better prepare their students for future careers {In the sponsoring industry, no doubt). The Negro-College professor is paid a salary only above his campus income so as not to entice him aWay from the teaching proiession. 6. General Motors, With Negro em'pl'oyees,'has for 20 years conducted a 4?week Engineering EdUcators Conference designed to Itio of! GM ?to .likeIIly candidates.I There are only ?7 or 8 Negro Engineering Sohools in the Country, however, turning out only 200 Engineering graduates annually, more, of course, if extended to Mathematics and Sciences. GM recruits in 260 colleges and universities for 1,200 engineers annually, including 600 graduates I from the 2, 400?student body of the General Motors institute. In i963, GM recruited 39 Negro Engineers. Approved For Release 2002/07/10: 05939R000200060055 2 Approved SUBJECT: Recruitment of Negro Personnel -7.- asks all Placement Directors to turn up Negro graduates. IBM last year sent two Negro graduates of industrial Schools to Cornell with great success. IBM is now employing Negro professionals at the rate of '45 per year??which they consider signifi- cantly short oi7their desired goal, but a tremendous improvement over the half dozen or so they had been taking in before President Kennedy- involved business leaders personally in ?the nation's problem of Equal Employment Opportunity. IBM is particularly proud of two Negro Ph. D. '5 recrUited this year, one from UCLA and the other from the University of Washington. It is prouder still of Phoebe Lesane, a Negress graduate- oi Tougaloo College (Mississippi) and Drexel Institute who now heads one of lBM's major Education Programs.- IBM's total Education Program, incidentally, ls larger and more expensive than that of Columbia University. As another aside, IBM started its Computer Programmer placement with nething but MSEE's. When it was discovered that MSEE programmers were spending 7 out of 8 hours playing bridge, they let doWn the bars, first to then to any clear?thinking college graduate regardless of specialization. Six female Negroes mathematiCians from Fisk were brought in as trainees this year, but IBM indicated these graduates would have been acceptable With any undergraduate degree. IBM has grown from 20,000 employees in 1950 to over 90,000 today, of whom 8 ,000 are in? managerial positions. IBM hires roughly 9,000 new employees annually, 3, 000 college- trained of Whom 2/3 are acquired through campus recruiting, 1/3 through advertising; 9. IBM's Summer Program embraces 40 Negro professors annually. In addition, it contributes 40 scholarships to the Negro College Fund and 19 Faculty Fellowships for one-year?s graduate study (which IBM and other corporations consider more fruitful because of the "multiplying effect? on .many studentsu-as against the stLIdent Scholar- ship, that is). IBM places its Summer Program professors in . productive job assignments as mathematicians With mathematicians, for example, or- in Programming Groups. They are treated as working numbers, are not given the public relations red carpet treatment, and are coached so that they can talk to their students in content?oriented terrns. 10. As a matter of fact, there was considerable general denemphasis on the public relations value oi the so-called "Red Carpet Treatment" accorded white graduates. One large employer termed it Approved For Release 2002/07/10 I Approved For Releaf-Sgeme?-OJ Iaeamumehtpi . I- strictly a technique which has "given the boys the iseven Year's Itch? In; three." Our JOT- Program apparently has operated with this" insight fer years, by hiring at reasonable career-start salary IeVeI's and- not promising spectacuiar salary advancement and. world-shaking responSIbIIitIes on the rapid rise to the top. II. General Motors has a iZ?month Cog-op program oVer a . 