THE UNIVERSITY OF CHICAGO iEECOED AN OFFICIAL PUBLICATION ISSUED BY THE OFFICE OF THE SECRETARY OF FACULTIES VOLUME III, NUMBER 9 THE UNIVERSITY OF CHICAGO EQUAL EMPLOYMENT OPPORTUNITY POLICY AFFIRMATIVE ACTION PROGRAM June, 1969 As required by law, the reports and tables printed below were transmitted by The University of Chi cago to the civil rights contract compliance office of the Regional Office of the Department of Health, Education, and Welfare in June, 1969. This office is in charge of administering the application of Equal Employment Opportunity (EEO) programs in edu cational institutions. In Exhibit A of the second report, data for cal endar year 1965 are missing. The government ex cused all educational institutions from the obliga tion to supply 1965 data because of a backlog of unprocessed information at that time. The University of Chicago policy of equal em ployment opportunity is as follows: It is the policy of The University of Chicago to provide equal opportunity in employment for all qualified persons, to prohibit discrimination in employment because of race, creed, color, na tional origin or sex, and to promote the full real ization of equal employment opportunity through a positive continuing program throughout the University. All departments and units of the University will take affirmative action in further ance of this policy. Further, it is the University's policy to carry out the specific requirements of Executive Order 11246 and rules and regulations issued thereunder. It is also University policy to transact business only with organizations which observe the policy of equal employment oppor tunity. The accompanying "Report on Equal Employ ment Opportunity Policy, Programs, and Practices at The University of Chicago" outlines the results of implementation of this policy to date and de scribes a number of the programs that comprise the University's affirmative programs to achieve these results. The University is committed to continue and strengthen this program to insure equal employ- CONTENTS /November 13, 1969 1 The University of Chicago Equal Em ployment Opportunity Policy Affirmative Action Program 2 Report on Equal Employment Opportunity Policy, Programs, and Practices at The University of Chicago 8 Rosenberger Medalist 8 Comments on the "Report of the Commit tee To Evaluate the Department of Phi losophy at The University of Chicago" 10 Boaeb of Trustees ment opportunity in all its employing units and will take affirmative steps toward this end. The University's programs and plans and systems for carrying them out are as follows. /. Executive Responsibility Continue to place responsibility for the imple mentation and monitoring of this policy in two vice-presidents who report directly to the president title was recently changed to Provost] for academ ic employment and the Vice-President for Business and Finance for nonacademic employees and con tractor compliance. The Vice-President for Pro grams and Projects will join with the other two officers mentioned in periodic reviews of the effec tiveness of the program and shall coordinate the University's responsibilities for two-way communi cation with government agencies, maintenance of current information on results, preparation of an nual reports, etc.; and his office shall have partic ular responsibility for advising, measuring, and reporting on equal employment opportunity devel opments and compliance. II. Special Faculty Program Continue the activities of the faculty committee known as the Harris Committee (or its successor) in its meetings with faculty departments to stress the need for broadening the base for selection of faculty members and finding and appointing addi tional qualified minority group candidates for aca demic positions. Also, through this Committee, maintain channels of communication to evaluate the effectiveness of the program regarding aca demic employees. Recognizing the continuing role of the Harris Committee, the subject will also be brought up periodically as necessary, and at least annually, before governing bodies of the University as a regular agenda item. 777. Increasing Pool for Faculty Employment As a means of increasing the supply of potential faculty members at this and other universities, maintain its efforts to increase the number of grad uate students from minority groups. Toward this end the University will continue programs such as the five-year fellowship program established during this academic year. IV. Communication with Employing Units Continue regular communications with heads of each employing unit of nonacademic employees re garding the implementation of the policy, and maintain records to ascertain the effectiveness of the program among employing units and specific job categories. Such communication and record keeping will continue to be the immediate responsi bility of the Director of Personnel and his staff. V. Increasing Number of Skilled Craftsmen and Apprentices Maintain and strengthen efforts to increase the numbers of skilled craftsmen from minority groups. Where such craftsmen cannot be hired, continue to provide apprenticeship programs and urge increased participation by qualified persons from minority groups. Also continue to provide pre-apprenticeship training for persons who require upgrading in gen eral education in order to qualify as apprentices. VI. Notifying Employees of Policy Disseminate the University's policy to employees through posting of notices, inclusion in employee handbooks, notices to unions, and use of specialized media such as the University Record. Stress in such communications the need for cooperation by all employees with the implementation of this policy. VII. Clause in Union Agreements Continue to include statements of equal employ ment opportunity policy in all union agreements. 