THE UNIVERSITY OFCHICAGO B RECOEDSeptember 21,1973 An Official Publication Volume VII Number8CONTENTS237 EQUAL EMPLOYMENT OPPORTUNITY: AFFIRMATIVE ACTIONFOURTH ANNUAL REPORTTHE UNIVERSITY OF CHICAGOFOUNDED BY JOHN D. ROCKEFELLER© 1973 by The University of Chicago. All rights reserved.THE UNIVERSITY OF CHICAGO RECORDFOURTH ANNUAL REPORTEQUAL EMPLOYMENT OPPORTUNITY:AFFIRMATIVE ACTIONI INTRODUCTIONThis fourth annual report provides statistical information concerning all employees of theUniversity. l The data are in the same format asthose submitted in previous years; the referencepoints are June 1972, June 1973, and 1973-74 (June1974). The projections have been updated fromthose provided last year. They represent a realisticappraisal of what the breakdown of employees canbe expected to look like in June 1974, based on goodfaith effort to provide equal employment opportunity to women and minorities.In addition to providing comprehensivestatistical data, the report also summarizessignificant actions taken during the last 12 monthswhich bear on the University's continuing programof positive action in the field of equal employmentopportunity; and presents a program of action to beconsidered for the future.To place in context the conditions under whichaction in the areas of hiring additional women andminorities are possible, it should be pointed out thatwhile the size of the total staff grew by almost 10percent between 1969 and 1971, the growth between1971 and 1973 amounted to a little over 0.1 percent.Thus, opportunities for affirmative action aregenerally limited to turnover and retirement. Evenhere there is no guarantee that every person wholeaves, for one reason or another, will create theopportunity for the hiring of another person,particularly in the case of faculty. In discussing the1973-74 budget the Provost indicated: "In ourjudgment, the 1973-74 budget must envisage plansfor a reduction in faculty size." In fact, the Provosthas projected a decrease of approximately 20 in thetotal number of faculty for 1973-74. Similarly,reductions are expected among other categories ofemployees. H SUMMARY OF STATISTICAL DATAThe number of University employees decreased by1.6 percent from June 1972 to June 1973. Womenand minorities appear to have reached a stablepercentage of the University's workforce (see Table1). For both classes of employees, the percentagesare above those for the City of Chicago (see Table 2).As affirmative action becomes a reality throughoutthe City, it will probably result in a change in theUniversity's position as other employers can onlyachieve equity of those whose workforces exceed thenorm move to a position closer to the norm.TABLE 1Minority and Female Employees (1971-73)June1971 June1972 June1973Women 4,89954.8% 5,07756.1% 4,93155.3%Minority 3,30937.0% 3,42337.8 % 3,39438.1%Total Employees 8,935 9,055 8,910Analyzing these figures in more depth, but usingEEO-1 data (which are tabulated at a different timein the year and hence are somewhat different), it ispossible to compare changes in recent years in thepercentages of women, Negroes, and total minoritypersons in various job categories (see Table 3). Thesedata show a somewhat stable employment pattern.The University continues to employ a substantially higher percentage of women and minoritygroup members in almost every job category than is237TABLE 2Minority and Female Employees(Comparison with Department of Labor Statistics)June1971-73(average) City of Chicago*1971 averageWomen 55.4% 39.9 %Minority 37.6 % 25.8 %>f Bureau of Labor Statistics dataTABLE 3Comparison of Percentageof Employees in Job Categories; SMSA* 1971 1972 1973(a) WOMENOfficials and Managers (10.4) 36.6 37.1 38.5Professional (25.1) 38.2 39.0 39.1Technicians (24.5) 67.5 67.3 66.8Sales Workers (43.2) 56.3 50.0 44.7Office and Clerical (76.7) 86.8 86.4 85.8Craftsmen (skilled) ( 5.0) 0.0 1.3 1.3Operatives (semi-skilled) (27.2) 11.9 13.3 15.4Laborers (unskilled) (33.9) 0.0 0.0 0.0Service Workers (48.0) 55.9 59.6 57.3(b) NEGROOfficials and Managers ( 3.1) 18.0 20.1 20.2Professional ( 3.2) 9.2 9.6 9.7Technicians ( 9.3) 52.8 54.9 53.2Sales Workers ( 7.4) 6.3 11.6 7.9Office and Clerical (12.5) 30.8 30.9 31.8Craftsmen (skilled) (10.3) 9.5 10.0 12.1Operatives (semi-skilled) (24.3) 33.9 33.3 29.7Laborers (semi-skilled) (33.3) 54.5 50.0 50.0Service Workers (32.8) 82.3 83.8 82.9(c) TOTAL MINORITYOfficials and Managers ( 4.3) 19.3 22.4 22.3Professional ( 8.2) 18.2 19.9 20.5Technicians (13.9) 60.3 62.4 61.8Sales Workers ( 9.2) 12.5 17.6 10.5Office and Clerical (15.4) 34.4 34.8 36.4Craftsmen (skilled) (14.9) 15.3 16.9 14.7Operatives (semi-skilled) (34.4) 34.7 36.2 31.9Laborers (unskilled) (50.0) 54.5 50.0 50.0Service Workers (40.6) 84.0 85.9 85.4^These are the figures for the Chicago Standard MetropolitanStatistical Area in 1970, the latest available. the norm as established by comparison with theChicago Standard Metropolitan Statistical Area(SMSA). This is not the case with respect to womenin the limited categories of craftsmen, operatives,and laborers. However, these groups represent only3.9 percent of the total employees and traditionallyinvolve areas where applications from women arevery few.HI FACULTY ACTIONS ANDAPPOINTMENTSOne of the most important decisions in the career ofan academic scholar is that affecting promotion totenure. At The University of Chicago, a person isappointed as an assistant professor, usually for athree-year term. In the autumn quarter of the thirdyear, the University makes a determination (1) not torenew the individual's contract at the end of thethird year, (2) to reappoint the person for a secondterm, or, occasionally, (3) to promote the person. Atany time during the second term as an assistantprofessor, promotion may be recommended. In theautumn quarter prior to the end of the second termas assistant professor, a determination is made toeither promote the individual or not renew thecontract. (In unusual cases a one-year extension ofthe second term may be recommended.) Promotionsmay, in a small number of cases, be to non-tenuredpositions.An analysis of promotion reappointment termination decisions for the last fouracademic years indicates that there is no reason tobelieve that there is any difference between the wayin which men and women fare in this process. Table4 shows that the percentages of men and womenwhose contracts were not renewed are about thesame: that is, the number of men not reappointed,as a percentage of the total number of men considered, is the same as the number of women as apercentage of the total number of women considered.Since specific faculty appointments and promotions ordinarily originate with individual Departments and Schools, a major thrust has been madeduring the past year to expand previous actionsdesigned to carry out at the level of DepartmentChairmen and Deans the University's policy ofpositive action with respect to appointments andpromotions.As first step, the University printed anddistributed to all Deans and Department Chairmencopies of the Guidelines issued by DHEW. In addition, The Chronicle of Higher Education printedhighlights of the DHEW Guidelines in its October238TABLE 4Decisions onReappointment Promotion Termination(Including Resignations)1969, 1970, 1971, and 1972Men WomenNo. % No. %Promoted 51 12.72 10 14.29Reappointed 272 67.83 44 62.85Resigned 27 6.73 7 10.00Terminated 51 12.72 9 12.86Total 401 7010, 1972, issue. The Provost sent a copy of thesehighlights to every faculty member of the University.The President later held a meeting — as is doneannually to discuss affirmative action — with allDeans, Department Chairmen, and UniversityOfficers at which the Guidelines were discussed andmethods for their implementation were suggested.This group numbered approximately 80 persons andcovered every academic area of the University.Emphasis was again placed on the need forbroadening the search for faculty candidates bylooking at sources not previously considered and byusing methods not previously used; for example, byannouncing in journals the possibility that appointments may be made.The University had placed a general announcement in Science and several otherprofessional journals and had given strong encouragement to departments to place their ownspecific notices.In this regard, the President has appointed afaculty committee to examine again "the problemsinvolved, the circumstances to be used in the searchfor faculty appointments." Although problems ofidentifying candidates for faculty appointments aredifferent for different parts of the University, it isour purpose to develop general guidelines which willbe broadly applicable. The committee has sixmembers, one of whom is a woman and one of whomis black. It meets regularly with the Chairman of theCommittee on University Women and has hadaccess to information on departmental recruitingpractices developed by the Office of the Vice-President for Programs and Projects.As an adjunct to the annual EEO review (seebelow), a survey was initiated involving all academicunits. The purpose of the survey was to determinethe numbers of males, females, and minority persons applying to the University for academicappointments. While it is usually possible todetermine by first name the sex of an applicant, it isgenerally not possible to determine racial characteristics from written applications.To date the survey is incomplete, but theresponses received so far (50 of 58 departmentsreporting) indicate that of 4,293 applicants 904(approximately 21 percent) were women. As ageneral assumption it is reasonable to believe thatthe majority of the applicants will be for beginningpositions. Taking data only for those departmentswhich have responded to the survey, womencomprise 22 percent of those currently appointed atthe junior level.The figures on applicants provide only thegrossest of indications with respect to the pool ofcandidates available for appointment. No in-depthanalysis has been done to determine how many ofthe applicants could be considered as seriouscandidates in terms of minimal qualifications andfields of interest. For example, several applicationsin physical sciences were from persons with advanced degrees in mechanical or electrical engineering, fields in which the University makes no facultyappointments. Similarly, applications were receivedfrom persons who clearly were seeking to teach at adifferent kind of institution than The University ofChicago. In future analyses of this type an effort willbe made to obtain more specific data on the disposition of applications received.During the year the University commissioned astudy, which has been made, of the pool of Ph.D.sgraduating from top departments in the country. 2This summer faculty committee composition willagain be reviewed and attention will be given to therepresentation of women and minorities. However, itshould be pointed out that faculty committeememberships are not honorary in nature but requirework and willing agreement of the faculty to serve:committee composition reflects this.Review of the Total UniversityThe Vice-President for Programs and Projects, whohas the responsiblity for coordinating affirmativeaction matters, and the Assistant Vice-President forthe second straight year met with all Deans andDepartment Chairmen and other unit heads toreview their recruitment practices and to analyzetheir salary practices and patterns and the racialand sexual composition of the academic appointeesand other persons in their units. They also met withall non-academic urnt heads for similar purposes.239The next sections of this report will elaborate onsome of these activities.The reviews conducted by the Office of the Vice-President for Programs and Projects followed thesame general format for all academic Divisions,Schools, and Departments, and for non-academicareas. Employment statistics for the period 1971-73and projections for 1974 were examined in terms ofthe numbers of people in each category in each yearand their distribution by race and sex. In caseswhere there appeared to be underutilization ofeither minorities or females, questions were raisedconcerning the availability of candidates for consideration for appointment or employment. Whereappointments or hires had been made in this timeperiod, a discussion of the method used to findcandidates was initiated. There were in-depthdiscussions with respect to persons having academicappointments, as in such cases the employing unit,rather than the Personnel Office, would be responsible for identifying and recommending the personto be appointed.All University salaries are reviewed every year. Inaddition, a special detailed review of salaries paid toevery female and minority faculty member wasmade. Also, detailed analyses of faculty recruitmentactivities and appointments were made. The sameprocedure was followed for non-faculty. Cases whereminority group members or women appeared to bereceiving salaries below those of whites or maleswith similar lengths of service were discussed withthe department chairman, dean, or the unit head.The reviews revealed that a majority of academicdepartments are using recruiting methods whichthey have not used in the past. These include,among others, the use of employment registries ofprofessional associations, placement bureaus atprofessional meetings, announcements in journals,announcements in employment bulletins, and thesolicitation of all graduate-degree-granting institutions in a given field. A number of departmentsare using extra-extensive procedures to insure thattheir search reaches all persons of quality whereverthey may be found.Departmental AnalysisAt this point, this report will proceed to provide adepartment by department utilization analysis.Before getting into detail it is necessary to clarifysome of the terms and elements of that analysis.First with respect to applications received andnational pool statistics (for example, HEW statisticson Ph.D.s awarded 1960-69), it should be pointedout that these do not necessarily present a valid indication of the number of suitable candidatesavailable for appointment at The University ofChicago. Several factors may be operating to causethe racial and sexual distribution of personsavailable for appointment to be different from thedistribution among those receiving degrees. It is notpossible to determine whether the factors wouldresult in higher or lower percentages of women andminorities in the pool of suitable candidates, and anaccurate determination of the numbers wouldalmost involve examination of the credentials ofeach graduate. Further, it should be pointed outthat the possession of a Ph.D. is not a requirementfor appointment to The University of Chicago;appointments have been