THE UNIVERSITY OFCHICAGO iEECOEDAN OFFICIAL PUBLICATION ISSUED BY THE OFFICE OF THE SECRETARY OF FACULTIES VOLUME III, NUMBER 9THE UNIVERSITY OF CHICAGOEQUAL EMPLOYMENT OPPORTUNITYPOLICY AFFIRMATIVE ACTIONPROGRAMJune, 1969As required by law, the reports and tables printedbelow were transmitted by The University of Chicago to the civil rights contract compliance officeof the Regional Office of the Department of Health,Education, and Welfare in June, 1969. This office isin charge of administering the application of EqualEmployment Opportunity (EEO) programs in educational institutions.In Exhibit A of the second report, data for calendar year 1965 are missing. The government excused all educational institutions from the obligation to supply 1965 data because of a backlog ofunprocessed information at that time.The University of Chicago policy of equal employment opportunity is as follows:It is the policy of The University of Chicago toprovide equal opportunity in employment for allqualified persons, to prohibit discrimination inemployment because of race, creed, color, national origin or sex, and to promote the full realization of equal employment opportunity througha positive continuing program throughout theUniversity. All departments and units of theUniversity will take affirmative action in furtherance of this policy. Further, it is the University'spolicy to carry out the specific requirements ofExecutive Order 11246 and rules and regulationsissued thereunder. It is also University policy totransact business only with organizations whichobserve the policy of equal employment opportunity.The accompanying "Report on Equal Employment Opportunity Policy, Programs, and Practicesat The University of Chicago" outlines the resultsof implementation of this policy to date and describes a number of the programs that comprisethe University's affirmative programs to achievethese results.The University is committed to continue andstrengthen this program to insure equal employ- CONTENTS /November 13, 19691 The University of Chicago Equal Employment Opportunity Policy AffirmativeAction Program2 Report on Equal Employment OpportunityPolicy, Programs, and Practices at TheUniversity of Chicago8 Rosenberger Medalist8 Comments on the "Report of the Committee To Evaluate the Department of Philosophy at The University of Chicago"10 Boaeb of Trusteesment opportunity in all its employing units andwill take affirmative steps toward this end. TheUniversity's programs and plans and systems forcarrying them out are as follows./. Executive ResponsibilityContinue to place responsibility for the implementation and monitoring of this policy in twovice-presidents who report directly to the president— the Vice-President and Dean of Faculties [whosetitle was recently changed to Provost] for academic employment and the Vice-President for Businessand Finance for nonacademic employees and contractor compliance. The Vice-President for Programs and Projects will join with the other twoofficers mentioned in periodic reviews of the effectiveness of the program and shall coordinate theUniversity's responsibilities for two-way communication with government agencies, maintenance ofcurrent information on results, preparation of annual reports, etc.; and his office shall have particular responsibility for advising, measuring, andreporting on equal employment opportunity developments and compliance.II. Special Faculty ProgramContinue the activities of the faculty committeeknown as the Harris Committee (or its successor)1in its meetings with faculty departments to stressthe need for broadening the base for selection offaculty members and finding and appointing additional qualified minority group candidates for academic positions. Also, through this Committee,maintain channels of communication to evaluatethe effectiveness of the program regarding academic employees. Recognizing the continuing roleof the Harris Committee, the subject will also bebrought up periodically as necessary, and at leastannually, before governing bodies of the Universityas a regular agenda item.777. Increasing Pool for Faculty EmploymentAs a means of increasing the supply of potentialfaculty members at this and other universities,maintain its efforts to increase the number of graduate students from minority groups. Toward thisend the University will continue programs such asthe five-year fellowship program established duringthis academic year.IV. Communication with Employing UnitsContinue regular communications with heads ofeach employing unit of nonacademic employees regarding the implementation of the policy, andmaintain records to ascertain the effectiveness ofthe program among employing units and specificjob categories. Such communication and recordkeeping will continue to be the immediate responsibility of the Director of Personnel and his staff.V. Increasing Number of Skilled Craftsmen andApprenticesMaintain