4?year period with Tuskegee; INASA also Is co-oping with Tuskegee. GM is not satiatied with Its increase. in Negro hires, skilled and unskilled, and Is seeking to add a minimum of 60 Negroes or other non- whites per month for 15 months? The high for any one month has been 5212. ALOOA has a Scholarship Program tor Bone and Daughters of Outgoing Personnel and Is working overtIme to include the greatest possible numt'ger of Negro dependents .In this program. ALGOA has spearheaded several DetrOIt?based IndustrIes in sponsoring I summer?long training of Negro college, high sphocl, and, importantly, Junior. high- school placement and guidance This training is conducted at the local "streetcar unwensity," Wayne State, and is keyed to. acquamting counselors with the IonIb opportunities for Negroes in Detroit industry and the proper preparation tor such jobs. With more sponsoring industries in: the told, this program is being extended to another sixteen universitIes next summer.I - .. .. -- .. ALCQA stated it is "standing in lineHII at the Negro cjo-ILop colleges; Hampton InstItute is starting a conop program.I Steel contributes to the united Negro Small College Fund comprising Some I35 small colleges in the south, mostly church?affiliated. It has a continuing program for the placement. of Negroes in qualitative, non-traditional I (managerial and scienti?c) jobs, .It. also is sending its technical and scientific people to work with; Negro faculties. .. 14 Most ot- the Big. 1155 universities sponsor Negro sister-schbols. Michigan and TuSkegee are sister schools, 'for example. Michigan brings qualified Tuskegee professors to MIchIgan for an academic year to gain teaching 15. General Motors is concentrating on moving Negroes from the to its Salaried Group {Classification I through 8). It is keeping track of "negro soatter'I division Iloy division, plant by plant, month by month, through regular plant reporting procedures and internal audit reports. Less than 15% of C-M's Negro population was in Service Approved For'Release 2002/07/10 Approved Fof??leaag SUBJECT: Recruitment of Negro. Personnef Classification jobs. Its inventory of- college graduates had not been used I to recesign employees to areas of highest potential. This is being -corrected. Negroes are moving from production to office work. Negresses are given supplemental training on the outside to prepare them for advancement to stenographic assignments. Certain companies have their own Academic Etenographic Training Program for the non-' secretary high school graduate who took an Academic course with the unrealized ambition of going on to college. She is put into the company's 1/2 day of production work, I 1/2 day of secretarial training. 15. GM had ?no difficulty in finding a iskill bank' in every plant we have." its summer employment program embraces old and above Negroes. total work? force is 9. 2% non? white-?as compared to roughly 10% of the nation's total work force being non-white. This I does not suggest, however, that industry is committed to hiring a set quota of non-whites. The only conference participant to mention a quota was the Staffing Specialist of the U. 5. Forest Service district office in Wsshington, D. C. which is under orders. from Secretary of Agriculture Freeman to bring its staffing into balance with the Metropolitan washington ?scatter? comprising 25.5% Negroes. 7, I17. industry is using eVery Negro recruitment source available: ., the Urban LeagLIe Skills Bank (Richmond, Virginia, chapter was cited as being eSpecially helpful and productive), CORE, NAACP, in? house Negro employees, ministers, .and other community bi-?raciai and minority group associations. i3. indLIStry has suffered from having no recruitment image in the Negro community. Rather than having a good or a poor image many concerns simply had no images?because they had done little or no Negro recruiting. Two years ago, duPont had no image, for example, at Howard University, accredited and a recruitment source for many major concerns. Accordingly, duPontI mounted an all?out program to get itself "accredited" at Howard 19. 15M spends $25, 000 annually in advertising with EBONY magazine. Its spokesman said he could not prove that this advertising had resulted in any direct recruitment dividends but he- was satisfied that over a period of time it would help to establish in the mind of the Negro (at least the readers of EBONY) as an employer of Negroes. 