2 V 1 TII. Notice to Recruitment Sources Maintain the notification in all ; want ads and placement requests with employment agencies or other sources for recruitment that: the University is an equal opportunity employer. IX. Clause in Purchase Orders and Contracts Maintain policy of including equal employment opportunity clause in contracts and purchase orders and requiring submission of certificates, etc., using EEO regulations as guide. X. Notification and Training for Upgrading . Continue and amplify procedures for notifying existing employees of job openings in higher classi fications, including supervisory and administrative positions, so that employees may have adequate opportunity for upgrading. Identify situations where additional training is needed and, where feas ible, make training opportunities available to en able upgrading of skills. XL Annual Report Prepare an annual report of the effectiveness of this program. Considering that the accompanying report is the first such report, the next report will be prepared for June, 1970. REPORT ON EQUAL EMPLOYMENT OPPORTUNITY POLICY, PROGRAMS, AND PRACTICES AT THE UNIVERSITY OF CHICAGO June, 1969 A. Policy It is the policy of The University of Chicago to provide equal opportunity in employment for all qualified persons; to prohibit discrimination in em ployment because of race, creed, color, national origin, or sex; and to promote the full realization of equal employment opportunity through a posi tive continuing program throughout the University. Further, it is the University's policy to carry out the specific requirements of Executive Order 11246 and rules and regulations issued thereunder. It is also University policy to transact business only with organizations which observe the policy of equal employment opportunity. In recent years the University has implemented this policy vigorously, with the result that ment of members of .jg&ority groups, and partic ularly black employees, has increased significantly virtually at all levels of employment, as shown in the following tables (Exhibits A and B). Most sig nificant have been the increases over the past six years of black employees in the categories of Offi cials and Managers (.9 per cent to 12.7 per cent), Office and Clerical (11.0 per cent to 26.9 per cent), EXHIBIT A CHANGES IN COMPOSITION OF WORK FORCE, BY PER CENT Category Other Other Other Other Other Other Black Minor Black Minor Black Minor Black Minor Black Minor Black Minor ities ities ities ities ities ities Officials and managers. . . .9 .3 1.23 1.58 6.9 .9 8.0 1.4 10.7 1.4 12.7 2.2 Academics only e 1.6 1.7 1.7 6.1 1.98 5.9 Professionals, minus aca demics 8.75 13. 0f 12.6 11.5 13.1 10.4 Technicians, including Li censed Prac tical Nurses (LPN's) 26.0 14.0 17.5 8.5 39.0 6.5 ... . 7.0 45. 0* 5.6 46.6 4.6 Technicians, minus LPN's 34. 0h . .. 32.8 .. .. 32.2 7.1 32.8 5.7 Sales1 0 0 2.86 0 3.2 0 6.25 0 3.0 0 11.8 0 Office and cler ical 11.0 3.3 16.8 3.3 21.8 3.05 23.0 3.0 26.0 3.2 26.9 3.1 Craftsmen. . . . 2.6 .45 2.9 4.0 2.14 1.2 2.6 .75 2.9 0 3.9 0 Apprentices . 18.75 . . 28.0 4.0 39.3 5.3 Semiskilled1 . . 26^6 0 " 24.4* 2.Y 13.4* "3 7* 19.0 2.2 26.4 1.96 34.2 2.5 Unskilled 21.0 0 10.4 0 14.1 9.1 22.0 3.7 30.0 3.3 35.0 0 Service workers 68.0 2.1 74.5 3.2 76.5 5.3 80.8 1.54 80.0 1.9 81.1 1.7 Total work force 7,347 7, 190 7,402 7,525 8,155 8,115 Total num ber blacks . 1,372 1,372 1,816 1,983 2,217 2,250 Total num ber other minorities . 334 368 344 316 399 397 Per cent black 18.6 19.1 24.6 26.4 27.15 27.7 Per cent other mi norities . . . 4.6 5.3 4.6 4.2 4.8 4.9 Total staff, ex cluding fac ulty 5,693 5,807 6,332* 6,246k Total num ber blacks . 1,789 1,954 2,186 2,213 Total num ber other minorities . 286 285 Per cent black 31.5 34.0 34.6 35.4 Per cent other mi norities . . . 