and strengthen efforts to increase thenumbers of skilled craftsmen from minority groups.Where such craftsmen cannot be hired, continue toprovide apprenticeship programs and urge increasedparticipation by qualified persons from minoritygroups. Also continue to provide pre-apprenticeshiptraining for persons who require upgrading in general education in order to qualify as apprentices.VI. Notifying Employees of PolicyDisseminate the University's policy to employeesthrough posting of notices, inclusion in employeehandbooks, notices to unions, and use of specializedmedia such as the University Record. Stress in suchcommunications the need for cooperation by allemployees with the implementation of this policy.VII. Clause in Union AgreementsContinue to include statements of equal employment opportunity policy in all union agreements.2 V 1 TII. Notice to Recruitment SourcesMaintain the notification in all ; want ads andplacement requests with employment agencies orother sources for recruitment that: the University isan equal opportunity employer.IX. Clause in Purchase Orders and ContractsMaintain policy of including equal employmentopportunity clause in contracts and purchase ordersand requiring submission of certificates, etc., usingEEO regulations as guide.X. Notification and Training for Upgrading. Continue and amplify procedures for notifyingexisting employees of job openings in higher classifications, including supervisory and administrativepositions, so that employees may have adequateopportunity for upgrading. Identify situationswhere additional training is needed and, where feasible, make training opportunities available to enable upgrading of skills.XL Annual ReportPrepare an annual report of the effectiveness ofthis program. Considering that the accompanyingreport is the first such report, the next report willbe prepared for June, 1970.REPORT ON EQUAL EMPLOYMENTOPPORTUNITY POLICY, PROGRAMS,AND PRACTICES AT THEUNIVERSITY OF CHICAGOJune, 1969A. PolicyIt is the policy of The University of Chicago toprovide equal opportunity in employment for allqualified persons; to prohibit discrimination in employment because of race, creed, color, nationalorigin, or sex; and to promote the full realizationof equal employment opportunity through a positive continuing program throughout the University.Further, it is the University's policy to carry outthe specific requirements of Executive Order 11246and rules and regulations issued thereunder. It isalso University policy to transact business onlywith organizations which observe the policy ofequal employment opportunity.B. Implementation— ResultsIn recent years the University has implementedthis policy vigorously, with the result that employ-ment of members of .jg&ority groups, and particularly black employees, has increased significantlyvirtually at all levels of employment, as shown inthe following tables (Exhibits A and B). Most sig nificant have been the increases over the past sixyears of black employees in the categories of Officials and Managers (.9 per cent to 12.7 per cent),Office and Clerical (11.0 per cent to 26.9 per cent),EXHIBIT ACHANGES IN COMPOSITION OF WORK FORCE, BY PER CENT1963» 1964^ 1966b 1967 1968 1969Category Other Other Other Other Other OtherBlack Minor Black Minor Black Minor Black Minor Black Minor Black Minorities ities ities ities ities itiesOfficials andmanagers. . . .9 .3 1.23 1.58 6.9 .9 8.0 1.4 10.7 1.4 12.7 2.2Professionals,includingacademics . . . 5.9 6.2 3.47 7.2 3.8 7.5 9.9° 6.5 6.1d 7.5 6.75 7.9Academics only e 1.6 1.7 1.7 6.1 1.98 5.9Professionals,minus academics 8.75 13. 0f 12.6 11.5 13.1 10.4Technicians,including Licensed Practical Nurses(LPN's) 26.0 14.0 17.5 8.5 39.0 6.5 ... . 7.0 45. 0* 5.6 46.6 4.6Technicians,minus LPN's 34. 0h . .. 32.8 .. .. 32.2 7.1 32.8 5.7Sales1 0 0 2.86 0 3.2 0 6.25 0 3.0 0 11.8 0Office and clerical 11.0 3.3 16.8 3.3 21.8 3.05 23.0 3.0 26.0 3.2 26.9 3.1Craftsmen. . . . 2.6 .45 2.9 4.0 2.14 1.2 2.6 .75 2.9 0 3.9 0Apprentices . 18.75 . . 28.0 4.0 39.3 5.3Semiskilled1 . . 26^6 0 " 24.4* 2.Y 13.4* "3 7* 19.0 2.2 26.4 1.96 34.2 2.5Unskilled 21.0 0 10.4 0 14.1 9.1 22.0 3.7 30.0 3.3 35.0 0Service workers 68.0 2.1 74.5 3.2 76.5 5.3 80.8 1.54 80.0 1.9 81.1 1.7Total workforce 7,347 7, 190 7,402 7,525 8,155 8,115Total number blacks . 1,372 1,372 1,816 1,983 2,217 2,250Total number otherminorities . 334 368 344 316 399 397Per centblack 18.6 19.1 24.6 26.4 27.15 27.7Per centother minorities . . . 4.6 5.3 4.6 4.2 4.8 4.9Total staff, excluding faculty 5,693 5,807 6,332* 6,246kTotal number blacks . 1,789 1,954 2,186 2,213Total number otherminorities . 286 285Per centblack 31.5 34.0 34.6 35.4Per centother minorities . . . 