made of persons who didnot possess the degree, and the mere possession ofthe degree cannot be taken as a demonstration ofqualification. Also, a recent analysis based on thecurrent faculty showed that over 16 percent of thefaculty received their degrees outside the UnitedStates. Obviously such an international reachcomplicates the application of national pools inutilization analyses.Perhaps the most important factor which causesthe availability statistics for the University to differfrom national pool statistics is the nature of different departments. For example, national poolstatistics in music include the performing arts aswell as musicology. The University does not makeappointments to persons whose primary interest isperformance; it does not have a conservatory. In thephysical sciences, statistics on Ph.D. degrees inchemistry, physics, and mathematics include thoseawarded in both basic and applied science, whereasthe University's faculty in the physical sciences areprimarily concerned with basic research. There aremany similar cases.In the field of education one cannot just look atthe pool of people receiving degrees in the field, ascandidates may be drawn from psychology, sociology, and economics as well as from education.Likewise, the Graduate Library School, in additionto drawing from people with library degrees, wouldhave a pool which includes mathematics and statistics, for example. There are many similar cases.However, in the absence of a more sophisticatedanalysis along these lines, one is forced to use whatis at hand, namely pool statistics based on thedistribution of persons receiving degrees and onapplications received. But it might be recognizedthat these provide only the most approximate ofnumbers and that in many cases there will bereasons why distributions of persons appointed donot correspond to the distribution found amongthose obtaining degrees.240Such data on women are readily available. Dataprovided by the Higher Education Surveys Branchof the Office of Education distributes Ph.D.sawarded by field, and by sex within each field.Similar statistics for minority groups are not- available. One can generally tell the sex of an applicant from the person's application; one cannotgenerally tell the racial characteristics of an applicant from such materials. Thus, it is extremelydifficult to determine whether or not one is un-derutilizing minorities in academic fields. Here wehave had to rely in large part on judgments of peoplein the fields as to what percentage of the people theyknow or they see at professional meetings areminority persons.Second, respecting "searches" and "vacancies,"the University may be considered to be searching forpeople for appointment at all times; and, in general,may be considered never to have vacancies and yetalways to have vacancies. Departments are alwayson the lookout either for those young people whohave at an early stage of their developmentdemonstrated an unusual potential for highscholastic achievement or those persons with aninternational reputation who become available forappointment. In the course of searching, departments develop lists of candidates who may beconsidered for appointment. Such appointments aregenerally made after explicitly comparing andcontrasting several candidates each of whom mayhave been invited for a seminar or interview,procedures which take time to consummate.However, unusual appointments generally do not,and need not, follow such procedures because thecandidate's abilities and accomplishments are sowell established and because they already have beenproven outstanding by comparison with theircolleagues.The foregoing should not be interpreted to meanthat there are not specific searches for people withparticular qualifications. This type of appointmentwould be most likely where there is a need for aparticular expertise for teaching or, in the case ofthe Biological Sciences Division, for providingclinical service. However, even here an appointmentwill only be offered if a candidate of quality isidentified. In such cases it may be necessary toappoint a visiting faculty member (or a series ofvisiting faculty) to fill the need temporarily until aperson suitable for a regular appointment isidentified.Departments may spend several years seekingthe type of person that they want for an appointment. Examples of this abound. Thus, theEnglish Department has been looking for several years for an appointment in a major area ofliterature. The Division of the Biological Scienceshas been looking for some time for persons in amajor non-clinical area. The Department ofMicrobiology had been hoping to make a seniorappointment; and being unable to appoint any ofthe persons it considered as acceptable, has given upthe search for the time being. 'Biological Sciences Division1. Overall. In connection with discussions belowinvolving faculty who are M.D.s, usually in theclinical departments, it has to be kept in mind thatthe University is one of a very few universities whichrequires its M.D.s to devote their full time to theirfaculty research and teaching assignment. Thepolicy has a number of limiting consequences on thepool of M.D.s from which the University recruits itsfaculty. It is attractive only to M.D.s who wish tocarry on patient care in the context of teaching andresearch. This narrows the pool. It preventsengaging in private practice. This constraintprecludes faculty members from supplementingUniversity income from private fees. This narrowsthe pool.2. Anesthesiology Department. Because of theheavy competition from private practice and thelucrative incomes available there, the Departmentmust continously and extensively search forqualified M.D. anesthesiologists, clinically competent and who have a state license. Almost allacademic departments of anesthesiology have a highvacancy rate. Discussions of the national pool ofanesthesiologists, including its proportions ofwomen and minorities, is therefore somewhatacademic. However, it may be useful to record thatabout 7 percent of medical school graduating classesgo into anesthesiology. It is estimated about 20percent of this 7 percent are women and less than 10percent of the 7 percent black.With respect to its search procedure, theDepartment lists all its faculty vacancies with theAmerican Society of Anesthesiology. This list is thenavailable to, and presumably used by, all senior andjunior M.D.s in search of a faculty position inanesthesiology.Next academic year, the Department will increase the number of females from two (out of 11total faculty) to three (of 12), with the appointmentof a female instructor.3. Department of Medicine. This Departmenthas been and is conducting several searches forfaculty to provide research, teaching, and service ina half a dozen different medical specialities. This241activity is resulting in a wide canvass by theDepartment of all the talent available at senior andjunior levels throughout the country. Continuouscontact has been established and is maintained withall the outstanding training programs in the variousspecialties.The national pool from which faculty arerecruited is not the total number of M.D.s in thenation, but the much smaller pool of M.D.s interested in academic medicine. This pool becomeseven smaller when it is matched against theDepartment's heavy emphasis on research; andsmaller still in the light of the full-time facultypolicy. The recruitment pool is thus small in absolute numbers to begin with, and the num.bers ofwomen or minorities are very few.The Department has conducted searches to fillposts in five specialty areas. In two of thesespecialties there are practically no women orminorities to be found. In a third area two appointments resulted, one a woman. In the fourtharea an unsuccessful effort was made to recruit twowomen. In the fifth area the search may result in theappointment of two women.The Department has 7 female faculty out of atotal of 62 and projects the same number next year,anticipating that additional faculty appointed willnot yield additional females.4. Obstetrics and Gynecology Department. Thenational pool of academic medical faculty in thisarea is very small. Private practice is very attractiveand lucrative. The Department, however, has asubstantial number of women (6 of 19 faculty) andminorities (7 of 19* — Orientals and Spanish sur-named). The Department contemplates no expansion beyond its present limits.5. Pathology Department. In this Departmentthe use of HEW figures on Ph.D.s awarded in 1960-69 as an indicator of the size of a nationalavailability pool would be quite misleading. HEWfigures show that a total of 271 Ph.D.s in pathologywere awarded in that period, 5.5 percent to women.However, the Department recruits its faculty fromthe ranks of M.D.s, and only from M.D.sspecializing in pathology. It is estimated that aboutone percent of medical class graduates over the pastdecade have gone into pathology. The subset ofwomen and minorities in this total is thought to bevery small. The heavy orientation toward researchand the full-time faculty policy further reduce thepool. Nevertheless, it should be pointed out that theDepartment currently has 7 female faculty out of atotal of 29 faculty. It also has four minorities, including one black. It would appear that there is noutilization question involved in the Department. 6. Pediatrics Department. In addition to itsresearch program, the Department has responsibility for providing the medical staff for WylerChildren's Hospital, LaRabida Children's Hospital,and the Woodlawn Child Health Center.There have been no senior-level appointmentsfor several years. The Department is looking tomake appointments in several specialties. Searcheshave been conducted for the last couple of years.These have involved informal contacts with individuals and centers concerned with the specialties.In one of the specialties, there are two senior peoplein the field who are female, they have both beencontacted for recommendations.At the junior level, recruitment is also informal,with telephone contacts and some letters being themain ways in which candidates are identified. Threewomen who are chairmen of pediatric departmentsare among those so contacted. The Association ofChairmen of Departments of Pediatrics is beginningto circulate lists of candidates and job openings.Methods used to identify candidates for appointment have tended to be somewhat informal.There are currently five women out of a total facultyof 33, all at junior levels; there are no blacks. Whilethis may be an accurate representation of theavailability of women and minorities, the Provostwill ask the Department to consider whether toinstitute more formal recruiting procedures, including providing notice of its searches, forexample, by using announcements in professionaljournals.7. Psychiatry Department. In general, thenumbers of psychiatrists interested in and capableof doing research in psychiatry are very small. Thepool from which the Department draws for thejunior ranks of instructor and assistant professor isprimarily that of its own residents. This approachrelates to the very special situation of the Department, and the program to re-design it, begun by theChairman six years ago. To achieve the Department's objectives in creating a new design inresearch psychiatry required that the Departmenttrain its own research psychiatrists. Women areparticipants in the training program and would beeligible for consideration for appointment to thefaculty. Such appointments would be at the instructor level rather than assistant professor consistent with the Department's standing policy ofrelating appointment levels to research records andexperience.Despite the effectiveness of its own trainingprogram as a source of supply, the Department doesattempt informally to keep looking for good youngresearch psychiatrists. In order to be sure that242persons of quality at junior ranks are not overlookedin recruiting for appointments, the Provost will askthe Department to consider announcing publicly itssearches.The foregoing remarks apply solely to the searchfor M.D. psychiatrists at the junior ranks. TheDepartment's research program involves both seniorM.D. psychiatrists and Ph.D. researchers. Therehas been no activity at the senior level and none iscontemplated. Therefore, there has been no opportunity for affirmative action. With respect toPh.D. researchers the pool of candidates would besubstantial since the Department could draw uponphysiological psychologists, clinical psychologists,etc. However, tight constraints on adding or expanding faculty will undoubtedly lead to the appointment only of M.D.s for the foreseeable future.8. Radiology Department. The Department iscurrently without a chariman, and faculty recruitment activity will be low until a new chairman isappointed.There does not appear to be any readily availabledata on a national pool of women and minorities inradiology. The judgment is that there are very fewwomen and minorities in the field.There have been no appointments at the tenuredlevel since 1969. The Department has had difficultyin recruiting persons from outside because ofsalaries that can be earned elsewhere.In terms of recruitment procedures, the nationalmatching program has been used for interns andresidents. The Professional Bureau of theAssociation of University Radiologists — which listsboth job openings (and is equivalent to advertising)and individuals seeking appointments — is beingused for developing a pool of candidates. It is notnecessary for an individual to be a member of theAssociation in order to use the services of theBureau. Thus, anyone available for appointmentshould be easily identified for consideration.9. Surgery Department. Surgery is a field inwhich there are numerous major posts unfilled atuniversities throughout the country. It is also a fieldin which there are very few women or minorities.This will change. They are presently in medicalschools in significant numbers, but it will be five toseven years before they will reach the point wherethey would even get into the group from whichsurgery faculty are drawn. In the meantime findinga woman or minority member as we search forpersons of quality is a difficult prospect.There are currently no women or blacks (thereare two other minorities) on the faculty.10. Ben May Laboratory. This is a very specialunit of eight faculty members, specially designed and organized for a unique research effort oncancer. While there are no women there are twominorities on the faculty; women would be appointed if any could be identified who could contribute to the specific objectives of the program.These would be very special individuals who wouldnot be uncovered by extensive