4.5 4.6 Prepared by J. S. Kerridge, June, 1969, from data collected for annual EEO report in February. a Data reported by head count by each department. b Data reported through IBM equipment following completion of racial code sheet for each employee and thereafter for newly hired employees. c Includes Licensed Practical Nurses (LPN's) and Registered Nurses (RN's). d Includes RN's this year and thereafter. e Missing information 1963 through 1967 either not gathered or no longer available. f LPN's deducted for consistency on this line. b Includes LPN's this year and thereafter. h Includes RN's this year only. ] Fewerthan30 in group; any increase or decrease grossly affects per cent. i Technician increase of 188, clerical increase of 241, professional increase of 81, service increase of 80. k Faculty increase of 46, staff decrease of 86. in PL, O o PQ tt> W W H HH H Cent lMi- rities N On NO N 00 00 tHLO NO CM ro>0 O 00 CM O ro On OOONroO On 00 OVO HO ro Th cm ro ro ro t-H CM CM CM ^Q a w Th^ CM ro roro t-H CM NO NO O.O. NO NO ThTh c3 a> fl *J jQ 2 t-Tt-T CM CM cm" cm" ^ <A /-^ en t-H CM NN NO LO *-h O LO TJH t- LO O O CO ro O tHH LO t-H CM CO O ThTh ThTh u s^ H^ Os 00 J>- ro Onlo LO LO CO O CO ONLO CO i^t- roro roro p_, C/2 5> 13 CM LO LO LO NO Th Th CO Os .8<5 t-H CM NO NO LO Tj> Os' 00' ro ro tO Th O O T-H t-H O O OOOOOO ^ ro ro roro d LO X^ LO N N O CM t-h ar^ NO NO r^ oo T-H T-H SO t-H CM ro ONO LO NO CM 00 O 00 O Os Os On O CO Th CM 0 0 o^ rtN NOTh ThLO CM cm ro *-i NO NO CM CO OO On no' Th O LO OH ^ TfHrtH ro ro 'H CM CM CM co CM co ro ro 00 00 CM CM roro ** - i s NO tH ro iO CM NO OOs ^*NO NO NO O CM ro ro LO 00*^ CM LO iO O CM CO CM CM 00 IO T-H CO Th ro Th t-h CM ro ro 00 00 CO ro T-H T-H LO LO CM O CM CM CM CM CO CM 00" 00" CO CM no" no" ^1 cJ CM CM T-H T-H CO ro CM CM SO rt a <L> o d w ^ a "3 OO NO t^ t-H CM LO LO OOn 000 00 ThO-H O CM CO CM CO *-H O OO ThH ro On 00 N bJO o CM "* CM CM CM CM CO CO OO i H In CM T-H T-H CM CM ThLO s CM CM T-H T-H ,H LO LO ro ro o OH OsOs t-h CM CM CM CM CM CO ro ON ON ON O H CM CM T-H T-H CM CM H CM 3 ss i <D LO N OnO t^ 00 CM CM ^hoo ThOOOO CM ro O O oooooo NO CO ThTh Os ro o T-H T-H T-H T-H t-H CM i>-t^ ^r^ T-H T-H NO N T-H T-H ro lo Os CM ro ro NO 00 OS t-H LO J>* 00 NO t-H CM CM Th NO Th r-HLO 00H o t-h CM T-H T-H CM ro T-H t-H LO LO O.O, CM CM H CM t-Tt-T CM CM CM CM 5 CM CM ThTh so NO LO LO T-H T-H LO LO ro ro COLO NO NO Sn2 NO O -tfNO O CM NO NO -^^ OOOn lo r- 10 0 00 NO NO Th Th 00 ro O O O NO NlO i>- CO fe g T-H T-H T-H T-H ro ro t^ 00 ^HtHh t-h CM On 00 *-N Thro OOn T-H T-H T-H T-H ThTh Thro N LO J>- ro \0O ^NO OOON *-- r- 00 Th O t-H NO LO NO 00 Os O O O CO ro COO ON NO iO ro cJ CM CM On O -*io LO LO CM CM CM CM CM CM CM CM LO LO NO N CM CM s t-H CM tHtH co ro CM CM J-l 00 Os 00 Os 00 On OC On 00 ON 00 On 00 On CO Os 00 On 00 Os 00 Os 00 ON 00 Os CO On OOON >* NO NO NO NO no NO NO no NO NO NO NO NO NO NO NO NO no NO NO NO NO NO NO NO NO NOVO NO NO Os On Os On ON Os Os Os On Os Os Os On On On Os Os On Os On On On On On On On On On Os On u O <t> o T3 ' jn toM O .2 W c/5 g c < in a 0 "cfi la g w U g > u * _ to m 0 Is and Sales (0 per cenfe*cTTl.8 per cent). While, be cause of labor market practices in the area, the number of black craftsmen is still very low, the University's apprenticeship program currently has 39.3 per cent black apprentices and 5.3 per cent mi nority group apprentices. Overall, black employees have increased from 18.6 per cent to 27.7 per cent of the total number of employees, while other mi norities (Orientals, Spanish [speaking]) together have remained steady at around 5 per cent. These results have been achieved without a for mal written policy of implementation, but with de termination throughout the University to comply fully with EEO policy. Some of the means being used to achieve equal employment opportunities are described below. 1. Notices to Employees, Unions, Etc. The following forms of notices are furnished pe riodically to indicate the University's policy: a. Notices to unions of "Nondiscrimination in Employment" (EEO Form 38). b. Notices to employment agencies stressing non discrimination policy. c. Inclusion of wording reflecting nondiscrimina tion policies: 1) Statement for Clerical-Technical employees, given to employees upon hiring, includes: The University of Chicago is an equal opportunity employer; hiring, promo tions, transfers, and other aspects of the employment relationship are conducted on the basis of skill, qualifications, and performance without regard for race, creed, color, national origin, or sex. 2) Employees handbook for hospital employees includes the following: The University of Chicago, including the Hospitals and Clinics, has always been an equal opportunity employer. Appli cants for employment are selected solely there is no discrimination in employment practices because of race, creed, color, national origin, or sex. 3) Union contracts include a clause such as the following in the current agreement with The University of Chicago Employees Local Union 1657, AFSCME, AFL-CIO: ARTICLE V NONDISCRIMINA TION The Union and the University agree not to discriminate against employees of the University because of race, color, na tional origin, creed, marital status, or sex. 4) All advertisements for employment state that the University is an equal opportunity em ployer. d. Revision of wording in employment applica tions to avoid possible implications of discrimina tion (e.g., place of birth removed). e. Posting of prescribed notices to unions on premises. f. Posting of prescribed notices to employees. a. Participation in numerous on the job training and summer employment programs in cooperation with other agencies. For example: 1) As in previous years, the University partici pated in the Youth Opportunity Campaign in 1968 by providing jobs for ninety-three dis advantaged youths. Twenty-eight of these were trainees paid through the Neighborhood Youth Corps ; the remainder filled regular po sitions on either a regular or summer replace ment basis and were paid by the University. 