4.5 4.6Prepared 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 86.3inPL,OoPQtt>WW&PhooI— IHHHH Cent lMi- rities N On NO N 00 00 tHLO NO CM ro>0 O 00 CM O ro On OOONroO On 00 OVO HOCM Th ro Th t-» f^ ^Hro Ot-H* On 00 ro *h On O co CO CM Th 00 NO COLOro Th cm ro ro ro t-H CM CM CM ^Ql<« T-H T-H T"~< CM CM LO LO ro ro rH CM CO 00 00 ro ro ro Tha wS_ <u NO t-H ro N 3§ ON 00 00 CM ON CM t-H "HH 00 O Os Os, nolo On Th ON t^ro so t— CM 00•3 * 2 ^NO CM N ON CM CN tHh 000 LO CO t-H CM CM Th t-h CO NO ri*£ N ONTh^ CM ro roro t-H CM NO NO O.O. 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ThTh CO N On On"tfLO ro •** tHHLO ThLO On 00 ^ CM CM CO On 00ro ro COLONO NO Sn2NO O -tfNO O CMNO NO -^^ OOOn lo r- 10 0 00 NO NO Th Th 00 ro O O O NO NlO i>- COLO N LO t-» ONtH -ri ^ Th 00 CM CM NO Th T-H CM O LOLO On Onfe g T-H T-H T-H T-H ro ro t^ 00 ^HtHh t-h CM On 00 *-N Thro OOnT-H T-H T-H T-H ThTh ThroN LO J>- ro\0O ^NO OOON *-- r- 00 Th O t-H NO LO NO 00 Os O O O CO ro COOON NO iO roO Th !>» 00 t-H J>» CM ro co ro th On Th NO CM Th Th ON t-H co CM ON 00 roLOcJ CM CM On O -*io LO LO CM CM CM CM CM CM CM CM LO LO NO N CM CMs t-H CM tHtH co ro CM CMJ-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 NOOs 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 OnuO<t>o T3 ' jntoM O.2 W c/5O Ph • pH TO zn<u >g c< ina0"cfi¦s tfi£>OU c3 • inla gH l„ • in.S • efl.5 1-3 °H m «3§£ ••S Pn wCO T3 • S3w U g0 0 < a 1 * ¦¦ i1 ¦ %> u *73 H H CJ •_ tom 0IsGT3and Sales (0 per cenfe*cTTl.8 per cent). While, because of labor market practices in the area, thenumber of black craftsmen is still very low, theUniversity's apprenticeship program currently has39.3 per cent black apprentices and 5.3 per cent minority group apprentices. Overall, black employeeshave increased from 18.6 per cent to 27.7 per centof the total number of employees, while other minorities (Orientals, Spanish [speaking]) togetherhave remained steady at around 5 per cent.These results have been achieved without a formal written policy of implementation, but with determination throughout the University to complyfully with EEO policy. Some of the means beingused to achieve equal employment opportunitiesare described below.C. Implementation — Programs1. Notices to Employees, Unions, Etc.The following forms of notices are furnished periodically to indicate the University's policy:a. Notices to unions of "Nondiscrimination inEmployment" (EEO Form 38).b. Notices to employment agencies stressing nondiscrimination policy.c. Inclusion of wording reflecting nondiscrimination policies:1) Statement for Clerical-Technical employees,given to employees upon hiring, includes:The University of Chicago is an equalopportunity employer; hiring, promotions, transfers, and other aspects of theemployment relationship are conductedon the basis of skill, qualifications, andperformance without regard for race,creed, color, national origin, or sex.2) Employees handbook for hospital employeesincludes the following:The University of Chicago, including theHospitals and Clinics, has always beenan equal opportunity employer. Applicants for employment are selected solelyon the basis of skill and experience —there is no discrimination in employmentpractices because of race, creed, color,national origin, or sex.3) Union contracts include a clause such as thefollowing in the current agreement with TheUniversity of Chicago Employees LocalUnion 1657, AFSCME, AFL-CIO: ARTICLE VNONDISCRIMINA TIONThe Union and the University agree notto discriminate against employees of theUniversity because of race, color, national origin, creed, marital status, or sex.4) All advertisements for employment state thatthe University is an equal opportunity employer.d. Revision of wording in employment applications to avoid possible implications of discrimination (e.g., place of birth removed).e. Posting of prescribed notices to unions onpremises.f. Posting of prescribed notices to employees.2 Action Programs — Nonacademic Employeesa. Participation in numerous on the job trainingand summer employment programs in cooperationwith other agencies. For example:1) As in previous years, the University participated in the Youth Opportunity Campaign in1968 by providing jobs for ninety-three disadvantaged youths. Twenty-eight of thesewere trainees paid through the NeighborhoodYouth Corps ; the remainder filled regular positions on either a regular or summer replacement basis and were paid by the University.2) Last spring with partial federal financial assistance through MDTA— Chicago YMCAand The Woodlawn Organization, our CentralAnimal Quarters ran a training program inanimal care for laboratories. Some unemployed Woodlawn youths participated together with some of our present caretakers forwhom it was an upgrading opportunity. Twoof ten youths completed the training andwere given regular employment by us; seventeen employees completed and were advanceda merit step in recognition of their training.b. After reviewing the racial distribution of itsmany staff position classifications it was recognizedthat the University should try to increase the number of black employees in its skilled maintenanceand