search procedures.Individuals in this category tend to either be "homegrown" or to be a singular match between an individual and the lines of research in the unit.11. Zoller Dental Clinic. The Clinic has made noappointments at the tenured level in recent years,and only one at the assistant professor rank. Thenational pool of women in dentistry overall is small,and in academic dentistry there are fewer womenproportionately than in the national pool. The HEWdata show that in 1969-70 women earned fewer thanone percent of the degrees awarded in dentistry. TheClinic does have one female associate professor onits faculty.The one recent appointment was a person toserve as dental director for LaRabida Children'sHospital. One of our graduates who was available,known, and suitably trained was offered the appointment; no other candidates were considered.The Clinic is searching for both a pedodontistand someone experienced in general dentistry. Oneof the candidates currently under consideration foreach appointment is a black male. Candidates wereidentified by making inquiries of persons whosejudgment is respected. As yet, the Clinic has notannounced openings in the newsletter of theAmerican Association of Dental Schools but will beasked to do so in the future.12. Franklin McLean Memorial Research Institute (FMI), formerly Argonne Cancer ResearchHospital. There are no faculty appointments inFMI; appointments are in departments in theDivision of the Biological Sciences, although salariesmay be paid from the FMI budget. (The funds forthe operation of FMI are derived solely from acontract with the AEOThis budget has been stablefor several years, and there is no immediate expectation of any increase. Thus, there will mostlikely not be FMI salary support if a departmentrecruits a replacement for a faculty member who iscurrently so supported and who leaves.13. Biochemistry Department. There is probablya significant fraction of women in this field (HEWPh.D. figures for 1960-69 show that about 17percent of the degrees awarded went to women) anda substantially smaller fraction to minorities. Thereare, however, no senior distinguished biochemistswho are female. With respect to women, it may bethe case that they experience a higher attrition rate243after graduation than males and it is a likelyjudgment that they may comprise no more than 10percent of the field. The Department itself numbersone female among its 11 faculty members andprojects that to continue.The Department expects to search for one ormore replacement appointments at the junior rank/This will involve the appointment of a searchcommittee, the polling of faculty for suggestions,and the circularization of selected departments. Inview of the fact that there is a significant proportionof women in the field, the Provost will ask theDepartment to consider broader public announcements of its searches.14. Anatomy Department. The Departmenthas interest in three major areas: (1) neurobiology/neuroanatomy, (2) histology /cell biology, and(3) gross anatomy/ evolutionary morphology.National pool statistics for anatomy and histology indicate that about 18 percent of the Ph.D.swere awarded to women in the period 1960-69. Thecurrent faculty reflect this distribution.The Department has been developing pools ofcandidates in each of the three areas mentioned.Women and the one black in the Department havebeen involved in the searches. Recommendationswere sought from well-known persons in the areas ofspecialty, including women. Job registries at appropriate national meetings were examined(American Association of Anatomy and AmericanAssociation of Physical Anthropology, for example).No recommendations for appointment have beenmade thus far.Some of the responses to the University's generalannouncement in Science were from persons with aninterest in the field of anatomy, but they did notturn out to be viable candidates. The Provost willask the Department to consider advertisements ofits own.15. Biology Department. The Departmentconsiders that is has breadth in covering most areasin the field of biology. The current faculty includesfour women, which number is representative of thepercentage in the HEW national pool data. Thereare very few blacks in the field.At present the Department is searching for aspecialist in animal behavior, hopefully with fieldexperience. There is a search committee which drewup a list of about 100 candidates for consideration.Six persons have given seminars, all white males.Because of the necessity for extended periods in thefield, often under primitive conditions, there arerelatively fewer women who do field research inanimal behavior.Search procedures in the past have been con centrated on the use of (1) persons whose judgmentsare respected, (2) departments with quality postdoctoral training programs, and (3) personalknowledge of faculty. These procedures haveproduced women for appointment, and thesewomen do participate in the search for additionalfaculty in their areas of the general field. Tobroaden its search, the Provost will ask theDepartment to advertise its searches.16. Biophysics Department. This is a small,highly-specialized Department in a field which is ofsuch a size that it is possible to know people whowould be judged qualified for appointment to thefaculty. Recruitment procedures are informal. Theygenerally consist of the faculty identifying a field ofinterest, and then approaching the best-known andqualified persons in the field. If those persons areunwilling to move, then their opinion is solicited forrecommendations of others.In one field there are only two women in theworld who would be judged qualified for appointment to the faculty. Both were approached, butneither was available.Data from national statistics would indicate thatit would not be surprising to find that there are nowomen on the faculty of the Department. However,in view of the somewhat informal nature of therecruiting process used currently, the Departmentmill be asked to consider the use of announcementsof possible vacancies in professional publications.17. Microbiology Department. The Departmenthas been seeking to make a senior-level appointment. Five persons were identified as acceptable candidates, one of whom is female. As noneof the five could be recruited, the Department haspresently given up on making an appointment inthis area.In its most recent recruitment efforts, theDepartment wrote about 300 letters — to everydepartment listed as having a graduate program inmicrobiology and to individuals in the field. TheAmerican Society of Microbiology and theAssociation of Medical School Chairmen ofMicrobiology included details of a possible appointment at Chicago in their listings of appointments available. All responses were reviewedby a Departmental committee.Two assistant professors have been appointedand will join the Department at the start of the1973-74 academic year; one is a male and one afemale. However, neither of the appointees wasrecruited directly as a result of the methodsdescribed in the preceding paragraph.18. Pharmacology Department. This Department is also involved in the reorganization in the244basic biological sciences. The Department ofPharmacology has not added to its faculty since1968, but is expecting that the new departmentresulting from the merger with part of the presentDepartment of Physiology will be seeking additionalfaculty.In anticipation of being able to make additionalappointments, a faculty recruitment committee isbeing formed. Among the members of this committee will be two women from the Department ofMedicine Also, an announcement will be placed inScience, and letters will be sent to various departments throughout the country. As part of theprocess of developing a pool of candidates, interviews were conducted through the placementbureau at a recent meeting of the Federation ofAmerican Societies for Experimental Biology.19. Physiology Department. There are fivetenured faculty; the most recent appointment wasmade in 1965. The Department is being mergedwith certain other units, and future recruitment willdepend on the reorganization.20. Theoretical Biology Department. TheDepartment is to become part of a new, consolidated department comprising the faculty of thisdepartment, those from Biophysics, and some fromPhysiology. Theoretical Biology per se is a smallfield, and the records of all women and minoritiesactive in the field have been examined. The onlyperson in these groups of interest to the Department is a black male who does not wish to leave hiscurrent job.The Department had previously sent out over300 letters in a quest for information and recommendations in the field of neurobiology. (This is ajoint search which also involves the Departments ofPharmacology and Physiology.) The search in thisfield will probably be continued after a chairman isselected for the consolidated department.Humanities Division1. General. Looked at as a whole, over the pastacademic year the Division approved nine offers ofnew appointments. Five of these were made towomen. One of these was declined, two are pending,and two were accepted.2. Art Department. No recruitment activity atthe senior ranks of full professor and associateprofessor took place during the past year, and noneis anticipated for next year. There will probably beno scope therefore for positive action at these levels.The Department conducted an extensive searchfor an assistant professor during the past year. Itwrote to a number of institutions which are known to graduate high quality people. It placed a notice inthe College Art Association Placement BureauBulletin, which covers the waterfront of sources inart. It reviewed a number of unsolicited letters it hadreceived. In total, from all such sources, over 200responses were obtained, including 55 from femalesand 11 from identifiable minorities. The applicantswere grouped into four different subject mattercategories. A faculty review (there are three womenon the Art Department faculty and they participatedin the review) narrowed the list to three or four ineach category. The list was then narrowed to oneand an offer was made, to a womanT She declined.The search will probably continue, along thesame lines.N In addition, a similar procedure will beused for the projected increase of two instructors.In the past, the Department has made a specialeffort to identify candidates who are minorities, including a special solicitation of a predominantlyblack university.Looking to the future, while the Department willcontinue an extensive search for all persons ofquality, it cannot in good faith project a total increase in the number of female members of thefaculty. It currently has three such members out of atotal of 17 faculty. This is less than the proportionsof women Ph.D.s in the fine arts, but it is probablyin proportion to the pool from which the Department must recruit given its program and approachto art. There are at least two qualifications on HEWnational pool figures. The pool is probably moreheavily populated with studio (practice) personsthan the planned makeup of the Art Departmentwould envisage. National pool figures are notparticularly useful indicators of the availability ofpersons of high quality trained in the Department'sprimary function, namely research (and teaching) ofart history rather than the practice of art itself.3. Classical Languages and LiteraturesDepartment. The Department, chaired by a woman,has now two female faculty members out of 11 andprojects three of 12 for next year. In addition to thisprojection, the Department plans an extensivesearch to identify a Latinist and, if one is identified,to seek approval for an appointment. The responsesto last year's advertisement in the Modern LanguageAssociation Journal and to the listing with theAmerican Philological Association have helpedestablish the list. The Department plans to placeanother advertisement with these places. In addition, the annual Christmas meeting of thediscipline will be an occasion at which the word ofthe search will be spread, and people interviewed.4. English Department. During the currentacademic year a search was made for four assistant245professors for appointment at the beginning of nextacademic year. Two have been found among trieDepartment's instructors, including one woman.Two have been appointed from outside, both whitemales; an offer of one of these appointments wasmade successively to two different women but theydeclined it. Several other women received seriousconsideration.Offers of appointment were made after anextensive search. The search was widely advertisedincluding in the Modern Language Association jobinformation listing. Correspondence with otherEnglish departments occurred. A substantialnumber of unsolicited applications were received.All in all the Department reviewed several hundredapplications.English is a field which has a substantial numberof women, a greater proportion than is found on theDepartment's faculty. However, it is believed theproportion of women (and minorities) are notdifferent from those of comparable major, topquality departments in other schools. This suggestsa limitation on the numbers — and availability — ofhigh quality individuals in the national pool, sincethe Department has made every effort (as the searchprocedure and the offers discussed above testify) tofind the best it can with no restrictions on women,minorities, or anyone.5. Far Eastern Languages and CivilizationsDepartment. This Department has no plans forfaculty expansion at any rank. It has been seeking areplacement of a senior professor in modernJapanese literature. The search was first for areplacement at a senior level, and then at the juniorlevel when that was not productive. The searchinvolved obtaining names from Departmentalfaculty and canvassing all of the departments offering Ph.D.s in Japanese studies (about a dozen).Advertising was not used because the area ofmodern Japanese literature is not heavily populatedand the chances of finding a diamond in the roughare practically nil. The area is so small that not onlyare potential candidates from American institutionswell known but from other countries as well.To date the search has yielded a list of 17, ofwhom two are women. None has been offered appointments. There is currently one female amongthe seven faculty of the Department. Such smallnumbers make such analyses somewhat artificial.6. Germanic Languages and LiteraturesDepartment. A substantial percentage of Ph.D.sawarded in Germanic Languages and Literatureshave been awarded to women. However, it would bemisleading to use this gross fact. Probably a largeproportion of female Ph.D.s are in literature, and a substantially lesser