2) Last spring with partial federal financial as and The Woodlawn Organization, our Central Animal Quarters ran a training program in animal care for laboratories. Some unem ployed Woodlawn youths participated togeth er with some of our present caretakers for whom it was an upgrading opportunity. Two of ten youths completed the training and were given regular employment by us; seven teen employees completed and were advanced a merit step in recognition of their training. b. After reviewing the racial distribution of its many staff position classifications it was recognized that the University should try to increase the num ber of black employees in its skilled maintenance and machinist trades. Black journeyman level em ployees in these occupations are apparently too few in number for normal recruitment in the labor mar ket. It was accordingly decided to utilize the ap prenticeship approach for moving black employees into these positions. However, it was recognized that many black em- ployees lacked even the basic education necessary for success in the skilled trades. Therefore, with assistance from the Chicago Board of Education, the University for the past couple of years has pro vided remedial basic education classes for employ* ees who wish to overcome deficient basic skills. Employees attend voluntarily. Some forty employ ees have participated in this program. This program has now been completed, but plan ning is underway for a much larger, more thorough going program aimed at the same goal but with applicability to a wider range of employees. The University then contracted with a commer cial trade school to run a pre-apprenticeship class for nonskilled employees in the Physical Plant De partment. This training serves as a bridging ground to skilled mechanical work and higher classifica tions. About a dozen men, including some who qualified after attending the basic remedial class above, were enrolled in this program, which has now completed its first year. A second such course is planned to begin in the near future. By means of this and other efforts the percentage of black ap prentices increased from 18.7 per cent in 1967 to 39.3 per cent in 1969. c. For the past couple of years certain faculty members and students have operated a contact pro gram with black high school youths in local com munities to encourage their further interest in edu cation in the health sciences. This summer some forty such youths are being provided with summer jobs in the laboratory and medical areas of the Biological Sciences Division, including the Hospi tals and the Medical School. It is felt that this ex posure will promote educational and career interests among these young people. In addition, another sixty-two such youngsters will be brought into the Hospitals under a program with the Neighborhood Youth Corps. (The Univer sity also conducts other programs, designed to en hance the college aspirations and preparation of inner city youth, which do not have employment as an immediate objective.) d. An ongoing daily action program is to refer candidates for employment to fill positions reported by University employing units without regard to race. Through this practice, any vestige of racial discrimination in individual hiring units has been dissipated. Faculty members at the University are appointed upon recommendation of the faculties of the de partments to which the persons will be appointed and upon concurrence of the dean of the College, division, or school involved and of the Vice-Presi dent and Dean of Faculties [now Provost]. There is no general personnel department which recruits candidates for positions. Normally the availability of positions becomes known by word of mouth and individual faculty members make or receive in quiries respecting possible openings on the faculty. A University-wide committee was appointed in April, 1968 to review the problems of the ethnic balance of the faculty, among other things. This committee has initiated a series of meetings with department chairmen as a means of specifying and developing solutions to the problem of broadening the base from which faculty members are recruited. The size and ethnic composition of the faculty at The University of Chicago is constantly changing. The following report is the best available estimate as of May 1, 1969: the University has 1,070 faculty members; of this number 13 are black, 23 are Ori ental, 11 are Eastern Indians, 4 are Latin Ameri cans, and 1 is an American Indian. Because of the way in which new faculty are recruited, it is felt that the faculty committee has the best opportunity for helping to broaden the representation on the faculty of minority groups. The principal effort is to increase recruitment-type contacts of our faculty members with academics from minority groups. A second related effort is to increase the number of graduate students from minority groups, with special emphasis on the graduates of the predomi nantly black institutions. As one part of this effort, a special fellowship program has been created to provide $50,000 annually for the next five years, above other fellowship funds, exclusively for the purpose of encouraging enrollment by black grad uate students. (See Exhibit C.) From a larger black graduate student population in various departments, the University has hopes of deriving additional black faculty members in the future. 