machinist trades. Black journeyman level employees in these occupations are apparently too fewin number for normal recruitment in the labor market. It was accordingly decided to utilize the apprenticeship approach for moving black employeesinto these positions.However, it was recognized that many black em-5ployees lacked even the basic education necessaryfor success in the skilled trades. Therefore, withassistance from the Chicago Board of Education,the University for the past couple of years has provided remedial basic education classes for employ*ees who wish to overcome deficient basic skills.Employees attend voluntarily. Some forty employees have participated in this program.This program has now been completed, but planning is underway for a much larger, more thoroughgoing program aimed at the same goal but withapplicability to a wider range of employees.The University then contracted with a commercial trade school to run a pre-apprenticeship classfor nonskilled employees in the Physical Plant Department. This training serves as a bridging groundto skilled mechanical work and higher classifications. About a dozen men, including some whoqualified after attending the basic remedial classabove, were enrolled in this program, which hasnow completed its first year. A second such courseis planned to begin in the near future. By means ofthis and other efforts the percentage of black apprentices increased from 18.7 per cent in 1967 to39.3 per cent in 1969.c. For the past couple of years certain facultymembers and students have operated a contact program with black high school youths in local communities to encourage their further interest in education in the health sciences. This summer someforty such youths are being provided with summerjobs in the laboratory and medical areas of theBiological Sciences Division, including the Hospitals and the Medical School. It is felt that this exposure will promote educational and career interestsamong these young people.In addition, another sixty-two such youngsterswill be brought into the Hospitals under a programwith the Neighborhood Youth Corps. (The University also conducts other programs, designed to enhance the college aspirations and preparation ofinner city youth, which do not have employment asan immediate objective.)d. An ongoing daily action program is to refercandidates for employment to fill positions reportedby University employing units without regard torace. Through this practice, any vestige of racialdiscrimination in individual hiring units has beendissipated.3. Action Programs — Academic EmployeesFaculty members at the University are appointedupon recommendation of the faculties of the departments to which the persons will be appointedand upon concurrence of the dean of the College, division, or school involved and of the Vice-President and Dean of Faculties [now Provost]. Thereis no general personnel department which recruitscandidates for positions. Normally the availabilityof positions becomes known by word of mouth andindividual faculty members make or receive inquiries respecting possible openings on the faculty.A University-wide committee was appointed inApril, 1968 to review the problems of the ethnicbalance of the faculty, among other things. Thiscommittee has initiated a series of meetings withdepartment chairmen as a means of specifying anddeveloping solutions to the problem of broadeningthe base from which faculty members are recruited.The size and ethnic composition of the faculty atThe University of Chicago is constantly changing.The following report is the best available estimateas of May 1, 1969: the University has 1,070 facultymembers; of this number 13 are black, 23 are Oriental, 11 are Eastern Indians, 4 are Latin Americans, and 1 is an American Indian.Because of the way in which new faculty arerecruited, it is felt that the faculty committee hasthe best opportunity for helping to broaden therepresentation on the faculty of minority groups.The principal effort is to increase recruitment-typecontacts of our faculty members with academicsfrom minority groups.A second related effort is to increase the numberof graduate students from minority groups, withspecial emphasis on the graduates of the predominantly black institutions. As one part of this effort,a special fellowship program has been created toprovide $50,000 annually for the next five years,above other fellowship funds, exclusively for thepurpose of encouraging enrollment by black graduate students. (See Exhibit C.) From a larger blackgraduate student population in various departments,the University has hopes of deriving additionalblack faculty members in the future.4. Contacts with OrganizationsThe University maintains contacts with organizations such as The Woodlawn Organization, Woodlawn Urban Progress Center, Youth OpportunityProgram, U.S. Employment Service, and others,and receives some referrals of applicants