proportion in the areas ofDepartmental interest, specifically GermanicPhilology.During the year the Department replaced a fullprofessor at the assistant professor level. This wasthe outcome of an extensive search, includingadvertising in the Modern Language AssociationJournal, correspondence with other departments inthe field, and scrutiny of unsolicited inquiries. Theseactions yielded 80 applicants /inquiries. The list wasnarrowed to one woman and two men. A man wasappointed.It should be noted that the Department has onefemale instructor and one black associate professorparticipating in its search and appointment activities.During the year, also, a search was completedfor a senior professor. A white male was appointed.The search for such senior faculty was not elaborate.Seniors are well known, and their numbers are few(attributable in part to World War II, which interrupted some careers and prevented the start ofothers). There is only one woman in the country atthe senior level and at the level of quality theDepartment seeks. She was considered.A search for an assistant professor of Norwegian(a white male) was also completed. It was brief.There are only five departments in the country thatproduce Ph.D.s in Scandinavian studies. Theseproduce about one a year, each. This yielded a totallist that was very short, and the male appointed wasthe best of the list.During the year the Department had a femalevisiting professor. The Department asked her to staynext year with a prospect of mutual exploration of aregular faculty appointment; she did not wish to.The Department projects that it will have afemale instructor for next year. The post is used forcandidates who do not qualify for assistant professorbecause they have not yet received a Ph.D.7. Linguistics Department. This smallDepartment has recruited two assistant professorsin the period 1972-73 and promoted an assistantprofessor to an associate professor. One of theassistant professors is a woman, Oriental, appointedafter a search for a syntactician. All the keydepartments were contacted; but advertising wasnot used because of the highly specialized objectiveof the search, which was to find a person ingenerative semantics having the same theoreticalapproach as a professor in the Department, the aimbeing to strengthen the Department in this approach.The second search was for a phonetician. Femalefaculty at other institutions were asked for and246supplied names of candidates. Their recommendations included females but also the male whowas ultimately appointed. The Department did notadvertise for a phonetician since only two departments in the country have strong programs in thecontext of linguistics (as, say, contrasted with thecontext of speech pathology).The Department has one woman among its eightfaculty and does not presently plan to add anyfaculty next year. If it should in the future, theProvost will ask it to announce its searches.Comparisons with a national pool of Ph.D.s inlinguistics would be very misleading because of thespecialized nature of the Department. The nationalpool gives very little clue to persons intending tocarry on scholarship in linguistics.Finally, a word should be said regardingminorities in linguistics. Blacks are very few; there isnot one black at the senior level. Orientals arerelatively large, many not citizens.8. Music Department. During the academicyear, one female assistant professor resigned (as dida male). Following its usual search procedures andguided by its customary high standards of quality,an offer was made to a female who has accepted anappointment as an assistant professor; and anothersuch offer was made to a woman and as of thiswriting was still pending. These two offers were allthat were made during the year. Both illustrate thewillingness to look for candidates of quality invarious places. The female who has accepted appointment as assistant professor came to attentionvia an unsolicited letter. The other, to whom an offerhas been made, via a recording of a composition shehad written whose quality was immediatelyrecognized.Even though there will be one woman on thefaculty next year, the Department's proportion ofwomen would be in line (slightly less) with nationalstatistics on the 1960-69 Ph.D. awards in music. Ifthere are two, it will substantially exceed thosestatistics. The Department does not project addingfaculty next year.Special note should be made about minorities inthe Music Department. The pool of minority groupmembers available for appointment as musicscholars is very small, almost non-existent. Thereare a substantial number of minorities in theperforming area, where the Department does notspecialize as such; it does not maintain a conservatory for technical instruction and practicalperformance. However, minority group membersare to be found in key positions in the non-facultymusic area. A black is director of the University'sconcert band; another is director of the University chorus. A spanish-surnamed male is director of theUniversity's Collegium Musicum.9. Near Eastern Languages and CivilizationsDepartment. Two of the 10 members of thisDepartment are women, and the Departmentprojects that the proportion will be 3 of 12 next year.These figures, small as they are, seem to indicate ahigh utilization rate, although information onnational pools in fields of interest to the Department(Turkish, Arabic, Persian, Hebrew and Egyptology,Arryriology and Archaeology) is scattered andcomplex. There is, for example, HEW informationon Ph.D.s awarded during the 1960s, which showsthat 5 Ph.D.s were awarded in Arabic, one to awoman; or that 23 Ph.D.s were awarded in Hebrew,one to a woman. But in other fields there are undoubtedly more such awards. With respect tominorities, particularly black, national informationis also meager.Customarily the Department searches forcandidates at the assistant professor or instructorlevel or for a lecturer, and the procedure is to circularize as complete a list of departments as can beconceived. There may be as many as 50 or 60 institutions on the list, depending on the field. Circulars are usually posted on bulletin boards and area more effective medium of communication thanadvertising in the professional journals, since thejournals appear as infrequently as every two years.10. Philosophy Department. The major searchactivity of the Department over the past year involved a search for candidates for appointment in ahighly specialized area having very few people at thesenior level and relatively few at the junior level. It iswell known that there are only two women at thesenior level who are distinguished in this specializedfield. Both were considered; both were unavailable.The search, however, has not been completed. Tomake its searches more effective, the Departmenthas recently established a standing search committee to carry on searches not only in the specialized area but in general to equip the Departmentwith a better knowledge of quality people at thesenior and junior levels in all fields of philosophy. Itwill follow the traditional lines of Departmentalsearches, augmented by such steps as inquiring ofthe senior women mentioned above and advertisingin "Jobs in Philosophy" (as it did last year).A female was appointed to an assistantprofessorship post at the beginning of the academicyear following a search of the previous year (1971-72) for a quality junior rank appointment.11. Romance Languages and LiteraturesDepartment* The Department engaged in foursearches during the academic year, two to replace247two senior people and for two junior appointments.As an adjunct to the searches, the Departmentadvertised in the Modern Language Association jobguide and in the Journal of American Association ofTeachers of French. This was most useful for thejunior appointments' search. At the senior leveloutstanding research scholars tend to be wellknown; there are relatively few women among suchscholars. The advertisement yielded 148 responsesfrom males and 118 from females.The search for seniors involved drawing up a listof candidates suggested by the faculty of theDepartment, which includes four women members.The list for one of the senior appointments (French)contains 19 males and 2 females. It has beenascertained that neither female is or wants to beavailable. The other appointment list (Spanish)contains 15 males and 3 females. It is unlikely thatthere will be additions to either list since bothundoubtedly contain all available senior persons ofdistinction. No appointment or offers have beenmade as yet, and it is unlikely they will be in the nearfuture.At the assistant professor level, advertising andother procedures yielded one list (French) of 63males and 57 females. This was narrowed to sevenmales and six females. The final outcome was theappointment of a male, judged by the Departmentto be the highest quality person in the group.The other list (Spanish) included 125 persons, 66males and 59 females. The appointment of a male isin the approval process.As mentioned above, there were four femalefaculty during the year. It is projected that there willbe three next year, the result of departures and theanticipation that no further appointments will bemade beyond those already described. This willleave the Department with 3 of 19 faculty membersfemales. This proportion is below that of women inthe 1960-69 Ph.D. pool. However, it is apparent thatthe Department appoints women, carries onelaborate searches which develop large numbers offemale candidates, and does involve women on itsfaculty in the search.12. South Asian Languages and CivilizationsDepartment. The universe of institutions turningout Ph.D.s in the fields of interest to the Department is small — perhaps 10 or 12 — hence it ispossible to know all candidates for appointment atany level. It was estimated that there might be as fewas three women in the United States and that onlysix Ph.D.s are awarded annually.The only academic appointments made since1969 have been at the instructor level, and therehave been no women or blacks available for con sideration. In view of the small numbers involved, itwould be unrealistic to project appointments ofwomen or blacks in the near future.13. Slavic Languages and Literatures Department. The Department is small, .having only 11faculty members with prime appointments in theDepartment. One associate professor is female. TheHEW national pool, based on 1960-69 figures forRussian and Other Slavic Languages, indicatesabout 26 percent of the Ph.D.s were awarded towomen.The usual recruitment practice has been tocontact those departments or persons in whom onehas confidence as to the consistent quality of thetraining given to students. Candidates from schoolsof lesser or unknown quality could only be judged byreading their dissertations. This would be an impossible task where there are numerous applications, but could be done on a selected basis.The Department placed an announcement in theModern Language Association job listing last year.One female who responded appeared to be apossible candidate for appointment. Her file waskept active until this year when she was offered, andaccepted, an assistant professorship.Physical Sciences Division1. Astronomy Department. Astronomy (whichincludes Astrophysics) is one of the few departmentsof the University which anticipates adding facultyduring the academic year 1973-74, planning torecruit one senior and perhaps two junior faculty.The Department is currently combing the field forpersons of quality, particularly at the assistantprofessor level. Candidates have been sought in thetraditional ways, but in addition the search has hadthe benefit of the list of candidates developed by thespecial circularizing of physics departments invokedby the Physics Department (see below) last year.Positive action to appoint women or minoritieswill be constrained by their scarcity. The field ofastronomy (the field of physics could also be asource of candidates) produced only 450 Ph.D.s inthe 1960-69 period, of whom 29 were women. TheUniversity's analysis of Ph.D.s awarded by the topastronomy departments in the country shows that inthe 15-year period 1955-70 only 335 such degreeswere awarded. Twenty-six were awarded to women.The chances of recruiting a woman from a pool of 26established over a 15-year period are slim. TheAstronomy Department has reviewed the seniorpersons in the field. Senior persons of quality inastronomy and astrophysics are well known andinclude a few women and minorities, including248blacks. The Department has informally consideredthem and has concluded that they would not acceptan appointment if offered because they could not beinduced to move — either because they are doingresearch in highly specialized areas, important, butnot part of the research program of the Department,or because their research would require complexresearch facilities which the University does nothave.Candidates of quality at the junior ranks are sofew that the chances are very slim that a female orminority group candidate who meets our standardsand who can be induced to take the appointmentwould develop. The nature of the pool also accountsfor the fact that women or minorities (particularlyblacks) have not been appointed in the past twoyears.2. Chemistry Department. There have been noadditions to the faculty in this Department over thepast two years (the difference in the figures between1971-72 and 1972-73 is a result of a reclassification).Consequently there has been no scope for positiveaction to recruit new faculty. There are no women orblacks on the faculty.There was a promotion from assistant toassociate professor during the period. In accordancewith the Department's policy, external referees wereasked for detailed comments on originality,productivity, and potential for future growth. Thisinvolved asking for comparisons with other youngscientists. The requested comparison constituted, ineffect, a second extensive search since through thecircles of acquaintance and expertise of the refereesthe relative merits of the candidate for promotionand others outside were weighed.Looking to the future, the Department will havefew replacements at the assistant professor level.Even so, the Department has established a searchcommittee which is conducting a very broad searchfor all persons of quality. The Department hasadvertised. It has written to every institution in thecountry awarding Ph.D.s in chemistry, includingpredominantly female and minority schools. Theoutcome has been a large number of responses, eachof which is being thoroughly reviewed. The Provostwill ask the Department to consider contactingleading female and minority chemists with respectto the identification of women and