5 OVER Approved For Release 2002/07/10 CIA-RDP78-05939R000200060055-2 Approved For Rele?e QOKPE -2 SUBJECT: Recruitment of Negro Personnel - . - . At the predominantly Negro colleges the scene- is Io;=ne of industry recruiters "flooding the campus," encountering faculties that are unprepared to make specific student recommendations, working in poor placement facilities (because there had been no demand for them' in the 'past), and generally creating a- chaotic condition. . Out of it, however, the Negro collegianI is awakening .to the realization he is wanted21. The problem of setting a recruitment image,- however is ?rst of all, building. an image. I The college and the student Must be convinced that you "really mean it." Negro leaders have emphasized with industry' that they "be specific" in; discussing employment - opportunities with INegro candiIdates, "spell it out, "1 "don't build up the candidate's .hoipes too' high, "avo?id- disappointment "extend the inter;- view, "use eVeryday- language," 'IEIleveI-l, "admit you are seeking lbiaok brains', .I"don"t' pussyioot, you are pioneering in a new IplaCement area, untduched by Negroes, start with the best-I-qualified Negro you can find. That industry is IIassiduouSII-y seeking many new Negro personnel is no assurance you can "use the Urban League 'to get yourself an 'lnstant Negro'. What is needed most is "carefully paving the Iway for the interview??changinj disbelief to__I Ibelief. our conference did not translate "changing disbelIei belief" to mean that ?t takes a Negro to recruit a" Negro, but it -was made clear that .it 'you'Ve never recruited at a' particular predominantly Negro institution before, disbelief can best be scotched in the first' visit by the recruiter being'I accompanied by a satisfied Negro employee of his" company. .. . . 23. It has ;been a new experience for most of these companies,I however, I learning they had no recruitment. image among the Negro- m" among .the- Negro: graduates of integrated Universities _'I'Iwit'hI I .. a high Negro population.- Cornell University was one of these cited] 2'4. All, Ithe companies present freely recognized that. "the Negro does significantly poorer on every teat we use-despeciaiiy in the verbal and arithmetic reasoning areas." But then industry is not resting its case on' these gIroUnds. industry is not teaching Negroes how to pass a test (Which was compared to "treating a but, rather, is hiring a qualified Negro when a better qualified white applicant is available. By the same token,I in many. semi?skilled job areas, they are not requiring- a- high schc'ml diploma where it traditionally has been Approved For Release CuouN?F?l?D [Approved SUBJECT: Reoruitment' of Negro .F?ersonnel reguired ol' Industry is tending ?to think of these-- departures from traditional employment procedures as a term of immediate assistance to a culturally disadvantaged for which they willingly will take the rap. They are thinking now of more salutary long? ?range,_ dividends attaching themselves to the corporate image, and to building-up alwork force which in some geographical areas has worn somewhat thin. - I 25 This attitude has some admirable qL'I'aIities, of course. Essentially, however, it merely recognizes that members oi other minority groups have fought their way "from the slums to the top? in considerable humbers, from a culturally diSadvantaged base, because the opportunity always prevailed. The Negro who has done so, however, has surmounted not only'the same cultural barriers but an additional rnore critical'barrler, the fact that he was black. 26.- Color alone, 'it was pointed out, by a visiting social git-3t, accounts today for most of the apathy or lack of motivatic'm among young Negroes to remain In school, let alone progress. They think of themselves as black and of being black as their passIzIort to being overlooked in the natioI'I's quest for talent. They flunk tests with great regularity because nothing ever has corne their way, or, rather,- their parentsl-I'Mway, because they passed a test. They are teday letting themselves in for seismographic shock. Industry is taking them today if they make. a reasonably good pass at the test.? . Industry is going to the school, the church?, and even the home, in Operation Bootstrap fashion, showing company movies that discourage would-be dropouts and stress the "open door" theme. Industry means to shape up a whole new generation of Negro employ-? ables, I Was amazed by some of the community projects in this regard. None oi the companies is satisfied with the number of Negro employees .?on its payroll today. All say they. must do a "much better? recruiting and training job. The way they kept addresSIng themselves to this goal convinCe-d me the Negro not only never had it so good but doesn't really know how good he now_ has it. 28. This takes a little time to sink in, but there is a tremendous head of steam behind this drive and the dividends for employer and Negro employee are visualized as being just around the corner. There are economic stakes in this game, of course, if we know Business. 