for employment from them. It has become well knownthat employment is fully available at the Universityto qualified applicants regardless of race. For thisreason, and because of the University's convenientlocation to minority group residents, the Universityreadily receives employment inquiries from members of minority groups.6EXHIBIT CPRESS RELEASEFebruary 18, 1969The University of Chicago has announced thecreation of a new $250,000 fellowship program toencourage and assist black students to enroll in anyof its four graduate divisions.The program was announced by John T. Wilson,Vice-President and Dean of Faculties [now Provost], who said, "This is one of several steps theUniversity has taken and is continuing to take toassure that capable black students are not deniedthe opportunity for quality graduate training because of economic disadvantage, rising tuition fees,or intensive competition for limited fellowshipfunds which are available through regular University programs."The fellowship program, which will be availableto students entering the University next fall, provides a minimum of $50,000 annually for the nextfive years. Money for the fellowships came from aspecial fund of the University's Trustees."This is seed money which we hope will be supplemented by donations from friends of the University who are as committed as we are to increasing the number of black scholars available forteaching and research in this country," Wilson said.D. Practices Respecting Contractors andSuppliersOn major construction projects, the Universityobserves all EEO requirements, including:1. Inclusion of standatd clause in contract.2. Obtaining of written assurances of nonsegre-gated facilities from contractors and subcontractorsover $10,000.3. Furnishing of notice of Nondiscrimination inEmployment for labor unions.4. Posting of EEO posters on job site.5. In certain of the larger projects, with participation of the agency, preconstruction meetings havebeen held with contractors to advise of EEO requirements, including advice regarding local sourcesof minority group employment.6. Forwarding to contractors and submission toagency of forms regarding compliance reports andaffirmative action plans.In the case of alteration jobs over $10,000, thenondiscrimination clause is included in the contract "If we are to retain our traditional reputation as aleading 'teacher of teachers,' " Wilson added, "wemust take steps to ease the special pains whichhandicap many black Americans."Charles D. O'Connell, Dean of Students, explained that "the new fellowship program is overand above our regular University student aid budget and the aid programs of the Graduate Divisionsof the Humanities, the Social Sciences, the Physical Sciences, and of the Biological Sciences. Forthe next five years, at least, black students will beable to compete for these special funds as well asfor the aid which is available to all students."There currently are about 286 black students enrolled in The University of Chicago out of a totalof 8,579 degree candidates. Dean O'Connell saidthe University is involved in an intensive recruitingcampaign to identify and attract black and otherminority group applicants. "These efforts will beaided by the existence at the University of observable financial evidence of our intention to make amajor contribution to the recognized shortage ofblack scholars," Dean O'Connell said.and copies of the EEO poster are displayed on thesite. Similarly, on purchase orders or subcontractsover $10,000 the EEO provisions are made a partof the contract documents. The certification regarding nonsegregated facilities is becoming known tothe offices involved in alterations and purchases andwill be used in the future. Covered procurements inthe area of $50,000 or more are rarely, if ever,found in these categories.During the past year efforts have been made toincrease the University's use of businesses withblack ownership which can perform services or supply materials that the University requires. This hasbeen accomplished by using a special directory ofblack business when new bid-letting, contract review, and normal purchasing is performed. The primary effort to date has been directed toward finding such business enterprises and matching theircapabilities with the needs of the University. Thecommunity organizations and economic development groups have been helpful as liaison agencies.In the coming year, the University is contemplating7employing a project manager to work on this program.E. Individuals Responsible for Implementationof PolicyThe implementation of University policy in equalemployment opportunity is the responsibility of anumber of individuals and offices, depending uponthe functions for which they are responsible.General responsibility for implementation in non-academic employment and among contractors andsuppliers resides in the Vice-President for Businessand Finance. Under