minorities.However, in view of the special needs of theDepartment and the high standards it follows, it isnot felt that, despite an extensive search, theDepartment could accurately or in good faithproject an appointment of a woman or minoritygroup member.3. Geophysical Sciences Department. The ac tivity over the past year has involved, principally,promotions from assistant professor and a searchfor four junior faculty; the prime candidates forthese appointments are white males. No additionalcandidates for appointments beyond these four arelikely to be considered.Reflecting the seriousness of the promotion fromassistant professor to a tenured associate professorpost, the Department followed its long-standingpolicy of soliciting a minimum of three letters fromoutside the University, explicitly aimed at obtainingcomparisons of assistant professors in question withall others in the field.There are no women presently on the Department of the Geophysical Sciences faculty. However,it should be noted that geophysics has few women orminorities — perhaps only about 2 percent women.Problems of classification in the field are difficultsince the field is so broad, covering several sub-fields. In the field of geophysics alone, HEW statistics show only three women were awarded Ph.D.sin geophysics in the entire period 1960-69. Geology in general yields only another 53 female Ph.D.s.The University analysis of Ph.D.s awarded bytop departments in the 15-year period 1955-70 ingeology, geophysics, and meterology shows a total of38 Ph.D.s awarded to women in that period.These data illuminate the fact that theDepartment does not now have and does not projectappointing female faculty next academic year.The searches involved in identifying the fourcandidates mentioned above were largely informal.As a result of a suggestion of a former facultymember, a female was considered and invited to givea seminar. She declared herself unavailable beforethe Department reached a decision on an offer.Other candidates were developed throughsuggestions from faculty based on their informalcontacts around the country and their constantcombing of the journals for evidence of qualitypersons. The four candidates for appointment wereidentified by such an objective procedure.The informality of the search is connected withthe nature of the field. To date, for the most part, ithas been relatively easy to know all the individualsin the field, whether at junior or senior levels. This isstill true of meteorology, for example, wherewidespread circularizing or formal advertisingwould not be appropriate. However, the field ingeneral and some of its parts are growing rapidly,and increasingly one cannot know whether all individuals of quality can be identified. The Provostwill ask the Department in the future to considermore extensive and formal search procedures,including advertising in journals.2494. Information Sciences Committee. There havebeen no faculty appointments in this small unitsince July of 1971, and consequently no scope foraffirmative action. There is a search for a possibleappointment at the assistant professor level beingdone formally and systematically. The ComputerSciences Register and the Mathematics AssociationRegister are being used. Their use has brought forthseven responses, one from a woman. All are beingthoroughly reviewed.5. Mathematics Department. During the pastyear the Department promoted an assistantprofessor to associate professor, after a brief butintense search and competition — the Departmenthad to move quickly to decide whether to meet anattractive offer from another institution. In theprocess, the Department considered two women. Itwas interested in considering the appointment ofone of the women, but she was not willing to leavewhere she was.In addition to the promotion, two offers ofassociate professorships have been made to twomale white candidates of exceptional strength, eachhaving attained high distinction in his mid-20s — nowoman or minority mathematician of comparablestature is known.So far as positive action is concerned in theDepartment, the most important appointment isthat of instructor. It is the entry to the faculty andthe pool from which assistant professors are usuallyselected. Instructors are of two kinds: DicksonInstructors and regular Instructors, but both usuallyare selected from the list of candidates developed asa result of the search for Dickson Instructors. Thissearch is conducted annually. It involves a worldwide dissemination of formal announcements of thecompetition. Probably all Ph.D. graduates becomeaware of it. The competition of the winter of 1972for appointments beginning in autumn of 1973yielded 185 applications for six Dickson posts (out ofthe planned total of 12 instructorships). This list wasnarrowed down to 25 including three women, noneof whom survived the final evaluation. However, it isto be noted that in the past women have survived thecompetition; in fact, one of the current regularInstructors is a woman.While it is true that the Department has asmaller proportion of women on the faculty thanwomen form in the field as a whole, as measured byPh.D.s awarded, the fact is that at all levels a veryextensive search is the standing procedure of theDepartment. At the senior level the problem is notwhether the Department would appoint the highquality women present there, but whether theDepartment would be able to recruit them if and when it was appropriate and feasible to make anappointment. At the junior level, women Ph.D.stend not to apply for Instructorships, proportionately, though it must be near certain that theyare as aware of the openings and the competition asanyone else. As a further step, however, the Provostwill ask the Department to consider contactingleading women or minorities in the field in connection with future searches.6. Physics Department. There will, in principle,be no new appointments for the foreseeable futurein this Department; the increase projected inassistant professors for the next academic yearreflects appointments already made. Therefore,there will be no scope for positive action for theforeseeable future.During the past two years a single appointmentwas made to full professor. It illustrates the specialand essential mode of recruitment at senior levelsthroughout this University. The appointment wasmade from outside, of a much prized and highlysought after high energy physicist. No slot oropening was involved, and an extensive search orcomparison of a list of candidates would have beenpointless. Everyone in the field recognized hisdistinction, and the only question was whether hecould be attracted here. There were simply nocompetitors to consider, and the qualifications forthe job were the particular professional qualities hebrought to it.There were a number of recent appointments atthe junior ranks. The Department searched widelyfor candidates of quality and did not in that processidentify women or minorities of comparable qualityor promise to those appointed. As noted in thediscussion of the Astronomy Department, thePhysics Department wrote' for candidates to 167schools and received over 100 inquiries, includingfive from women and two identified as blacks. All ofthese latter were given very serious consideration butnone was appointed. Their records were fullydiscussed in faculty meetings. One female applicantwas the subject of an extensive review by the Deanand the Provost.In connection with the search, the Departmentconsulted a distinguished professor of physics atanother university who is a female and received a listof suggestions. One person on her list was carryingon research in a field of the Department's interest.She was contacted but was not interested in pursuing the matter.In summary the nature of the Department'ssearch has been such that, as certain as anythingcan be, younger faculty of high quality and promisehave not been overlooked, regardless of their250category. That appointments of women andminorities were not made to the faculty of theDepartment in recent years is consistent with theirscarcity in the field; women for example are onlyabout 2 percent of the field as measured by Ph.D.sawarded.7. Statistics Department. This small Department(seven regular faculty) made a senior appointmentrecently and is continuing a search for one orperhaps two assistant professors, for which appointments) it will seek approval only if it findspersons who meet its standards.National pool statistics have to be handled withcare here as elsewhere. In the first place the totalpool (as measured by HEW figures showing Ph.D.sawarded in the period 1960-69) is estimated at 6.8percent. But this pool is significantly reduced whenit is pointed out that the Department is heavilyconcentrated on theoretical statistics. This yields amuch smaller universe of faculty candidatesbecause, for example, university departments ofbiostatistics or demography would not ordinarily bea source for recruiting persons capable of highquality research in theoretical statistics orprobability; yet they are presumably counted asstatisticians.Against this backdrop, the Department's searchfor appointments in junior ranks should be placed.Despite the smallness of the pool, the Departmentused elaborate procedures to search for candidates.It wrote 129 letters to statistics departments. Itplaced a formal advertisement. And it carefullyconsidered unsolicited applications. It exchangedlists of candidates with other departments.The letters to the 129 departments yielded 32responses, including one from a female.Thus far, however, all the foregoing activity hasnot yielded any candidates to recommend for appointment.Social Sciences Division1. Anthropology Department. This is a field inwhich there is a significant number of women;measured by Ph.D.s awarded during 1960-69 andthe University's own analysis, they may account formore than a fifth of the total field. The number ofblacks is very much smaller, with perhaps three orfour at the senior level who have a reputation fordistinction; the Department has sought, unsuccessfully, to interest them in an appointment.Even though women tend to be distributed acrossthe sub-fields of anthropology in about the samefashion as men, particularly within the large area of socio-cultural anthropology, it is still true that thereare specialized sub -fields of the Department wherevery few women (or minority group members) arefound.Currently the Department numbers one womanamong its 23 members. It will add two senior appointments (both males) for next year, one an anthropologist/economist and one in symbolic anthropology. There are very few anthropologist/economists, the distinguished seniorsnumbering four or so, one of whom is a womanabroad and probably not movable. Similarstatements hold for the symbolic anthropologyappointment.Another appointment during the year was of anassociate professor-paleoanthropologist, a field thathas 36 members, including six women (thoseavailable tend to be clustered in the junior ranks).Outside judgments were sought.For the future the Department contemplates noexpansion. Nevertheless, it has developed a specialroster of all tenured and tenurable females in anthropology, by a detailed review of all faculty in alldepartments which award M.A.s or Ph.D.s. Approaches have been made to senior women on this130-person roster, but they were unavailable.Members of this roster are invited to the Universityto give seminars and to make the Department moreaware of the caliber and accomplishments of womenin anthropology.However, since it is still possible to overlookcandidates of quality, including females andminorities in a field that is as large and growing asanthropology, the Provost will ask the Departmentto consider supplementing its present searchprocedures with journal advertising and to contactwomen and minorities in the field when carrying outsearches.2. Economics Department. There are fewfemales and minorities in the field; and although thestatistical data do not show this, the Departmentdoes have one female full professor who has a jointappointment with Education. National pool dataindicate that about 5 percent of the Ph.D.s ineconomics are awarded to women.No appointments have been made since 1970;the average length of service of the tenured faculty is19 years. Thus, there has been no recent opportunityfor affirmative action. However, this year fourassistant professors are leaving, and four newpersons have been appointed at this rank. Letterswere sent to major institutions which grant Ph.D.sin economics, about 50. About 40 letters werereceived recommending individuals, and severaldepartments sent lists of all of their graduating251students. From the written material, it was notpossible to identify any persons as belonging to aminority group; two persons were identified as beingfemale. One of the females indicated an area ofinterest outside the expressed needs of theDepartment. The second female was deemed not tobe qualified.It is possible to announce openings in theAmerican Economics Review. This is a quarterlypublication, and the average length of time to placean announcement is about six months. If timingpermits, the Department will use this medium in thefuture.The Department will be asked to investigate theavailability of other publications, and to contactwomen and minorities in connection with theidentification of candidates to be considered forappointment.3. Department of Education and GraduateSchool of Education. The Chairman of theDepartment and the Dean of the Graduate Schoolare one and the same person, and the two units aretherefore discussed together. The two units have atotal of 46 faculty, of whom four are female and twoare black.There is a search to add persons in the educationareas, particularly^ the field of early education. Inthis instance the four-membered search committeehas two female members, one of whom is black. Alluniversities with programs in early education werecontacted. Among those interviewed to date werefive women; at this time one of the key candidatesfor recommendation for appointment is a woman.The Department has been seeking scholars forappointment at the junior level. The Universityrecently received a fairly substantial grant whichmay be used for appointments throughout theUniversity from a variety of disciplines, to advancethe understanding of the nature of the learningprocess. Letters were sent to a large number ofindividuals and institutions throughout the countryasking for nominations "of scholars. Whennominations were received, the nominees wereinvited to submit formal applications. The searchunder this program is continuing, but has now beendecentralized to the interest areas within theDepartment, with