7 REES Approved For Release 2002/07/10 -E Approved For Release 2002/07/10 CIA-RDP78-05939R000200060055-2 .. SUBJECT: Recruitment of Negro Personnelvf- I . IiTake Newark, N. a Ida"), which has experienced a loss to the white saburbs of II, 000, 000 White residents with an equal oiiset gain of Negroes and Puerto Ricans, whose share of Newark's population .has shot up 50% in the past four years. Newark has a local and untypical problem but it has .lorced Newark business and industrial concerns, in order to survive, to employ Negroes, in jobs they never held before,-I as bank tellers and in other service-oriented positions. I ,IWestern Electric, with a $300, 000, 000 inveStment in industrial- pIaI,nt would have closed Its doors there if it had not disoivered overnight that Negroes and PUertIo Ricans could perform many ?plant duties they had never performed before,? tor Western Electric. 0 ?t It is not this more graphic aspect of survival that is - energizing industry to employ the Negro, however. It is related to more basic economics having to do. with the Negro as a lower-income consumer and the iamlly oi th: unemployed Negro as a ward: of society. The history of America's industrial revolution, as We all know it, is not e'Xactly JI?IIe-Ioltatte With the reputation of Ido?rgoodISm. Today, the labor side of the picture is considerably improved but the Negro malels median wage is I075, that of the while male, $5,137, the Negro female, 276., white tomato, $2 530. This deficit spending powIar of the Negro coupled with the $300, 000,000 doled out annually for. IdependentI children of unemployed Negroes represents 550, 000, 000 Idown the drain insofar as industry views the consumer goods market. I 30.. This consideration, plus the projection of 35', 000, 000 new Jobs coming on the market in the next ten years, .?strongly suggests a manning problem. These new jobs Will be needed to accornmodate- population expansion (1,500, 000),- r?etr?alningI (800, i300) and to offset Jobs lost Ito. automation (1,200, 000); These 35, 000, 000 new jobs are needed to keep the- nation's GNP on a hIgh IecoInomi?cI prosperity. 31. Throughout Industry, there is consIderable -movement in the direction of up- -gradi~ng Negro; employees-I to jobs more cloSely . paralleling their true potential-I. The day of token placement of Negroes in. I'lpositions visibility'I? Iis- passe, as Iis the guise of paying, Iip tribute to equal employment opportunity. MoSt major industries have gone through the phase of- leading ?from strength-abreakmg the ice with a highly quaIIti'e-d Negro professional or an especially attractive Negress secretary in 'the boss?s office, ?technique," adopted as stated, on the advice of the Negro leaders themselves and one that still holds for the company about to buck the "stubborn barriers to placement." Painting out the "White QInly'I' signs With transparent paint is losing its touch of humor, as is the old-line employee askiIIngII the foreman where he would like to place the spear?rack. .- Approved 2002/07/10 -RDP78- 05930R000200060055- 2 ~l-D -E ~N?Tsl? C3- 0-- N- Jar" Approved 2002/07/10: CI-A RDP78- 059353500200060055- 2; SUBJECT: Recruitment of Negro Personnel The transition has not been eaSy, not only in the south where most maior industries Have plants or branches but in the north as well. That racism is not restricted to the south came out loud and clear. In fact, Industry's attention is concentrated more heavily today on avoiding the dangers of- race riots leading to plant shutd0wn in the north. I 33. The Negro population of New YorKICity'is greater today than that ol?the'ten most populous southern cities. This will be true of Chicago as well by 1970, Cleveland, by 1973, and seven or eight additional northern cities by 1980. 34. To say the transition has not been easy speaks of many facets of the problem. NASA, for example, has implemented its program on the basis of ?calling for the resignation" of any employee whose aesthetic tastes are bruit-ted by' the prospect of working along- side a Negro. NASA volunteered that no resignations have been turned in. Conversely, ALCOA cited the entire secretarial unit of . one of its southern plants as welcoming a Negro professional to the supervisory hierarchy of one of its engineering units, ?because you knew we were the most sophisticated unit in the entire ALCOA, Tennessee plant. 