this Vice-President, the hiringof nonacademic employees is coordinated throughthe Department of Personnel, and thus the Director of Personnel has chief responsibility for applying the policy in nonacademic employment. TheDirector of Physical Planning and Construction isresponsible for advising construction and alterationcontractors of the equal opportunity requirements,The Director of Purchases administers the policyrespecting vendors.General responsibility for implementation of thepolicy with respect to the appointment of facultyrests with the Vice-President and Dean of Faculties[Provost]. A faculty committee headed by Professor Chauncy D. Harris and with Walter L. Walker,Assistant to the President [recently appoined Vice-President for Planning], as Secretary, has beenmeeting with faculty to offer suggestions on increased minority group employment on the faculty.Operationally, it is also the responsibility of eachemploying group in the University to implementthe policy. The actions of these groups and theiractive compliance with the stated policy are monitored and reviewed by the above-mentioned vice-presidents.ROSENBERGER MEDALISTThe Rosenberger Medal was conferred at the 329thConvocation on August 29, 1969.Frank Miller, Principal Cellist, Chicago Symphony OrchestraIn recognition of your contribution to the musical life of the United States during four decadesof distinguished musicianship as a member ofseveral outstanding symphony orchestras, andespecially during the past ten years as principalcellist of the Chicago Symphony Orchestra. COMMENTS ON THE "REPORT OFTHE COMMITTEE TO EVALUATE THEDEPARTMENT OF PHILOSOPHY ATTHE UNIVERSITY OF CHICAGO"A recent issue of the University Record publisheda report on the Department of Philosophy submitted by an ad hoc visiting committee, of whichProfessor Morton White was chairman. This reportincluded comment on the relationship between theDepartment of Philosophy and the Committee onAnalysis of Ideas and Study of Methods.When the visiting committee's report first became available, I sent copies to the present andformer chairmen of the Committee on Analysis ofIdeas and Study of Methods and invited them torespond if they wished. Since the enclosed letterfrom Mr. McKeon is his formal rejoinder to a portion of the ad hoc committee's report, I suggest thatit be published in order to fill out the record of theRecord on this matter.One further point: I am happy to report that wewere able to provide, by Autumn Quarter, 1968, acommon room for philosophy students, in accordance with another recommendation of our visitors.This was established in Classics 16 and has turnedout to be an extraordinarily successful adjunct tophilosophic instruction in the Department.Robert E. Streeter, DeanDivision of the HumanitiesComments by Richard P. McKeon, Former Chairman of the Committee on Analysis of Ideas andStudy of Methodslanuary 15, 1968The report of the visiting committee of thePhilosophy Department, a copy of which you [DeanStreeter] have sent me with a request for comment,is concerned with the circumstances — the materialcircumstances tabulated in needed rooms and secretarial assistance, the spiritual circumstances delineated in the threat of an interdepartmental committee which considers "philosophical issues" andthe institutional circumstances sketched in termsof powers of choice and veto. I had hoped to findsome consideration of the purposes and functionsof philosophy in a university and in the world today, some judgment of the Department's accomplishments and deficiencies in achieving those purposes and exercising those functions, and some suggestions of changes of orientation, emphases, methods, or personnel recommended for consideration.8The directions of researffand the courses offeredin philosophy have changed very much in the pastfew decades, as they have in other departmentsin the University. These changes have reflectedchanged conceptions of the purposes of philosophyand its uses in action and knowledge and changedconceptions of the organization and interrelationsof the arts and sciences. It has been a process whichhas combined subdivision of departmental subjectsand broad interdepartmental cooperation and integration. Departments have adapted to the changeand have resisted the change; interdepartmentalcommittees and institutes have been set up to undertake new functions and to bring different methods to bear on common problems. It is unwise toconsider the material, spiritual, or institutional circumstances of one department without some consideration of the organization of arts and scienceswhich constitutes the institution of a university.The University of Chicago has made cautiousand imaginative use of interdisciplinary studies. Inthe 1930s the Division of the Humanities had two"Group Studies in the Humanities" — "Literature"and "History of Culture." In the 1940s a study wasmade of interdepartmental and