instructions given to the groups toinsure that a broad search is conducted.Once candidates are identified, recommendations are sent to a University-wide committee forreview.The Department does not recruit only fromamong those obtaining Ph.D.s in education. Inmany areas the pool will include persons with aspecialty in a given field who are also interested in education. Among the current faculty the fields inwhich they received their original degrees includesociology, economics, anthropology, psychology,mathematics, and romance languages as well aseducation.Current search procedures appear reasonable.The Provost will ask that the units consider the useof journal announcements as an added procedure toensure a broad search.4. Geography Department. In geography as awhole, it is estimated that about 5 percent of thePh.D.s are held by women. The percentages ofminorities, particularly blacks, are substantiallysmaller.In advancing the national pool of geographers asa measure of utilization of women and minorities, itis important to note that the Department would notdraw faculty from all the fields of geography. Itspolicy has been to concentrate primarily in researchand teaching in urban geography and in environmental geography, which obviously narrowsthe total pool substantially. The concentration hasother subtler effects. For example, there is a growingnumber of blacks in urban geography; but since thisis a field in which the Department is already strongand fully staffed, there is no recruiting activity inview.Senior people of quality in geography are limitedin number and well known. In this group there arevery few women and even fewer minorities. It can beshown, for example, that, in the fields of interest tothe Department, there is only one woman of qualityat the rank of full professor and only two or threemore at the rank of associate professor. Thus, if theDepartment were searching for appointments at thislevel, which it is not, it would not be difficult to drawup a list of women who meet the Department'sstandards of quality.Identification by the Department of qualitypeople at the junior level has been furthered byrecourse to such groups as the Committee on theStatus of Women of the American Association ofGeographers, which is compiling a list of womengeographers. This, plus other departmentalrelationships with the national association, hasprovided the Department with extensive information about young geographers.This information will be useful as the Department carries on a planned search for two appointments; however, the scarcity of women (andminorities) makes it unrealistic to predict that thesearch for quality will yield an appointment fromeither category and thus provide the Departmentwith its first representatives on its nine-memberfaculty from these groups in the period covered by252Affirmative Action reports. The search will beextensive. A large number of departments will bewritten to for candidates. The Department isconsidering advertising in Jobs and Geography. TheDepartment will undoubtedly consult theaforementioned committee of the nationalassociation.5. History Department. Over the past two yearsrecruiting activities have been confined to the seniorlevel. Four professors (males) were appointed: oneafter (but not as a result of) an extensive search by asearch committee including advertising in theAmerican History Association Employment Information Bulletin; another after a search of severalyears by a search committee which included a blackamong its members; the remaining two involved"targets of opportunity" — senior persons of highquality and unique qualifications in historical areasof importance to the Department suddenlybecoming available.Also during the period the Department advertised that it was searching for an associateprofessor even though it had a strong candidate forpromotion from among its own assistant professors.The last appointntents at the assistant professorlevel were made in 1971; hence, there has been noscope for affirmative action since then. In general,looking to the future, little activity can be expected,except by way of replacements; for example, ofretiring faculty members, which is not an earlyprospect.In terms of a national pool, the Department hasno women (but four minorities) among its 41members though it has had until this year; Ph.D.statistics indicate that about 12 percent of Ph.D.s inhistory are awarded to women. On the other hand,in the past, the Department has taken extraordinarysteps to announce that it was seeking to makeappointments of all persons of quality includingnotices in the AHA Employment InformationBulletin, which is consulted by everyone in the field.It is difficult to know what further the Departmentmight do to broaden its searches. However, in theevent of another appointment, the Provost will askthe Department to review its approaches andprocedures to determine whether additional specialsteps (such as contacting women and minorities inthe field for candidates) are desirable.6. Committee on Human Development. Themain sources of faculty are other departments ofhuman development, education, psychology, anthropology, and sociology. With this diverse afaculty, it is difficult to establish pool statistics; butthe current distribution of women — two out of seven — appears reasonable. (It might be noted thatthere are a number of other faculty throughout theUniversity who have joint appointments in HumanDevelopment. The current figures show a total of 20such persons including four women, one of whom isblack.)There have been no senior appointments since1970, and none are contemplated at this time. Asearch for persons at the junior level has been takingplace. Letters seeking recommendations were sentout; and announcements were placed in theAmerican Psychological Association Monitor, theNewsletter of the American AnthropologicalAssociation, and Science.There are no faculty appointments solely in theCommittee on Human Development; thus, personsto be appointed have to be acceptable to both theCommittee and a department. Last year theCommittee wished to appoint a female, but thecandidate's field of interest was not high enough onthe priority list of either department with which ajoint appointment might have been possible.7. Political Science Department. This Department has faced special problems of recruitmentoccasioned by the departure of four full professorslast year. Word of the search for replacements wasspread widely, primarily by direct contacts withabout 20 departments but also by numerous informal contacts, and clearly the entire professionwas aware of it. Over 100 letters of inquiry andapplication were received. Five offers were made,one to a woman (which was accepted). Minoritycandidates ranked high but were not available.The Department currently has one female andnext year projects 2 of its 19-member faculty to bewomen. If the national pool is defined in terms ofPh.D.s awarded, 2 of 19 slightly exceeds the percentage nation-wide.The Department undoubtedly will continue tosearch over the coming year. In connection withthat, the Provost will ask the Department to consider advertising and to consider expanding thenumber of departments it circularizes.8. Psychology Department. This Department hasa strong complement of women, 4 of its 16 currentfaculty being women, which is in line with nationalstatistics on Ph.D.s awarded in psychology. Itprobably exceeds the proportion of women to befound in the fields of experimental psychology,where the focus pi the Department's researchprogram lies.The Department is and will be searching for abiopsychologist. The distinguished senior people inthis small field are well known; very few are womenor minorities. To identify promising younger faculty,253the Department has advertised in Science during thepast two months. It is not certain that the search willbe successful. As with every other department of theUniversity, the search is only completed when theperson of appropriate quality is found and appointed.9. Committee on Social Thought. This is a veryspecial and small unit (6 faculty) for whom therewould be no national statistics to determineutilization of women or minorities. The Committeeprojects that it will appoint a female assistantprofessor next year.10. Sociology Department. This Department ischaired by a woman faculty member. There hasbeen activity during the past year at senior andjunior levels. An appointment was made (for nextfall) of a senior person under circumstances and inthe fashion comparable to that described in thediscussion of the Physics Department: a person ofoutstanding distinction suddenly becomes availableand there is no question but that any majoruniversity in the country would offer him a topprofessorship without a search or the presence of anavailable slot.The faculty of the Department has made asustained and strenuous effort over the past severalyears to identify the name of every woman andminority of quality in the field, at all ranks.In its search for assistant professor appointments during the past year, the Departmentreviewed the graduate guide to sociology departments to establish a basic list of departments which.it would circularize. All departments judged likelyto produce Ph.D.s of quality were put on the list andwere sent letters; eliminated were departmentswhich produce only a few Ph.D.s a year or Ph.D.s ofa kind not relevant to the Department's program(for example, in applied sociology) and those ofwhich there was knowledge of mediocre teachingand research.The circularization and other procedures yieldeda substantial number of inquiries. More than 90candidates were reviewed. Two females were outstanding; both indicated they would not be availablefor the forthcoming academic year. No appointments were made.Gross national pool statistics in sociology (suchas the HEW Ph.D. figures) may be misleading whenapplied to this Department. It is therefore difficultto assess the Departmental utilization of women (1woman out of 15 faculty). The national statisticsinclude applied sociologists; and the extent ofwomen and minorities in the research sociology areahas b^een unknown until some recent studies werecompleted. These will be analyzed. The Graduate Schools and Other AcademicUnits1. Graduate School of Business. The number ofwomen in the national pool in this area is relativelysmall, except in the area of accounting, probablyrunning less than 3 percent of the Ph.D.s awarded(it is important to note that this is a graduateschool). The addition of one more female to thecurrent staff (there is presently one) would yieldabout a 3 percent representation.Recruitment involves communication with majorschools turning our Ph.D.s in the areas of manpowerneeded. The School also consults the employmentregister of the Association of Business Schools. Thelist of candidates derived from this process shows avery small number of women or minorities. Duringthe past year three women and one black wereconsidered, but none survived the competition.The School will seek to make very few additionalappointments in the future. In doing so it will givefull consideration to the appointment of a woman orminority. However, to make especially sure thatpersons of quality are not overlooked, the Provostwill ask the School to consider advertising itssearches.2. Divinity School. At the present time theDivinity School has a total of 31 persons on itsacademic staff, including research associates andlecturers. Two years ago the total number was 41.With this kind of change, there has been littleopportunity for affirmative action.Available data on persons obtaining degrees inthe general category "Religion and Theology" showthat about 5 percent of the doctor's degrees awardedin 1960-69 were awarded to women. However, untilrecently there have been very few in the fields ofinterest to the Divinity School. Prior to that time,most of the women in the field of religion wereconfined to elementary religious education or weremembers of religious orders and were not availablefor appointment.The Divinity School has developed a pool ofpossible candidates for recruitment. Among othersources, the listing of members of the AmericanAcademy of Religion has been used. There arewomen included in the pool; but as was pointed outearlier, the School is not presently planning onincreasing the size of its faculty.3. Graduate School of Education. See Department of Education above.4. Law School. The Law School projects that itwill appoint a female next year, which will yield atotal of 2 out of a faculty of 31. During the year theSchool gave extensive consideration to women andminority group members for junior faculty254positions. Eleven women and two blacks wereconsidered. Two women were invited for interviews.One accepted. An offer has been made to her and ispending.The pool of women available for Law Schoolfaculty positions is very small. The proportion ofthird -year law students who are women is about 7percent. Most of these will probably not go intoacademic life; at The University of Chicago only 4percent of recent graduating classes ended up ineducational institutions. At comparable law schoolsthe percentage is probably smaller. Another indication of the nature of the pool is that in 1971about 1,400 J.D.s (LL.B.s) were awarded out ofabout 19,500 degrees. This is also about a 7 percentfigure. Again, it is to be noted that most of thesegraduates go into practice.When the School's standards of quality areapplied, the number of potential appointeesbecomes much smaller.Two women out of a faculty of 31 would indicatethat there is no underutilization of availablefemales.5. Graduate Library School. This small unit hasseven faculty members, a number which includesone female and that has remained constant for sometime, changes being due to retirements only. Suchan occasion is approaching, and the School hasinitiated a wide search for a replacement. Thesearch will be conditioned by the fact that theSchool is not looking for faculty to train librarians,but rather for persons to train students to beteacher scholars in the field of library science. TheSchool's utilization of females is less than theiravailability in the field, but the addition of a singlefemale to this small group would change that. Aspointed out, however, there has been no turnover forsome time, and thus no opportunity for affirmativeaction.6. School of Social Service Administration. Thisunit has a heavy representation of women and asubstantial portion of its faculty is black — 21women and 8 blacks out of a faculty of 42. Duringthe past year, (a) two women from outside theUniversity were given serious consideration forappointment to full professor by the School's facultysearch and appointments committee (two of whosefour members are women), but for various reasonsthe appointments did not materialize; (b) a blackwoman was offered a post of associate professorwhich has been declined for the time being; (c) awoman was promoted from assistant to associateprofessor; and (d) two additional assistantprofessors were appointed for next academic yearfrom the ranks of lecturer and research associate;both women, one black. 