35.. some 300 Companies have taken the President's "Plans for Pregress" pledge, either voluntarily or of necessity, preferring to continue contracting with the United States Government. Our seminar was addressed by Mr. N. Thompson Powers, Special Assistant to the . Secretary of Labor. Mr. Powers spoke to Titles VI and VII oi the Civil Rights Act, to Executive Orders. 10925 and 1114 the NLP Act, . I the early establishment of the Eqdal Employment Opportunity Commission, and to the whole fabric of Affirmative Action Obligation-m Failure to I Hireu~covering inaction, such as failure to consider an applicant; Intentional violation, as opposed to violation; not recruiting so as to insure a representative group from which to select employees, et cetera. 36. As Mir. Powers spoke and responded to questions, it was clear industry has been legislated into a posture of morality. Be that as it may, and at the very great. risk Iof beating a hint to death, we should know what is motivating our competition. 37. Plansfor Progress? havelto do withII'theIIhighly emotional subject of how a company offers equal employment opportunity to 9 OVER Approved For Release 2002/07/10 CIA-RDP78-05939R000200060055-2 .. -. . Approved For ReIease 2002/07/10 CIA-RDP78-05939R000200060055-2 SUBJECT: Recruitment of Negro Personnel . I I I . minority pewrsonnel The company' president and your President, Lyndon Johnson, coi-sign the eiIgned the plan, the company president stays in the background line sUpervISIon I hammers out the day. to day details and absorbs all the face to faCe, ..person? to person reverberatIOns. Compliance with the spirit of the new 1aw Is?not a new goal for a large sector ?of American industry. The President?s Cemmittee on Equal Employment opportUnity has been operative since August 1963 when President Johnson established the Plans Ior Progress Adyisory Council and the voluntary efforts ?of ?AmerIcan _.business and private Institutions and thus provided an effective means to?. achieve actual. employment opportumty Company aaIter company has fallen. into step with its i'Plans Ior Progness" In I this .erea?. What a Company must ask itself by Way of self-analysis is. Whether it Is. truly an Equal Employment Opportunity employer. As I to- its policy regarding employment of minorities? the company is 'tasked "Please state your policies as to employability and employment by you [whether directly, through subsidiary, affiliate, etc. I - of. persons-II of differing creed, .Ioolor-a'ndI'I national origin. 'Do' they apply to all persons employable or employed? In eaCh type of business? In each locality where they IIoperate? . - and to -what ement have you communICated theSe to those in your organiaa?on who put Ithem I "irIIt'o practloewhat extent do you check fulfillment Iof. these 4. In" so dolng, have? found. SItuations that have needed It so, how have you been able to effect Irnprovement? I. - How do the policies and practices of unions and other - ilo?rganizatIons of werkers with ..which you have a . - 'collectiVe bargaining or other. understanding the ioperatIon of your poIIcy?i?" 38. szhe? "Plan for Progress? company, having examined its policies, is then asked to examine its practices as to employment If i 10 Approved For Release 2002/07/10: CIA- RDP78- 05939R000200060055- 2 Ce- 0- NeP?nl-sD?E? 35.. Approved Fo?a?lease 2002I07I10 CIA-RDP78-0593W00200060055-2 SUBJECT: Recruitment of Negro Personnel of minorities. Under Recruiting and Vocational Training, 'the' company is asked: Il(a) 39. "(Cl I be app?ed? Vi' Describe your practices for recruiting new personnel. Do they tend to provide a flow of qualified applicants they adequately reflect the make up of the available labor market? - iWhere appropriate, can you suggest additional recruit- ment methods or practices which will insure a flow of qualified applicants representative of the labor market in which you Operate. Whtin the scope of your experience and knowledge, do local vocational training programs provide qualified graduates Are minority groups actively participattrgin these .