4. Contacts with Organizations The University maintains contacts with organi zations such as The Woodlawn Organization, Wood lawn Urban Progress Center, Youth Opportunity Program, U.S. Employment Service, and others, and receives some referrals of applicants for em ployment from them. It has become well known that employment is fully available at the University to qualified applicants regardless of race. For this reason, and because of the University's convenient location to minority group residents, the University readily receives employment inquiries from mem bers of minority groups. EXHIBIT C PRESS RELEASE February 18, 1969 The University of Chicago has announced the creation of a new $250,000 fellowship program to encourage and assist black students to enroll in any of its four graduate divisions. The program was announced by John T. Wilson, Vice-President and Dean of Faculties [now Pro vost], who said, "This is one of several steps the University has taken and is continuing to take to assure that capable black students are not denied the opportunity for quality graduate training be cause of economic disadvantage, rising tuition fees, or intensive competition for limited fellowship funds which are available through regular Univer sity programs." The fellowship program, which will be available to students entering the University next fall, pro vides a minimum of $50,000 annually for the next five years. Money for the fellowships came from a special fund of the University's Trustees. "This is seed money which we hope will be sup plemented by donations from friends of the Uni versity who are as committed as we are to increas ing the number of black scholars available for teaching and research in this country," Wilson said. D. Practices Respecting Contractors and Suppliers On major construction projects, the University observes all EEO requirements, including: 1. Inclusion of standatd clause in contract. 2. Obtaining of written assurances of nonsegre- gated facilities from contractors and subcontractors over $10,000. 3. Furnishing of notice of Nondiscrimination in Employment for labor unions. 4. Posting of EEO posters on job site. 5. In certain of the larger projects, with partici pation of the agency, preconstruction meetings have been held with contractors to advise of EEO re quirements, including advice regarding local sources of minority group employment. 6. Forwarding to contractors and submission to agency of forms regarding compliance reports and affirmative action plans. In the case of alteration jobs over $10,000, the nondiscrimination clause is included in the contract "If we are to retain our traditional reputation as a leading 'teacher of teachers,' " Wilson added, "we must take steps to ease the special pains which handicap many black Americans." Charles D. O'Connell, Dean of Students, ex plained that "the new fellowship program is over and above our regular University student aid budg et and the aid programs of the Graduate Divisions of the Humanities, the Social Sciences, the Phys ical Sciences, and of the Biological Sciences. For the next five years, at least, black students will be able to compete for these special funds as well as for the aid which is available to all students." There currently are about 286 black students en rolled in The University of Chicago out of a total of 8,579 degree candidates. Dean O'Connell said the University is involved in an intensive recruiting campaign to identify and attract black and other minority group applicants. "These efforts will be aided by the existence at the University of observ able financial evidence of our intention to make a major contribution to the recognized shortage of black scholars," Dean O'Connell said. and copies of the EEO poster are displayed on the site. Similarly, on purchase orders or subcontracts over $10,000 the EEO provisions are made a part of the contract documents. The certification regard ing nonsegregated facilities is becoming known to the offices involved in alterations and purchases and will be used in the future. Covered procurements in the area of $50,000 or more are rarely, if ever, found in these categories. During the past year efforts have been made to increase the University's use of businesses with black ownership which can perform services or sup ply materials that the University requires. This has been accomplished by using a special directory of black business when new bid-letting, contract re view, and normal purchasing is performed. The pri mary effort to date has been directed toward find ing such business enterprises and matching their capabilities with the needs of the University. The community organizations and economic develop ment groups have been helpful as liaison