inter divisional research and teaching. The Committee on Policy ofthe Division held a series of meetings in which representatives of departments of the Division of theHumanities and of the other divisions made reportsand recommendations. The final report which grewout of the study called attention to four subjectmatters which entered into the research and teaching of all departments in the Division: they allstudied language, literature, history, and philosophyin some sense. The Committee on Policy recommended to the Division that committees be established to direct studies and offer degrees in thesefour subjects in the broadened scope in which theywere shared by departments in treating their propersubject matters. The Division approved the reportof the Policy Committee, and as a result four "Interdepartmental and Interdivisional Programs inthe Humanities" appeared in the Announcementsof 1945-46: (1) Studies in Languages and Communication, (2) Comparative Studies in Literatureand the Arts, (3) History of Culture, and (4)Analysis of Ideas and Study of Methods.During the 1940s and 1950s the Department ofPhilosophy and the Committee on Analysis of Ideasand Study of Methods worked in close cooperation.The preliminary examinations for admission to candidacy in the Department included, in addition toexaminations in four fields of philosophy, examinations in a "related field" and in a "special philosopher." The preliminary examinations of the Com mittee had three parts : a "substantive field" chosenby the student, parts of philosophy relevant to"philosophical issues" in that field, and criticaltreatment of those problems. One-third of the workof a student in the Committee was in philosophy,and students often took courses in the Departmentfor that portion of their work. Students in the Department took three to six courses in a related fieldand sometimes took courses in the Committee aspart of that work. For a time the offerings of theDepartment and the Committee were announcedtogether in the Time Schedules, under the heading"Philosophy," and students were given a choicebetween a course of studies which concentrated onthe whole of philosophy and a course of studieswhich concentrated on philosophical problems inother subject matters and in the arts and sciences.Many of my own courses were announced with aPhilosophy and a Committee course number.In the late 1950s and the 1960s the connectionbetween the work of the Department and the Committee was attenuated. The Department droppedits requirement of a related field and a special philosopher in order to give students more time tomaster the fields of philosophy, and the Committeeincreased its requirements in the substantive fieldin order to give students competence in some portion of scientific and scholarly knowledge and acquaintance with ideas and methods which raisedphilosophic issues in those fields. The offerings ofthe Department and the Committee were not announced together in the Time Schedules, and students were not presented with a choice betweentwo ways of doing philosophy. Courses were nolonger announced with Committee and Philosophynumbers (although Committee courses continuedto be announced with Classics or Humanities numbers) , and philosophy students ceased to take Committee courses. Thus, I give an Ideas and Methodscourse on Aesthetics and Criticism; it is concernedprimarily with criticism and judgment in the finearts and the intellectual arts, their applications, andthe philosophic issues which arise in their use. It isattended by students of literary criticism, of biblical hermeneutics, and of scientific method, butseldom by students of philosophy. When the philosophy department and the philosophy faculty of theCollege were combined, the Department voted toexclude professors of Ideas and Methods.Mr. Morton White writes in the report of thevisiting committee that "it is somewhat unusual tohave, as coordinate with the Philosophy Department, a program which directs a study of philosophical [emphasis Mr. White's] issues like those described in the quotation from the Announcements."9It is unusual, but judged by the standards of traditional universities, The University of Chicago is anunusual university. Mr. White adds, "Secondly,some members of the Department have expressedconcern over the existence of such a program."Concern concerning programs in other parts of theuniversity than one's own department or one's ownpart of a department is a normal academic attitude.It is sometimes a well-grounded anxiety ; it is sometimes to be traced to a complexity of causes whichhave little bearing on the program itself. The visiting committee admits that it had no knowledge ofthe program, "since we have not been asked toexamine programs like that on Ideas and Methods,"and the Department of Philosophy has shown verylittle curiosity in recent years concerning the program. Nevertheless the visiting committee