7. Oriental Institute. The Institute may beunique among comparable units in universities inthe country in having a woman in each of its fields —archaeology, Egyptology, and cuneiform studies.Exact figures on availability of women andminorities are not in hand; but it is estimated that asmany as 15 percent of the archaeologists are women,and perhaps 10 percent of those in Egyptology orcuneiform studies. The percentage of blacks in thesefields is almost nil.During the past year the Institute engaged in twosearches, both for junior appointments. The searchwas widely announced via circulars to 70 universities in the United States, Canada, WesternEurope, and Japan. In addition, last fall the Institute advertised in the Journal of Near EasternStudies indicating that it was seeking applicationsfor faculty positions. One of the positions involvedUniversity facilities in Egypt and carried with it thespecial requirement that it must be held by a UnitedStates citizen who is fluent in spoken Arabic. On therecommendation of Institute faculty groups, each ofwhich contained a woman, two males were chosenfrom among the small number of applicants, whichgroup included a small number of women.Looking to the future, the Institute may or maynot conduct additional searches or make additionalappointments. It may search for a specially qualifiedperson in a sub-field in cuneiform studies, but itwould be unrealistic to project that such a searchwould yield a woman or minority since there arenone available with the necessary qualifications inthe area.8. The College. Most of the faculty who teach inthe College (the undergraduate organization andprogram of the University) have been discussed inconnection with discussions of departmental faculty,where they hold their appointments. The facultythat the College solely appoints and compensates isrelatively small (currently 24). Most of these facultyhave been in their positions for a number of years. Ithas been University policy to keep the direct Collegefaculty small and relatively stable in size. However,during the past year, the College has been engagedin a wide search, both inside and outside theUniversity, for persons to appoint to named andspecial purpose professorships. These are positionsof great distinction to be held only by the mostoutstanding persons. The nature of the positioninevitably leads to a very small pool of people toconsider. In addition, the pool was further narrowedin that the College added a special requirement;namely, not only should the appointee be a greatteacher but should also be equipped, by exampleand leadership, among the total University faculty,255to provide a special benefit in the improvement ofthe educational program of the College.To date, two males have been appointed. Thesearch has been extensive, as is customary for thistype of appointment. In essence, faculty throughoutthe University were polled for candidates. Threefemales appeared on the lists out of two dozennames. The appointment procedure in connectionwith one professorship involved seeking therecommendations of a specially appointed committee of outside scholars, which had a woman on it.Their advice was taken into account in connectionwith another one of the professorships.9. University Extension. This is a teaching unitwhich provides instruction to non-degree studentsand which operates the University's Center forContinuing Education. The courses of instructionare established within the guidelines and standardsof the University, but may vary in appearance andcontent, depending on student demand eachquarter. Courses carrying academic credit aretaught by faculty. Faculty also participate inteaching non-credit courses but most such teachingis done by lecturers, the majority of whom servepart-time. A substantial proportion of the lecturerscurrently are women (12 of 35). There is one black.But it is to be emphasized that there is considerableturnover in this group. Most appointments are forone quarter and therefore the totals will change, aswill the composition, reflecting student demand forparticular courses. Student demand also affectsrecruitment (which is made from faculty, graduatestudents, city officials, persons at other institutions — art groups, other universities in the area,etc.) in that the uncertainties with respect to it makeit difficult to plan recruitment far ahead. Thus anypattern of female minority utilization would tend tohave in it a large element of fortuitousness.10. The Dean of Students. This unit has theresponsibility for student aid, activities, accommodations, physical education, counseling,placement, health, and registration. A detailedreview was made of each component in terms ofemployment of women and minorities. Each individual salary was reviewed by the Office of theVice-President for Programs and Projects. Morethan half of the employment in this unit falls in theoperation of the residence halls and commons andfood service for students. Many of the apparentsalary disparities are cleared up when it is understood that salary scales are set in existing unioncontracts (which do not themselves appeardiscriminatory); individual salaries thus are not setby the University.11. The Library. The review of the Library regarding utilization and salaries of women andminorities was based on the Library's own comprehensive studies, particularly of the equity ofsalaries paid to all its employees. It is anticipatedthat there will be further discussions.12. Computation Center. The Center has madesubstantial increases in recent years in the numberof minorities and females in clerical andprofessional positions. A detailed review of salarieswas made.13. The Industrie) Relations Center. This is aunit which is about wholly funded by time-limitedproject grants to do special studies and give specialtraining. It has no faculty as such since funds arenot available to maintain a standing staff; staffing aproject becomes a matter of quickly gearing up oncea grant is received. This precludes exhaustive orplanned searches and necessarily tends to lead theCenter to turn inward to the University itself,particularly to Ph.D. students, for staff. However,the Center will consider an advertisement in appropriate media to announce that it does hireprofessionals (usually classified as researchassociates) for project work and attempt to develop abroader list to have recourse to when grants appear.IV RESEARCH ASSOCIATESThis category covers in general two types of persons:those who have their first appointment afterreceiving a graduate degree, and those who arepursuing a career in research but who do not wish toteach. (In some rare instances appointment as aresearch associate may be used as a preliminary toputting somebody on the academic ladder.)As far as the research associates who may beconsidered as post-doctoral appointees are concerned, we have found that these are almost exclusively supported on funds provided by outsidesponsors; and the appointees are generally identified and selected by the principal investigatorhaving control over the funds. For this reason it maybe necessary for us to extend our study of hiringpractices below the departmental level. We expect todo this and in so doing to ensure that the personsmaking the selections and appointments are fullyaware of the need for affirmative action in makingtheir searches and appointments.V AFFIRMATIVE ACTION ACTIVITIESIN STAFF AREAS'The annual review of academic schools anddepartments also involved a review of non-academicstaff employed in those areas. These staff personnel256plus departments which do not have academicpersons were given the same detailed review as theacademic staff. Far and away the majority of thenon-academic staff are recruited through theUniversity's Personnel Office, although the finaldecision on hiring a specific individual for a specificjob opening rests with the employing unit.As is evident from Table 3, the overall utilizationpattern does not raise questions. The annual reviewtherefore concentrated on areas where there appearto be salary discrepancies or areas where thereappear to be an underutilization of women orminority groups, although it did not ignore areaswhich did not vary from the general pattern.Gross salary comparisons have revealeddiscrepancies which are frequently explained by thefact that comparisons are being made of personswith unlike jobs. Another problem which wasidentified was that the service date represented service at the University rather than in the particularjob the employee currently held.Questions relating to underutilization in specificareas showed that these were inadvertent andstatistical rather than due to discriminatorypractices. As was pointed out earlier, the overallpattern of employment provides evidence that theUniversity workforce has a higher percentage ofwomen and minorities than might be expected fromthe Chicago SMSA data. Although the distributionof persons within job levels is also acceptable incomparison with SMSA data, during the past yearwe have instituted a procedure for posting jobvacancies in classified positions. This program isdesigned to provide all employees with improvedaccess to promotion opportunities.We have initiated a study of the pattern ofapplications, referrals, placements, and terminations for jobs handled through the PersonnelOffice.In last year's report it was indicated that acommittee would be established to advise the Vice-President for Business and Finance on issues andinstances of alleged discrimination involving non-academic staff. Such a committee, the Staff Advisory Committee on Employment, has been formedwith members drawn from different parts of theUniversity and from various levels of job responsibility. The Committee has eleven members; sevenare women and six are minority group members. Asthe name implies, the scope of the Committee'sresponsibilities goes beyond that originally envisioned. The Committee has been asked for adviceon matters such as job posting procedures, employeeevaluation procedures, grievance procedures, sickleave and leave-of-absence policies, and maternity insurance coverage.The University's Hospitals and Clinics havecontinued to expand their educational programs forthe benefit of current employees. The Departmentof Education and Training of the Hospitals andClinics has recently issued its Third Year ProgressReport. Twenty licensed practical nurses becameregistered nurses during the course of the year.These employees were granted the leaves of absencenecessary to allow them to participate in the trainingprogram without loss of benefits or seniority andwith the guarantee of a position as an R.N. ongraduation. All L.P.N. s who started the programgraduated.1. General Actions(a) Dissemination of Information. The Third Annual Report to the Department of Health,Education and Welfare was printed in TheUniversity of Chicago Record (Volume VI, Number 5, August 9, 1972). A synopsis also appeared inthe campus newspaper (Maroon, Volume 81,Number 5, August 18, 1972) and in the Hospitalsand Clinics newspaper (Tablet, Volume 1, Number18, October 27, 1972). As a further step, theUniversity is planning to begin the publication of astaff information bulletin which will be an important avenue of communication with all employees on both EEO matters and other personnelpolicies and procedures.(b) Maternity Leave. The policy with respect tothe use of sick leave for abortions, miscarriages, andconfinements has been restated. Basically, it ispossible to use accrued sick leave to cover any periodof time when a person is unable to work for medicalreasons. Persons may request maternity leave ofabsence without pay for periods beyond the accruedamount of sick leave or for periods during whichthey wish to be absent although they have nomedical reason for not working.(c) Insurance Coverage. The University hasrevised its coverage to permit female employees,without regard to marital status, to elect familycoverage and thus become eligible for regularmaternity benefits.(d) Purchasing. During calendar year 1972,purchases of goods and services from minorityvendors amounted to $908,907, an increase of over20 percent over the 1971 figure. The University iscontinuing to make steady progress in this area, andis examining its procurements to see where there areopportunities for further utilization of minoritysources.2572. Review of Staff Departments and Units(a) General Administration. A detailed review wasmade of all the units of general administration. Onearea of statistical underutilization of minorities,particularly at the secretarial-clerical level, wasidentified and will be corrected. Another office willbe encouraged to search more broadly for itsprofessional staff so as not to overlook persons ofquality who might be minorities.(b) Business and Finance. This area includesseveral departments with extensive employment.Key developments are:(i) Comptroller. The apparent problem here liesin recruiting females in the accounting area,although the category of accountant is to bereviewed and clarified (see below). There may be noproblem of underutilization.(ii) Legal Counsel and Secretary of the Board.Together these offices total 9 people, of whom 5 areprofessionals (lawyers) and the remainder secretarialclerical. One professional is a woman. There are noblack professionals. One secretary is a black.During the past year there was one departure, anattorney who has not been replaced to date. Duringthat period, also, an attorney, a female, was hired towork jointly in the Office of the Secretary of theBoard and in the Legal Office.In the past and for the future, replacements forattorneys have been sought through the University'sLaw School faculty in an attempt either to identify agraduating student; or to identify someone inprivate practice via the facilities of the Law SchoolPlacement Office. In addition recourse has been hadto the placement facilities of John Marshall LawSchool (which provides wider access to minoritygroup lawyers and female lawyers) and to DePaulUniversity and Northwestern University LawSchools. While the University has advertised forattorneys in past years and while obviously advertisement would broaden the search, experiencehas been that advertising is not as effective as theuniversities' placement facilities in identifyingqualified minority and female candidates.