agencies. In the coming year, the University is contemplating employing a project manager to work on this pro gram. E. Individuals Responsible for Implementation of Policy The implementation of University policy in equal employment opportunity is the responsibility of a number of individuals and offices, depending upon the functions for which they are responsible. General responsibility for implementation in non- academic employment and among contractors and suppliers resides in the Vice-President for Business and Finance. Under this Vice-President, the hiring of nonacademic employees is coordinated through the Department of Personnel, and thus the Direc tor of Personnel has chief responsibility for apply ing the policy in nonacademic employment. The Director of Physical Planning and Construction is responsible for advising construction and alteration contractors of the equal opportunity requirements, The Director of Purchases administers the policy respecting vendors. General responsibility for implementation of the policy with respect to the appointment of faculty rests with the Vice-President and Dean of Faculties [Provost]. A faculty committee headed by Profes sor Chauncy D. Harris and with Walter L. Walker, Assistant to the President [recently appoined Vice- President for Planning], as Secretary, has been meeting with faculty to offer suggestions on in creased minority group employment on the faculty. Operationally, it is also the responsibility of each employing group in the University to implement the policy. The actions of these groups and their active compliance with the stated policy are moni tored and reviewed by the above-mentioned vice- presidents. ROSENBERGER MEDALIST The Rosenberger Medal was conferred at the 329th Convocation on August 29, 1969. Frank Miller, Principal Cellist, Chicago Sym phony Orchestra In recognition of your contribution to the musi cal life of the United States during four decades of distinguished musicianship as a member of several outstanding symphony orchestras, and especially during the past ten years as principal cellist of the Chicago Symphony Orchestra. COMMENTS ON THE "REPORT OF THE COMMITTEE TO EVALUATE THE DEPARTMENT OF PHILOSOPHY AT THE UNIVERSITY OF CHICAGO" A recent issue of the University Record published a report on the Department of Philosophy sub mitted by an ad hoc visiting committee, of which Professor Morton White was chairman. This report included comment on the relationship between the Department of Philosophy and the Committee on Analysis of Ideas and Study of Methods. When the visiting committee's report first be came available, I sent copies to the present and former chairmen of the Committee on Analysis of Ideas and Study of Methods and invited them to respond if they wished. Since the enclosed letter from Mr. McKeon is his formal rejoinder to a por tion of the ad hoc committee's report, I suggest that it be published in order to fill out the record of the Record on this matter. One further point: I am happy to report that we were able to provide, by Autumn Quarter, 1968, a common room for philosophy students, in accord ance with another recommendation of our visitors. This was established in Classics 16 and has turned out to be an extraordinarily successful adjunct to philosophic instruction in the Department. Robert E. Streeter, Dean Division of the Humanities Comments by Richard P. McKeon, Former Chair man of the Committee on Analysis of Ideas and Study of Methods lanuary 15, 1968 The report of the visiting committee of the Philosophy Department, a copy of which you [Dean Streeter] have sent me with a request for comment, circumstances tabulated in needed rooms and secre tarial assistance, the spiritual circumstances delin eated in the threat of an interdepartmental com mittee which considers "philosophical issues" and the institutional circumstances sketched in terms of powers of choice and veto. I had hoped to find some consideration of the purposes and functions of philosophy in a university and in the world to day, some judgment of the Department's accom plishments and deficiencies in achieving those pur poses and exercising those functions, and some sug gestions of changes of orientation, emphases, meth ods, or personnel recommended for consideration. The directions of researffand the courses offered in philosophy have changed very much in the past few decades, as they have in other departments in the University. These changes have reflected changed conceptions of the purposes of philosophy and its uses in action and knowledge and changed conceptions of the organization and interrelations of the arts and sciences. It has been a process which has combined subdivision of departmental subjects and broad interdepartmental cooperation and inte gration. Departments have adapted to the change and have resisted the change; interdepartmental committees and institutes have been set up to un dertake new functions and to bring different meth ods to bear on common problems. It is unwise to consider the material, spiritual, or institutional cir cumstances of one department without some con sideration of the organization of arts