recommends "that the University make no new appointments of philosophers or of historians of philosophyfor the benefit of this graduate program unless therecommendation comes from the Department ofPhilosophy itself." The recommendation indicatesthat the visiting committee was supplied with fewfacts on which to base its worries about the Committee on Analysis of Ideas and Study of Methods.The Committee is an interdepartmental committeewhose members have appointments in other departments or schools. In the twenty-three years of itsexistence it has never made a "new appointment."The visiting committee has done us a service incalling this fact to our attention so emphatically.The program of the Committee should be examined (by some other device than a visiting committee), and if it is sound, budgetary provision shouldbe made for additions to the staff of the Committee.Since it is an interdepartmental committee, the appointments should be made in conjunction withother departments or committees. But the fact thatthe program involves the history of ideas, the methods of the arts and the sciences, and the study ofphilosophical issues is no reason for giving one department a veto power on such appointments.The examination of the material, spiritual, andinstitutional circumstances of a department shouldbe based on some examination of the purposes andfunctions of the department. The spiritual circumstances of the Department of Philosophy sufferingthe indignity of coordinated teaching concerning"philosophical issues" by an independent committee can be improved by examining the place of philosophy throughout the University and recognizingthe proper treatment of philosophy in schools (likethe Law School and the Divinity School) and indepartments and committees (like the Departmentof English Language and Literature and the Com-10 mittee on Analysis of Ideas and Study of Methods),and not by giving the Department of Philosophysovereignty and veto power over programs and appointments which touch on philosophical matters.The material circumstances, similarly, can be improved by examining the general question of meeting places and coffee shops for students and forstudents and faculty, rather than establishing common rooms for each department; by examining thequestion of offices for consultation and retreats orstudies for professors, rather than concentrationsof offices of departments and groups in ClassicsBuildings, Philosophy Halls, or Oriental Institutes;and by recalling the decision to unite the departmental libraries of the Humanities in a central library rather than reopening the issue by recommending "that the philosophical section of the library be located conveniently close to the centerof the Department's activity." The institutionalcircumstances, finally, can be improved not by alleged "facts" about "America's dominant philosophy" and adhortations to "recruit first-rate minds"nor by prescriptions which elaborate the adage thatonly philosophers can recognize philosophers asonly physicists can judge physicists and by structures of enlarged power of appointment and decision concerning program, but by re-examining thepurposes and functions of philosophy in the presentworld and by setting up an institutional organization of the University and the Department to advance the achievement of those purposes and theexercise of those functions.BOARD OF TRUSTEESOn October 14, 1969 three new members wereelected to the University's Board of Trustees. Theyare Robert E. Brooker, Kenneth B. Clark, and William B. Graham. The complete list of trustees follows.LIFE TRUSTEESCharles F. Axelson David B. McDougalWilliam Benton Frank McNairWilliam McCormick Blair Harold A. MooreD wight M. Cochran James L. PalmerJames H. Douglas Albert Pick, Jr.Cyrus S. Eaton David RockefellerHoward Goodman Edward L. RyersonArthur B. Hall Albert W. ShererWilliam V. Kahler John StuartGlen A. Lloyd Frank L. SulzbergerEarle Ludgin Henry F. TenneyJohn L. McCaffreyTRUSTEESRobert O. AndersonB. E. BensingerCharles BentonEdward McCormick BlairPhilip D. Block, Jr.Robert E. BrookerJames W. ButtonNorton ClappKenneth B. ClarkLowell T. CoggeshallFairfax M. ConeEmmett DedmonGaylord DonnelleyJames C. Downs, Jr.Mrs. Katharine M. Graham William B. GrahamRobert C. GunnessRobert P. GwinnStanley G. Harris, Jr.Ben W. HeinemanRobert S. IngersollPorter M. JarvisDavid M. KennedyFerd KramerEdward H. LeviHomer J. LivingstonJohn F. MerriamEllmore C. PattersonCharles H. PercyPeter G. Peterson George A. PooleJay A. PritzkerGeorge A. RanneyJoseph Regenstein, Jr.John D. Rockefeller IVHermon D. SmithSydney Stein, Jr.Gardner H. SternJ. Harris WardGeorge H. WatkinsChristopher W. WilsonJ. Howard WoodFrank H. WoodsJoseph S. WrightTheodore O. YntemaTHE UNIVERSITY OF CHICAGO RECORDOFFICE OF THE SECRETARY OF THE FACULTIESHXwGi— i<ai— iHoo53o>oMooncro3oONOONU>n zm i c o35 n no^«^ </> |zP > o 0O — "" CO <3,E D -1> o3#S z o 022 m</> 3