(Hi) Physical Planning and Construction Office.At the professional level of planning analyst, architect and planner, and managerial assistant (allexcept one of whom are architects) the office hassearched for blacks and women/ A year ago theoffice tried to hire a black planning analyst andoffered an architect planning job to a black.In its search for professionals the departmenthas used advertisements, particularly advertising inTab, a. publication of the American Society ofPlanning Officials. It did this as late as last September in a search for a design planner. The response was not very good in terms of minoritygroup persons or women. There was one black whoapparently lacked qualifications for the post. Therewas a female applicant but her background was insocial planning rather than in physical planning andtherefore she did not meet the requirements.At the level of managerial assistants and architects in general, women and minority groupmembers in the field are very few. Furthermore, theyare highly sought after.Looking to the future one University plannerwho was promoted to the post of architect a year agois leaving. If he does leave and if the budget willpermit a replacement the Department will advertisein Tab. It will also write, as it has in the past, tosome appropriate planning and architecturalschools, numbering about four or five. There aremore schools than this in the field but the purpose ofthe writing to a limited number of schools is simplyto supplement the advertising. It is the advertisingand not the schools that were important in the pastand presumably will be in the future for gettingcandidates for professional jobs.(iv) Plant Department. This is a heavilyunionized activity and salary scales are set in theunion contract (which does not appeardiscriminatory); individual salaries therefore are notset by the University and apparent disparities reflectthe various salary provisions of the contract. TheDepartment has taken special steps (in jobdescriptions and otherwise) to make sure that itsjobs are open to women. There is no pattern ofunderutilization of minorities.(v) Printing Department, the PurchasingDepartment, Faculty Exchange, Reynolds ClubBarber Shop. The past several years have been oneof severe reduction in employment in these areaswhich is of course a constraint on the scope of affirmative action and equal opportunity employment.Nevertheless, the overall character of the affirmativeaction program in these areas can be seen from thefact that the number of minority employees heldlevel and indeed increased slightly during theperiod. The same is true of female employment.Minority group employment currently totals about23 percent of the 134 total employment in the areas;and the number of women employees currentlytotals about 25 percent of that work force. Theturnover in employment during the year 1972-73 hasbeen very limited and very small. Salaries have beenreviewed and comparisons and adjustments weremade or are to be made v/here indicated.(aa) Printing Department. These general trendsheld good for the largest department in the group,namely the Printing Department, which currently258employs 98 people; in June 1971 this sameDepartment employed 130 people. During thisperiod minority group employment held level andincreased slightly during academic year 1972-73 to alevel of 22 percent of the work force. The proportionof women follows a similar trend.Printing Tradesmen (Apprentices and Skilled)account for the bulk of the employment in thePrinting Department. Apprentices are related to theskilled tradesmen in that they are the routes to theskilled positions. Further, salary disparities withinthis group are in part related to the wage rates paida particular skill. There are currently 11 apprenticesof whom two are women and four are minoritygroup members. Though the number of womencurrently totals two it should be noted that theirpresence at all in the apprenticeship category isunusual in the industry and unusual in the PrintingDepartment itself, if one goes back several years.This is a measure of the effectiveness of the affirmative action program of the Department withrespect to women. Its effectiveness with respect tominority groups is also apparent in the figures.Additional hiring of apprentices in the near future isunlikely.The overall composition of skilled tradesmenshows the same trends of the Department as awhole. Thus, there has been a reduction in the totalnumber of skilled tradesmen since June 1971 from54 to the current 47. It should be emphasized,however, that in spite of that reduction the numberof women skilled tradesmen increased from seven toten and the number of minority groups skilledtradesmen increased from seven to nine. Theseabsolute increases when taken together with areduction in the total work force show a substantialincrease in the proportion of this work force that iswomen and minority group members, and reflectsalso the progressive improvement in affirmativeaction in the skilled trades area. It also reflects, ofcourse, the fact that a determined effort was madeto bring women and minority group members intothe apprenticeship system and then graduate themto the skilled trade.There are five foremen in the Printing Department including one female. All are white. There hasbeen no turnover among foremen until this year andthus no opportunity to move up or appoint aminority group member. This year, however, a whitemale was promoted from assistant foreman toforeman when the foreman of that department wasmoved to another job. He was the only assistantforeman and had no other competitors for theposition.The two assistant managers of the Printing Department are white males. The manager of theentire Printing Department is a black male.It appears from the foregoing that the Department has made a major effort to provide a careerline in the skilled trades areas for women andblacks, particularly by opening up the apprenticesystem. However, future progress will probablyoccur at a lesser rate given the economic stringenciesof the Department and the continuing trend towardreducing employment. There are spot areas underreview in connection with the apprenticeship andthe skilled trades, for example, to make sure thatthe salary differentials among apprentices arereasonable as they seem to be; to continue to be alertto bringing in females and blacks in the areas ofhand compositors, machine compositors, andbindery machine operators whenever and if turnoveroccurs in these areas. The area of sales and ofservice representatives will both be reviewed to seewhether sufficient affirmative action has been takenwith respect to women and blacks.(bb) Purchasing Department. Employment inthis area is relatively small and shares the decliningtrend. There were 22 staff in June 1971 and there are20 now. Of the current 20, ten are women and fiveare minority group members. The six buyers arewhite males. There has been absolutely no turnoverin this category in years. However, the Departmentanticipates some changes in the coming academicyear and plans to attempt to recruit both minoritygroup members and women as buyers.(cc) Faculty Exchange and General Stores. Thisis a small operation of eight people all males including two blacks. There has been no turnover inthis area for the past two years. It is projected thatthere will be no turnover in the forthcomingacademic year so therefore there will be no opportunity for affirmative action.(dd) Reynolds Club Barber Shop. There are fourpeople in the barber shop of whom two are blacksand one is female. The barbers who work oncommission are white males. The projection for nextyear is for staffing to continue at this level and withthe same composition.(vi) Real Estate Operations. There are no specialcomments about this area except that there isconsiderable evidence that it has been quite alert toits relative position in the University regardingemployment in its various job categories; and hasmade a conscious effort to upgrade female andminority employees within the office.(vii) Bookstore and Telephone Services andFacilities. The review of these 'areas encounteredsome salary discrepancies which were resolvedsatisfactorily.259(c) Campus Security Department. TheDepartment currently employs nine females, ofwhom two are of the patrol force; and 49 minoritiesof whom 44 are members of the patrol force. Thefemales have not generally been used to carry outon-the-street or "ordinary" patrol and securityduties. However, over the past year the Departmenthas been experimenting with a woman on patrol.Presumably, if this works out others may be hired.However, the traditions of society and the difficultyin getting public acceptance of women in publiclyvisible patrol functions accounts for the experimental approach the Department is taking.These factors will have to be overcome before apatrol job would be available for routine access towomen.The patrol force divides into part-time and full-time. Part-time patrol force members are hired frompeople who apply, often walking in off the street,seeking a part-time job to supplement other policeduties. They are not unionized. While they are paidin accord with union scales they are not necessarilyheld to a union scale of a particular level.Regular force members are hired as a result ofwalk-ins or by referrals from the Personnel Office.Generally the Department does not actively recruitpatrolmen.(d) The University Press. The principal area foraffirmative action is among the Press professionals.Recruitment of professionals at the Press involveshouse editors and copy editors. The pattern ofrecruitment of professionals has in the past largelybeen by word -of -mouth. The Press has rarely advertised. However, the registry of the AmericanAssociation of University Presses is consulted andused. Word-of-mouth recruitment involves contactwith various professional groups and professionalpress associations. It should be pointed out that inthis circle there is a heavy representation of women,so that one would judge a pattern of discriminationagainst women would not arise from the use of thegrapevine. However, there are not a great number ofblacks in this circle, reflecting the scarcity of blacksand other minority group members in the field ofprofessional editing and copy editing.Over the past two years the Press has hired veryfew new people. Four persons in the category ofhouse editors and copy editors have been hired inthat period of whom three were females and one wasOriental.Among the sales persons the review noted thatthey were all . white males. The job involved isessentially one of a traveling salesman. Traditionallythese posts are filled by males. The Press may havehad one application from a female, and that not directly for the job. However, there are no policieswhich would bar the hiring of females— orminorities — as sales persons.(e) Hospitals and Clinics. This area employs2,640 people and has been an area that has beensensitive to the requirements of affirmative action. Ithas a substantial percentage of minorities andwomen at all levels of responsibility includingsupervisory levels and in most of its units. Severaldetailed meetings with Hospital and Clinics administrators have been and are being held by theVice-President for Programs and Projects. Eachunit of the hospital is being reviewed from everyangle of affirmative action, including discussion ofsalary disparities among individuals and patterns ofemployment in various areas of the hospital. Thisreview is continuing and as specific problems areidentified they are being corrected.Attention again is called to the fine program ofgeneral education and special training which isavailable to the hospital employees to upgradethemselves.3. Conclusion: FutureDuring the coming year, there will be a special effortby the University's Personnel Office to increase thenumber of minority referrals to certain departments, and to require special justification for hiringof non -minorities in these areas. The purpose of thisstep is to make doubly sure that the University takespositive action in areas of the University where non-academic staff, particularly in the secretarial andclerical slots, do not include minorities in proportionto their presence in the labor market from which theUniversity generally recruits. The Vice-President forBusiness and Finance plans to review the staffing ofthe Personnel Office to strengthen the recruitingfunctions.Also during the coming year, a special study willbe made by the Office of the Vice-President forBusiness and Finance, of certain jobs and job codes.These include biological research technicians andaccountants; and assistant managers. The purposeof the study of the technicians will be to clarifydistinctions in duties in each job category and thusimprove the University's ability to insure comparable pay for comparable work. The study of theassistant managers group will aim at evaluatingwhether and to what extent females and minorityrepresentation might be increased.Another move under consideration is to provideadditional education and training for individuals inlow level dead end jobs to upgrade themselves.260Currently the University Hospitals and Clinicsoperate a special career mobility training of considerable scope (see page 257). Consideration will begiven to encourage departments, academic and non-academic, to use budget funds to provide similartraining or to participate in the Hospital's program.The Vice-President for Programs and Projects continues to havethe coordinating role for the University's affirmative actionprogram. Matters relating to academic personnel are theresponsibility of the Provost; in non-academic areas the respon sibility lies with the Vice-President for Business and Finance. Thisreport was prepared in the Office of the Vice-President forPrograms and Projects.1. The data provided to the Department of Health, Education andWelfare provided salary information which is considered confidential, although it did not identify individuals by name. Thesedata are not reproduced here since persons within orknowledgeable of an employment unit of the University might beable to deduce the salary of colleagues from the statistical information submitted.2. Top departments being defined by ratings published by theAmerican Council on Education in 1970.THE UNIVERSITY OF CHICAGO RECORDOFFICE OF THE VICE PRESIDENT FOR PUBLIC AFFAmSRoom 200, Administration Building261-. * 2* *f~ 3uJ- 'n "i >r ~-\ s*4X» C €t>p ~"Tv?3*«S* <^% Vv if* p. '*&*5 ^ ~*i f** <"*$O* ¦*=*§Tf *-** f*-V •••%. k-^SC" «* ^ *jfe 3o5oolm-m o rs-<3C 2:o z:"D I _ om S c 3 <33 P ¦b;3g ** 3JP>8• r- W 5 ol<30)32 5 o I-* O mO t£fc —CO 3 I 1