and sciences which constitutes the institution of a university. The University of Chicago has made cautious and imaginative use of interdisciplinary studies. In the 1930s the Division of the Humanities had two and "History of Culture." In the 1940s a study was made of interdepartmental and inter divisional re search and teaching. The Committee on Policy of the Division held a series of meetings in which rep resentatives of departments of the Division of the Humanities and of the other divisions made reports and recommendations. The final report which grew out of the study called attention to four subject matters which entered into the research and teach ing of all departments in the Division: they all studied language, literature, history, and philosophy in some sense. The Committee on Policy recom mended to the Division that committees be estab lished to direct studies and offer degrees in these four subjects in the broadened scope in which they were shared by departments in treating their proper subject matters. The Division approved the report of the Policy Committee, and as a result four "In terdepartmental and Interdivisional Programs in the Humanities" appeared in the Announcements of 1945-46: (1) Studies in Languages and Com munication, (2) Comparative Studies in Literature and the Arts, (3) History of Culture, and (4) Analysis of Ideas and Study of Methods. During the 1940s and 1950s the Department of Philosophy and the Committee on Analysis of Ideas and Study of Methods worked in close cooperation. The preliminary examinations for admission to can didacy in the Department included, in addition to examinations in four fields of philosophy, examina tions in a "related field" and in a "special philos opher." The preliminary examinations of the Com mittee had three parts : a "substantive field" chosen by the student, parts of philosophy relevant to "philosophical issues" in that field, and critical treatment of those problems. One-third of the work of a student in the Committee was in philosophy, and students often took courses in the Department for that portion of their work. Students in the De partment took three to six courses in a related field and sometimes took courses in the Committee as part of that work. For a time the offerings of the Department and the Committee were announced together in the Time Schedules, under the heading "Philosophy," and students were given a choice between a course of studies which concentrated on the whole of philosophy and a course of studies which concentrated on philosophical problems in other subject matters and in the arts and sciences. Many of my own courses were announced with a Philosophy and a Committee course number. In the late 1950s and the 1960s the connection between the work of the Department and the Com mittee was attenuated. The Department dropped its requirement of a related field and a special phi losopher in order to give students more time to master the fields of philosophy, and the Committee increased its requirements in the substantive field in order to give students competence in some por tion of scientific and scholarly knowledge and ac quaintance with ideas and methods which raised philosophic issues in those fields. The offerings of the Department and the Committee were not an nounced together in the Time Schedules, and stu dents were not presented with a choice between two ways of doing philosophy. Courses were no longer announced with Committee and Philosophy numbers (although Committee courses continued to be announced with Classics or Humanities num bers) , and philosophy students ceased to take Com mittee courses. Thus, I give an Ideas and Methods course on Aesthetics and Criticism; it is concerned primarily with criticism and judgment in the fine arts and the intellectual arts, their applications, and the philosophic issues which arise in their use. It is attended by students of literary criticism, of bib lical hermeneutics, and of scientific method, but seldom by students of philosophy. When the philos ophy department and the philosophy faculty of the College were combined, the Department voted to exclude professors of Ideas and Methods. Mr. Morton White writes in the report of the visiting committee that "it is somewhat unusual to have, as coordinate with the Philosophy Depart ment, a program which directs a study of philosoph ical [emphasis Mr. White's] issues like those de scribed in the quotation from the Announcements." It is unusual, but judged by the standards of tradi tional universities, The University of Chicago is an unusual university. Mr. White adds, "Secondly, some members of the Department have expressed concern over the existence of such a program." Concern concerning programs in other parts of the university than one's own department or one's own part of a department is a normal academic attitude. It is sometimes a well-grounded anxiety ; it is some times to be traced to a complexity of causes which have little bearing on the program itself. The visit ing committee admits that it had no knowledge of the program, "since we have not been asked to examine programs like that on Ideas and Methods," and