- th-?p programsnecessary, are there any suggestions you could make that. vould improve these programs?" Under Quali?cations of. ApplIcants?Trammg, til. ?What, if any, are the principal racial or ethnic minority groups in your area against whom discrimination might "Have you ever attempted [a sampling or analysis of the qualifications; of these minor-'Ity group applicantslas. .7 compared. to qualifications of other appIICantS? ?Ii so, has such sampling or analysis indicated that minority group applicants were less qualified, as equally qualified or more qualified than other applicants? ii the sampling or the I-analysis indicated that minority group applicant's were?3i-1ess qualified than other applicants, what were the underlying causes, insufficient education? Lack of experience? . -I . "It" OVERApproved For Release 2002/07/10: CIA- RDP78- 05939R000200060055- 2 CuouN-F N- T-l L. O: N?l= II Approved For Release 2002/07/10: CIA- RDP78- 05939R000200060055- 2 SUBJECT: i?lel 40. ?(til 41. Ill(a) . II42I. IIll(b) :gni-(p Recruitment of Negro Personnel 1,7 I I Do you provide training to enable new employees to become better qualified? If so,' is such training equally available to,_al new employees?" I. . q1H.-' Under Hiring -- Placements Does examination of your hiring practices indicated to you that all applicants are considered solely by their qualifications for the job opening applieId tor? Do you have any job categories which in practical effect are closed to persons in minority groups? If So, list jobs and state reasons? I ., Its the initial job into which a new employee is placed determined (or influenced materially) by whether he is of a minority group? If so, what has brought this about? . Where appropriate, what steps can or should be taken to put job placement practices on a nondiscriminatory basis? As to Compensation: IThroUghout your operations do you give comparable pay for comparable work to all employees? If there are variances, explain circumstances and suggest how equality can be achieved. As to Apprenticeship Training: 'Describe your practices in selecting employees for post?employment training programs. all qualified applicants given equal opportunity for training? Are those now participating in your training programs representative of the racial composition of your work force?? .12 Approved For 63-0.. Approved F'QQRelease 200 [07/10 SUBJECT: Recruitment of Negro Personnel "(on if not, can you suggest workable changes in your program so as to provide equal. opportunity?" 43. As to Transfers: Are transfers of your employees from one job or unit to another made without regard to raceg creed, color iorinationel? origin? - (Jibi be: bbeebsi .riibibbiib iriibiovemeni: 1? . ?llc) _Whet effects} Ifany,do collective bargaining agreements have on,transfer"procedupew'44. - fanaiqb?irading: A i' . ?thereddii?ferences' in your practices for'prom?otion e?n?d'upgpeaifng Because oi race, color ori'i?bf) 'Wh'erefiapproprfate, :eeh'yeu staggest SignifiCe?ntfimprove-?-- ments which onldigive employee equal opportunity?" 1' i. i 45". Layoffs and Other ?Termination: Rebirtng: 0(a) Are. there differences in your practices regarding layotfs "and other terminations of employment because of color or national origin? 1? i'lb) Arethere differences in rehiring' employees because of race,_ creed, 'color or national. origin?? iWe) Wherei'appropr-iate, suggest workable changes in your layoff and rehiring practices which would result in an . equal opportunity for all employees." 46'. Segratated Work Areas, and Departments: Areanyqoi? your work areas or departments racially segregated? if so", reasons. ovs .. pproved For Release 2002/07/10 .143 Approved For Release 2002/07/10 SUBJECT: Recruitment of Negro Personnel "(bl What workable changes. can be made to eliminate them? When and how?" 4?7. Segregated, Facilities: Are your following facilities racially segregated? Cafeterias Recreational FaCilities Restrooms . and Programs Drinking Fountains 'EmpIOyee Services - Other "(bl It so, please describe the reasons. "(cl How and? when can these conditions be eliminated?? 1+8. The whole scope of. the new Civil Rights look would suggest that the employment climate in both the private and non- profit sectors of our society is now that of "playing for keeps." are in the no-nonsense era of equal employment opportunity. 49. The Agencyl policy with respect. to the. recruitment and placement of the Negro has been an "open door" policy with overtones of non?aggression. We haven?t exactly been pushing Negro candidates through the door.? The Negro professionals who have made it with us would have made it with our. competitors. This, certainly, is as it should be.- Our recruitment visits to the predominantly Negro college, however, and our interviews with any Negro professional, should inspire us to keep a sharper trained for career talent. 14 Approved For Release 2002/07/10 es 25x1