the Department of Philosophy has shown very little curiosity in recent years concerning the pro gram. Nevertheless the visiting committee recom mends "that the University make no new appoint ments of philosophers or of historians of philosophy for the benefit of this graduate program unless the recommendation comes from the Department of Philosophy itself." The recommendation indicates that the visiting committee was supplied with few facts on which to base its worries about the Com mittee on Analysis of Ideas and Study of Methods. The Committee is an interdepartmental committee whose members have appointments in other depart ments or schools. In the twenty-three years of its existence it has never made a "new appointment." The visiting committee has done us a service in calling this fact to our attention so emphatically. The program of the Committee should be exam ined (by some other device than a visiting commit tee), and if it is sound, budgetary provision should be made for additions to the staff of the Committee. Since it is an interdepartmental committee, the ap pointments should be made in conjunction with other departments or committees. But the fact that the program involves the history of ideas, the meth ods of the arts and the sciences, and the study of philosophical issues is no reason for giving one de partment a veto power on such appointments. The examination of the material, spiritual, and institutional circumstances of a department should be based on some examination of the purposes and functions of the department. The spiritual circum stances of the Department of Philosophy suffering the indignity of coordinated teaching concerning "philosophical issues" by an independent commit tee can be improved by examining the place of phi losophy throughout the University and recognizing the proper treatment of philosophy in schools (like the Law School and the Divinity School) and in departments and committees (like the Department of English Language and Literature and the Com- 10 mittee on Analysis of Ideas and Study of Methods), and not by giving the Department of Philosophy sovereignty and veto power over programs and ap pointments which touch on philosophical matters. The material circumstances, similarly, can be im proved by examining the general question of meet ing places and coffee shops for students and for students and faculty, rather than establishing com mon rooms for each department; by examining the question of offices for consultation and retreats or studies for professors, rather than concentrations of offices of departments and groups in Classics Buildings, Philosophy Halls, or Oriental Institutes; and by recalling the decision to unite the depart mental libraries of the Humanities in a central li brary rather than reopening the issue by recom mending "that the philosophical section of the li brary be located conveniently close to the center of the Department's activity." The institutional circumstances, finally, can be improved not by al leged "facts" about "America's dominant philos ophy" and adhortations to "recruit first-rate minds" nor by prescriptions which elaborate the adage that only philosophers can recognize philosophers as only physicists can judge physicists and by struc tures of enlarged power of appointment and deci sion concerning program, but by re-examining the purposes and functions of philosophy in the present world and by setting up an institutional organiza tion of the University and the Department to ad vance the achievement of those purposes and the exercise of those functions. BOARD OF TRUSTEES On October 14, 1969 three new members were elected to the University's Board of Trustees. They are Robert E. Brooker, Kenneth B. Clark, and Wil liam B. Graham. The complete list of trustees fol lows. LIFE TRUSTEES Charles F. Axelson David B. McDougal William Benton Frank McNair William McCormick Blair Harold A. Moore D wight M. Cochran James L. Palmer James H. Douglas Albert Pick, Jr. Cyrus S. Eaton David Rockefeller Howard Goodman Edward L. Ryerson Arthur B. Hall Albert W. Sherer William V. Kahler John Stuart Glen A. Lloyd Frank L. Sulzberger Earle Ludgin Henry F. Tenney John L. TRUSTEES Robert O. Anderson B. E. Bensinger Charles Benton Edward McCormick Blair Philip D. Block, Jr. Robert E. Brooker James W. Button Norton Clapp Kenneth B. Clark Lowell T. Coggeshall Fairfax M. Cone Emmett Dedmon Gaylord Donnelley James C. Downs, Jr. Mrs. Katharine M. Graham William B. Graham Robert C. Gunness Robert P. Gwinn Stanley G. Harris, Jr. Ben W. Heineman Robert S. Ingersoll Porter M. Jarvis David M. Kennedy Ferd Kramer Edward H. Levi Homer J. Livingston John F. Merriam Ellmore C. Patterson Charles H. Percy Peter G. Peterson George A. Poole Jay A. Pritzker George A. Ranney Joseph Regenstein, Jr. John D. Rockefeller IV Hermon D. Smith Sydney Stein, Jr. Gardner H. Stern J. Harris Ward George H. Watkins Christopher W. Wilson J. Howard Wood Frank H. Woods Joseph S. Wright Theodore O. Yntema THE UNIVERSITY OF CHICAGO RECORD OFFICE OF THE SECRETARY OF THE H X w H o o 53 o > o M o o n cr o 3 o ON O ON U> n z m i c o 3 5 n no zP > o 0 ,E D -1 > o 3# S z o 0 22 m </>